{"id":5875,"date":"2025-11-21T15:26:40","date_gmt":"2025-11-21T14:26:40","guid":{"rendered":"https:\/\/aktasens.fr\/?p=5875"},"modified":"2025-11-21T16:22:20","modified_gmt":"2025-11-21T15:22:20","slug":"creer-une-culture-de-responsabilite-collective-durable-dans-les-equipes-le-defi-des-comites-de-direction","status":"publish","type":"post","link":"https:\/\/aktasens.fr\/fr\/creer-une-culture-de-responsabilite-collective-durable-dans-les-equipes-le-defi-des-comites-de-direction\/","title":{"rendered":"Cr\u00e9er une culture de responsabilit\u00e9 collective durable dans les \u00e9quipes : le d\u00e9fi des comit\u00e9s de direction"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"5875\" class=\"elementor elementor-5875\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-9bbaedc elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"9bbaedc\" 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-6827859\" data-id=\"6827859\" 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-58e0c95 elementor-widget elementor-widget-accordion\" data-id=\"58e0c95\" 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-9311\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-9311\" 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-9311\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-9311\"><p>D\u00e9couvrez comment les comit\u00e9s de direction peuvent devenir de v\u00e9ritables catalyseurs de co-responsabilit\u00e9 (<a href=\"https:\/\/www.hbrfrance.fr\/organisation\/liberer-la-puissance-des-collaborateurs-grace-au-management-constitutionnel-28925\" target=\"_blank\" rel=\"noopener\">accountability en anglais<\/a>) dans leurs \u00e9quipes<br \/>manag\u00e9riales. Cet article explore les signaux qui r\u00e9v\u00e8lent un d\u00e9ficit de responsabilit\u00e9 collective, et montre comment un leadership \u00e0 la fois bienveillant et exigeant peut transformer toute une organisation et ses r\u00e9sultats. Vous y trouverez des conseils concrets, des exemples d\u2019outils, ainsi que des m\u00e9thodes pour travailler la co-responsabilit\u00e9 et renforcer la performance collective. Ce guide pratique vous aidera \u00e0 cr\u00e9er une culture o\u00f9 chacun assume ses engagements et soutient ses pairs, pour des r\u00e9sultats durables et une organisation plus agile.<\/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-76d1ca8 elementor-widget elementor-widget-spacer\" data-id=\"76d1ca8\" 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-62135c9 elementor-widget elementor-widget-text-editor\" data-id=\"62135c9\" 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><b>Une question s\u2019impose<\/b>&nbsp;: Comment les comit\u00e9s de direction peuvent-ils transformer leurs \u00e9quipes manag\u00e9riales en v\u00e9ritables acteurs co-responsables (accountability) ? Et tout cela en restant exigeants et bienveillants, <b>sans tomber dans la complaisance ni dans le contr\u00f4le excessif&nbsp;? <\/b>Beau d\u00e9fi&nbsp;!<\/p><p>Les organisations se heurtent souvent au m\u00eame paradoxe : des strat\u00e9gies ambitieuses d\u00e9finies en comit\u00e9 de direction, mais <b>une mise en \u0153uvre in\u00e9gale dans les \u00e9quipes manag\u00e9riales<\/b>. Trop souvent, les d\u00e9cisions se perdent dans la complexit\u00e9, les responsabilit\u00e9s se diluent et la dynamique collective s\u2019essouffle, un peu comme un navire dont le capitaine conna\u00eet le cap, mais o\u00f9 l\u2019\u00e9quipage rame sans coordination.<\/p><p><b>C\u2019est l\u00e0 qu\u2019intervient l\u2019accountability<\/b> : cette capacit\u00e9 \u00e0 assumer ses engagements, \u00e0 se tenir mutuellement responsable et aussi \u00e0 soutenir et challenger ses pairs. Pour un codir, d\u00e9velopper cette culture dans les \u00e9quipes manag\u00e9riales est l\u2019un des leviers les plus puissants pour transformer une organisation.<\/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-6694bae elementor-widget elementor-widget-heading\" data-id=\"6694bae\" 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\">Qu\u2019est-ce que l\u2019accountability\u00a0et pourquoi c\u2019est important ?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-093f541 elementor-widget elementor-widget-heading\" data-id=\"093f541\" 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\">D\u00e9finition<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ef8eaf0 elementor-widget elementor-widget-text-editor\" data-id=\"ef8eaf0\" 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\u2019accountability est un mot anglais qui ne se traduit pas vraiment en fran\u00e7ais. La traduction litt\u00e9rale est \u00ab\u00a0responsabilit\u00e9\u00a0\u00bb mais cela va plus loin et ne se limite pas \u00e0 \u00ab \u00eatre responsable de sa t\u00e2che \u00bb. Dans son livre, <a href=\"https:\/\/www.eyrolles.com\/Entreprise\/Livre\/optimisez-votre-equipe-9782892256031\/\" target=\"_blank\" rel=\"noopener\">The Five Dysfunctions of a Team, Jossey-Bass<\/a>, 2002, Patrick Lencioni explique que c\u2019est aussi assumer les r\u00e9sultats de l\u2019\u00e9quipe dans son ensemble. <b>C\u2019est un acte collectif. Chaque manager est responsable de ses r\u00e9sultats, mais aussi de son impact sur la performance de l\u2019ensemble des autres \u00e9quipes.<\/b> On peut la comparer \u00e0 un syst\u00e8me de GPS : elle permet \u00e0 chaque manager de savoir o\u00f9 il va, de corriger sa trajectoire et de rester align\u00e9 avec la destination strat\u00e9gique.<\/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-23c5458 elementor-widget elementor-widget-heading\" data-id=\"23c5458\" 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\">Importance<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d8c1362 elementor-widget elementor-widget-text-editor\" data-id=\"d8c1362\" 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>Pour <a href=\"https:\/\/aktasens.fr\/coaching-comites-de-direction\/\">un comit\u00e9 de direction<\/a>, cette boussole est essentielle : <b>elle transforme les engagements en actions concr\u00e8tes et mesurables et permet de garder le cap collectivement<\/b>. Sans co-responsabilit\u00e9, les \u00e9quipes risquent de travailler en silos, avec une confiance alt\u00e9r\u00e9e envers les autres \u00e9quipes, un manque de confrontations constructives envers les r\u00e9sultats et donc une performance alt\u00e9r\u00e9e.<\/p><p>Pour un comit\u00e9 de direction, l\u2019accountability est doublement importante :<\/p><ul><li><strong>En interne<\/strong>, car les membres du codir doivent pouvoir se challenger mutuellement sur les d\u00e9cisions strat\u00e9giques,<\/li><li><strong>En externe<\/strong>, car ils incarnent un mod\u00e8le pour leurs \u00e9quipes : si eux-m\u00eames ne se tiennent pas co-responsables, comment exiger de leurs managers qu\u2019ils le soient ?<\/li><\/ul><p>\u00a0<\/p><p>Dans son article, \u00ab <i>Why Accountability Matters<\/i> \u00bb, 2020, HBR indique qu\u2019un codir qui cultive l\u2019accountability envoie un signal fort : <b>la performance collective prime sur les int\u00e9r\u00eats individuels.<\/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-4334c5e elementor-widget elementor-widget-heading\" data-id=\"4334c5e\" 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\">Rep\u00e9rer un d\u00e9ficit de responsabilit\u00e9 collective dans les \u00e9quipes<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4e05c99 elementor-widget elementor-widget-heading\" data-id=\"4e05c99\" 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\">Les signaux \u00e9vidents<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c7a9b4e elementor-widget elementor-widget-text-editor\" data-id=\"c7a9b4e\" 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:\/\/hbr.org\/2020\/02\/does-your-team-have-an-accountability-problem\" target=\"_blank\" rel=\"noopener\">Certains signes sont visibles et clairs<\/a> sur lesquels il est possible d\u2019agir vite\u00a0:<\/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-d53fda5 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"d53fda5\" 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-7e0590e\" data-id=\"7e0590e\" 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-11bf4d7 elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"11bf4d7\" 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\">Les d\u00e9cisions prises en codir ne se traduisent pas toujours en <strong>plans d\u2019action clairs ou en suivis r\u00e9guliers,<\/strong><\/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\">Les membres du comit\u00e9 de direction <strong>\u00e9vitent de confronter un pair<\/strong> qui ne tient pas ses engagements,<\/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\">Les discussions se concentrent davantage sur <strong>la justification<\/strong> que sur la r\u00e9solution,<\/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 culture du \u00ab nous \u00bb c\u00e8de la place \u00e0 la culture du \u00ab chacun pour soi \u00bb.<\/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-c7c9326\" data-id=\"c7c9326\" 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-76b38a1 elementor-widget elementor-widget-image\" data-id=\"76b38a1\" 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=\"1400\" height=\"933\" src=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/11\/concept-de-reussite-commerciale-sur-la-vue-de-dessus-de-table-en-bois-mains-protegeant-des-figures-en-bois-de-personnes.jpg\" class=\"attachment-full size-full wp-image-5877\" alt=\"\" srcset=\"https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/11\/concept-de-reussite-commerciale-sur-la-vue-de-dessus-de-table-en-bois-mains-protegeant-des-figures-en-bois-de-personnes.jpg 1400w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/11\/concept-de-reussite-commerciale-sur-la-vue-de-dessus-de-table-en-bois-mains-protegeant-des-figures-en-bois-de-personnes-300x200.jpg 300w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/11\/concept-de-reussite-commerciale-sur-la-vue-de-dessus-de-table-en-bois-mains-protegeant-des-figures-en-bois-de-personnes-1024x682.jpg 1024w, https:\/\/aktasens.fr\/wp-content\/uploads\/2025\/11\/concept-de-reussite-commerciale-sur-la-vue-de-dessus-de-table-en-bois-mains-protegeant-des-figures-en-bois-de-personnes-768x512.jpg 768w\" sizes=\"(max-width: 1400px) 100vw, 1400px\" \/>\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-10acd43 elementor-widget elementor-widget-text-editor\" data-id=\"10acd43\" 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>Combien de fois ai-je vu en r\u00e9union les membres d\u2019une \u00e9quipe de direction continuer<br \/>\u00e0 taper sur leur clavier de PC quand ce n\u2019\u00e9tait pas \u00e0 eux de parler, comme s\u2019ils ne se<br \/>sentaient pas concern\u00e9s par les r\u00e9sultats, les probl\u00e8mes et besoins de leurs pairs.<\/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-46ecaee elementor-widget elementor-widget-heading\" data-id=\"46ecaee\" 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\">Les signaux faibles<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1106034 elementor-widget elementor-widget-text-editor\" data-id=\"1106034\" 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>Un manque de responsabilit\u00e9 ne se manifeste pas toujours de fa\u00e7on directe.<br \/>Souvent, il transpara\u00eet \u00e0 travers certains signaux faibles que le comit\u00e9 de direction<br \/>peut observer :<\/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-1eb9174 elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"1eb9174\" 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\">Certains comportements qui fragilisent la performance collective tendent \u00e0\n\u00eatre \u00e9vit\u00e9s ou minimis\u00e9s, plut\u00f4t qu\u2019abord\u00e9s ouvertement,<\/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\"><strong>Les responsabilit\u00e9s sont floues<\/strong> ; chacun attend que \u00ab l\u2019autre \u00bb prennel\u2019initiative,<\/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\">Les d\u00e9cisions prises en codir se diluent dans l\u2019ex\u00e9cution, faute de suivi,<\/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<div class=\"elementor-element elementor-element-0eef26e elementor-widget elementor-widget-text-editor\" data-id=\"0eef26e\" 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>Ces signes ne traduisent pas forc\u00e9ment un manque de volont\u00e9 : ils refl\u00e8tent souvent<br \/>un besoin de clarification, de soutien ou de pratiques collectives plus robustes. C\u2019est<br \/>pr\u00e9cis\u00e9ment l\u00e0 que le codir peut jouer un r\u00f4le de catalyseur.<\/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-0b919c8 elementor-widget elementor-widget-heading\" data-id=\"0b919c8\" 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\">Encourager la co-responsabilit\u00e9<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-87a2430 elementor-widget elementor-widget-heading\" data-id=\"87a2430\" 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\">Leadership bienveillant mais pas complaisant<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2298544 elementor-widget elementor-widget-text-editor\" data-id=\"2298544\" 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>Le codir a int\u00e9r\u00eat \u00e0 promouvoir un environnement bienveillant. Attention, cela ne veut pas dire complaisant. Il est important de savoir rester <strong>ferme sur les objectifs et doux sur l\u2019humain<\/strong>.<\/p><p>L\u2019accountability suppose de la s\u00e9curit\u00e9 psychologique selon Amy Edmondson (<a href=\"https:\/\/fearlessorganization.com\/\" target=\"_blank\" rel=\"noopener\">The Fearless Organization, Wiley, 2018<\/a>). Chacun doit pouvoir <strong>exprimer ses difficult\u00e9s sans crainte de sanction<\/strong>. Un comit\u00e9 de direction qui agit ainsi cr\u00e9e un effet d\u2019entra\u00eenement : les managers se sentent soutenus, mais savent qu\u2019ils ne peuvent pas \u00ab naviguer \u00e0 la d\u00e9rive \u00bb. Il est aussi essentiel de <strong>montrer l\u2019exemple<\/strong> et de tenir soi-m\u00eame ses engagements, assumer ses erreurs, pratiquer le feedback ouvertement\u2026<\/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-333d614 elementor-widget elementor-widget-heading\" data-id=\"333d614\" 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\">Cr\u00e9er un cadre clair et clarifier les responsabilit\u00e9s<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-83de72e elementor-widget elementor-widget-text-editor\" data-id=\"83de72e\" 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>Si chaque d\u00e9cision strat\u00e9gique est d\u00e9clin\u00e9e en <b>engagements mesurables<\/b> (qui fait quoi, pour quand, avec quels indicateurs\u2026), alors les responsabilit\u00e9s deviennent <b>des panneaux de signalisation clairs <\/b>pour chaque manager\u00a0:<\/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-3a712be elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"3a712be\" 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\"><strong>La clart\u00e9 des attentes<\/strong> : formuler des objectifs SMART et non ambigus,<\/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\"><strong>Cr\u00e9er des tableaux de bord<\/strong> partag\u00e9s qui rendent les r\u00e9sultats visibles,<\/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\"><strong>Construire des rituels collectifs<\/strong> (revues, points de suivi, d\u00e9briefs transparents\u2026) et c\u00e9l\u00e9brer,<\/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\"><strong>Responsabiliser<\/strong> par la co-construction des r\u00e8gles plut\u00f4t que par l\u2019imposition.<\/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<div class=\"elementor-element elementor-element-2fe83fe elementor-widget elementor-widget-text-editor\" data-id=\"2fe83fe\" 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>J\u2019ai eu la chance de travailler dans une entreprise qui privil\u00e9giait ce type d\u2019actions. J\u2019ai \u00e9t\u00e9 manager de projets pendant plus de 16 ans et il est clair que sans cadre et suivi, les relations cross fonctionnelles et les r\u00e9sultats que j\u2019avais auraient \u00e9t\u00e9 bien moins faciles et \u00e9prouvants psychologiquement.<\/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-19b19c6 elementor-widget elementor-widget-heading\" data-id=\"19b19c6\" 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\">D\u00e9velopper une culture de feedback et de confrontation\nconstructive<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-75fcb70 elementor-widget elementor-widget-text-editor\" data-id=\"75fcb70\" 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:\/\/alan.com\/fr-fr\/bien-etre-travail\/a\/culture-feedback\" target=\"_blank\" rel=\"noopener\">Donner et recevoir du feedback<\/a> est un pilier de l\u2019accountability. Il permet de\u00a0:<\/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-dc3f701 elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"dc3f701\" 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\"><strong>Clarifier les attentes et r\u00e9duire les zones grises<\/strong>\u00a0: Donner du feedback permet de pr\u00e9ciser ce qui est attendu, ce qui fonctionne et ce qui doit \u00e9voluer,<\/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\"><strong>Renforcer la responsabilit\u00e9 individuelle<\/strong>\u00a0: Quand un manager re\u00e7oit un feedback clair, il comprend mieux l\u2019impact de ses actions et peut assumer pleinement ses choix.<\/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\"><strong>Cr\u00e9er une culture de transparence et de confiance<\/strong>\u00a0: L\u2019accountability suppose un climat o\u00f9 l\u2019on ose parler des r\u00e9ussites comme des difficult\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\"><strong>Favoriser l\u2019apprentissage et la progression continue<\/strong>\u00a0: C\u2019est un cercle vertueux o\u00f9 chacun devient responsable non seulement de ses r\u00e9sultats, mais aussi de l\u2019\u00e9volution des autres.<\/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<div class=\"elementor-element elementor-element-16c911a elementor-widget elementor-widget-heading\" data-id=\"16c911a\" 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\">Outiller les managers<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9adc137 elementor-widget elementor-widget-text-editor\" data-id=\"9adc137\" 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>Travailler la co-responsabilit\u00e9 ne coule pas de source, c\u2019est pourquoi ils existent des outils auxquels les managers peuvent \u00eatre <a href=\"https:\/\/aktasens.fr\/coaching-d-equipe-en-entreprise\/\">form\u00e9s ou coach\u00e9s<\/a>. J\u2019ai moi-m\u00eame accompagn\u00e9 en individuel et en collectif des dirigeants qui souhaitaient r\u00e9duire le fonctionnement en silos de leurs \u00e9quipes. 4 ans plus tard, ils utilisent toujours les outils que je leur ai propos\u00e9s (<a href=\"https:\/\/aktasens.fr\/outils-coaching-mbti-disc-etc\/\">Z process<\/a>, m\u00e9thodes de feedback, <b>Co-d\u00e9veloppement<\/b> etc.).<\/p><p><b>Voici quelques m\u00e9thodes pour vous aider\u00a0:<\/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-e600695 elementor-align-start elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"e600695\" 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\"><strong><a href=\"https:\/\/hbr.org\/2018\/05\/how-to-measure-your-companys-progress\" rel=\"noopener\" target=\"_blank\">OKR (Objectives &amp; Key Results)<\/a><\/strong> : clarifient les priorit\u00e9s et responsabilisent sur des r\u00e9sultats mesurables pour donner visibilit\u00e9 et clart\u00e9,<\/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\"><strong>Rituels de suivi<\/strong> : revues r\u00e9guli\u00e8res, reporting collaboratif, cl\u00f4turer chaque r\u00e9union par la liste claire des d\u00e9cisions et responsables, tableaux visuels de suivi\u2026,<\/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\"><strong>Feedback structur\u00e9 et confrontation constructive<\/strong> (<a href=\"https:\/\/icfquebec.org\/cq-article.asp?i=1030\" rel=\"noopener\" target=\"_blank\">outil SBI (Situation, Behavior, Impact<\/a>) par exemple) : <a href=\"https:\/\/aktasens.fr\/formations-en-entreprise\/management-et-leadership\/\">former les managers<\/a> \u00e0 soutenir leurs \u00e9quipes tout en \u00e9tant exigeant quant aux r\u00e9sultats.<\/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\"><a href=\"https:\/\/www.skillup.co\/blog\/article\/quest-ce-que-le-feedback-360\" rel=\"noopener\" target=\"_blank\">Feedback 360\u00b0 ou \u00e9valuations crois\u00e9es<\/a> : pour objectiver les perceptions et alimenter la responsabilisation inter-niveaux.<\/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\"><a href=\"https:\/\/aktasens.fr\/coaching-individuel-en-entreprise\/\">Coaching individuel<\/a> ou collectif, <a href=\"https:\/\/aktasens.fr\/co-developpement\/\">cod\u00e9veloppement<\/a> manag\u00e9rial, <a href=\"https:\/\/aktasens.fr\/coaching-comites-de-direction\/\" title=\"coaching comit\u00e9 de direction\">teambuilding<\/a>, s\u00e9minaires...<\/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<div class=\"elementor-element elementor-element-c2aabb2 elementor-widget elementor-widget-text-editor\" data-id=\"c2aabb2\" 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>Un codir qui d\u00e9veloppe l\u2019accountability dans ses \u00e9quipes manag\u00e9riales ne d\u00e9l\u00e8gue pas seulement la responsabilit\u00e9 : <b>il construit une culture de leadership o\u00f9 exigence et bienveillance se nourrissent mutuellement. <\/b>Ce n\u2019est pas le talent individuel qui fait gagner les organisations, mais la capacit\u00e9 des \u00e9quipes \u00e0 s\u2019engager et \u00e0 se responsabiliser ensemble.<\/p>\n<p>La vraie question pour chaque comit\u00e9 de direction n\u2019est donc pas \u00ab nos managers<br \/>sont-ils responsables ? \u00bb mais plut\u00f4t : <b>\u00ab avons-nous cr\u00e9\u00e9 les conditions d\u2019une<br \/>responsabilit\u00e9 assum\u00e9e, partag\u00e9e et durable ? \u00bb<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div data-tp-sc-link=\"https:\/\/aktasens.fr\/contact\/\" data-tp-sc-link-external=\"\" style=\"cursor: pointer\" class=\"elementor-element elementor-element-b179264 elementor-blockquote--skin-boxed elementor-widget elementor-widget-blockquote\" data-id=\"b179264\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"blockquote.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<blockquote class=\"elementor-blockquote\">\n\t\t\t<p class=\"elementor-blockquote__content\">\n\t\t\t\tAlors, qu\u2019en pensez-vous&nbsp;? Cela vous aide-t-il&nbsp;? Si cela vous donne envie d\u2019\u00eatre\naccompagn\u00e9(e), et que vous souhaitez en savoir plus, je vous invite \u00e0 nous \u00e9crire en\npassant par&nbsp;<b>notre formulaire de contact pour un premier \u00e9change gratuit<\/b>.\t\t\t<\/p>\n\t\t\t\t\t<\/blockquote>\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\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Comment cr\u00e9er une culture de responsabilit\u00e9 collective durable au sein des \u00e9quipes ? Cet article explore le r\u00f4le cl\u00e9 des comit\u00e9s de direction pour impulser l\u2019accountability manag\u00e9riale, renforcer la coh\u00e9sion et transformer les engagements en r\u00e9sultats.<\/p>\n","protected":false},"author":1,"featured_media":5877,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_theme","format":"standard","meta":{"footnotes":""},"categories":[16],"tags":[],"class_list":["post-5875","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management"],"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 un comit\u00e9 de direction peut cultiver l\u2019accountability, engager ses managers et am\u00e9liorer durablement la performance collective.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"EmmaRouaud\"\/>\n\t<meta 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