Transitional Management: A Solution Still Underestimated by Business Leaders – by Frédéric Ledien for Les Echos

A recent OpinionWay study delivers a stark finding: 40% of business leaders have never heard of transitional management. Among those who have a vague idea, only 32% understand that it is a managerial solution, temporarily entrusting the operational leadership of an organization to an external executive with a specific objective.
Economic history is punctuated by pivotal periods, and we are undoubtedly living through one such phase, marked by the need for companies to navigate multiple transformations—technological, environmental, demographic, and more.

To meet these challenges, leaders have a toolbox at their disposal, and transitional management is a key instrument. Unfortunately, it suffers from misrepresentation, remains poorly understood, and is therefore underutilized given the breadth of opportunities it offers organizations. According to the same study, 40% of leaders have never even heard of it, and only half of the rest (32%) understand exactly what it entails.

What Transitional Management Actually Is
Transitional management is exactly what it says: a managerial solution that temporarily entrusts the operational leadership of an organization to an external executive. The intervention is defined by a clear objective—such as a transformation project or a period of change—and a fixed duration for the assignment.
For nearly all leaders who have used this approach, it delivers on its promises: 90% report satisfaction. What do they value most? The manager’s professional expertise and experience, their interpersonal skills, agility, situational intelligence, listening ability, ability to transfer knowledge, and capacity to mobilize teams. Crucially, the external perspective offered by a manager not committed long-term to the organization is highly appreciated. Their seniority and status provide analytical depth and an appropriate stance for addressing complex challenges.

Misconceptions and Underuse
Despite high satisfaction, misconceptions persist. Transitional management is still wrongly associated with cost-cutting or crisis intervention: “It’s not for me, only for those who have failed.” Leaders often resort to it only after other solutions have been exhausted—a fundamental misjudgment. The primary responsibility of a leader is the long-term sustainability of the organization, guiding teams to collective success. Recognizing the value of transitional management is part of fulfilling that duty.

Two other perceived barriers merit clarification:
Cost concerns: 85% of leaders fear the cost of a transition manager. In reality, it is an investment, with ROI measured by savings, productivity gains, and the overall impact of the implemented solution.
Cultural fit concerns: 84% believe a transition manager will not understand the company’s culture. Senior managers with diverse career backgrounds can quickly integrate and adapt to an organization’s unique characteristics.
A Valuable Tool Beyond Crises
In today’s complex environment, many companies would benefit from keeping transitional management on their radar—not only in crises, but also to support profitability, growth, and organizational transformations. The study shows that while 45% of leaders use transitional management for crisis management, more employ it to enhance profitability (47%) or to accompany transformations (58%).

Conclusion
How many companies could have been better preserved or positioned for growth if transitional management had been leveraged earlier? It is time to stop undervaluing this strategic tool and present it objectively to business leaders as a key instrument for transformation, growth, and long-term economic success.
(1) Grant Alexander / OpinionWay study
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Article by Frédéric Ledien, republished as an op-ed on lesechos.fr
Read the full piece on Les Echos (subscriber access) and download the summary of our study.