{"id":17805,"date":"2024-07-02T08:44:14","date_gmt":"2024-07-02T08:44:14","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=17805"},"modified":"2024-07-02T08:44:14","modified_gmt":"2024-07-02T08:44:14","slug":"modele-de-gestion-du-changement","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/fr\/modele-de-gestion-du-changement\/","title":{"rendered":"Comment choisir un mod\u00e8le de gestion du changement?"},"content":{"rendered":"\n<p>Toute entreprise doit mettre en place des changements organisationnels au fur et \u00e0 mesure qu\u2019elle se d\u00e9veloppe. Ces processus de changement impliquent cependant la prise en consid\u00e9ration de nombreux \u00e9l\u00e9ments, dont la r\u00e9action et les \u00e9motions des collaborateurs.&nbsp;<\/p>\n\n\n\n<p>Afin de faciliter la transition, les entreprises peuvent utiliser diff\u00e9rents mod\u00e8les de gestion du changement. Ces outils servent de guide pour planifier et mettre en place un processus de changement dans les meilleures conditions.<\/p>\n\n\n\n<p>D\u00e9couvrez les sept principaux mod\u00e8les de gestion du changement utilis\u00e9s par les entreprises afin de d\u00e9terminer celui qui r\u00e9pond \u00e0 vos propres besoins.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les 7 grands mod\u00e8les de gestion du changement<\/h2>\n\n\n\n<p>Il existe sept principaux mod\u00e8les de gestion du changement. Bien que ceux-ci partagent le m\u00eame objectif, chaque mod\u00e8le de gestion du changement poss\u00e8de son propre lot d\u2019avantages et d&#8217;inconv\u00e9nients.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Mod\u00e8le de Lewin<\/h3>\n\n\n\n<p>Le&nbsp;<a href=\"https:\/\/modules-iae.univ-lille.fr\/M14\/cours\/co\/chap2_01.html\">mod\u00e8le de gestion du changement de Lewin<\/a>&nbsp;a \u00e9t\u00e9 d\u00e9velopp\u00e9 en 1950. Il s\u2019agit d\u2019un mod\u00e8le particuli\u00e8rement appr\u00e9ci\u00e9 pour sa simplicit\u00e9 et son efficacit\u00e9.<\/p>\n\n\n\n<p>Selon Kurt Lewin, le processus de changement peut \u00eatre d\u00e9compos\u00e9 en trois \u00e9tapes principales :<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>D\u00e9cong\u00e9lation<\/strong>\u00a0: cette premi\u00e8re \u00e9tape consiste \u00e0 analyser les processus existants et \u00e0 d\u00e9finir les changements \u00e0 apporter au sein de l\u2019entreprise. C\u2019est \u00e9galement pendant l\u2019\u00e9tape de d\u00e9cong\u00e9lation que l\u2019entreprise pr\u00e9pare ses employ\u00e9s au changement en communiquant de mani\u00e8re ouverte et transparente sur la n\u00e9cessit\u00e9 de celui-ci.<\/li>\n\n\n\n<li><strong>Modification\u00a0<\/strong>: cette seconde \u00e9tape consiste \u00e0 mettre en \u0153uvre les changements, tout en veillant \u00e0 accompagner les collaborateurs de l\u2019entreprise gr\u00e2ce \u00e0 un bon leadership et une communication efficace.<\/li>\n\n\n\n<li><strong>La recong\u00e9lation<\/strong>\u00a0: au cours de cette ultime \u00e9tape, le changement est consid\u00e9r\u00e9 comme accept\u00e9 par les collaborateurs et d\u00e9finitif. Les dirigeants et les managers doivent n\u00e9anmoins veiller \u00e0 ce que les employ\u00e9s continuent \u00e0 utiliser les nouveaux processus mis en place.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">Mod\u00e8le de changement en 8 \u00e9tapes de Kotter<\/h3>\n\n\n\n<p>Le&nbsp;<a href=\"https:\/\/www.cairn.info\/conduite-du-changement-concepts-cles--9782100769414-page-235.htm\">mod\u00e8le de gestion du changement de Kotter<\/a>&nbsp;permet aux dirigeants de faciliter l\u2019adh\u00e9sion au changement des personnes impliqu\u00e9es gr\u00e2ce \u00e0 huit \u00e9tapes cl\u00e9s :<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Cr\u00e9ation d\u2019un sentiment d\u2019urgence\u00a0<\/strong>afin d\u2019inciter les collaborateurs \u00e0 s\u2019impliquer dans le processus de changement,<\/li>\n\n\n\n<li><strong>Constitution d\u2019une \u00e9quipe de changement<\/strong>\u00a0qui a pour mission de coordonner les actions et les mesures \u00e0 entreprendre,<\/li>\n\n\n\n<li><strong>D\u00e9finition d\u2019une vision strat\u00e9gique<\/strong>\u00a0afin d\u2019expliquer les avantages concrets du changement pour l\u2019organisation et les personnes impliqu\u00e9es,<\/li>\n\n\n\n<li><strong>Cr\u00e9ation d\u2019un sentiment d\u2019adh\u00e9sion<\/strong>\u00a0en encourageant de nombreuses personnes \u00e0 participer activement \u00e0 la cr\u00e9ation du changement dans l\u2019entreprise,<\/li>\n\n\n\n<li><strong>Identification et suppression des obstacles<\/strong>\u00a0pouvant entraver le changement,<\/li>\n\n\n\n<li><strong>Cr\u00e9ation d\u2019objectifs \u00e0 court terme et mise en place de r\u00e9compenses<\/strong>\u00a0afin d\u2019encourager le personnel \u00e0 s\u2019impliquer davantage dans le changement,<\/li>\n\n\n\n<li><strong>Maintien de l\u2019\u00e9lan et de la dynamique<\/strong>\u00a0pour mener \u00e0 bien le changement,<\/li>\n\n\n\n<li><strong>Maintien des changements<\/strong>\u00a0afin que ceux-ci deviennent des habitudes fermement ancr\u00e9es dans le quotidien des employ\u00e9s.<\/li>\n<\/ol>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"816\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-de-changement-en-8-etapes-de-Kotter_76683bdd.jpg?w=1024&#038;h=816&#038;crop=1\" alt=\"Mode\u0300le de changement en 8 e\u0301tapes de Kotter\" class=\"wp-image-17808\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-de-changement-en-8-etapes-de-Kotter_76683bdd.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-de-changement-en-8-etapes-de-Kotter_76683bdd.jpg?resize=300,239 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-de-changement-en-8-etapes-de-Kotter_76683bdd.jpg?resize=1024,816 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Mod\u00e8le ADKAR<\/h3>\n\n\n\n<p>Le&nbsp;<a href=\"https:\/\/www.proscieurope.com\/sites\/default\/files\/slides\/fr_essentials_of_adkar_0.pdf\">mod\u00e8le de gestion du changement ADKAR&nbsp;<\/a>repose sur l\u2019id\u00e9e que les entreprises peuvent uniquement changer si les individus changent \u00e9galement.<\/p>\n\n\n\n<p>L\u2019acronyme ADKAR d\u00e9finit cinq objectifs \u00e0 atteindre pour que le changement soit r\u00e9ussi :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Awareness\u00a0<\/strong>: sensibiliser les collaborateurs \u00e0 la n\u00e9cessit\u00e9 d\u2019adopter le changement,<\/li>\n\n\n\n<li><strong>Desire\u00a0<\/strong>: encourager les collaborateurs \u00e0 adh\u00e9rer et \u00e0 participer au processus de changement,<\/li>\n\n\n\n<li><strong>Knowledge\u00a0<\/strong>: s\u2019assurer que l&#8217;ensemble des collaborateurs disposent des informations n\u00e9cessaires \u00e0 la mise en place du changement,<\/li>\n\n\n\n<li><strong>Ability\u00a0<\/strong>: garantir que les collaborateurs disposent des comp\u00e9tences requises pour la mise en place du changement,<\/li>\n\n\n\n<li><strong>Reinforcement :\u00a0<\/strong>mettre en place des mesures qui permettent d\u2019assurer la p\u00e9rennit\u00e9 du changement sur le long terme.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"538\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-ADKAR_146683bd.jpg?w=1024&#038;h=538&#038;crop=1\" alt=\"Mode\u0300le ADKAR\" class=\"wp-image-17807\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-ADKAR_146683bd.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-ADKAR_146683bd.jpg?resize=300,158 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Modele-ADKAR_146683bd.jpg?resize=1024,538 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Roue de Deming<\/h3>\n\n\n\n<p>La&nbsp;<a href=\"https:\/\/www.cairn.info\/pro-en-management--9782311622454-page-154.htm\">roue de Deming<\/a>, \u00e9galement appel\u00e9e mod\u00e8le PDCA (Plan-Do-Study-Act), est un mod\u00e8le de gestion du changement qui prend la forme d\u2019un processus continu d\u2019am\u00e9lioration d\u2019une entreprise.<\/p>\n\n\n\n<p>En pratique, cette approche est con\u00e7ue pour fonctionner de mani\u00e8re cyclique en r\u00e9p\u00e9tant de mani\u00e8re continue les quatre \u00e9tapes suivantes :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Planifier\u00a0<\/strong>: d\u00e9finir ce qui doit changer et \u00e9laborer un plan d\u2019action,<\/li>\n\n\n\n<li><strong>Faire\u00a0<\/strong>: mettre en oeuvre et tester le plan d\u2019action,<\/li>\n\n\n\n<li><strong>\u00c9tudier\u00a0<\/strong>: analyser les r\u00e9sultats et d\u00e9finir les succ\u00e8s et les \u00e9checs,<\/li>\n\n\n\n<li><strong>Agir\u00a0<\/strong>: mettre en place des mesures correctives en fonction des r\u00e9sultats obtenus afin d\u2019am\u00e9liorer le plan d\u2019action.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Courbe du changement de K\u00fcbler-Ross<\/h3>\n\n\n\n<p>La&nbsp;<a href=\"https:\/\/www.cairn.info\/la-boite-a-outils-de-la-conduite-du-changement--9782100776344-page-24.htm\">courbe du changement de K\u00fcbler-Ross<\/a>&nbsp;permet aux employeurs de mieux comprendre les r\u00e9actions de leurs employ\u00e9s face au changement et de s\u2019adapter \u00e0 celles-ci en faisant preuve d&#8217;empathie.<\/p>\n\n\n\n<p>Ce mod\u00e8le de gestion du changement d\u00e9finit cinq \u00e9tapes par lesquelles les employ\u00e9s peuvent passer en cas de changements organisationnels :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>D\u00e9ni\u00a0<\/strong>: les employ\u00e9s passent par une premi\u00e8re phase de r\u00e9sistance au changement,<\/li>\n\n\n\n<li><strong>Col\u00e8re\u00a0<\/strong>: le d\u00e9ni se transforme ensuite en col\u00e8re lorsque les employ\u00e9s r\u00e9alisent que le changement est en train de se produire malgr\u00e9 leur r\u00e9sistance,<\/li>\n\n\n\n<li><strong>N\u00e9gociation\u00a0<\/strong>: les employ\u00e9s tentent de marchander afin de r\u00e9duire au maximum le changement et ses impacts,<\/li>\n\n\n\n<li><strong>D\u00e9pression\u00a0<\/strong>: lorsque la n\u00e9gociation n\u2019aboutit pas, les employ\u00e9s peuvent devenir d\u00e9prim\u00e9s et perdre en motivation,<\/li>\n\n\n\n<li><strong>Acceptation\u00a0<\/strong>: la phase de d\u00e9pression laisse place \u00e0 la phase d\u2019acceptation lorsque les salari\u00e9s se rendent compte qu\u2019ils ne peuvent lutter contre le changement.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Mod\u00e8le transitionnel de Bridges<\/h3>\n\n\n\n<p>Tout comme la courbe du changement de K\u00fcbler-Ross, le&nbsp;<a href=\"https:\/\/wmbridges.com\/about\/what-is-transition\/\">mod\u00e8le transitionnel de Bridges&nbsp;<\/a>se concentre sur les r\u00e9actions \u00e9motionnelles des employ\u00e9s lors du changement.<\/p>\n\n\n\n<p>Ce mod\u00e8le de gestion du changement implique que les entreprises doivent accompagner leurs employ\u00e9s tout au long du processus de transition qui est divis\u00e9 en trois \u00e9tapes principales :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>La fin<\/strong>\u00a0: il s\u2019agit de l\u2019\u00e9tape au cours de laquelle les employ\u00e9s d\u00e9couvrent le changement et ressentent le plus d\u2019\u00e9motions fortes, ce qui n\u00e9cessite un leadership et une communication efficaces de la part de l\u2019entreprise,<\/li>\n\n\n\n<li><strong>La zone neutre<\/strong>\u00a0: il s\u2019agit de la p\u00e9riode de transition entre l\u2019ancien et le nouveau, ce qui implique g\u00e9n\u00e9ralement de l\u2019incertitude et de l\u2019inqui\u00e9tude de la part des employ\u00e9s lors de la d\u00e9couverte des nouveaut\u00e9s,<\/li>\n\n\n\n<li><strong>Le nouveau d\u00e9part<\/strong>\u00a0: il s\u2019agit du moment o\u00f9 le changement est accept\u00e9 par les employ\u00e9s.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Mod\u00e8le 7s de McKinsey<\/h3>\n\n\n\n<p>Le&nbsp;<a href=\"https:\/\/guidesaideconception.uqar.ca\/wp-content\/uploads\/2015\/02\/Fiche_7SMcKinsey.pdf\">mod\u00e8le 7s de McKinsey<\/a>&nbsp;repose sur l\u2019id\u00e9e que les entreprises doivent tenir compte de sept \u00e9l\u00e9ments-cl\u00e9s lors de la mise en \u0153uvre du changement :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Strat\u00e9gie de changement,<\/li>\n\n\n\n<li>Structure de l\u2019entreprise,<\/li>\n\n\n\n<li>Syst\u00e8mes et processus de travail,<\/li>\n\n\n\n<li>Valeurs partag\u00e9es par l\u2019entreprise,<\/li>\n\n\n\n<li>Style de management et fa\u00e7on de travailler,<\/li>\n\n\n\n<li>Personnel,<\/li>\n\n\n\n<li>Comp\u00e9tences des employ\u00e9s.<\/li>\n<\/ul>\n\n\n\n<p>Les trois premiers \u00e9l\u00e9ments sont les plus simples \u00e0 identifier et \u00e0 contr\u00f4ler par l\u2019entreprise. Il s\u2019agit de la strat\u00e9gie globale de l\u2019entreprise, de la structure de son organisation et des syst\u00e8mes et processus de travail mis en place.<\/p>\n\n\n\n<p>Les quatre derniers \u00e9l\u00e9ments, en revanche, sont plus difficiles \u00e0 identifier et \u00e0 influencer par l\u2019entreprise. Il s\u2019agit des valeurs partag\u00e9es par l\u2019entreprise, du style de management et des diff\u00e9rents aspects relatifs \u00e0 la culture de l\u2019entreprise.<\/p>\n\n\n\n<p>Le but de ce mod\u00e8le de gestion du changement est d\u2019aider l\u2019entreprise \u00e0 conserver un certain \u00e9quilibre entre ces sept \u00e9l\u00e9ments qui interagissent entre eux lors du changement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quel mod\u00e8le de gestion du changement choisir pour son entreprise ?<\/h2>\n\n\n\n<p>Le choix d\u2019un mod\u00e8le de gestion du changement pour son entreprise d\u00e9pend de nombreux \u00e9l\u00e9ments, tels que les objectifs fix\u00e9s et la structure de l\u2019organisation.&nbsp;<\/p>\n\n\n\n<p>Il est cependant important de pr\u00e9ciser qu\u2019il n\u2019existe pas d\u2019approche universelle et que chaque mod\u00e8le de gestion du changement comprend certains avantages et inconv\u00e9nients. Il est ainsi recommand\u00e9 d\u2019utiliser le mod\u00e8le qui permet de r\u00e9pondre \u00e0 ses propres besoins ou d\u2019utiliser plusieurs mod\u00e8les en cas de besoin.<\/p>\n\n\n\n<p>Quel que soit le mod\u00e8le de gestion du changement utilis\u00e9, il est essentiel de se concentrer sur l\u2019humain lors de la mise en place d\u2019un processus de changement. La communication et le leadership sont deux \u00e9l\u00e9ments essentiels pour convaincre les collaborateurs des avantages du changement et les encourager \u00e0 l\u2019adopter.<\/p>\n","protected":false},"excerpt":{"rendered":"Toute entreprise doit mettre en place des changements organisationnels au fur et \u00e0 mesure qu\u2019elle se d\u00e9veloppe. 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