{"id":14854,"date":"2017-09-01T10:44:19","date_gmt":"2017-09-01T08:44:19","guid":{"rendered":"https:\/\/reseauentreprendre-dev.sugarpepperandsalt.com\/paris\/2017\/09\/01\/lentreprise-liberee-nouvelles-formes-de-management\/"},"modified":"2017-09-01T10:44:19","modified_gmt":"2017-09-01T08:44:19","slug":"lentreprise-liberee-nouvelles-formes-de-management","status":"publish","type":"post","link":"https:\/\/reseauentreprendre-dev.sugarpepperandsalt.com\/paris\/2017\/09\/01\/lentreprise-liberee-nouvelles-formes-de-management\/","title":{"rendered":"L\u2019entreprise lib\u00e9r\u00e9e et les nouvelles formes de management"},"content":{"rendered":"\t\t
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\n\t\t\t\t\t\t\t\t\tL\u2019entreprise lib\u00e9r\u00e9e et les nouvelles formes de management<\/em><\/strong>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tLes invit\u00e9s<\/strong>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tAnimation par Eve Chegaray<\/strong> (BFM Business), avec :\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  • Emery Jacquillat: fondateur de Matelsom, repreneur de la Camif en 2009<\/li>
  • Alexandre Jost: fondateur de La Fabrique Spinoza, think tank politique sur le bonheur citoyen<\/li>
  • Charles-Edouard Girard: fondateur et pr\u00e9sident de Guest To Guest, Laur\u00e9at de R\u00e9seau Entreprendre\u00ae Paris<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    \n\t\t\t\t\t\t\t\t\tLes id\u00e9es fortes<\/strong>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    • Emery Jacquillat t\u00e9moigne du changement de culture d\u2019entreprise qu\u2019il a insuffl\u00e9 \u00e0 la Camif, qui traverse en 2009 une crise grave. Les initiatives sont originales, comme de faire venir une artiste en r\u00e9sidence dans les locaux de l\u2019entreprise. L\u2019artiste intrigue, interroge, suscite le d\u00e9bat\u2026 et rapproche les collaborateurs. Chaque ann\u00e9e, Emery Jacquillat propose \u00e0 ses \u00e9quipes de l\u2019accompagner dans un tour d\u2019horizon des artisans du Made in France: un moment privil\u00e9gi\u00e9 de coh\u00e9sion, o\u00f9 les collaborateurs sont au c\u0153ur de l\u2019innovation et de la d\u00e9cision.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      • Selon Emery Jacquillat, le r\u00f4le du leader est d\u2019incarner et de donner le sens. Il favorise la coh\u00e9sion et la proximit\u00e9, en tendant \u00e0 dispara\u00eetre derri\u00e8re ses \u00e9quipes. Aujourd\u2019hui, des pans entiers de l\u2019entreprise, comme la r\u00e9daction du budget, sont port\u00e9s par des volontaires. Le r\u00e9sultat s\u2019av\u00e8re plus audacieux que les pr\u00e9visions \u00e9tablies par les managers. Cette d\u00e9marche a r\u00e9v\u00e9l\u00e9 de nouveaux talents\u00a0dans l\u2019\u00e9quipe !<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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        • Chez Guest to Guest, le management \u00ab\u00a0lib\u00e9r\u00e9\u00a0\u00bb repose sur:\n\nDes valeurs d\u00e9finies et partag\u00e9es : optimisme, ambition, bienveillance\nUne vision et des objectifs d\u00e9finis de mani\u00e8re collaborative\nLa responsabilisation de chaque employ\u00e9 dans son domaine de comp\u00e9tence<\/li>
        • Des valeurs d\u00e9finies et partag\u00e9es : optimisme, ambition, bienveillance<\/li>
        • Une vision et des objectifs d\u00e9finis de mani\u00e8re collaborative<\/li>
        • La responsabilisation de chaque employ\u00e9 dans son domaine de comp\u00e9tence<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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          \n\t\t\t\t\t\t\t\t\tChaque employ\u00e9 peut s\u2019impliquer dans les projets qui l\u2019int\u00e9ressent. Il rejoint une \u00ab\u00a0crew<\/strong>\u00a0\u00bb (\u00e9quipe projet) ou un \u00ab\u00a0core<\/strong>\u00a0\u00bb (noyau dur, moteur du projet) selon son degr\u00e9 d\u2019implication. Il peut aussi suivre le projet de loin, en tant que \u00ab\u00a0fan<\/strong>\u00a0\u00bb.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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          • La gestion des RH chez Guest to Guest a \u00e9t\u00e9 simplifi\u00e9e: les salaires \u00e0 l\u2019embauche ne sont pas discut\u00e9s, tant qu\u2019ils correspondent \u00e0 une fourchette fix\u00e9e \u00e0 l\u2019avance. Les primes sont les m\u00eames pour tous. La coordination des \u00e9quipes est tournante\u00a0: des bin\u00f4mes sont d\u00e9sign\u00e9s pour deux mois puis c\u00e8dent leur place. Les \u00e9volutions se font naturellement.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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            • Alexandre Jost nous apprend que le stress au travail co\u00fbterait 4 points de PIB fran\u00e7ais par an. En entreprise, 35% des collaborateurs se disent \u00ab\u00a0activement engag\u00e9s\u00a0\u00bb tandis que 25% d\u2019entre eux sont \u00ab\u00a0activement d\u00e9sengag\u00e9s\u00a0\u00bb. A La Fabrique Spinoza, on r\u00e9fl\u00e9chit donc au bonheur en entreprise, non comme engouement passager, mais en tant que ressort essentiel \u00e0 la p\u00e9rennit\u00e9 des entreprises. Alexandre Jost recommande le visionnage du documentaire \u00ab\u00a0Le bonheur au travail\u00a0\u00bb, parmi les plus vus de la cha\u00eene Arte.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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              • Selon Alexandre Jost, les 5 piliers de l\u2019entreprise lib\u00e9r\u00e9e sont:\n\nUne vision claire: la libert\u00e9 sans vision, c\u2019est l\u2019abandon.\nUn processus de d\u00e9cision solide\u00a0: il faut adopter un mode de gouvernance sociocratique et que les personnes impact\u00e9es par une d\u00e9cision soient consult\u00e9es.\nUn processus de communication clair: toute l\u2019information doit \u00eatre \u00e0 disposition de tous.\nDes moments formels et informels pour r\u00e9fl\u00e9chir \u00e0 la mani\u00e8re de mieux travailler\nUn processus de r\u00e9gulation des conflits.<\/li>
              • Une vision claire: la libert\u00e9 sans vision, c\u2019est l\u2019abandon.<\/li>
              • Un processus de d\u00e9cision solide\u00a0: il faut adopter un mode de gouvernance sociocratique et que les personnes impact\u00e9es par une d\u00e9cision soient consult\u00e9es.<\/li>
              • Un processus de communication clair: toute l\u2019information doit \u00eatre \u00e0 disposition de tous.<\/li>
              • Des moments formels et informels pour r\u00e9fl\u00e9chir \u00e0 la mani\u00e8re de mieux travailler<\/li>
              • Un processus de r\u00e9gulation des conflits.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                \n\t\t\t\t\t\t\t\t\tEt surtout, ne jamais abandonner\u00a0!\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                • Alexandre Jost reconna\u00eet que la lib\u00e9ration de l\u2019entreprise peut \u00eatre un facteur de stress pour les employ\u00e9s. Elle peut \u00eatre d\u2019une \u00ab\u00a0grande violence\u00a0\u00bb lorsqu\u2019elle ne s\u2019accompagne pas de bienveillance. N\u00e9anmoins, toute entreprise peut \u00eatre \u00ab\u00a0lib\u00e9r\u00e9e\u00a0\u00bb tant que cette \u00e9volution respecte les collaborateurs et la culture d\u2019entreprise initiale.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                  \n\t\t\t\t\t\t\t\t\tSelon Charles-Edouard Girard<\/u><\/strong>, 3 qualit\u00e9s<\/strong> sont n\u00e9cessaires pour rejoindre une entreprise lib\u00e9r\u00e9e\u00a0: autonomie, \u00e9coute, partage<\/strong>. L\u2019autonomie et l\u2019\u00e9coute ne sont pas discriminantes \u00e0 l\u2019embauche car elles s\u2019apprennent sur le tard. En revanche, le partage rel\u00e8ve de la personnalit\u00e9 du candidat\u00a0: il faut valider avec lui qu\u2019il\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>\n\t\t","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":14855,"comment_status":"","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[93],"tags":[],"class_list":["post-14854","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites"],"yoast_head":"\nL\u2019entreprise lib\u00e9r\u00e9e et les nouvelles formes de management - R\u00e9seau Entreprendre Paris<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta 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