{"id":3226,"date":"2026-06-08T15:44:21","date_gmt":"2026-06-08T13:44:21","guid":{"rendered":"https:\/\/www.mews-partners.com\/insights\/management-changer-les-regles-du-jeu-avant-de-changer-les-managers\/"},"modified":"2026-07-02T16:48:11","modified_gmt":"2026-07-02T14:48:11","slug":"management-changer-les-regles-du-jeu-avant-de-changer-les-managers","status":"publish","type":"post","link":"https:\/\/www.mews-partners.com\/fr\/insights\/management-changer-les-regles-du-jeu-avant-de-changer-les-managers\/","title":{"rendered":"Management : Changer les r\u00e8gles du jeu avant de changer les managers ?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"3226\" class=\"elementor elementor-3226 elementor-1019\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5c6b6b3e e-flex e-con-boxed e-con e-parent\" data-id=\"5c6b6b3e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3c77f5a7 elementor-widget elementor-widget-text-editor\" data-id=\"3c77f5a7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span data-teams=\"true\"><strong>Depuis la crise sanitaire, les discours sur le \u00ab nouveau management \u00bb se multiplient. On parle d\u2019autonomie, de confiance, de sens, de bien-\u00eatre\u2026 Pourtant, dans bien des organisations, les pratiques manag\u00e9riales semblent inchang\u00e9es. Alors, que s\u2019est-il pass\u00e9 ? Et surtout, o\u00f9 se situe le vrai levier de transformation : dans les individus ou dans le syst\u00e8me ?    <\/strong><\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-9be8a68 e-flex e-con-boxed e-con e-parent\" data-id=\"9be8a68\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<h3 data-interaction-id=\"f60f297\" class=\"e-f60f297-06be845 e-heading-base\" data-e-type=\"widget\" data-id=\"f60f297\"><strong>Une r\u00e9volution manag\u00e9riale annonc\u00e9e\u2026 mais inachev\u00e9e<\/strong><\/h3>\n\t\t\t\t<div class=\"elementor-element elementor-element-91a409a elementor-widget elementor-widget-text-editor\" data-id=\"91a409a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>La pand\u00e9mie a agi comme un r\u00e9v\u00e9lateur. Elle a mis en lumi\u00e8re les limites du management traditionnel, fond\u00e9 sur le contr\u00f4le, la proximit\u00e9 physique et la verticalit\u00e9. Beaucoup ont esp\u00e9r\u00e9 un tournant : vers plus d\u2019agilit\u00e9, de responsabilisation, de coop\u00e9ration. Les managers ont \u00e9t\u00e9 appel\u00e9s \u00e0 se r\u00e9inventer, \u00e0 se former, \u00e0 \u00ab changer de posture \u00bb.   <\/p>\n<p>Mais cette r\u00e9volution annonc\u00e9e s\u2019est souvent heurt\u00e9e \u00e0 un mur : celui des organisations elles-m\u00eames. Car on ne peut pas demander \u00e0 un manager d\u2019\u00eatre autonome et responsabilisant\u2026 tout en le soumettant \u00e0 des processus rigides, des indicateurs contradictoires et des circuits de d\u00e9cision verrouill\u00e9s. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<h3 data-interaction-id=\"de82667\" class=\"e-heading-base\" data-e-type=\"widget\" data-id=\"de82667\"><strong>Le management, produit du syst\u00e8me<\/strong><\/h3>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-bb38ed6 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"bb38ed6\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-66 elementor-top-column elementor-element elementor-element-f945ee5\" data-id=\"f945ee5\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-67fa65b elementor-widget elementor-widget-text-editor\" data-id=\"67fa65b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Le c\u0153ur du probl\u00e8me est l\u00e0 : le management ne se transforme pas par la seule volont\u00e9 des individus. Il est le reflet d\u2019un cadre organisationnel. Les comportements manag\u00e9riaux sont largement conditionn\u00e9s par les r\u00e8gles du jeu : reporting, gouvernance, marges de man\u0153uvre, reconnaissance, outils\u2026  <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-1cf5be7\" data-id=\"1cf5be7\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5ee71d4 elementor-widget__width-initial elementor-widget elementor-widget-image\" data-id=\"5ee71d4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"450\" src=\"https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/AdobeStock_561003465-scaled-1-1024x576.jpeg\" class=\"attachment-large size-large wp-image-3219\" alt=\"\" srcset=\"https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/AdobeStock_561003465-scaled-1-1024x576.jpeg 1024w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/AdobeStock_561003465-scaled-1-300x169.jpeg 300w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/AdobeStock_561003465-scaled-1-768x432.jpeg 768w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/AdobeStock_561003465-scaled-1-1536x864.jpeg 1536w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/AdobeStock_561003465-scaled-1-2048x1152.jpeg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\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<div class=\"elementor-element elementor-element-712a2ef e-flex e-con-boxed e-con e-parent\" data-id=\"712a2ef\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-ee57734 elementor-widget elementor-widget-text-editor\" data-id=\"ee57734\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Former les managers sans revoir ce cadre revient \u00e0 leur demander de jouer un r\u00f4le impossible. C\u2019est comme vouloir faire du management horizontal dans une organisation verticalis\u00e9e. Le risque ? L\u2019\u00e9puisement, la perte de sens, et une forme de dissonance entre les discours et les actes.   <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<h3 data-interaction-id=\"6559b36\" class=\"e-heading-base\" data-e-type=\"widget\" data-id=\"6559b36\"><strong>Repenser les r\u00e8gles du jeu<\/strong><\/h3>\n\t\t\t\t<div class=\"elementor-element elementor-element-a15b253 elementor-widget elementor-widget-text-editor\" data-id=\"a15b253\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Si l\u2019on veut vraiment faire \u00e9voluer le management, il faut s\u2019attaquer aux fondations. Cela implique de revoir : <\/p>\n<ul>\n<li>Les processus de d\u00e9cision : qui d\u00e9cide, comment, et avec quel niveau d\u2019autonomie ?<\/li>\n<\/ul>\n<p>Dans de nombreuses organisations, les d\u00e9cisions importantes restent centralis\u00e9es, ce qui limite l\u2019autonomie des \u00e9quipes. Repenser les processus, c\u2019est permettre aux managers de prendre des d\u00e9cisions \u00e0 leur niveau, en coh\u00e9rence avec leur p\u00e9rim\u00e8tre d\u2019action. Cela suppose de clarifier les responsabilit\u00e9s, de fluidifier les circuits de validation, et de faire confiance aux comp\u00e9tences locales.  <\/p>\n<ul>\n<li>Les indicateurs de performance : mesurent-ils la coop\u00e9ration, la qualit\u00e9 relationnelle, le sens ?<\/li>\n<\/ul>\n<p>Si les KPI restent centr\u00e9s sur la productivit\u00e9 individuelle ou le respect des d\u00e9lais, ils risquent de d\u00e9courager la coop\u00e9ration, l\u2019innovation ou la qualit\u00e9 relationnelle. Il est temps d\u2019int\u00e9grer des indicateurs plus syst\u00e9miques : qualit\u00e9 du climat d\u2019\u00e9quipe, capacit\u00e9 \u00e0 r\u00e9soudre des probl\u00e8mes collectivement, satisfaction des collaborateurs, impact r\u00e9el sur les clients ou les usagers. <\/p>\n<ul>\n<li>Les outils de pilotage : permettent-ils de soutenir l\u2019initiative ou renforcent-ils le contr\u00f4le ?<\/li>\n<\/ul>\n<p>Les outils num\u00e9riques, les tableaux de bord, les syst\u00e8mes de reporting doivent aussi \u00eatre pens\u00e9s comme des facilitateurs. Trop souvent, ils deviennent des instruments de contr\u00f4le excessif, qui rigidifient les pratiques. Un bon outil de pilotage doit offrir de la lisibilit\u00e9, de la souplesse, et permettre aux managers de piloter avec discernement, pas seulement de rendre des comptes.  <\/p>\n<ul>\n<li>La gouvernance : favorise-t-elle la subsidiarit\u00e9 ou la centralisation ?<\/li>\n<\/ul>\n<p>La gouvernance d\u00e9finit les r\u00e8gles implicites du pouvoir et de la l\u00e9gitimit\u00e9. Une gouvernance trop verticale emp\u00eache les managers de jouer pleinement leur r\u00f4le. \u00c0 l\u2019inverse, une gouvernance fond\u00e9e sur la subsidiarit\u00e9, c\u2019est-\u00e0-dire la capacit\u00e9 \u00e0 d\u00e9l\u00e9guer au plus proche du terrain, favorise l\u2019engagement, la r\u00e9activit\u00e9 et la responsabilisation. Cela implique aussi de revoir les r\u00f4les des fonctions support, souvent trop prescriptives.   <\/p>\n<p>C\u2019est \u00e0 ces niveaux que les dirigeants ont un r\u00f4le cl\u00e9 \u00e0 jouer. Non pas en imposant un \u00ab nouveau management \u00bb, mais en cr\u00e9ant les conditions pour qu\u2019il puisse \u00e9merger. <\/p>\n<p> <\/p>\n<p>Le management ne se r\u00e9v\u00e8le pas \u00eatre une affaire de posture individuelle, mais bien de transformation syst\u00e9mique. Il ne s\u2019agit pas de changer les managers, mais de leur permettre d\u2019exercer pleinement leur r\u00f4le. Cela suppose obligatoirement de faire \u00e9voluer les r\u00e8gles du jeu, les structures, les outils, les cultures\u2026 En un mot, lib\u00e9rer les managers, pour qu\u2019ils puissent r\u00e9ellement manager.    <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-def0da1 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"def0da1\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-cb4e21f\" data-id=\"cb4e21f\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5bfd96d elementor-widget elementor-widget-text-editor\" data-id=\"5bfd96d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h3><span data-teams=\"true\"><strong>Notre expert sur le sujet<\/strong><\/span><\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-758721c elementor-widget elementor-widget-image\" data-id=\"758721c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/fr.linkedin.com\/in\/geoffrey-carpentier-50b325\" target=\"_blank\">\n\t\t\t\t\t\t\t<img decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/Post-LinkedIn-2025-9-1-150x150.png\" class=\"attachment-thumbnail size-thumbnail wp-image-3220\" alt=\"Geoffrey\" srcset=\"https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/Post-LinkedIn-2025-9-1-150x150.png 150w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/Post-LinkedIn-2025-9-1-300x300.png 300w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/Post-LinkedIn-2025-9-1-1024x1024.png 1024w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/Post-LinkedIn-2025-9-1-768x768.png 768w, https:\/\/www.mews-partners.com\/app\/uploads\/2026\/06\/Post-LinkedIn-2025-9-1.png 1200w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c4f4607 elementor-widget elementor-widget-text-editor\" data-id=\"c4f4607\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><b>Geoffrey CARPENTIER<\/b><\/p><p>Partner<\/p>\t\t\t\t\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":"<p>Depuis la crise sanitaire, les discours sur le \u00ab nouveau management \u00bb se multiplient. On parle d\u2019autonomie, de confiance, de sens, de bien-\u00eatre\u2026 Pourtant, dans bien des organisations, les pratiques manag\u00e9riales semblent inchang\u00e9es. Alors, que s\u2019est-il pass\u00e9 ? Et surtout, o\u00f9 se situe le vrai levier de transformation : dans les individus ou dans le [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":3221,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[114],"tags":[],"sector":[],"expertise":[106],"class_list":["post-3226","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","expertise-operational-transformation-strategy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Management : Changer les r\u00e8gles du jeu avant de changer les managers ? - MEWS Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.mews-partners.com\/fr\/insights\/management-changer-les-regles-du-jeu-avant-de-changer-les-managers\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Management : Changer les r\u00e8gles du jeu avant de changer les managers ? - MEWS Partners\" \/>\n<meta property=\"og:description\" content=\"Depuis la crise sanitaire, les discours sur le \u00ab nouveau management \u00bb se multiplient. 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