Strategic change of a company: how to manage it?
In recent years, even decades, the notion of strategic change in business has become increasingly prevalent. Even if change is an important notion, its conduct is not easier. To distinguish between the different changes and know the conditions under which to implement them, we share with you our feedback on change.
What is a strategic change?
A company engages in a strategic change when it wishes to accompany the transformations related to its activity.
There are 4 types of strategic change : adaptation, reconstruction, evolution and revolution.
- Adaptation is the easiest strategic change to implement. It is also the most common. Adaptation consists of evolving gradually, in stages, without having to modify the company’s overall policy.
- The evolution does not change the overall strategy of the company either. It consists of changing the model, again gradually. Evolution occurs during the digital transformation of companies, for example.
- Reconstruction is a rapid change that can cause upheaval in the company. It does not modify its dominant model. As an example, let us cite the cost reduction plans implemented following an economic crisis.
- Revolution , on the other hand, implies a rapid and radical transformation of the model of development. It is necessary when the company is unable to cope with competition or environmental challenges.
Why do companies resort to strategic change?
In the majority of cases, strategic change is mentioned, or even implemented, either following a diagnosis, or to meet a need for flexibility and responsiveness.
Diagnosis leading to strategic change has two facets: internal and external . The internal diagnosis focuses on the resources present and necessary to cope with the change. The external diagnosis focuses on analyzes of the macro-environment (socio-cultural, economic, political factors, etc.) and the micro-environment (subcontractors, suppliers, customers, etc.).
The role of Reactive Executive during a strategic change
The role of the Reactive Executive firm is to provide you with a professional expert in strategic changes . We choose the interim manager based on your needs and expectations. We also take into account the organization and overall strategy of your company.
How to start an Interim Management Mission?
It all starts with an assessment of the situation : needs, projects, objectives, vision, organisations, etc. The main points of context are addressed. Then we select and connect you with the appropriate transition manager. This manager is available to carry out your strategic change . He leads the change, in accordance with your objectives. Then, once the mission is completed, an assessment is carried out: it focuses on the proper implementation of the strategic change.
Choosing the right interim management firm
To deal with your problems and be accompanied, you have the choice between non-specialized HR firms and other firms specializing in interim management. As transition is a different field from other branches of HR, we advise you to contact a firm specializing in transition management in Paris or other major cities in France (the objectives, requirements, pace and constraints being specific to that sector).
Choosing a firm with this expertise also gives you the assurance that this firm can activate a network of experienced managers specialized in interim management.
The places of intervention of Reactive Executive
With more than 10 years of experience in transition management , Reactive Executive is able to support you in any strategic change. Our managers are specifically selected for their ability to manage change and to adapt to the culture of the company for which they work.
As one of the leaders in the interim management market , Reactive Executive operates in France and internationally in areas related to interim management. We are able to fill all management positions, in all sectors of activity. We support all types of companies: from start-ups to CAC 40 companies, including SMEs/SMIs.
How to become an interim manager?
An interim manager has acquired at least twenty years of experience in high-level management . He was able to evolve into strategic positions such as CEO , financial director, human resources director, etc.
In addition, he managed teams and worked in different sectors. All our interim managers are mobile: for them, moving around in the field is an integral part of their tasks.
To better adapt to your needs and to better meet the demands of the job, our interim managers are able to be reactive and adapt.