{"id":41137,"date":"2025-10-09T07:35:21","date_gmt":"2025-10-09T11:35:21","guid":{"rendered":"https:\/\/uniquecoaching.ca\/?p=41137"},"modified":"2026-03-13T14:46:10","modified_gmt":"2026-03-13T18:46:10","slug":"influencer-son-patron-ou-son-collegue-du-pareil-au-meme-3-2","status":"publish","type":"post","link":"https:\/\/uniquecoaching.ca\/en\/influencer-son-patron-ou-son-collegue-du-pareil-au-meme-3-2\/","title":{"rendered":"Three Common Mistakes When Making Decisions (And How To Avoid Them)"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; admin_label=&#8221;section&#8221; _builder_version=&#8221;4.16&#8243; global_colors_info=&#8221;{}&#8221;][et_pb_row admin_label=&#8221;row&#8221; _builder_version=&#8221;4.16&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p data-start=\"418\" data-end=\"655\">Prendre une d\u00e9cision difficile est d\u00e9j\u00e0 un acte de courage manag\u00e9rial. Mais reconna\u00eetre qu\u2019une d\u00e9cision n\u2019a pas donn\u00e9 les r\u00e9sultats esp\u00e9r\u00e9s et savoir <strong data-start=\"570\" data-end=\"610\">rebondir apr\u00e8s une mauvaise d\u00e9cision<\/strong> demande une r\u00e9silience encore plus grande.<\/p>\n<p data-start=\"657\" data-end=\"822\">Cet article propose trois \u00e9tapes pour apprendre de ses erreurs, transformer un faux pas en levier d\u2019apprentissage et regagner la confiance de son \u00e9quipe.<\/p>\n<p><em>Vous pr\u00e9f\u00e9rez la version vid\u00e9o? La voici!<\/em><\/p>\n<p>[\/et_pb_text][et_pb_video src=&#8221;https:\/\/youtu.be\/1rzYeUU2b3Y&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_video][et_pb_text admin_label=&#8221;Texte&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 data-start=\"829\" data-end=\"887\">1. Reconna\u00eetre l\u2019erreur avec transparence et humilit\u00e9<\/h2>\n<h5 data-start=\"889\" data-end=\"1137\"><strong data-start=\"889\" data-end=\"917\">Pourquoi c\u2019est important<\/strong><\/h5>\n<p data-start=\"889\" data-end=\"1137\">Reconna\u00eetre une erreur d\u00e9samorce les tensions, restaure la confiance et montre l\u2019exemple d\u2019un leadership authentique. Cette transparence permet aussi d\u2019\u00e9viter la propagation de rumeurs ou d\u2019interpr\u00e9tations erron\u00e9es.<\/p>\n<h5 data-start=\"889\" data-end=\"1137\"><strong data-start=\"1139\" data-end=\"1167\">Pourquoi c\u2019est difficile<\/strong><\/h5>\n<p data-start=\"889\" data-end=\"1137\">Admettre une erreur peut r\u00e9veiller des craintes profondes : perdre sa cr\u00e9dibilit\u00e9, \u00eatre per\u00e7u comme incomp\u00e9tent, ou sentir sa l\u00e9gitimit\u00e9 fragilis\u00e9e. Le cerveau associe souvent l\u2019erreur \u00e0 une menace pour l\u2019estime de soi, d\u2019o\u00f9 la tentation du d\u00e9ni ou de la justification.<\/p>\n<h5 data-start=\"889\" data-end=\"1137\"><strong data-start=\"1443\" data-end=\"1474\">Comment reprendre confiance<\/strong><\/h5>\n<ul data-start=\"1477\" data-end=\"1924\">\n<li data-start=\"1477\" data-end=\"1786\">\n<p data-start=\"1479\" data-end=\"1786\"><strong data-start=\"1479\" data-end=\"1524\">Adopter un discours interne bienveillant.<\/strong> Une erreur ne d\u00e9finit pas la valeur globale d\u2019une personne. \u00catre un leader, c\u2019est aussi \u00eatre humain.<br data-start=\"1625\" data-end=\"1628\" \/>Se rappeler une r\u00e9ussite pass\u00e9e o\u00f9 un obstacle a \u00e9t\u00e9 surmont\u00e9 aide \u00e0 \u00e9quilibrer l\u2019autocritique et \u00e0 renforcer la confiance avant d\u2019en parler \u00e0 son \u00e9quipe. <a href=\"https:\/\/uniquecoaching.ca\/en\/building-resilience\/\">Cet article de blogue<\/a> parle pr\u00e9cis\u00e9ment de la r\u00e9silience et de comment adopter une fa\u00e7on de penser diff\u00e9rente (l&#8217;article propose aussi une infographie). <a href=\"https:\/\/uniquecoaching.ca\/en\/building-resilience\/\">Le voici en compl\u00e9ment<\/a>!<\/p>\n<\/li>\n<li data-start=\"1787\" data-end=\"1924\">\n<p data-start=\"1789\" data-end=\"1924\"><strong data-start=\"1789\" data-end=\"1834\">Pr\u00e9parer un cadre clair de communication.<\/strong> Structurer le message en trois temps : le contexte, l\u2019erreur, les solutions envisag\u00e9es.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1926\" data-end=\"1944\"><strong>Un exemple :<\/strong><\/p>\n<blockquote data-start=\"1945\" data-end=\"2113\">\n<p data-start=\"1947\" data-end=\"2113\">\u00ab Voici les faits sur lesquels nous nous basons. \u00bb<br data-start=\"1997\" data-end=\"2000\" \/>\u00ab Cela n\u2019a pas fonctionn\u00e9 comme pr\u00e9vu pour cette raison. \u00bb<br data-start=\"2060\" data-end=\"2063\" \/>\u00ab Voici comment nous allons corriger le tir. \u00bb<\/p>\n<\/blockquote>\n<h5 data-start=\"2115\" data-end=\"2138\"><strong data-start=\"2115\" data-end=\"2136\">Actions concr\u00e8tes<\/strong><\/h5>\n<ul data-start=\"2139\" data-end=\"2326\">\n<li data-start=\"2139\" data-end=\"2188\">\n<p data-start=\"2141\" data-end=\"2188\">Informer rapidement l\u2019\u00e9quipe de la situation.<\/p>\n<\/li>\n<li data-start=\"2189\" data-end=\"2263\">\n<p data-start=\"2191\" data-end=\"2263\">Assumer la responsabilit\u00e9 avec calme, sans chercher de bouc \u00e9missaire.<\/p>\n<\/li>\n<li data-start=\"2264\" data-end=\"2326\">\n<p data-start=\"2266\" data-end=\"2326\">\u00c9couter les retours pour enrichir la r\u00e9flexion collective.<\/p>\n<\/li>\n<\/ul>\n<h5 data-start=\"2328\" data-end=\"2692\"><strong data-start=\"2328\" data-end=\"2347\">Exemple<\/strong><\/h5>\n<p data-start=\"2328\" data-end=\"2692\">Chlo\u00e9, directrice RH, a mis en place un nouveau processus de recrutement cens\u00e9 acc\u00e9l\u00e9rer les embauches. R\u00e9sultat : tout a ralenti.<br data-start=\"2480\" data-end=\"2483\" \/>Plut\u00f4t que de minimiser l\u2019impact, elle r\u00e9unit son \u00e9quipe, explique les raisons du probl\u00e8me et pr\u00e9sente les ajustements pr\u00e9vus. Cette transparence renforce la confiance et d\u00e9montre un vrai courage manag\u00e9rial.<\/p>\n<h5 data-start=\"2694\" data-end=\"2708\"><strong data-start=\"2694\" data-end=\"2706\">\u00c0 \u00e9viter<\/strong><\/h5>\n<ul data-start=\"2709\" data-end=\"2832\">\n<li data-start=\"2709\" data-end=\"2766\">\n<p data-start=\"2711\" data-end=\"2766\">Minimiser l\u2019erreur ou faire comme si de rien n\u2019\u00e9tait.<\/p>\n<\/li>\n<li data-start=\"2767\" data-end=\"2832\">\n<p data-start=\"2769\" data-end=\"2832\">Rejeter la faute sur les circonstances ou d\u2019autres personnes.<\/p>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h2 data-start=\"2839\" data-end=\"2891\">2. Analyser et ajuster pour corriger rapidement<\/h2>\n<h5 data-start=\"2893\" data-end=\"3174\"><strong data-start=\"2893\" data-end=\"2921\">Pourquoi c\u2019est essentiel<\/strong><\/h5>\n<p data-start=\"2893\" data-end=\"3174\">Une <strong data-start=\"2928\" data-end=\"2949\">mauvaise d\u00e9cision<\/strong> peut devenir une occasion d\u2019apprendre \u2014 \u00e0 condition d\u2019en faire une <strong data-start=\"3017\" data-end=\"3035\">analyse lucide<\/strong> et de corriger avec m\u00e9thode.<br data-start=\"3064\" data-end=\"3067\" \/>C\u2019est ainsi que se d\u00e9veloppe une v\u00e9ritable culture d\u2019apprentissage et de r\u00e9silience au sein d\u2019une \u00e9quipe.<\/p>\n<h5 data-start=\"3176\" data-end=\"3407\"><strong data-start=\"3176\" data-end=\"3211\">Pourquoi c\u2019est humain d\u2019h\u00e9siter<\/strong><\/h5>\n<p data-start=\"3176\" data-end=\"3407\">Analyser une erreur, c\u2019est se confronter \u00e0 soi. Cela peut sembler inconfortable, mais c\u2019est un acte de maturit\u00e9 professionnelle : il montre la volont\u00e9 de progresser plut\u00f4t que de se d\u00e9fendre.<\/p>\n<h5 data-start=\"3409\" data-end=\"3442\"><strong data-start=\"3409\" data-end=\"3440\">La m\u00e9thode \u00abAnalyse-Action\u00bb<\/strong><\/h5>\n<p data-start=\"3409\" data-end=\"3442\"><strong data-start=\"3446\" data-end=\"3483\">Identifier l\u2019origine de l\u2019erreur.<\/strong> Revenir sur les hypoth\u00e8ses initiales et rep\u00e9rer celles qui \u00e9taient erron\u00e9es.<\/p>\n<ol data-start=\"3443\" data-end=\"3842\">\n<li data-start=\"3563\" data-end=\"3717\">\n<p data-start=\"3566\" data-end=\"3717\"><strong data-start=\"3566\" data-end=\"3605\">Lister les ajustements n\u00e9cessaires.<\/strong> Distinguer les actions \u00e0 court terme (limiter les impacts) et \u00e0 moyen terme (renforcer la prise de d\u00e9cision).<\/p>\n<\/li>\n<li data-start=\"3718\" data-end=\"3842\">\n<p data-start=\"3721\" data-end=\"3842\"><strong data-start=\"3721\" data-end=\"3767\">Tester avant d\u2019appliquer \u00e0 grande \u00e9chelle.<\/strong> Une phase pilote r\u00e9duit les risques d\u2019amplifier une mauvaise correction.<\/p>\n<\/li>\n<\/ol>\n<h5 data-start=\"3844\" data-end=\"4148\"><strong data-start=\"3844\" data-end=\"3863\">Exemple concret<\/strong><\/h5>\n<p data-start=\"3844\" data-end=\"4148\">Nicolas, contrema\u00eetre, modifie les horaires de son \u00e9quipe sans anticiper l\u2019impact sur la coordination avec d\u2019autres services. Apr\u00e8s analyse, il ajuste le plan et teste une version avec un sous-groupe avant de l\u2019appliquer \u00e0 tous. R\u00e9sultat : plus de fluidit\u00e9 et moins de r\u00e9sistance.<\/p>\n<h5 data-start=\"4150\" data-end=\"4327\"><strong data-start=\"4150\" data-end=\"4165\">Bon r\u00e9flexe<\/strong><\/h5>\n<p data-start=\"4150\" data-end=\"4327\">Impliquer les membres de l\u2019\u00e9quipe dans l\u2019analyse. Cela favorise leur adh\u00e9sion, valorise leur expertise et r\u00e9duit les risques de reproduire les m\u00eames erreurs.<\/p>\n<h5 data-start=\"4329\" data-end=\"4343\"><strong data-start=\"4329\" data-end=\"4341\">\u00c0 \u00e9viter<\/strong><\/h5>\n<ul data-start=\"4344\" data-end=\"4436\">\n<li data-start=\"4344\" data-end=\"4387\">\n<p data-start=\"4346\" data-end=\"4387\">Corriger trop vite, sans planification.<\/p>\n<\/li>\n<li data-start=\"4388\" data-end=\"4436\">\n<p data-start=\"4390\" data-end=\"4436\">Ignorer les apprentissages venus du terrain.<\/p>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Faire preuve de plus de courage manag\u00e9rial, cela s&#8217;apprend. Devenez un leader plus confiant, qui donne plus confiance, gr\u00e2ce \u00e0 la formation D\u00e9ployer son courage manag\u00e9rial sur cinq dimensions : dire, agir, d\u00e9cider, innover et pers\u00e9v\u00e9rer. <a href=\"https:\/\/uniquecoaching.ca\/en\/?page_id=37414\">Tous les d\u00e9tails ici.<\/a><\/p>\n<p>&nbsp;<\/p>\n<h2 data-start=\"4443\" data-end=\"4496\">3. Remobiliser l\u2019\u00e9quipe et regagner la confiance<\/h2>\n<h5 data-start=\"4498\" data-end=\"4677\"><strong data-start=\"4498\" data-end=\"4524\">Pourquoi c\u2019est crucial<\/strong><\/h5>\n<p data-start=\"4498\" data-end=\"4677\">Une erreur peut \u00e9branler la dynamique d\u2019\u00e9quipe. Remobiliser rapidement permet de pr\u00e9server la confiance et de d\u00e9montrer un <strong data-start=\"4650\" data-end=\"4674\">leadership r\u00e9silient<\/strong>.<\/p>\n<h5 data-start=\"4679\" data-end=\"4913\"><strong data-start=\"4679\" data-end=\"4702\">Ce que vit l\u2019\u00e9quipe<\/strong><\/h5>\n<p data-start=\"4679\" data-end=\"4913\">Apr\u00e8s une erreur, les collaborateurs peuvent ressentir un manque de direction, une baisse de motivation ou la crainte que la situation se r\u00e9p\u00e8te. Certains doutent m\u00eame de leur capacit\u00e9 collective \u00e0 r\u00e9ussir.<\/p>\n<h5 data-start=\"4915\" data-end=\"4947\"><strong data-start=\"4915\" data-end=\"4945\">Actions cl\u00e9s pour rebondir<\/strong><\/h5>\n<ul data-start=\"4948\" data-end=\"5270\">\n<li data-start=\"4948\" data-end=\"5065\">\n<p data-start=\"4950\" data-end=\"5065\"><strong data-start=\"4950\" data-end=\"4992\">Partager la nouvelle feuille de route.<\/strong> Expliquer les prochaines \u00e9tapes et la contribution attendue de chacun.<\/p>\n<\/li>\n<li data-start=\"5066\" data-end=\"5170\">\n<p data-start=\"5068\" data-end=\"5170\"><strong data-start=\"5068\" data-end=\"5105\">Valoriser les efforts collectifs.<\/strong> Remercier l\u2019\u00e9quipe pour son engagement malgr\u00e9 les difficult\u00e9s.<\/p>\n<\/li>\n<li data-start=\"5171\" data-end=\"5270\">\n<p data-start=\"5173\" data-end=\"5270\"><strong data-start=\"5173\" data-end=\"5212\">Encourager l\u2019am\u00e9lioration continue.<\/strong> Transformer la situation en exp\u00e9rience d\u2019apprentissage.<\/p>\n<\/li>\n<\/ul>\n<h5 data-start=\"5272\" data-end=\"5550\"><strong data-start=\"5272\" data-end=\"5291\">Exemple concret<\/strong><\/h5>\n<p data-start=\"5272\" data-end=\"5550\">Luis, gestionnaire de production, f\u00e9licite son \u00e9quipe pour sa r\u00e9activit\u00e9 apr\u00e8s un changement impr\u00e9vu et organise une s\u00e9ance de d\u00e9briefing pour identifier les bonnes pratiques \u00e0 retenir. R\u00e9sultat : l\u2019\u00e9quipe se sent reconnue et retrouve son \u00e9lan collectif.<\/p>\n<h5 data-start=\"5552\" data-end=\"5566\"><strong data-start=\"5552\" data-end=\"5564\">\u00c0 \u00e9viter<\/strong><\/h5>\n<ul data-start=\"5567\" data-end=\"5688\">\n<li data-start=\"5567\" data-end=\"5628\">\n<p data-start=\"5569\" data-end=\"5628\">Passer trop vite \u00e0 autre chose sans avoir tir\u00e9 de le\u00e7ons.<\/p>\n<\/li>\n<li data-start=\"5629\" data-end=\"5688\">\n<p data-start=\"5631\" data-end=\"5688\">N\u00e9gliger la reconnaissance apr\u00e8s une p\u00e9riode exigeante.<\/p>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h2 data-start=\"5695\" data-end=\"5746\">Transformer une erreur en levier de croissance<\/h2>\n<p data-start=\"5748\" data-end=\"6061\"><strong data-start=\"5748\" data-end=\"5788\">Rebondir apr\u00e8s une mauvaise d\u00e9cision<\/strong>, c\u2019est faire preuve de courage, de lucidit\u00e9 et d\u2019intelligence collective.<br data-start=\"5862\" data-end=\"5865\" \/>En adoptant une posture transparente, en ajustant avec m\u00e9thode et en mobilisant son \u00e9quipe, tout leader peut transformer une erreur en tremplin pour grandir \u2014 individuellement et collectivement.<\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Prendre une d\u00e9cision difficile est d\u00e9j\u00e0 un acte de courage manag\u00e9rial. Mais reconna\u00eetre qu\u2019une d\u00e9cision n\u2019a pas donn\u00e9 les r\u00e9sultats esp\u00e9r\u00e9s et savoir rebondir apr\u00e8s une mauvaise d\u00e9cision demande une r\u00e9silience encore plus grande. Cet article propose trois \u00e9tapes pour apprendre de ses erreurs, transformer un faux pas en levier d\u2019apprentissage et regagner la confiance [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":41142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<!-- wp:paragraph -->\r\n<p>Pensez-vous que prot\u00e9ger son \u00e9quipe des difficult\u00e9s, limiter la charge de travail ou en \u00e9viter les feedbacks n\u00e9gatifs, c\u2019est prendre soin de son \u00e9quipe? Si oui, lisez bien cet article! Parce que \u2026 non\u00a0\ud83d\ude0a<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><em>Trop<\/em> de bienveillance, sans le courage d\u2019assumer son r\u00f4le, peut conduire \u00e0 des d\u00e9rives qui nuisent \u00e0 la performance et \u00e0 l\u2019\u00e9panouissement des membres de l\u2019\u00e9quipe. Un manager \u00e9quilibr\u00e9 doit encourager et soutenir, mais aussi \u00eatre capable de poser des limites et d\u2019aborder les difficult\u00e9s avec clart\u00e9.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Voici comment naviguer entre bienveillance et courage pour v\u00e9ritablement prendre soin de son \u00e9quipe.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><em>Vous pr\u00e9f\u00e9rez la version vid\u00e9o? La voici!<\/em><\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:embed {\"url\":\"https:\/\/youtu.be\/5kgzvdOsIJs\",\"type\":\"video\",\"providerNameSlug\":\"youtube\",\"responsive\":true,\"className\":\"wp-embed-aspect-16-9 wp-has-aspect-ratio\"} -->\r\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\r\nhttps:\/\/youtu.be\/5kgzvdOsIJs\r\n<\/div><\/figure>\r\n<!-- \/wp:embed -->\r\n\r\n<!-- wp:heading {\"level\":4} -->\r\n<h4 class=\"wp-block-heading\">1. Surprot\u00e9ger ou le manager \u201cParent\"<\/h4>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Lorsque le gestionnaire se comporte comme un parent protecteur, il limite la croissance de l\u2019\u00e9quipe. En surprot\u00e9geant, il emp\u00eache les employ\u00e9s de d\u00e9velopper leur autonomie et leur confiance.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Par exemple\u00a0: Un gestionnaire qui h\u00e9site \u00e0 d\u00e9l\u00e9guer des t\u00e2ches complexes par peur de surcharger l\u2019\u00e9quipe finit par la priver d\u2019opportunit\u00e9s d\u2019apprentissage.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>D\u2019autant plus qu\u2019en agissant comme cela, ce manager devient rapidement surcharg\u00e9, stress\u00e9, et n\u2019est pas pr\u00e9sent pour les choses vraiment importantes!<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Il est mieux de d\u00e9l\u00e9guer en expliquant pourquoi cela est important et en offrant un soutien et un suivi appropri\u00e9.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>L\u2019id\u00e9e est de construire un sentiment de comp\u00e9tence chez les employ\u00e9s, tout en laissant de l\u2019espace pour leur d\u00e9veloppement.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Chez Unique coaching nous utilisons les 3C pour d\u00e9l\u00e9guer\u00a0: comp\u00e9tence, capacit\u00e9 et confiance. Cet outil permet au gestionnaire de bien s\u00e9lectionner les t\u00e2ches \u00e0 d\u00e9l\u00e9guer, d\u2019ajuster l\u2019encadrement et le suivi n\u00e9cessaire.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:heading {\"level\":4} -->\r\n<h4 class=\"wp-block-heading\">2. Donner des retours d\u2019am\u00e9lioration est une preuve de bienveillance active<\/h4>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>\u00c9viter les feedbacks n\u00e9gatifs pour \u00ab ne pas blesser \u00bb ses employ\u00e9s maintient l\u2019\u00e9quipe dans un d\u00e9ni de ses faiblesses, freinant ainsi toute progression. La bienveillance passe aussi par une transparence honn\u00eate.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Par exemple : Un gestionnaire qui n\u2019ose pas donner de retour constructif sur des erreurs r\u00e9p\u00e9t\u00e9es emp\u00eache l\u2019employ\u00e9 de s\u2019am\u00e9liorer, et cela peut aussi affecter l\u2019\u00e9quipe dans son ensemble.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>De plus, je constate malheureusement des situations en entreprise o\u00f9 un collaborateur non performant n\u2019a jamais re\u00e7u de retour et est finalement remerci\u00e9 dans un malaise collectif.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Le gestionnaire ne se positionne pas ici comme \u00e9tant cr\u00e9dible ni comme une personne qui prend soin.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Dans vos r\u00e9troactions, valorisez les aspects positifs tout en abordant les points d\u2019am\u00e9lioration. Une formulation comme \u00ab Voici ce qui fonctionne bien, et voici comment nous pouvons encore progresser \u00bb permet un dialogue respectueux et motivant.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Notre autoformation en ligne <em>Communiquer en situation difficile<\/em> est remplie d'outils afin rendre cet aspect de la gestion plus <em>facile.<\/em> <a href=\"https:\/\/uniquecoaching.ca\/produit\/auto-formation-communiquer-en-situation-difficile\/\">D\u00e9couvrez-la ici.<\/a><\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:heading {\"level\":4} -->\r\n<h4 class=\"wp-block-heading\">3. Dire les choses avec authenticit\u00e9 et respect<\/h4>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>\u00catre un gestionnaire qui prend soin de ses \u00e9quipes ne signifie pas fuir son r\u00f4le ; cela signifie plut\u00f4t incarner ce r\u00f4le avec justesse et authenticit\u00e9.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Pour une \u00e9quipe saine, le manager doit parfois poser des limites ou aborder des sujets inconfortables au moment juste et pertinent.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Par exemple : Lorsqu\u2019un projet est en retard, le gestionnaire qui minimise l\u2019enjeu pour \u00ab prot\u00e9ger \u00bb son \u00e9quipe manque une occasion d\u2019enseigner la responsabilit\u00e9, de comprendre ce qui s\u2019est pass\u00e9 et de permettre \u00e0 l\u2019employ\u00e9 d\u2019\u00eatre coach\u00e9 et former sur une meilleure mani\u00e8re d\u2019ex\u00e9cuter les projets.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Osez parler des enjeux r\u00e9els et des d\u00e9fis, mais en veillant \u00e0 ce que l\u2019approche g\u00e9n\u00e8rent des apprentissages dans un cadre de soutien. Cela montre \u00e0 l\u2019\u00e9quipe que le manager fait confiance \u00e0 leurs capacit\u00e9s pour r\u00e9soudre les difficult\u00e9s.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Il faut absolument \u00eatre en mesure de nommer les choses et <a href=\"https:\/\/uniquecoaching.ca\/avoir-une-conversation-difficile-plus-facilement\/\">avoir des conversations difficiles<\/a> au besoin.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:heading {\"level\":4} -->\r\n<h4 class=\"wp-block-heading\">4. Encourager la Responsabilit\u00e9 de chaque personne<\/h4>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>En fixant des attentes claires, le manager donne \u00e0 l\u2019\u00e9quipe un cadre dans lequel elle peut s\u2019\u00e9panouir en toute s\u00e9curit\u00e9, mais aussi avec responsabilit\u00e9.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Par exemple : Un manager bienveillant qui encourage la prise d\u2019initiative et la r\u00e9solution de probl\u00e8me cr\u00e9e un environnement o\u00f9 les membres de l\u2019\u00e9quipe se sentent valoris\u00e9s, et plus autonome, tout en comprenant l\u2019impact de leur contribution.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Un outil concret est le style de leadership coaching et l\u2019utilisation des questions ouvertes. Apprenez-en plus sur les diff\u00e9rents styles de leadership en <a href=\"https:\/\/uniquecoaching.ca\/quel-style-de-leadership-choisir\/\">lisant cet autre article<\/a>.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Invitez chaque membre de l\u2019\u00e9quipe \u00e0 d\u00e9finir ses propres objectifs et \u00e0 suivre son \u00e9volution. Cette autonomie guid\u00e9e renforce la responsabilit\u00e9 personnelle et montre aux employ\u00e9s que le manager croit en leur potentiel et souhaite les voir progresser.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:heading -->\r\n<h2 class=\"wp-block-heading\">En conclusion, pour prendre soin de son \u00e9quipe<\/h2>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Prendre soin de son \u00e9quipe, c\u2019est trouver le juste \u00e9quilibre entre soutien et exigence, bienveillance et courage. Un manager r\u00e9ellement engag\u00e9 veille \u00e0 prot\u00e9ger son \u00e9quipe des exc\u00e8s tout en l\u2019accompagnant dans son d\u00e9veloppement et sa performance. Assumer ce r\u00f4le avec authenticit\u00e9 et transparence est la cl\u00e9 pour que chacun, du manager aux employ\u00e9s, puisse grandir et atteindre des r\u00e9sultats durables.<\/p>\r\n<!-- \/wp:paragraph -->","_et_gb_content_width":"","mc4wp_mailchimp_campaign":[],"footnotes":""},"categories":[269],"tags":[429,424,289,268,443,425],"class_list":["post-41137","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interpersonal-skills","tag-courage","tag-gerer-la-performance","tag-influence-en","tag-leadership-en","tag-prise-de-decision","tag-strategie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Three Common Mistakes When Making Decisions (And How To Avoid Them) - Unique coaching<\/title>\n<meta name=\"description\" content=\"Discover the three common mistakes when making decisions and concrete tools to avoid them. 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