{"id":9268,"date":"2018-05-23T13:54:42","date_gmt":"2018-05-23T11:54:42","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=9268"},"modified":"2018-12-05T11:24:33","modified_gmt":"2018-12-05T09:24:33","slug":"conference-management-changement","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2018\/05\/23\/conference-management-changement\/","title":{"rendered":"Conf\u00e9rence \u00ab Manager le changement avec la m\u00e9thode du W \u00bb"},"content":{"rendered":"<p>Apr\u00e8s un brainstorming avec le public sur les <strong>facteurs de r\u00e9ussite d\u2019un projet de management du changement<\/strong>, une pr\u00e9sentation des <strong>9 freins au changement <\/strong>et des<strong> 6 cons\u00e9quences d\u2019un d\u00e9ficit d\u2019<a href=\"https:\/\/www.gereso.com\/formations\/management-et-leadership\/agilite-manageriale\/formation-conduire-le-changement-avec-la-methode-du-w\" target=\"_blank\" rel=\"noopener\">accompagnement du changement<\/a>,<\/strong> David Askienazy et Antoine des Mazery nous ont livr\u00e9 les grands principes de leur <strong>m\u00e9thodologie de gestion du changement<\/strong>, appel\u00e9e \u00ab\u00a0M\u00e9thode du W\u00a0\u00bb.<\/p>\n<p>Cette m\u00e9thode repose sur <strong>5 \u00e9tapes <\/strong>entre le management et les \u00e9quipes op\u00e9rationnelles, sur le terrain, pour <strong>aboutir \u00e0 un projet de changement accept\u00e9, partag\u00e9, coh\u00e9rent et valid\u00e9 par tous\u00a0: <\/strong><\/p>\n<ul>\n<li><strong>Le cadrage<\/strong> (par le management)<\/li>\n<li><strong>Les propositions<\/strong> (par le terrain)<\/li>\n<li><strong>Le feed-back<\/strong> (par le management)<\/li>\n<li><strong>Le test<\/strong> (par le terrain)<\/li>\n<li><strong>L\u2019annonce des r\u00e9sultats<\/strong> (par le management)<\/li>\n<\/ul>\n<p>Au cours de leur pr\u00e9sentation, ils ont notamment insist\u00e9 sur <strong>l\u2019aspect m\u00e9tier de leur approche<\/strong>, c\u2019est-\u00e0-dire un travail des acteurs du projet sur les incidences pratiques du changement sur leurs process, leurs m\u00e9thodes de travail, les objectifs li\u00e9s \u00e0 leur mission, par opposition \u00e0 une <strong>approche purement psychologique<\/strong> du changement, m\u00eame si cette dimension est \u00e9galement \u00e0 prendre en compte. Dans le \u00ab\u00a0cocktail\u00a0\u00bb d\u2019un projet de changement, le volet \u00ab\u00a0Coacher-former-communiquer\u00a0\u00bb ne repr\u00e9sente selon eux que 25% de la recette, tandis que le volet \u00ab\u00a0travailler avec\u2026\u00a0\u00bb p\u00e8se pour 75%.<\/p>\n<p>Ils ont \u00e9galement \u00e9voqu\u00e9 la n\u00e9cessit\u00e9, dans tout projet de changement, de <strong>valoriser financi\u00e8rement <\/strong>les gains attendus d\u2019une d\u00e9marche de conduite du changement. Selon eux, un projet de changement op\u00e9r\u00e9 sans accompagnement sera plus long, moins efficace, et finalement, <strong>plus co\u00fbteux pour l\u2019organisation<\/strong>.<\/p>\n<p>Ils ont ensuite pr\u00e9sent\u00e9 quelques grands <strong>facteurs cl\u00e9s de succ\u00e8s d\u2019un projet de changement\u00a0:<\/strong><\/p>\n<ul>\n<li>Une direction qui pose le cadre<\/li>\n<li>Du participatif\u00a0!<\/li>\n<li>Travailler sur le m\u00e9tier<\/li>\n<li>Traiter tous les freins<\/li>\n<li>Exp\u00e9rimenter sur le terrain<\/li>\n<li>Mettre en \u0153uvre des modalit\u00e9s pratiques adapt\u00e9es \u00e0 la \u00ab\u00a0vraie vie\u00a0\u00bb<\/li>\n<li>Faire simple<\/li>\n<\/ul>\n<p>Apr\u00e8s une revue d\u00e9taill\u00e9e des <strong>5 \u00e9tapes de la m\u00e9thode du W<\/strong> et des illustrations de <strong>cas clients<\/strong> sur lesquels ils ont travaill\u00e9, ils ont r\u00e9pondu aux nombreuses <strong>questions des participants sur les aspects pratiques<\/strong> de leur approche\u00a0: organisation, d\u00e9lais, implication des managers, \u00e9quilibre entre travail sur le m\u00e9tier et les aspects psychologiques\u2026<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Apr\u00e8s un brainstorming avec le public sur les facteurs de r\u00e9ussite d\u2019un projet de management du changement, une pr\u00e9sentation des 9 freins au changement et des 6 cons\u00e9quences d\u2019un d\u00e9ficit d\u2019accompagnement du changement, David Askienazy et Antoine des Mazery nous ont livr\u00e9 les grands principes de leur m\u00e9thodologie de gestion du changement, appel\u00e9e \u00ab\u00a0M\u00e9thode du [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":9269,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[10],"tags":[1281,1280,1273,805,1279],"class_list":["post-9268","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-et-leadership","tag-antoine-des-mazery","tag-david-askienazy","tag-management-dequipe","tag-management-du-changement","tag-methode-du-w"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - 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