{"id":2939,"date":"2021-10-05T11:04:13","date_gmt":"2021-10-05T09:04:13","guid":{"rendered":"https:\/\/yourchangeangels.com\/?p=2939"},"modified":"2026-04-17T00:50:44","modified_gmt":"2026-04-16T22:50:44","slug":"changer-quand-on-le-doit-ou-quand-on-le-peut-6-raisons-pour-choisir-de-changer","status":"publish","type":"post","link":"https:\/\/yourchangeangels.com\/en\/changer-quand-on-le-doit-ou-quand-on-le-peut-6-raisons-pour-choisir-de-changer\/","title":{"rendered":"Changer quand on le doit ou quand on le peut ?  6 raisons pour choisir de changer."},"content":{"rendered":"<p>Beaucoup de d\u00e9cideurs sont persuad\u00e9s que le bon moment pour changer\u2026 est celui o\u00f9 l\u2019on ne peut plus reculer. A l\u2019appui de cette conviction r\u00e9pandue, deux arguments\u00a0: le premier, pragmatique\u00a0&#8211; l\u2019effort pour transformer est plus intense si les salari\u00e9s ne per\u00e7oivent pas d\u2019urgence. Le deuxi\u00e8me, th\u00e9orique. John Kotter a inscrit l\u2019\u00e9laboration d\u2019une \u00ab\u00a0burning platform\u00a0\u00bb dans ses huit \u00e9tapes pour conduire le changement.<\/p>\n<p>Au contraire, nous croyons qu\u2019il est pr\u00e9f\u00e9rable de choisir de changer &#8211; de le d\u00e9cider avant que le sort, les r\u00e9sultats, la concurrence, la r\u00e9glementation ou les technologies ne vous y obligent. Voici pourquoi\u00a0:<\/p>\n<ul>\n<li>Mieux vaut changer tant qu\u2019on a les <em>moyens<\/em> de le faire bien. Le changement, surtout s\u2019il a un impact social, co\u00fbte cher. Il demande la mobilisation de ressources, de support, de temps, d\u2019experts, de logistique. Il laisse des traces terribles s\u2019il est mal g\u00e9r\u00e9, financ\u00e9 chichement et si les salari\u00e9s b\u00e9n\u00e9ficient d\u2019un traitement jug\u00e9 \u00e9conome, voire pingre. Investir dans un changement est l\u2019un des facteurs r\u00e9alistes de r\u00e9ussite, surtout s\u2019il comprend de l\u2019innovation, du temps de contribution, un accompagnement humain favorable.<\/li>\n<li>La cr\u00e9ation d\u2019une \u00ab\u00a0<em>burning platform<\/em>\u00bb peut parfois \u00eatre compar\u00e9e \u00e0 de la pyromanie. Ce concept de J. Kotter est parfois mal interpr\u00e9t\u00e9, voire traduit litt\u00e9ralement. Dans son dernier ouvrage*, l\u2019auteur revient enfin sur ce concept risqu\u00e9. Selon lui, l\u2019environnement qui est le n\u00f4tre (volatil, incertain, complexe, stressant, entre crise sanitaire et \u00e9volutions qu\u2019on a du mal \u00e0 suivre) active d\u00e9j\u00e0 le mode \u00ab\u00a0survie\u00a0\u00bb de fa\u00e7on aig\u00fce et rend tout changement inattendu \u00e9pidermique. Inutile donc d\u2019en rajouter.<\/li>\n<li>Dans cet environnement-l\u00e0, le premier r\u00f4le des dirigeants est non seulement de conduire le changement, mais de l\u2019anticiper, et m\u00eame de pr\u00e9parer l\u2019organisation en d\u00e9veloppant sa comp\u00e9tence au changement. Il ne s\u2019agit plus tant d\u2019\u00eatre pr\u00eat au changement (change-readiness) que d\u2019\u00eatre <em>apte au changement<\/em> (change-ability). Cette aptitude, bien s\u00fbr, se d\u00e9veloppe plus confortablement \u00ab\u00a0\u00e0 froid\u00a0\u00bb, c\u2019est-\u00e0-dire pas au beau milieu d\u2019un projet de transformation qui menace de devenir une crise.<\/li>\n<li>Il est bien plus ardu d\u2019amener un changement aupr\u00e8s d\u2019un corps social endormi dans un r\u00eave de stabilit\u00e9, qu\u2019aupr\u00e8s de collectifs habitu\u00e9s \u00e0 la flexibilit\u00e9 et \u00e0 la vitesse. Les organisations qui ont v\u00e9cu un \u00e2ge d\u2019or et vivent dans la nostalgie sont des profils compliqu\u00e9s \u00e0 mettre en mouvement, qui vont dramatiser tout changement. Pour provoquer un changement r\u00e9el, constatable, rapide, des experts pr\u00e9coniseront de ce fait une strat\u00e9gie de rupture, bien plus violente. Des <em>cultures habitu\u00e9es au changement l\u2019aborderont au contraire avec pragmatisme et aisance<\/em>, et des strat\u00e9gies d\u2019\u00e9volution, plus douces, pourront s\u2019appliquer plus facilement.<\/li>\n<li>Changer quand la n\u00e9cessit\u00e9 l\u2019impose, c\u2019est en partie abdiquer le choix du moment et de la m\u00e9thode. De plus, c\u2019est un discours manag\u00e9rial de moins en moins acceptable\u00a0: les salari\u00e9s pardonnent mal aux dirigeants de n\u2019avoir pas su <em>anticiper les \u00e9volutions du march\u00e9 et piloter les changements n\u00e9cessaires<\/em> pour \u00e9viter le pied du mur.<\/li>\n<li>Enfin, le changement est tr\u00e8s largement v\u00e9cu comme un risque. Dans la majorit\u00e9 des entreprises, aupr\u00e8s de la majorit\u00e9 des salari\u00e9s, tout grade confondu, le mot seul suffit \u00e0 g\u00e9n\u00e9rer du stress. Souvent les dirigeants d\u00e9marrent le projet par une analyse de risques. Bien s\u00fbr qu\u2019il faut identifier les risques et les g\u00e9rer, mais il faut aussi et tout autant identifier les opportunit\u00e9s, voire les cr\u00e9er. La r\u00e9solution d\u2019un irritant peut \u00eatre un b\u00e9n\u00e9fice. La cr\u00e9ation de nouveaux parcours de d\u00e9veloppement, ou de possibilit\u00e9s d\u2019essaimage peuvent en \u00eatre. Ce n\u2019est pas de la candeur que vouloir sortir d\u2019un changement plus fort\u2026 et cela est facilit\u00e9 par des moyens et un climat de calme. Retour au point 1.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Le changement devient d\u00e9sirable dans la mesure o\u00f9 l\u2019on comprend qu\u2019il est un facteur de performance et de d\u00e9veloppement partag\u00e9, et qu\u2019on a les comp\u00e9tences pour le mener. C\u2019est sans doute pour cela que Kotter appelle \u00e0 davantage de changement, pour reprendre l\u2019avantage sur un environnement en acc\u00e9l\u00e9ration.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>* Kotter, J., Akhtar,V, Gupta, G. (2021) &#8211; Change: How organisations achieve hard-to-imagine results in uncertain and volatile times &#8211; <em>Wiley<\/em><\/p>\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Beaucoup de d\u00e9cideurs sont persuad\u00e9s que le bon moment pour changer\u2026 est celui o\u00f9 l\u2019on ne peut plus reculer. A l\u2019appui de cette conviction r\u00e9pandue, deux arguments\u00a0: le premier, pragmatique\u00a0&#8211; l\u2019effort pour transformer est plus intense si les salari\u00e9s ne per\u00e7oivent pas d\u2019urgence. Le deuxi\u00e8me, th\u00e9orique. John Kotter a inscrit l\u2019\u00e9laboration d\u2019une \u00ab\u00a0burning platform\u00a0\u00bb dans [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":3386,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[15],"tags":[12,13,10,9],"class_list":["post-2939","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-opinion","tag-accompagnementduchangement","tag-changeability","tag-changeangels","tag-transformation"],"uagb_featured_image_src":{"full":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-scaled.jpg",2560,2011,false],"thumbnail":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-150x150.jpg",150,150,true],"medium":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-300x236.jpg",300,236,true],"medium_large":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-768x603.jpg",768,603,true],"large":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-1024x804.jpg",1024,804,true],"1536x1536":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-1536x1207.jpg",1536,1207,true],"2048x2048":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-2048x1609.jpg",2048,1609,true],"trp-custom-language-flag":["https:\/\/yourchangeangels.com\/wp-content\/uploads\/2021\/10\/eden-constantino-OXmym9cuaEY-unsplash1-15x12.jpg",15,12,true]},"uagb_author_info":{"display_name":"Christelle Thompson","author_link":"https:\/\/yourchangeangels.com\/en\/author\/christelle\/"},"uagb_comment_info":0,"uagb_excerpt":"Beaucoup de d\u00e9cideurs sont persuad\u00e9s que le bon moment pour changer\u2026 est celui o\u00f9 l\u2019on ne peut plus reculer. A l\u2019appui de cette conviction r\u00e9pandue, deux arguments\u00a0: le premier, pragmatique\u00a0&#8211; l\u2019effort pour transformer est plus intense si les salari\u00e9s ne per\u00e7oivent pas d\u2019urgence. Le deuxi\u00e8me, th\u00e9orique. John Kotter a inscrit l\u2019\u00e9laboration d\u2019une \u00ab\u00a0burning platform\u00a0\u00bb dans&hellip;","_links":{"self":[{"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/posts\/2939","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/comments?post=2939"}],"version-history":[{"count":2,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/posts\/2939\/revisions"}],"predecessor-version":[{"id":3200,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/posts\/2939\/revisions\/3200"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/media\/3386"}],"wp:attachment":[{"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/media?parent=2939"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/categories?post=2939"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/yourchangeangels.com\/en\/wp-json\/wp\/v2\/tags?post=2939"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}