Transition Management is a managerial tool that has been very successful over the last 20 years, because it is highly effective. It is characterized by the intervention of highly experienced managers to redress managerial emergencies, for which they have specific expertise, having already carried out this type of operation on several occasions.
These Transition Managers are hired for a fixed period of time, and are tasked with managing a transformation or crisis, driving critical change, filling gaps in existing skills, or piloting specific projects. They can intervene in a variety of situations, such as restructuring, sudden executive departures, mergers & acquisitions, the implementation of new strategic processes, etc.

A company that decides to call on the services of an interim manager is generally faced with a managerial emergency: a manager is missing or failing, a project has gone off the rails, a new step needs to be taken, the company wants to move from situation A to situation B...
This is the starting point for a mission brief, which will be used to determine the profile and experience of the interim manager to be brought in.
In the IT and digital sectors, companies often find it difficult to determine the profile, as this is a technical field. It is therefore worthwhile to call on firms specializing in IT and digital for 3 reasons:
- understanding the IT and Digital sector is essential to truly understand the starting situation and the desired arrival situation, and thus to complete the mission brief
- the identification of participants must be based as much on their know-how as on their interpersonal skills, and generalist interim management firms, not having themselves worked in technological professions, do not really know how to evaluate the know-how of candidates
- Infortive Transition was created by interim CIOs, convinced that Information Systems are at the heart of corporate strategy. The entire Infortive team draws on their experience in the field to select the best managers and support them throughout their assignment, to ensure that there is always the right alignment between the company's initial intention and implementation.

The main advantage of Interim Management is its flexibility and rapid impact, enabling the company to benefit from highly qualified (one might even say over-experienced) profiles for a transitional period without hiring a long-term employee. The Transition Manager also brings an outside perspective that can be invaluable in overcoming internal resistance and bringing necessary changes to fruition. What's more, he has no personal stake in his future with the company, as he is hired temporarily to provide concrete solutions, and then continues his career elsewhere. This absence of personal stakes enables them to make objective decisions and focus solely on the company's interests.

Unlike an expert or a consultant, an interim manager is expected to possess solid managerial qualities.
An interim manager is operational, whereas a consultant is more of an analyst.
An interim manager is responsible for results, unlike a consultant.
An Interim Manager is responsible for operational implementation, whereas a Consultant delivers recommendations.
An Interim Manager has a team management role, whereas a Consultant has no authority over employees.
The ROI of an Interim Manager is much higher than that of a Consultant. The ROI of an interim manager is usually several times the cost of the assignment. The daily rate of an interim manager is lower than that of a consultant
. The interim manager will use the resources available to him within the company, making do with what he has.
More information in our article How to choose between Consulting and Interim Management?

- To respond to a managerial emergency: replacing a key resource at short notice...
- To drive change
- To turn around a crisis situation
- To bring technical expertise and proven project management and leadership experience to bear on specific objectives
Discover the situations in which our customers have found solutions through Interim Management.

The Transition Management method consists of:
- for the Transition Manager: arriving, transforming, leaving
- for the Transition Management firm: understanding the profile of the person required to meet the challenges of the situation experienced by the company, sourcing Transition Managers who have already experienced the same situation and fulfilled the same mission brilliantly, and accompanying them throughout their mission to ensure alignment between the mission objective and operational implementation.

The selection of the Transition Manager, which takes place within 48 hours thanks to our in-depth knowledge of the Transition Manager pool, is based on their professional skills, their sector experience, their soft skills and their reputation as experts capable of producing tangible results.
For example, Infortive Transition is in constant contact with a large majority of IT & Digital Transition Managers to understand how their current assignments are going, what their strengths are, their availability, what customers are saying about them, etc.

Large companies are major consumers of Interim Management, because they know it well.
Mid-sized companies (ETI) face challenges for which Interim Management is an ideal solution, because of the flexibility it brings, the rapid deployment of managers who are perfectly equipped to handle situations at a moment's notice, their controlled cost, the fact that managers manage the operational part with the means at hand, and that they are 100% focused on the mission to succeed rather than on their career plan within the company.

An Interim Manager generally has a lower daily rate than a Consultant.
The price of hiring an Interim Manager varies according to several factors: technical and interpersonal skills, the industry in which the company operates, the degree of urgency of the assignment, the seniority of the manager as Interim Manager, etc.
Generally, daily rates range from €1,000 to over €2,000 for the most experienced managers.
Interim Managers can work on a part-time or full-time basis.

According to France Transition, the average is 7 months.