{"id":5865,"date":"2025-07-24T12:00:24","date_gmt":"2025-07-24T10:00:24","guid":{"rendered":"https:\/\/aktasens.fr\/?p=5865"},"modified":"2025-07-24T12:03:23","modified_gmt":"2025-07-24T10:03:23","slug":"leadership-dans-ladversite-guide-pratique-pour-reengager-une-equipe-en-crise","status":"publish","type":"post","link":"https:\/\/aktasens.fr\/fr\/leadership-dans-ladversite-guide-pratique-pour-reengager-une-equipe-en-crise\/","title":{"rendered":"Leadership dans l\u2019adversit\u00e9 : guide pratique pour r\u00e9engager une \u00e9quipe en crise"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"5865\" class=\"elementor elementor-5865\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-a7943d8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"a7943d8\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-1fe634b\" data-id=\"1fe634b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-16fd835 elementor-widget elementor-widget-accordion\" data-id=\"16fd835\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2411\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-2411\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Lecture Rapide \/ R\u00e9sum\u00e9<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2411\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-2411\"><p>Lorsqu\u2019une \u00e9quipe devient source de blocages plut\u00f4t que de performance, il est essentiel de comprendre les dynamiques en jeu pour recr\u00e9er une coh\u00e9sion. \u00c0 travers ce guide, d\u00e9couvrez comment diagnostiquer les tensions, poser un cadre clair, ajuster votre posture manag\u00e9riale et transformer les conflits en leviers d\u2019engagement collectif.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e9243dc elementor-widget elementor-widget-spacer\" data-id=\"e9243dc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-82384cf elementor-widget elementor-widget-text-editor\" data-id=\"82384cf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Comment garder le cap quand votre propre \u00e9quipe semble \u00eatre votre plus grand d\u00e9fi ?<\/strong><\/p><p>Manager une \u00e9quipe difficile, c\u2019est un peu comme naviguer en pleine temp\u00eate : \u00e7a secoue, \u00e7a fatigue, mais avec les bons outils et une bonne carte, on peut non seulement traverser l\u2019orage, mais aussi renforcer l\u2019\u00e9quipage. <b>Des personnalit\u00e9s conflictuelles, un manque d\u2019adh\u00e9sion, des tensions internes ou une r\u00e9sistance au changement <\/b>: les causes sont multiples, mais les solutions existent. Ce type de management exige bien plus que des comp\u00e9tences techniques. <b>Il requiert \u00e9coute, patience, intelligence \u00e9motionnelle, et surtout une r\u00e9elle capacit\u00e9 \u00e0 mobiliser.<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c3e9ab5 elementor-widget elementor-widget-heading\" data-id=\"c3e9ab5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Comprendre les causes d\u2019une \u00e9quipe difficile<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ebf8a42 elementor-widget elementor-widget-heading\" data-id=\"ebf8a42\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Identifier les dynamiques internes<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-318dcce elementor-widget elementor-widget-text-editor\" data-id=\"318dcce\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Avant d\u2019intervenir, il peut \u00eatre b\u00e9n\u00e9fique d\u2019analyser son propre fonctionnement avant le syst\u00e8me relationnel de l\u2019\u00e9quipe. Mettre des mots sur sa part de responsabilit\u00e9 dans le dysfonctionnement de son \u00e9quipe permet d\u2019\u00e9viter les \u00e9cueils d\u2019accusations sans fondement et prouver sa capacit\u00e9 \u00e0 se remettre en question. Cela montre l\u2019exemple de la vuln\u00e9rabilit\u00e9 et de la sinc\u00e9rit\u00e9 assum\u00e9es. Pour faciliter l\u2019exercice, il est possible de se faire accompagner via <a href=\"https:\/\/aktasens.fr\/coaching-individuel-en-entreprise\/\">un coaching individuel<\/a> par exemple.<\/p><p>En ce qui concerne l\u2019\u00e9quipe, <a href=\"https:\/\/www.eyrolles.com\/Entreprise\/Livre\/managez-des-personnalites-difficiles-9782710119524\/\" target=\"_blank\" rel=\"noopener\">Dominique Chalvin, dans son livre \u00ab\u00a0manager des<br \/>personnalit\u00e9s difficiles\u00a0\u00bb<\/a> insiste sur l\u2019importance de distinguer les tensions ponctuelles des blocages structurels. Il recommande notamment d\u2019identifier les \u00ab personnalit\u00e9s \u00e0 probl\u00e8me \u00bb (passives, dominatrices, instables, etc.), mais aussi les interactions dysfonctionnelles qui freinent la coop\u00e9ration.\u00a0<\/p><p><a href=\"https:\/\/www.challenges.fr\/entreprise\/conflits-au-travail-9-salaries-sur-10-sont-concernes_362290\" target=\"_blank\" rel=\"noopener\">Le magazine Challenges<\/a> indique que les chocs de personnalit\u00e9s et conflits d\u2019ego constituent la premi\u00e8re source de conflits (49\u202f%), devant le stress (34\u202f%) et la surcharge de travail (33\u202f%).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a6a9f75 elementor-widget elementor-widget-heading\" data-id=\"a6a9f75\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">S\u2019appuyer sur les 5 dysfonctionnements selon Patrick Lencioni<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-759dfdd elementor-widget elementor-widget-text-editor\" data-id=\"759dfdd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/groupeconseilsmcg.com\/on-a-lu-pour-vous\/\" target=\"_blank\" rel=\"noopener\">Patrick Lencioni, de son c\u00f4t\u00e9, dans son livre \u00ab Optimisez votre \u00e9quipe \u00bb<\/a>, propose de<br \/>travailler en \u00e9quipe sur la probl\u00e9matique. Il utilise pour cela ce qu\u2019il appelle les 5<br \/>dysfonctionnements d\u2019une \u00e9quipe :<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-8052c80 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8052c80\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-1f62f65\" data-id=\"1f62f65\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b736a08 elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"b736a08\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">L\u2019absence de confiance,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">La peur du conflit,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Le manque d\u2019engagement,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">L\u2019\u00e9vitement des responsabilit\u00e9s,<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-circle\"><\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">L\u2019inattention aux r\u00e9sultats.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-98a7f1e\" data-id=\"98a7f1e\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-63f4a51 elementor-widget elementor-widget-image\" data-id=\"63f4a51\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite.jpg\" class=\"attachment-full size-full wp-image-5868\" alt=\"gestion de conflit, management difficile\" srcset=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite.jpg 800w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite-300x200.jpg 300w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/Leadership-et-adversite-768x512.jpg 768w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-90c976c elementor-widget elementor-widget-text-editor\" data-id=\"90c976c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Rep\u00e9rer o\u00f9 l\u2019\u00e9quipe se situe dans cette dynamique est une premi\u00e8re \u00e9tape essentielle pour agir efficacement.<\/p><p>J\u2019ai anim\u00e9 plusieurs fois des s\u00e9minaires de coh\u00e9sion d\u2019\u00e9quipe en <b>utilisant l\u2019outil de P.Lencioni<\/b>. Ce qui le rend puissant, c\u2019est sa capacit\u00e9 \u00e0 autoriser les membres de l\u2019\u00e9quipe \u00e0 s\u2019exprimer librement \u00e0 propos d\u2019o\u00f9 ils se situent dans le mod\u00e8le et de donner du feedback constructif aux autres membres sans craintes.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ba74d12 elementor-widget elementor-widget-heading\" data-id=\"ba74d12\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Recr\u00e9er un cadre clair et s\u00e9curisant ensemble<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-86e7c82 elementor-widget elementor-widget-heading\" data-id=\"86e7c82\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Clarifier les r\u00f4les et les r\u00e8gles du jeu<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-119315c elementor-widget elementor-widget-text-editor\" data-id=\"119315c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>L\u2019une des premi\u00e8res responsabilit\u00e9s du manager, selon Dominique Chalvin, est de poser un cadre structurant, \u00e0 la fois sur le plan organisationnel et relationnel.<\/p><p>Cela passe par la clarification des r\u00f4les, des r\u00e8gles du jeu, mais aussi des limites.<\/p><p>Lencioni renforce cette id\u00e9e : une \u00e9quipe saine repose sur une confiance fond\u00e9e sur<br \/>la vuln\u00e9rabilit\u00e9. Cela implique que le manager montre l\u2019exemple en reconnaissant ses erreurs, en demandant du feedback, en instaurant un climat d\u2019ouverture et en se mettant \u00e0 la place de chaque membre de son \u00e9quipe.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-9bcd371 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"9bcd371\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-aac3ce6\" data-id=\"aac3ce6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-0187706 elementor-widget elementor-widget-text-editor\" data-id=\"0187706\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"letter-spacing: 0.3px;\">Quand on voit que <a href=\"https:\/\/humanyze.com\/fr\/blog-eye-opening-employee-retention-statistics\/\" target=\"_blank\" rel=\"noopener\">40\u202f% des employ\u00e9s quittent leur emploi \u00e0 cause d\u2019une mauvaise\u00a0<\/a><\/span><span style=\"letter-spacing: 0.3px;\"><a href=\"https:\/\/humanyze.com\/fr\/blog-eye-opening-employee-retention-statistics\/\">gestion, et 92\u202f% resteraient si leurs managers faisaient preuve de plus d\u2019empathie<\/a>,\u00a0<\/span><span style=\"letter-spacing: 0.3px;\">cela semble \u00e9vident.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-7339a3b\" data-id=\"7339a3b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9a1563d elementor-widget elementor-widget-image\" data-id=\"9a1563d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"488\" src=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile.jpg\" class=\"attachment-full size-full wp-image-5869\" alt=\"Adapter sa communication manageriale\" srcset=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile.jpg 800w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile-300x183.jpg 300w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/07\/management-dificile-768x468.jpg 768w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-36b9ecf elementor-widget elementor-widget-heading\" data-id=\"36b9ecf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Adapter sa communication et g\u00e9rer les conflits de mani\u00e8re constructive<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2da9463 elementor-widget elementor-widget-text-editor\" data-id=\"2da9463\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Dans une \u00e9quipe difficile, le r\u00e9flexe autoritaire peut sembler tentant. Mais il est d\u00e9montr\u00e9 que <b>les managers efficaces savent adapter leur style de communication<\/b> selon les profils, en \u00e9quilibrant fermet\u00e9 et bienveillance. Avec notamment l\u2019approche des \u00ab <b>messages assertifs <\/b>\u00bb : clairs, directs, sans jugement.<\/p><p>Cela rejoint la n\u00e9cessit\u00e9 de favoriser des conflits sains, utiles, centr\u00e9s sur les id\u00e9es et non sur les personnes. <b>Le r\u00f4le du manager est alors d\u2019encourager l\u2019expression des d\u00e9saccords de mani\u00e8re constructive.<\/b><\/p><p>Je me souviens que lors d\u2019une animation de <a href=\"https:\/\/aktasens.fr\/coaching-comites-de-direction\/\">Teambuilding pour un CODIR<\/a>, la transparence et la bienveillance des \u00e9changes permit de d\u00e9celer et d\u00e9samorcer des<br \/>conflits entre 3 personnes qui polluaient le travail du reste de l\u2019\u00e9quipe.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-eb14c79 elementor-widget elementor-widget-heading\" data-id=\"eb14c79\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Valoriser, accompagner, et reconna\u00eetre les efforts<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0db761a elementor-widget elementor-widget-text-editor\" data-id=\"0db761a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>En plus des r\u00f4les et responsabilit\u00e9s plus clairs et d\u2019une communication plus fluide, il est important que le manager donne des signes de reconnaissance \u00e0 chaque membre de son \u00e9quipe et valorise les forces et les petites victoires. Preuve \u00e0 l\u2019appui, <a href=\"https:\/\/www.qarrot.com\/fr\/blog\/employee-recognition-statistics\" target=\"_blank\" rel=\"noopener\">les employ\u00e9s qui re\u00e7oivent une reconnaissance fr\u00e9quente de leur manager sont 4,6 fois plus susceptibles de se sentir engag\u00e9s au travail<\/a>.<\/p><p>Dans ce genre de situation, le manager est invit\u00e9 \u00e0 ne pas rester seul face \u00e0 des situations lourdes. L<b>e recours \u00e0 un accompagnement externe, \u00e0 un coach ou \u00e0 des outils d\u2019\u00e9valuation comportementale peut apporter un regard neuf et utile. <\/b>Encore une fois, un leader qui reconna\u00eet ses limites gagne en cr\u00e9dibilit\u00e9. Il ne s\u2019agit pas d\u2019avoir toutes les r\u00e9ponses, mais de savoir o\u00f9 et comment les chercher.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b090cbf elementor-widget elementor-widget-heading\" data-id=\"b090cbf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Faire d\u2019un conflit une opportunit\u00e9 de croissance<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8431626 elementor-widget elementor-widget-text-editor\" data-id=\"8431626\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/aktasens.fr\/gerer-un-collaborateur-difficile-un-defi-managerial-a-relever-avec-intelligence\/\">Manager une \u00e9quipe difficile, c\u2019est un d\u00e9fi exigeant<\/a>, mais profond\u00e9ment formateur. Les cl\u00e9s propos\u00e9es par les sp\u00e9cialistes du management nous rappellent que <b>ce n\u2019est pas en \u00e9vitant les tensions qu\u2019on construit une \u00e9quipe performante<\/b>, mais en les traitant avec lucidit\u00e9, m\u00e9thode et humanit\u00e9.<\/p>\n<p>Un bon manager n\u2019est pas celui qui \u00e9vite les conflits, mais <b>celui qui les transforme en<br>opportunit\u00e9s d\u2019\u00e9volution.<\/b> Derri\u00e8re chaque difficult\u00e9 d\u2019\u00e9quipe se cache un potentiel<br>inexploit\u00e9. \u00c0 vous de le r\u00e9v\u00e9ler.<\/p>\n<p>Alors, qu\u2019en pensez-vous&nbsp;? Cela vous aide-t-il&nbsp;? Si cela vous donne envie d\u2019\u00eatre<br>accompagn\u00e9(e), et que vous souhaitez en savoir plus, je vous invite \u00e0 nous \u00e9crire en<br>passant par&nbsp;<a href=\"https:\/\/aktasens.fr\/contact\/\">notre formulaire de contact pour un premier \u00e9change gratuit<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Manager une \u00e9quipe en tension, c\u2019est naviguer \u00e0 vue dans la temp\u00eate. Manque de confiance, conflits d\u2019ego, r\u00e9sistances\u2026 cet article vous donne les cl\u00e9s pour r\u00e9engager une \u00e9quipe difficile avec m\u00e9thode, intelligence \u00e9motionnelle et leadership.<\/p>\n","protected":false},"author":1,"featured_media":5867,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_theme","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5865","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actu"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"D\u00e9couvrez comment manager une \u00e9quipe difficile : poser un cadre, r\u00e9guler les tensions, adapter son leadership et retrouver une dynamique d\u2019\u00e9quipe positive.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" 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