As a Transition Management Consultant Trainer, Qualiopi bilingual in English,I help organisations organizations to manage their transitions and anticipate the future of their business activities by providing sound advice and developing a plan tailored to their objectives. My aim is to provide organizations with the information and strategies they need to successfully successfully navigate through periods of change. I specialize in designing and implementing training programs for staff, managers and managers and executives that strengthen organizational capabilities performance and identify new opportunities for growth. identify new opportunities for growth. My areas of expertise include project transition management, process improvement, change management, risk management, communications planning and executive coaching. I have extensive experience in developing customized training programs that focus on effective communication strategies and interpersonal skills to help interpersonal skills to help organizations through periods of transition. transition periods. My teaching is interactive and engaging, designed to meet the learning learning needs of each participant. In addition to organizational training, as a Consultant Trainer Transition Management, I also offer individual coaching and workshops workshops that help individuals cope with change. My aim is to provide participants with tools they can use in their personal lives as well as as well as in their professional roles, so that they can thrive during thrive during periods of transition. My individual coaching sessions focus on improving self-awareness, developing emotional emotional intelligence and building resilience to change. in the face of change.
My contents as an Interim Management Trainer
Interim management in two words
Our leadership training expert is very clear on this point. point: using an interim manager allows you to benefit from effective, hands-on project management. By offering expertise, the interim manager will develop innovative innovative solutions, with the project’s success as his sole objective. objective. The interim manager’s logic of action is always geared towards oriented towards the rapid implementation of solutions. As part of he or she is required to transfer the chosen solutions and new or to a new recruit, the solutions adopted and the new arrangements. The interim manager has no intention of being integrated integrated into the company. Interim management allows experienced managers to intervene immediately operational. For our expert in leadership training, they bring the enlightened perspective of a specialist, the perspective of a man with experience, and the solutions of a passionate passionate manager.
A temporary assignment can be considered as interim interim management if it meets the following criteria: Accompanying a company through a phase of change (growth, restructuring, transformation, major projects) To instigate a change impacting people, systems, processes, working methods or corporate culture Add human, financial, commercial, technical, societal or environmental value, societal or environmental value.
A seasoned external resource, the interim manager is increasingly sought after by increasingly sought-after by companies for their many assets : Available and operational: capable of quickly understanding the strategic projects; Efficient: their technical credibility and ability to diagnose problems to diagnose problems and develop operational solutions while federating internal teams; Autonomous: accustomed to working in project mode and making decisions to make decisions in contexts that are often fluid, even in crisis situations with integrity and determination, which reinforces their internal internal credibility; Neutral and honest: with neither a past nor a future in the company the temporary nature of his mission frees him from any political stakes; Pedagogical and expert: fully integrated into the company, the interim manager works with existing teams, uniting them around a project around a project to ensure its success. His or her mission is an opportunity to develop the skills of employees skills and ensure a smooth handover. conditions.
➜ More effective project management: unlike the consultant whose role is limited to advising, the interim manager transition manager intervenes much more actively within the company by providing solid know-how, a methodology that has already proved its methodology that has already proved its worth in many other contexts. teams. ➜ A fast, practical solution: immediately operational, they can intervene in a very short time on his new function. This efficiency which has earned him his reputation as the “fireman of the firefighter”. ➜ True objectivity: as a resource outside the organization, he also also brings a fresh perspective, highlighting areas for improvement progress, without allowing himself to be influenced by internal internal elements that could distort his judgment. ➜ A guarantee of success: an apostle of the results culture, the interim manager manager has only one thing in mind: to guarantee the success of the of his mission by drawing on his in-depth knowledge of the sector, his innovative practices and a proven methodology. ➜ Costs under control Although it may seem high at first glance, the cost of an interim by an interim management assignment is clearly identifiable. Fully measurable, the return on investment often goes far beyond the the company’s initial expectations.
Interim Management training content
Identify and master the levers of consultative selling consultative Develop written recommendations for action
Market your offer Analyze the market, the target sector and any cross-cutting issues Understand and use a map of your motor and cognitive preferences and intrinsic motivation. Discover your own operating modes (identify preferences, motivations preferences, motivations, stress levels)
Developing interpersonal skills M&T Observing my environment differently with a filter that restricts me From the analytical eye to the systemic eye
Establish interdependent relationships with customers. Adopt modeling behaviors for the principal in order to maintain the impact of the task.
Mapping positive approaches and players to to support change. Faced with change, I identify with my own behavior. Developing feedback and anticipation as drivers of change.
Exploring and implementing certain principles relational principles Develop systematic observations on the suitability of interim managers Master the basics of modeling poses
Set targets and stick to them Secure legal framework Create the necessary documents and reports
My Interim Management Trainer FAQ
There are a number of reasons why a company might decide to interim management – The company is going through a difficult period and needs to be stabilized – The company is undergoing a transformation and needs new blood at the at the top of the organization – The company is experiencing rapid growth and needs experienced to manage it – The company is about to be sold or merged and needs experienced managers to oversee the process – The company has undergone major restructuring and needs to implement the changes To begin with, transition management helps to minimize employee disruption to employees by helping them prepare for their new position. position. This may involve helping them find new skills or relocating skills or relocating. Managing the process of moving people between jobs ensures that employees are as prepared as possible as prepared as possible for the next stage of their career. With this preparation in mind, transitioning employees can focus on their new role and the challenges that lie ahead. challenges ahead. In addition to preparing employees for their new role, transition management also also increases productivity by reducing staff turnover. turnover. Indeed, it encourages employees to stay with a company and to seek opportunities with the same employer. employer. It also ensures that staff don’t leave their current employer employer because they are dissatisfied with their work or feel stressed. feel stressed. In this way, companies are able to achieve higher levels of efficiency and reduce costs. In the same vein, transition management can also can also help reduce staff stress by ensuring that employees are employees are prepared for the next stage of their careers. This can be achieved by by assigning training or giving employees time off to find a new to find a new position or acquire new skills. skills. It can also involve discussing potential career paths with career paths with employees so that they can make informed informed decisions about where they’d like to work. By doing so, companies can reduce staff stress and improve employee improve employee morale throughout the process.
When choosing an interim management partner, it is important to consider the following factors – The company’s needs: what are the specific objectives to be achieved? – Corporate culture: how important is it to maintain continuity within the continuity within the organization? – The company’s budget: what is the budget that the company is willing to allocate? – The company’s timetable: How quickly does the company need need results? – The interim manager’s experience: Does the candidate have the necessary skills and experience? – Suitability of the interim manager: Does the candidate fit well corporate culture? One of the reasons why an interim manager should always be always be temporary is that he or she lacks the experience and qualifications for the job. When hired for a temporary position position, an interim manager must have the skills and experience experience required for the job. However, these temporary requirements often do not reflect what is needed in a permanent role. For example, a temporary role may require a person with a specific set of skills, but not a person with extensive experience in that field. By therefore, an interim manager must always be interim if he or she not have the right training for the role, as this limits his or her long-term in the long term. Another reason why an interim manager should always be an interim be interim is that he does not share his client’s values and philosophy. When working for their company, interim interim managers must represent the values and interests of their interests of their clients. They must also strive to resolve problems presented by their clients’ employees and business partners. of their clients. However, they are in no way representatives of their customers’ organizations. This means they must not represent their company’s philosophy or values when dealing with the the outside world. Instead, they must use their own their own judgment when representing their customers’ interests. interests. While one reason why an interim manager should always be temporary should always be temporary is that he doesn’t share his client’s values and philosophy, another reason is that they are temporary. When working for a company, an interim manager often doesn’t have experience or qualifications beyond those required for the position required for the job in hand. When hired for a specific specific project or for a temporary period, an interim manager must have the appropriate skills and experience for the position the position to be filled. However, if this person is to remain in the role permanently role on a permanent basis, it would make sense to hire someone with more qualifications for the position.
There is no specific training required to become an interim manager. However, it is important to have experience in the industry and sector in which in which you wish to work. Interim management is often a good option for experienced executives are looking for a new challenge or a transition in their career Having a supervisory role in an interim requires a great deal of communication on the part of all involved. This includes discussing potential solutions with everyone involved involved in the transition so that everyone understands the process. Having everyone on board is essential, as it ensures that all employees involved have the information they need to do their job effectively. do their job effectively. It also helps others to know what needs to happen, so they can prepare accordingly. Effective communication is essential for successful transitions, which is why it’s so important for managers to ensure constant communication throughout the process. It’s crucial to have the buy-in of everyone involved in the involved in transitions, as their input helps to create the best solution. Getting everyone on board ensures that that everyone involved in a transition has a voice and a fair chance of fair chance of creating the best possible solution. This ensures that that everyone’s concerns are heard and taken into account when the creation of the final action plan. Effective communication between all parties helps create buy-in, which is why it’s so important for important for managers to ensure constant communication throughout the throughout the process. Maintaining buy-in throughout a transition can be challenging as it requires constant communication between all parties involved. involved. This can be time-consuming if not done effectively, and it can be difficult to keep all parties informed if it isn’t not properly organized. There are ways of facilitating this, such as organizing regular meetings or providing updates by e-mail or SMS. However, this takes time, resources and organization at the expense of other tasks, and can be time-consuming if not time if not done properly.
Interim management is a flexible and adaptable way of working that enables organizations to react quickly to changes in their business business environment. It also enables companies to draw on a pool of experienced executives who can who can provide the necessary skills and expertise when needed. Firstly, interim managers need to listen to employees and use this information to improve the company’s strategic position. Employees need to know that they can talk about problems and share their ideas with their bosses. Interim use employee feedback to help them solve problems quickly and help them solve problems quickly and make the necessary changes company strategy. In doing so, they help achieve their long-term objectives more quickly than traditional traditional managers would do on their own. Interim managers can also be called upon at a moment’s notice so they tend to act sooner than traditional managers. managers. This is particularly useful in fast-moving industries such as industries such as technology, where companies need to remain competitive to succeed. Technology is constantly evolving, so companies companies need rapid solutions to stay one step ahead of the competition. Interim management enables these problem-solvers to take control early and make strategic strategic changes before other executives have time to think. time to think. By acting immediately, rather than waiting for things to change change, interim management makes companies more agile than agile than traditional leadership would be on its own. In addition to being proactive, interim management also focuses long-term rather than short-term objectives. In fact, companies that use interim management achieve faster results because their new leaders are more proactive. In the old system, traditional leaders approached problems reactively, rather than proactively seeking proactive solutions. By focusing on long-term long-term rather than short-term objectives, transition management helps companies reach their full potential much more quickly faster than ever before.
The aim of interim management is to provide the company company with the skills and expertise it needs to achieve specific objectives. This may involve stabilizing during a difficult period, implement change or oversee a major or overseeing a major transformation. In general, companies that turn to interim management depend heavily on the decisions made by their executives during these periods. The interim manager is expected to help companies navigate through disputes or problems that might otherwise destroy their business models and ruin their reputations. Transition provides companies with advice and assistance in implementing strategic changes so that they can focus on long-term focus on long-term objectives rather than immediate immediate concerns. This type of management helps companies focus on their customers’ needs rather than the pressures that surround them. By helping companies to make these changes changes, interim managers ensure that their customers do all they can to remain competitive in the current economic climate. economic climate. The main responsibility of interim management is to provide advice and assistance to companies in difficult situations. situations. This type of management can prevent bad decisions being made when companies are not in good health. For For example, an interim manager could work with a company to improve its safety practices while it searches for new new managers. Safety is always important in any industry industry, but it becomes even more crucial when it comes to when it comes to finding a new management team in the event of a scandal. An interim manager could also work with a company to negotiate company to negotiate better salaries or benefits for its employees employees, so that it doesn’t lose talented staff members when when bad decisions are made by existing management. existing. The ability of an external party to provide this type of assistance is the reason why many companies choose to use temporary staff.