Thomas PARIS

L’équipe de France de natation rentre des Jeux olympiques d’Atlanta avec ce bilan sans ambiguïté : trois participations aux finales individuelles, aucune médaille, pour une délégation de vingt-quatre nageurs. La France est une nation de second rang en natation. Seize ans plus tard, l’équipe de France rentre des Jeux de Londres, en 2012, avec 7 médailles dont 4 en or, ce qui lui permet de figurer en 3ème position au classement mondial des médailles, derrières les États-Unis et la Chine, et ce, après en avoir remporté 10 aux Championnats du monde de Shanghai l’année précédente. En l’espace de quelques années, la France de la natation est passée de l’antichambre au podium mondial. Coup de chance ? Génération spontanée de nageurs talentueux ? Au contraire, le cas, qui s'appuie sur des entretiens avec l'ensemble des acteurs (nageurs, entraîneurs, fédération) impliqués dans cette période, montre que cette métamorphose est le résultat d’une action de management, c’est-à-dire la conséquence d’actions structurantes, conduites à différents niveaux, celui de l’entraînement, celui des clubs, celui de la Fédération nationale, pour faire basculer la natation française dans une culture de la victoire. Mots-clés : Performance, sport de haut niveau, management des talents, gestion du changement , 2016 (https://www.ccmp.fr/index.php?tg=addon/ccmp/main&idx=catalogItem.displayList)

The case is about an SME in the luxury perfume sector. Its founder, an insider in the sector, created it after seeing that the sector was finding it increasingly difficult to offer atypical and original designer perfumes, and that a certain number of consumers were growing frustrated. This observation led him to create his own company and devise a different business model. The case comprises two parts, which can be addressed successively or separately. The first part leads students to carefully analyze the perfumery sector and the causes of these problems, and then to identify business opportunities to offer a range of products that guarantees a high level of creativity. The second part describes the business model of the company, its operation, positioning and offer and raises the issues of business development. , 2014 , Perfume Industry, Luxury, Business Model, Business Development, Innovation (http://www.ccmp.fr/collection-hec-paris/cas-freedom-for-noses)

The case is about an SME in the luxury perfume sector. Its founder, an insider in the sector, created it after seeing that the sector was finding it increasingly difficult to offer atypical and original designer perfumes, and that a certain number of consumers were growing frustrated. This observation led him to create his own company and devise a different business model. The case comprises two parts, which can be addressed successively or separately. The first part leads students to carefully analyze the perfumery sector and the causes of these problems, and then to identify business opportunities to offer a range of products that guarantees a high level of creativity. The second part describes the business model of the company, its operation, positioning and offer and raises the issues of business development. , 2014 , Parfumerie , Luxe , Business Model , Business Development , Innovation (http://www.ccmp.fr/collection-hec-paris/cas-liberte-pour-les-nez)

The "gastronomic" company Groupe Bernard Loiseau was managed by its founder, manager and Chef from the very beginning. The total size of the group was one hundred employees, 4 restaurants. After Bernard Loiseau's death in February 2003, the company lost its charismatic leader as well as its expert. The consequent restructuring was aimed as going from a very centralized structure to a more functional organizational structure. Moreover, the company was supposed to reorganize its creative mood by hiring a new chef in the spirit of Loiseau, keeping its 3 stars in the Michelin Guide. This renewal was aimed also at defining what was Loiseau spirit and creating an atmosphere for innovation to keep clients coming without betraying the clients' expectations. , 2012 , Gastronomy , Luxury , Creation , Organization and structure , Vision of the leader , Leadership , Change management , Passing on business , Brand image , Crisis , strategic Location , Reorganization , Restaurant , Preserving of the skills (http://www.ccmp.fr/collection-hec-paris/cas-a-new-takeoff-for-loiseau-from-the-death-of-the-chef-to-renewal)

The “gastronomic” company Groupe Bernard Loiseau was managed by its founder, manager and Chef from the very beginning. The total size of the group was one hundred employees, 4 restaurants. After Bernard Loiseau’s death in February 2003, the com , 2012 (http://www.ccmp.fr/collection-hec-paris/cas-un-nouvel-envol-pour-loiseau-du-deces-du-chef-au-renouveau)