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The most difficult part of a business transfer doesn't necessarily happen before closing. Once the deal is signed, the buyer must primarily settle in without destabilizing what he has just acquired. With a significant portion of French business leaders aging, business succession has become a central issue for the economy. According to the French government (Direction Générale des Enterprises), nearly 500,000 businesses should be transferred over the next ten years. Preserving

In August, everyone knows... agendas empty out, decision-making slows down and some business meetings are postponed until September. In many B2B companies, this phenomenon is perfectly predictable. HubSpot even points out in a June 2026 publication that the summer slowdown can be anticipated and used to prepare the back-to-school pipeline. However, a slowdown in signings does not mean a halt to commercial activity. For an SME or an ETI, summer can instead offer what is often

The summer of 2026 gives us a very concrete glimpse of a risk that manufacturers will now have to permanently integrate into their organization: extreme heat... With an average temperature of 24.9°C, July 2026 was the hottest month ever recorded in France since measurements began in 1900. Several heat waves have occurred since this spring, and August has also seen its share of record-breaking temperatures... For an industrial company, the consequences of this intense heat ext

Decide quickly. Decide rightly. Decide in uncertainty. This has become the daily reality for many SME and mid-sized company leaders. Tensions arise from all sides: cash flow, recruitment, supply chain, social climate, external growth, digital transformation, commercial pressure, geopolitical uncertainties. The problem is not just the number of issues to be addressed. It's their accumulation at the same decision-making level. When everything comes back to the leader, the compa

Companies talk about diversity. They make commitments. They publish indicators. They know that increasing the number of women in leadership positions is now a governance issue. But on the ground, one question still persists: why do so many women still progress more slowly towards management, leadership or executive committee positions? The answer lies not only in individual career paths, personal ambitions, or family constraints. It also lies in the organization of the compan

Absenteeism on the rise. Departure of a key manager. Recruitment efforts stalled. Sensitive reorganization to prepare. Strained labor relations… In many SMEs and mid-sized companies, HR issues have changed in importance. They still concern the HR function, but they now involve business continuity, operational performance, managerial stability, and the company's ability to meet its commitments. The incumbent HR Director then finds himself at the center of a difficult equation: