{"id":29931,"date":"2019-07-26T18:46:37","date_gmt":"2019-07-26T22:46:37","guid":{"rendered":"https:\/\/kccpositivebusinesspsychology.com\/les-3-principaux-mythes-sur-la-gestion-du-changement\/"},"modified":"2025-03-20T16:30:43","modified_gmt":"2025-03-20T20:30:43","slug":"les-3-principaux-mythes-sur-la-gestion-du-changement","status":"publish","type":"post","link":"https:\/\/kccpositivebusinesspsychology.com\/fr\/les-3-principaux-mythes-sur-la-gestion-du-changement\/","title":{"rendered":"Les 3 principaux mythes sur la gestion du changement"},"content":{"rendered":" \n

Saviez-vous que…<\/strong><\/h4> \n \n

\u00ab\u00a0Les \u00e9tudes montrent que 70 \u00e0 80 % des initiatives de changement dans les organisations \u00e9chouent\u00a0\u00bb -John Kotter<\/p> \n \n

En tant que psychologue organisationnel, je peux vous dire que ce taux d’\u00e9chec alarmant est souvent attribu\u00e9 au facteur humain ! Voici 3 mythes classiques auxquels je suis fr\u00e9quemment confront\u00e9 dans ma pratique. <\/p> \n \n

Mythe n\u00b0 1 – Il est important de communiquer les informations en groupe<\/span><\/strong><\/h4> \n \n

Plusieurs organisations \u00e9laborent un plan de communication et se concentrent sur la pr\u00e9sentation des changements lors de s\u00e9ances d’information destin\u00e9es aux employ\u00e9s. L’objectif est de transmettre le m\u00eame message \u00e0 tous les employ\u00e9s afin qu’ils l’entendent en m\u00eame temps et de la m\u00eame mani\u00e8re, minimisant ainsi les interpr\u00e9tations erron\u00e9es et les rumeurs. <\/p> \n \n

Attention !<\/strong> Cela a souvent l’effet inverse. Au sein d’un groupe, de nombreuses personnes \u00e9vitent de prendre la parole et de poser des questions. Je dis souvent \u00ab\u00a0apr\u00e8s chaque r\u00e9union, il y a une r\u00e9union … c’est la vraie r\u00e9union … les patrons ne sont pas invit\u00e9s et les employ\u00e9s disent vraiment ce qu’ils pensent ! \u00a0\u00bb <\/p> \n \n

Que faire ?<\/strong> Alternez les modes de communication : grands groupes, petits groupes, rencontres individuelles.<\/p> \n \n

Mythe n\u00b02 – Se concentrer sur les avantages<\/span> du changement<\/strong><\/h4> \n \n

Il est clair qu’il est important de pr\u00e9senter les raisons qui ont motiv\u00e9 notre organisation \u00e0 mettre en \u0153uvre le changement ainsi que les avantages qui en d\u00e9coulent. Nous voulons que ce soit positif, n’est-ce pas ? <\/p> \n \n

Attention !<\/strong> G\u00e9rer le changement n’est pas une question de vente. Si nous parlons trop des aspects positifs sans aborder les obstacles et les difficult\u00e9s potentielles, nous donnons l’impression de ne pas comprendre les impacts ou de ne pas nous en soucier, et les gens se m\u00e9fieront. <\/p> \n \n

Que faire ?<\/strong> Pr\u00e9sentez un portrait r\u00e9aliste d\u00e8s le d\u00e9part. Une d\u00e9cision comporte toujours des avantages et des inconv\u00e9nients ; si vous en \u00eates conscient, vous devez les signaler. Les solutions peuvent \u00eatre trouv\u00e9es en travaillant en collaboration. <\/p> \n \n

Mythe n\u00b0 3 – Nous devons organiser des r\u00e9unions lorsque nous avons de NOUVELLES<\/span> informations \u00e0 partager<\/strong><\/h4> \n \n

Nous savons tous qu’il est important d’organiser des r\u00e9unions de suivi lors de la mise en \u0153uvre du changement. Souvent, nous attendons d’avoir de nouvelles informations \u00e0 partager avant d’organiser une r\u00e9union, afin que la communication soit pertinente et apporte une valeur ajout\u00e9e. <\/p> \n \n

Attention !<\/strong> Moins nous communiquons en p\u00e9riode de changement, moins nous g\u00e9rons l’information. Chaque jour, les gens discutent des changements. Si nous ne pr\u00e9voyons pas un dialogue fr\u00e9quent, la d\u00e9sinformation et les rumeurs prendront le dessus. <\/p> \n \n

Que faire ?<\/strong> Planifiez des r\u00e9unions p\u00e9riodiques et tenez-les, qu’il y ait ou non quelque chose de nouveau \u00e0 discuter. Si nous annulons une r\u00e9union parce que nous attendons des r\u00e9ponses ou parce qu’il n’y a pas grand-chose de nouveau \u00e0 discuter… les gens s’inqui\u00e9teront. Il est pr\u00e9f\u00e9rable d’organiser de courtes r\u00e9unions r\u00e9guli\u00e8res et fr\u00e9quentes et de demander aux participants de faire part de leur situation, de leurs succ\u00e8s, de leurs obstacles, etc. <\/p> \n \n

Vous cherchez d’autres outils de leadership ?<\/h4> \n \n

Commencez d\u00e8s aujourd’hui \u00e0 utiliser notre outil d’\u00e9valuation et de d\u00e9veloppement du leadership<\/a>, un test qui vous aidera \u00e0 maximiser votre impact en mati\u00e8re de leadership. Le test r\u00e9v\u00e8le vos forces et vos faiblesses et vous propose ensuite un plan de d\u00e9veloppement cibl\u00e9, comprenant des exercices, qui vous permettra d’accro\u00eetre consid\u00e9rablement vos performances. Investissez dans votre potentiel de leadership en passant le test d\u00e8s aujourd’hui<\/a>! <\/p> \n","protected":false},"excerpt":{"rendered":"

Saviez-vous que… \u00ab\u00a0Les \u00e9tudes montrent que 70 \u00e0 80 % des initiatives de changement dans les organisations \u00e9chouent\u00a0\u00bb -John Kotter En tant que psychologue organisationnel, je peux vous dire que ce taux d’\u00e9chec alarmant est souvent attribu\u00e9 au facteur humain ! Voici 3 mythes classiques auxquels je suis fr\u00e9quemment confront\u00e9 […]<\/p>\n","protected":false},"author":4,"featured_media":27416,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[392],"tags":[545],"class_list":["post-29931","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-conseils-en-leadership","tag-gestion-du-changement"],"yoast_head":"\nLes 3 principaux mythes sur la gestion du changement – KCC Positive Business Psychology<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kccpositivebusinesspsychology.com\/fr\/les-3-principaux-mythes-sur-la-gestion-du-changement\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Les 3 principaux mythes sur la gestion du changement – KCC Positive Business Psychology\" \/>\n<meta property=\"og:description\" content=\" Saviez-vous que… \u00ab\u00a0Les \u00e9tudes montrent que 70 \u00e0 80 % des initiatives de changement dans les organisations \u00e9chouent\u00a0\u00bb -John Kotter En tant que psychologue organisationnel, je peux vous dire que ce taux d’\u00e9chec alarmant est souvent attribu\u00e9 au facteur humain ! 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