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Tim Tebow s Amazing Journey To The Nfl

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Quand faut-il se décider à changer d’entreprise ?


Le climat économique reste, en dépit d’une légère éclaircie, peu propice à penser sa mobilité externe. Certes à un certain niveau de responsabilité ou d’expertise, on n’est pas sans ignorer qu’une expérience professionnelle,  pour se renouveler et se compléter suppose de risquer le changement.

Mais alors qu’est ce qui peut vraiment donner aujourd’hui envie de bouger à un manager hormis la contrainte ?

En fait beaucoup d’éléments ou de situations peuvent et doivent inciter le manager à se remettre sur le marché du travail.

  • Tout d’abord l’ennui, ce poison discret et lancinant qui se manifeste pour certains en début de journée tant ils ont la maîtrise de leur périmètre et ce quelle que soit la diversité des tâches. L’imprévu n’est plus là, tout semble normalisé, l’impression de ne plus vraiment apprendre, le sentiment de faire « du sur place ». L’ennui provoque à terme une perte d’énergie peu propice au développement de carrière.
  • L’étroitesse du cercle professionnel peut également devenir un handicap, car s’installer  longtemps dans le même poste ou dans  le même environnement ne permet pas de renouveler son réseau ni  mathématiquement de l’accroître. En changeant d’entreprise on s’enrichit de nouveaux contacts.
  • La force de l’expertise peut finir par se dissoudre lorsqu’on intervient depuis des années dans le même cercle et avec les mêmes intervenants. Les idées nouvelles sont parfois mieux acceptées lorsqu’elles sont présentées par un nouveau venu, auréolé de faits d’armes chez la concurrence, et ce même si vous aviez présenté la même approche quelques mois auparavant. En l’espèce il devient urgent de s’interroger sur sa perte d’influence.
  • La capacité d’adaptation,  l’un des facteurs clés de l’agilité professionnelle, ne se maintient et ne se perfectionne que si on se donne les moyens de la mettre en œuvre. Comment se réinventer régulièrement en se maintenant dans les mêmes missions et le même environnement ?  Afin de rester agile il est important de tester régulièrement sa capacité à se remettre en cause.
  • Il est des univers professionnels où la qualité des relations est devenue tellement délétère que l’on sait pertinemment qu’il y a peu d’intérêt à se maintenir en fonction. Certains dysfonctionnements peuvent être temporaires, liés à une mauvaise conjoncture. Mais lorsque de façon permanente, la gouvernance et/ou la stratégie génère des ambiances toxiques, ou que les interactions avec ses pairs, ses collaborateurs et sa hiérarchie sont empreinntes d’hostilité, il semble prudent de s’interroger sur son devenir  à  le long terme.

Il n’y a pas vraiment de règles en matière de durée, c’est la qualité du changement qui compte. En clair évoluer au sein d’une même structure en changeant de business unit, en prenant de nouveaux challenges via des projets ou en alternant missions fonctionnelles ou opérationnelles peut s’avérer tout autant profitable professionnellement que de changer d’entreprise.

C’est la multiplicité des expériences qui renforce la crédibilité et l’employabilité. Le changement permet de puiser de nouvelles énergies pour s’adapter, se renouveler et donc se développer.

L’urgence permanente, à laquelle nombre d’entre nous sont confrontés,  ne nous incite pas à nous interroger sur notre trajectoire professionnelle. Comment réfléchir à son devenir lorsqu’on se doit de répondre à des situations complexes qui s’accélèrent de plus en plus. Ce type de spirale peut avoir pour effet de vous donner l’illusion d’être toujours dans l’action mais en fait vous ne faîtes plus évoluer vos compétences de fond, vous vous  adaptez seulement à des rythmes accélérés de traitement de l’information. S’accorder un temps de réflexion pour réfléchir et agir dans son intérêt peut s’avérer salutaire.

Le confort comme l’inconfort ne doit pas devenir un piège dans lequel lentement mais sûrement, aussi excellent professionnel que l’on soit, on finit par s’engluer.

Rendre attractif le e-learning


Les Mooc sont arrivés en France en 2012 et leur succès a été aussi rapide que considérable. Pas la moindre grande école ou université qui ne s’est lancé dans l’avenir. La connaissance de qualité à portée de tous connait une croissance exponentielle.

Mais ce succès ne s’est pas réalisé dans le monde professionnel.

Deux constats :

-          Une majorité de directions des ressources humaines ne dispose pas encore de solutions digitales de formation et l’on peut noter une grande disparité d’accès à la formation en ligne : les grosses structures proposent cette solution bien plus fréquemment que les petites structures peu outillés

-          Mais ce qui peut paraître plus surprenant : même lorsque des formations digitales sont proposées au sein d’une entreprise elles ne rencontrent pas le succès attendu. Les salariés boudent cette formule que les pro-digital invoquent comme plus souple, d’un coût restreint et permettant un suivi personnalisé

Alors pourquoi un tel décalage et que pourrait-on proposer pour encourager les « départs », même virtuels,  en formation digitale ?

Les besoins et les motivations d’une personne qui s’inscrit à un Mooc et de celle qui souhaite suivre une formation au sein de son entreprise sont bien différents.

En effet, il peut être considéré comme rébarbatif pour un salarié d’apprendre seul derrière son bureau. Ce dernier souhaite effectuer une formation pour apprendre mais pas uniquement. La personne a besoin d’échanger et parfois de sortir physiquement de sa structure, de prendre l’air…et d’échanger sur sa pratique interne. La formation externe permet de se confronter et donc de s’évaluer dans un contexte neutre, et aussi en sortant de son quotidien.

Alors, quelles solutions imaginer pour répondre à ces besoins particuliers qui ne correspondent pas à celui de l’individu qui, dans une démarche toute personnelle, se mettra à la biologie ou à la philosophie via Coursera ou Fun Mooc ?

Restreindre cette souplesse prisée du digital. Soulager un manager à qui on a imposé de « caser » une formation digitale sur son planning sans y consacrer un créneau approprié : mettre à disposition des salles destinées aux formations digitales en fixant des créneaux. Dans de telles conditions, le salarié aura sans doute plus l’impression de se « poser » pour se consacrer quelques heures à faire le point et à se former.

Pour ce qui concerne les échanges entre les participants, qui font la richesse des formations externes, même si le virtuel ne remplacera jamais le physique on peut imaginer que développer les forums ou fonctionner par « promo » de formations digitales pourrait également susciter des vocations….

Alki Simon

Directeur associée. Opaliance

Le manager doit-il être courageux ?

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Historiquement et philosophiquement le courage est une vertu très valorisée. Elle fait partie des mythes fondateurs de nombreuses civilisations. Le héros des mythes est confronté à des situations difficiles dans lesquelles il doit affronter divers dangers et surtout surmonter sa peur.
Le courage est toujours valorisé s’il a un sens, s’il est justifié par un objectif lié à la protection d’un groupe ou de la justice. Le surpassement de soi suppose que l’objectif soit honorable et ne relève pas uniquement d’une démarche personnelle et égoïste.

Mais alors que vient faire le courage dans une problématique d’entreprise ? Est-ce vraiment une vertu managériale, est-ce même une compétence attendue aujourd’hui dans un univers de plus complexe et connecté, où l’interaction attendue des équipes suppose d’être politiquement acceptable, désirable professionnellement, de jouer collectif quelque soit les stratégies. En quoi le courage personnel est-il aujourd’hui une qualité managériale ?

Certains managers dont l’expertise est pourtant largement reconnue, ne réussissent pas à être crédibles ou apprécié de leurs équipes faute de savoir défendre une position, un département, une idée. En éludant les mauvaises nouvelles et les confrontations, le manager finit par provoquer progressivement la perte de confiance de ses collaborateurs. Une confiance écornée ou perdue pollue insidieusement les relations professionnelles.
Le courage est en fait à la base de nombreux comportements managériales qui impactent directement la motivation, l’adhésion et à terme la productivité collective.
L’absence de courage dans le monde professionnel, peut vous permettre de survivre mais pas d’avancer ni de mobiliser vos équipes.

Oser le courage c’est rentable ! Et cela renforce l’estime de soi.

Corinne LEPLAT
Directeur Associé – Opaliance

Pour que la confiance gagne


Plus que jamais, les entreprises ont besoin de l’engagement de leurs salariés. En effet, cet engagement est propice à un bon climat au sein de l’entreprise et à une meilleure productivité. Mais cet engagement ne se décrète pas. Il est le fruit d’une relation nourrie par une confiance réciproque.

Or, cette confiance, si l’on souhaite qu’elle soit efficace, doit se retrouver aux différents échelons de l’entreprise. Cela veut dire que les managers doivent sentir que l’entreprise leur fait confiance et ils doivent, à leur tour, faire preuve de confiance à l’égard de leurs équipes et de chacun de leurs membres.

Mais, tout comme l’engagement, la confiance ne se décrète pas. Elle est, elle aussi, d’une richesse inestimable et fragile. Jean-Paul Sartre disait «  La confiance se gagne en gouttes et se perd en litres ». Elle se construit, en effet, au quotidien et a besoin, en entreprise, de soutien politique. Elle demande un travail considérable et implique notamment de croire au collectif. Tout se tient, ce qui rend cet équilibre parfois précaire. Toutefois, s’il n’existe pas de recette magique pour instaurer la confiance, certaines méthodes l’instaurent ou la préservent plus facilement.

Pour que cet équilibre se maintienne le mieux possible, le manager a tout intérêt à mettre en œuvre une co-responsabilité. En effet, confiance et liberté ne feront bon ménage que si liberté et responsabilité marchent main dans la main. Comme en matière d’éducation, sans responsabilité, la liberté s’assimile à du laxisme.

Le grain de sable c’est l’erreur. En effet, cette dernière, et les réactions qu’elle déclenche, font souvent des ravages et causent de nombreux dérèglements, surtout lorsque la posture adoptée par le manager n’a pas été adéquate. En France, qui dit erreur dit généralement sanction. Cette approche traditionnelle est tenace. Or, adapter d’autres méthodes originaires d’outre atlantique et déjà bien implantées dans les start-up ne peut être que bénéfique. Apprendre de ses erreurs, ne pas stigmatiser l’auteur et rechercher des points d’amélioration en développant un esprit critique collectif mais bienveillant fait plus de place à la confiance en entreprise. Et c’est ainsi qu’on créé le terrain propice à l’innovation partagée.

Alki Simon

Directeur associée. Opaliance