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Detection and indexing of interim executives: the LYA method
Inspired by British and Canadian models, our approach gives a predictive indication of the overall capacity to act and to take account of one’s environment. It includes experience, performance, soft skills, culture…
REFERENCING METHODOLOGY
The referral methodology for interim managers
Beyond the CV and technical skills, we measure the ability to achieve the objectives set while coordinating the teams and providing a sense of perspective. This guarantees our clients personalities who are able to inspire momentum as well as a sustainable vision. Managers have the freedom to choose assignments that are in line with their personal motivations and areas of interest.
1. Selection interview
This crucial interview is carried out by the founder or the partners of Réseau 137. Getting involved in this first meeting and respecting the views of our interviewees is a reflection of our philosophy.
This crucial interview is carried out by the founder or the partners of Réseau 137. Getting involved in this first meeting and respecting the views of our interviewees is a reflection of our philosophy.
2. Integration into Réseau 137
Within 3 days, the executive or interim manager is informed of his or her entry – or otherwise – into our Network. Highly selective, we focus on profiles that we believe present the greatest value.
Within 3 days, the executive or interim manager is informed of his or her entry – or otherwise – into our Network. Highly selective, we focus on profiles that we believe present the greatest value.
MISSION METHODOLOGY
The methodology for organising
and monitoring assignments
We do everything we can to ensure the total success of the assignments you entrust to us.
Our pride is not in “placing” a candidate, but rather in working with you to meet your transformation challenges. We adapt to the requirements of our clients, whatever their size or challenge. But we also know how to challenge the course of a collaboration when it is in the interest of the project.
1. Before the assignment
- Onboarding: we prepare the candidate for his or her arrival in the company, a few days before the start of the assignment
- Training in the use of assignment tools
2. During the assignment
- Training
- Weekly coaching
- Tripartite diagnosis 3 weeks after arrival in the company
- Tripartite monthly monitoring
- Possibility of activating tailor-made support: provision of experts, multidisciplinary team workshops, support for high stakes, access to the Agora community, development plan, documentation
3. At the end of the assignment
- Tripartite handover 2 weeks before the end of the assignment
- Experience feedback given in the presence of the client and the interim manager on the last day of the assignment
Coordination of the Réseau 137
community
By coordinating communities of executives, the Réseau 137 spirit assumes its full meaning.
Cross-cutting, organised by business line, region or prospective theme, these exchanges go beyond traditional silos and allow the emergence of inspiring practices and ideas in line with the times. Everyone can join several communities and thereby cultivate several areas of expertise.
