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G RER LE CHANGEMENT ORGANISATIONEL 53-412-04 P riode 1 Automne 2010 S ance 5 Qui est concern : les acteurs du change

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G RER LE CHANGEMENT ORGANISATIONEL 53-412-04 P riode 1 Automne 2010 S ance 5 Qui est concern : les acteurs du change

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    1. GRER LE CHANGEMENT ORGANISATIONEL 53-412-04 Priode 1 Automne 2010 Sance 5 Qui est concern: les acteurs du changement Sylvie Charbonneau, charge de cours Ral Jacob, professeur titulaire Directeur, valorisation, transfert aux entreprises et formation des cadres HEC Montral

    3. Plan de la sance Prsentation de notre invit Retour sur le cas Domtar vs RRQ Qui est concern: les acteurs du changement La rsistance au changement: comment en faire le monitoring La gestion des survivants Le rle principal du cadre intermdiaire en contexte de changement: maintenir lengagement organisationnel Lanalyse et le monitoring des stakeholders Lacteur syndical: laffronter ou lassocier ?

    4. Prsentation de notre invit M. Michel Martel Anciennement chef de service de la logistique Responsable de la gestion du changement Projet ERPH Entreprise : Galderma, entreprise pharmaceutique, spcialise dans les produits dermatologiques

    5. Cas Domtar vs RRQ Points de convergence et de divergence 4 conseils: 2 points que le priv peut apprendre du public 2 points que le public peut apprendre du priv Ce qui vous a le plus surpris

    6. Les acteurs et leurs ractions face au changement Quelques approches

    7. Discussion La rsistance au changement ... en questions Normale ou anormale ? Situationnelle ou historique ? Diffrences socio-professionnelles ? Peut-on agir efficacement sur la rsistance au changement ?

    8. Proccupations centres sur le Destinataire Types, sources de rsistances conomique Psychologique Socio-psychologique Socio-organisationnelle Identitaire Organisationnelles Application: Le malaise du management intermdiaire en contexte de rorganisation - Texte de Rouleau, Volume du cours.

    9. Proccupations centres sur le Destinataire Types, sources de rsistances conomique - raison d'exister Psychologique - le travail en soi Socio-psychologique - les relations sociales Socio-organisationnelle - les rapports de pouvoir Identitaire - les solidarits sociales Organisationnelles - en lien avec les modalits d'implantation du changement Application: Le malaise du management intermdiaire en contexte de rorganisation - Texte de Rouleau, Volume du cours.

    10. La dynamique des motions et actions de gestion

    12. Le modle des 7 phases de proccupations de Cline Bareil

    14. Phase 1 Indiffrence Dfinition Ltape o les employs ne se sentent pas concerns par le changement O ils sentent quils seront en mesure de rester dans leur zone de confort Ils considrent que le changement nest pas pour eux. Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    15. Phase 2 Proccupations centres sur le destinataire Dfinition Inquitudes relies aux impacts pour MOI. Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    16. Phase 3 Proccupations centres sur lorganisation Dfinition Les inquitudes concernant le vouloir et la capacit de lorganisation grer, supporter et implanter ce changement. Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    17. Phase 4 Nature du changement Dfinition Intrts pour le contenu du changement Quest-ce que tout cela veut dire ? Questions sur la faon dimplanter le changement ? Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    18. Phase 5 Exprimentation Dfinition Inquitudes quant leur efficacit personnelle, leur productivit Questions sur les moyens prsents afin de fournir un soutien et une aide pour passer la transition. Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    19. Phase 6 Collaboration Dfinition Inquitudes concernant la possibilit de collaborer et de partager leur exprience avec des collgues. Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    20. Phase 7 Amlioration continue Dfinition Des questions sur la faon damliorer ce qui a t implant. Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    21. tude de cas Conversation de cuisine ! Consignes : Lire en groupe le dialogue Discuter en groupe des phases de proccupation de chacun des acteurs Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    22. Importance de mesurer les proccupations Mesurer o se situent les acteurs dans les phases de proccupations permet de : Vrifier latteinte des objectifs de prparation au changement Ajuster le tir en fonction de latteinte des objectifs Adapter nos stratgies et moyens de gestion du changement au vcu des diffrents groupes dacteurs Cibler les actions selon les groupes dacteurs Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    23. Mesurer les proccupations Quelques moyens: Entrevues individuelles (formelles ou informelles) Discussions de groupe (focus groups) Le mur des proccupations Questionnaire test et prouv utiliser diffrents moments cl dun projet de transformation

    24. Le questionnaire Regroupement de plus de 400 noncs accumuls au fil des projets Choix de questions en fonction des types de projet Outil danalyse et de rapports Version papier et Web

    25. Comment une proccupation devient une rsistance ? Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    26. Exemples de rsistances Faire des revendications Attaquer et dtruire le diagnostic ou le plan daction en engageant des dbats sans fin Contrler linformation Refuser dexcuter une tche ou de suivre formation Retourner aux anciennes mthodes ou maintenir le statu quo Refuser de librer des ressources ncessaires au succs du projet Faire la grve, du sabotage Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    27. Le modle de 7 phases de proccupations Dcalage selon les groupes dacteurs Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    28. Les acteurs du changement Les cadres intermdiaires et de premier niveau Traducteurs du changement Que retenir du texte de ROULEAU, Linda. Le malaise du management intermdiaire en contexte de rorganisation: clatement et renouvellement identitaire, p. 168-180.

    29. Question Rflexion Contexte : Vous tes cadre intermdiaire dans une entreprise qui vit un changement important. Afin vous donnez une image plus prcise des proccupations de vos gens, vous avez convaincu les employs de rpondre un sondage sur les proccupations. Vous avez la troublante et fcheuse surprise de constater que vous partagez les mmes proccupations que vos employs ! Que faites-vous ? Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ Notes : ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

    31. Enqute Towers Perrin, 2004 (n = 15 000 des secteurs priv et public) Low Confidence in Managements Ability to Inspire and Lead The survey also shows that employees dont have strong confidence in senior managements ability to inspire and lead. For instance: Just 41% think their senior management supports new ideas and new ways of doing things. Only 40% think their senior management acts in a way thats consistent with their values. Just 37% think senior management tries to be visible and accessible to employees. Only 36% think senior management effectively communicates the reasons for important business decisions. And a mere third believe senior management communicates openly and honestly to employees.

    32. Et les survivants. Le cas dune mre de famille.

    33. La semaine prochaine La mesure des rsultats dune transformation Les dernires avancs Retour sur la session

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