As we reach mid-2025, one keyword stands out: delivery! In an era of sweeping strategic reorganizations, a clear trend is emerging across all sectors: organizations are prioritizing profiles capable of taking action, not just talking about it.
From vision to execution: enter the hybrid leaders
The era of “visionary-charismatic” executives is giving way to hybrid profiles, capable of managing both operational complexity and sustainable transformation.
Real-world examples:
- Unilever is betting on a former CFO as CEO to bring order to an increasingly sprawling portfolio.
- Kering surprises with Luca de Meo, ex-Renault: an industrial transformation expert brought in to inject rigor into a creative universe.
What they have in common? These profiles combine operational excellence, tight KPI management, and long-term vision. They embody a leadership of resilience and method, with the ability to make trade-offs, simplify, and execute in a context where every mistake has immediate consequences.
Glocal strategies: more autonomy, more accountability
Rigid centralism is out, but there’s no loosening the reins: organizations are experimenting with hybrid models, more flexible locally, but with reinforced reporting.
- Tikehau Capital strengthens the separation of powers between executive and non-executive governance.
The objective: adapt global strategies to market realities without compromising the rigor of central oversight.
The 4 operational mantras for the comeback
In a tight economic context, priorities are crystal clear:
- Simplify product portfolios and roadmaps. Out go the “nice to have” projects. Only profitable, scalable, or differentiated initiatives survive.
- Break down silos (marketing, finance, tech, data, compliance, customer). Goal: get those designing, selling, financing, and securing to speak the same language.
- Strengthen ESG with concrete actions and clear metrics. No more storytelling: verifiable KPIs, clear roadmaps, auditable reporting.
- Realign delivery, support, and customer (especially in tech, where misalignments are costly).
Time for measurable action!
HR: retain hybrid talent, develop pivot managers
On the HR front, the critical factor is called cross-functional collaboration.
- Retain rare profiles (physician-market experts, finance-data specialists, digital-FMCG professionals…).
- Guide middle managers toward agile leadership positions at the intersection of expertise.
- Reimagine career paths with short cycles, high-impact projects, and tangible work meaning.
This return to business will likely mark a turning point in the managerial maturity of organizations. Pragmatism, cross-functional skill sets, tight management, and human engagement: companies that check these boxes will have a competitive edge. Watch closely: the talents capable of “playing as a team” in complex ecosystems… they are the true transformation catalysts!