{"id":748,"date":"2017-04-04T16:44:14","date_gmt":"2017-04-04T21:44:14","guid":{"rendered":"http:\/\/cphr.flywheelsites.com\/?p=748"},"modified":"2017-06-18T19:02:07","modified_gmt":"2017-06-19T02:02:07","slug":"a-cphr-is-your-partner-in-change-leadership","status":"publish","type":"post","link":"https:\/\/cphr.ca\/fr\/2017\/04\/04\/a-cphr-is-your-partner-in-change-leadership\/","title":{"rendered":"En leadership du changement, les CRHA sont vos partenaires de choix"},"content":{"rendered":"<p class=\"p1\"><span class=\"s1\">Qu\u2019il s\u2019agisse de croissance, de rationalisation ou de perturbation, au sein du march\u00e9 concurrentiel d\u2019aujourd\u2019hui, le changement fait partie de la r\u00e9alit\u00e9 de la plupart des entreprises. Puisque le changement se produit \u00e0 grande vitesse, la facult\u00e9 d\u2019en tenir les r\u00eanes constitue probablement la capacit\u00e9 la plus attendue des leaders d\u2019aujourd\u2019hui.<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">Quand l\u2019incertitude plane, les CRHA sont capables d\u2019aider votre \u00e9quipe de direction \u00e0 retrouver son \u00e9quilibre et \u00e0 concevoir les meilleures strat\u00e9gies de gestion des RH pour assurer une transition organisationnelle harmonieuse, que ce soit vers une restructuration ou la mise en \u0153uvre de nouveaux processus.<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">Ce sont des experts lorsqu\u2019il s\u2019agit de soutenir l\u2019organisation et de r\u00e9pondre \u00e0 ses besoins de changement, tout en en orchestrant le processus\u00a0: ils renforcent le leadership en mati\u00e8re de changement, permettent aux gens de r\u00e9agir comme il se doit aux nouvelles r\u00e9alit\u00e9s et exigences professionnelles ainsi qu\u2019ils consolident la capacit\u00e9 organisationnelle d\u2019occuper une place de choix sur le plan de la dotation, d\u00e8s maintenant et \u00e0 l\u2019avenir.<\/span><\/p>\n<h6>qu\u2019est-ce que le leadership du changement?<\/h6>\n<p class=\"p1\"><span class=\"s1\">Le leadership du changement, c\u2019est la capacit\u00e9 d\u2019influencer les autres et de susciter chez eux l\u2019enthousiasme gr\u00e2ce \u00e0 sa d\u00e9marche, \u00e0 sa vision et \u00e0 son dynamisme personnels ainsi que d\u2019acc\u00e9der aux ressources qu\u2019il faut pour lui construire une plateforme robuste.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-752 size-full\" src=\"https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-1.jpg\" alt=\"\" width=\"1460\" height=\"120\" srcset=\"https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-1.jpg 1460w, https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-1-300x25.jpg 300w, https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-1-768x63.jpg 768w, https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-1-1024x84.jpg 1024w\" sizes=\"auto, (max-width: 1460px) 100vw, 1460px\" \/><\/p>\n<p class=\"p1\"><span class=\"s1\">Une enqu\u00eate, r\u00e9alis\u00e9e par IBM en 2014 aupr\u00e8s de 1\u00a0500 leaders mondiaux, a permis de constater que seulement 20\u00a0pour cent des organisations se sentent comp\u00e9tentes en mati\u00e8re de leadership du changement. Parmi les r\u00e9pondants, 70 pour cent ont affirm\u00e9 que les initiatives qu\u2019ils ont prises ne leur ont pas permis d\u2019atteindre les objectifs de leur projet, que ce soit \u00e0 l\u2019\u00e9gard du temps, des co\u00fbts ou de la qualit\u00e9. Quand il a \u00e9t\u00e9 question de fusions et d\u2019acquisitions, les chiffres se sont r\u00e9v\u00e9l\u00e9s les m\u00eames.<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">L\u2019incapacit\u00e9 de distinguer le leadership du changement de la gestion du changement est l\u2019\u00e9cueil de plusieurs gestionnaires. \u00catre un formidable gestionnaire, mais un pi\u00e8tre leader, c\u2019est tr\u00e8s possible. Naturellement, lorsqu\u2019il s\u2019agit d\u2019instaurer un changement organisationnel, le syst\u00e8me s\u2019enraie. Voici quelques exemples de telles situations\u00a0:<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">Les gestionnaires se concentreront sur les t\u00e2ches, les listes de v\u00e9rification et les r\u00e9sultats. Mais les leaders consacreront toute leur attention aux relations avec les gens et aux conditions de r\u00e9ussite. Tout en r\u00e9solvant les probl\u00e8mes, ils doivent constituer et soutenir la communaut\u00e9 interne.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-753 size-full\" src=\"https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-2.jpg\" alt=\"\" width=\"1460\" height=\"120\" srcset=\"https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-2.jpg 1460w, https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-2-300x25.jpg 300w, https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-2-768x63.jpg 768w, https:\/\/cphr.ca\/fr\/wp-content\/uploads\/sites\/2\/2017\/04\/post-2-stat-2-1024x84.jpg 1024w\" sizes=\"auto, (max-width: 1460px) 100vw, 1460px\" \/><\/p>\n<p class=\"p1\"><span class=\"s1\">Les gestionnaires n\u00e9gocient les engagements. Mais les leaders inspirent les autres parce qu\u2019ils savent que l\u2019inspiration alimente la mobilisation.<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">Les gestionnaires pr\u00e9tendent savoir ce qui se passera. Mais les leaders observeront, \u00e9couteront et apprendront de leur entourage et prendront appui sur les exp\u00e9riences requises pour parvenir \u00e0 une transformation v\u00e9ritable.<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">Les leaders du changement voudront des CRHA dans leur entourage pour stimuler l\u2019engagement du personnel (obtenir son adh\u00e9sion) et faire en sorte qu\u2019il promeuve la vision. Ils deviennent des ressources inestimables \u00e0 l\u2019heure de dynamiser le processus de changement et d\u2019\u00e9liminer les obstacles restants au changement. Les CRHA peuvent jouer plusieurs r\u00f4les importants dans le soutien et la mise en \u0153uvre du changement organisationnel\u00a0:<\/span><\/p>\n<ul class=\"ul1\">\n<li class=\"li1\"><span class=\"s1\">Faire \u00e9quipe avec le propri\u00e9taire de l\u2019entreprise aux fins de la planification et de la mise en \u0153uvre du projet de changement. Parmi l\u2019\u00e9ventail de leurs responsabilit\u00e9s : restructurer l\u2019\u00e9quipe et formuler des conseils sur le lancement de nouveaux outils de formation pour faire en sorte que la transition se d\u00e9roule harmonieusement, dans de bonnes conditions.<\/span><\/li>\n<li class=\"li1\"><span class=\"s1\">Partager leurs connaissances et leur expertise intrins\u00e8que sp\u00e9cialis\u00e9es afin d\u2019aider les leaders \u00e0 comprendre la structure architecturale d\u2019un changement r\u00e9ussi. Le <i>coaching<\/i>, l\u2019animation d\u2019ateliers de formation ou la proposition de ressources, par exemple de mat\u00e9riel de lecture et de mod\u00e8les th\u00e9oriques.<\/span><\/li>\n<li class=\"li1\"><span class=\"s1\">Conseiller l\u2019entreprise au cours du processus de cr\u00e9ation et de mise en \u0153uvre du changement. Qu\u2019il s\u2019agisse de superviser la restructuration d\u2019un service ou la transformation en bloc de l\u2019organisation, les CRHA sont capables d\u2019interpeller le personnel cl\u00e9 et de le guider vers la r\u00e9ussite.<\/span><\/li>\n<li class=\"li1\"><span class=\"s1\">\u00c9tablir les attentes par rapport au processus, r\u00e9soudre les probl\u00e8mes et g\u00e9rer les r\u00e9actions des autres au changement. Ces aptitudes se r\u00e9v\u00e8lent tout particuli\u00e8rement pr\u00e9cieuses au moment de discuter de questions complexes, par exemple la planification de la rel\u00e8ve, les entreprises en participation et les strat\u00e9gies de retrait.<\/span><\/li>\n<\/ul>\n<p class=\"p1\"><span class=\"s1\">Plusieurs leaders tendent \u00e0 r\u00e9agir promptement et \u00e0 conclure le processus de changement en un rien de temps. Apr\u00e8s tout, ils le voyaient venir depuis des mois. Mais les CRHA tiennent lieu de gardiens de la bonne conscience, orientant l\u2019organisation de sorte qu\u2019elle tienne compte de tous les aspects possibles de la transformation, m\u00eame les moins populaires et ceux qui semblent d\u00e9nu\u00e9s d\u2019importance. Bien souvent, la patience, la pers\u00e9v\u00e9rance et la capacit\u00e9 de recul comptent parmi leurs plus grands atouts. Par exemple, ils tiendront \u00e0 ce que tous les constituants du changement soient communiqu\u00e9s, compris, mis \u00e0 l\u2019\u00e9preuve et surveill\u00e9s pour veiller \u00e0 ce que son incidence finale sur l\u2019organisation soit porteuse de sens et durable.<\/span><\/p>\n<p class=\"p2\"><span class=\"s1\">Les CRHA comprennent l\u2019importance du leadership strat\u00e9gique du changement et ils savent comment en optimiser la valeur pour atteindre les r\u00e9sultats escompt\u00e9s. Si votre strat\u00e9gie de changement ne semble pas porter des fruits, parlez-en \u00e0 votre CRHA.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Qu\u2019il s\u2019agisse de croissance, de rationalisation ou de perturbation, au sein du march\u00e9 concurrentiel d\u2019aujourd\u2019hui, le changement fait partie de la r\u00e9alit\u00e9 de la plupart des entreprises. Puisque le changement se produit \u00e0 grande vitesse, la facult\u00e9 d\u2019en tenir les r\u00eanes constitue probablement la capacit\u00e9 la plus attendue des leaders d\u2019aujourd\u2019hui. Quand l\u2019incertitude plane, les [&hellip;]<\/p>\n","protected":false},"author":10,"featured_media":751,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2],"tags":[],"class_list":["post-748","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-im-a-cphr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>En leadership du changement, les CRHA sont vos partenaires de choix - CRHA Canada<\/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:\/\/cphr.ca\/fr\/2017\/04\/04\/a-cphr-is-your-partner-in-change-leadership\/\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"En leadership du changement, les CRHA sont vos partenaires de choix - CRHA Canada\" \/>\n<meta property=\"og:description\" content=\"Qu\u2019il s\u2019agisse de croissance, de rationalisation ou de perturbation, au sein du march\u00e9 concurrentiel d\u2019aujourd\u2019hui, le changement fait partie de la r\u00e9alit\u00e9 de la plupart des entreprises. Puisque le changement se produit \u00e0 grande vitesse, la facult\u00e9 d\u2019en tenir les r\u00eanes constitue probablement la capacit\u00e9 la plus attendue des leaders d\u2019aujourd\u2019hui. 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