{"id":8474,"date":"2022-11-29T14:21:05","date_gmt":"2022-11-29T06:21:05","guid":{"rendered":"https:\/\/blog.visual-paradigm.com\/fr\/?p=8474"},"modified":"2022-11-29T14:21:05","modified_gmt":"2022-11-29T06:21:05","slug":"8474-2","status":"publish","type":"post","link":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/","title":{"rendered":""},"content":{"rendered":"

Introduction<\/span><\/span><\/h3>\n

John Kotter, professeur \u00e0 la Harvard Business School, a \u00e9tudi\u00e9 de nombreuses entreprises qui ont r\u00e9ussi \u00e0 mettre en \u0153uvre des changements dans leurs organisations.\u00a0Cela l’a amen\u00e9 \u00e0 d\u00e9velopper un mod\u00e8le commun en huit \u00e9tapes que d’autres organisations peuvent suivre pour apporter des changements.\u00a0Il d\u00e9crit son processus de changement en huit \u00e9tapes dans son livre, Leading Change.<\/span><\/p>\n

Bien que d\u00e9crit comme un mod\u00e8le de gestion du changement et de leadership du changement, il convient de noter que les huit \u00e9tapes de Kotter sont \u00e9troitement li\u00e9es \u00e0 la planification de l’am\u00e9lioration.\u00a0La tendance humaine \u00e0 la routine signifie que le changement est un d\u00e9sir conscient d’am\u00e9liorer les choses ou le besoin de s’adapter \u00e0 des circonstances changeantes.<\/span><\/p>\n

Mod\u00e8le en 8 \u00e9tapes de Kotter<\/span><\/span><\/h3>\n

Les 8 \u00e9tapes de Kotter sont efficaces pour g\u00e9rer des projets individuels ou des am\u00e9liorations de processus, ou des changements de niveau, mais leur but est de cr\u00e9er une culture de changement plus large pour l’ensemble de l’organisation.\u00a0Les 8 \u00e9tapes de Kotter sont :<\/span><\/p>\n

<\/p>\n

MODIFIEZ CE MOD\u00c8LE DE MOD\u00c8LE DE CHANGEMENT EN 8 \u00c9TAPES DE KOTTER<\/span><\/a><\/p>\n

    \n
  1. Cr\u00e9er un sentiment d’urgence : La premi\u00e8re \u00e9tape se concentre sur la fa\u00e7on de motiver les gens \u00e0 r\u00e9aliser l’importance du changement.\u00a0Cr\u00e9ez un sentiment d’urgence afin que les gens comprennent qu’ils doivent agir maintenant.\u00a0Soulignez les objectifs du programme et d\u00e9montrez comment ils profiteront \u00e0 l’\u00e9quipe ou \u00e0 l’organisation.<\/span><\/li>\n
  2. Constituez une \u00e9quipe de direction\u00a0: Constituez une \u00e9quipe de direction solide et faisant autorit\u00e9 pour conduire le changement, qui seront les ambassadeurs de l’initiative de changement.<\/span><\/li>\n
  3. Concevoir une strat\u00e9gie de vision\u00a0: d\u00e9velopper une strat\u00e9gie et la communiquer \u00e0 un groupe plus large.\u00a0Nous avons discut\u00e9 d’une strat\u00e9gie de tr\u00e8s haut niveau, mais maintenant la strat\u00e9gie doit \u00eatre d\u00e9finie de mani\u00e8re plus d\u00e9taill\u00e9e et concise, en cr\u00e9ant des initiatives sp\u00e9cifiques pour atteindre de petites \u00e9tapes qui guideront collectivement l’organisation vers ses objectifs ultimes.<\/span><\/li>\n
  4. Communiquer \u00e0 grande \u00e9chelle : Communiquer la strat\u00e9gie et les initiatives \u00e0 l’ensemble de l’organisation.\u00a0L’objectif est de communiquer le plan et d’obtenir un consensus afin que les gens adh\u00e8rent aux changements.\u00a0Recruter des personnes pour aider \u00e0 mettre ces changements en action;\u00a0le nombre fait la force.<\/span><\/li>\n
  5. Supprimez les obstacles au changement\u00a0: il est facile de perdre son \u00e9lan lorsque vous rencontrez des obstacles.\u00a0Pour atteindre les objectifs et les initiatives, tous les obstacles au progr\u00e8s doivent \u00eatre \u00e9limin\u00e9s.<\/span><\/li>\n
  6. Accumulez des victoires \u00e0 court terme : Il est important de d\u00e9montrer de petites victoires en cours de route.\u00a0De nets progr\u00e8s et de fr\u00e9quents succ\u00e8s continueront de motiver l’\u00e9quipe.\u00a0Les petites initiatives r\u00e9ussies se combinent pour atteindre avec succ\u00e8s l’objectif final.<\/span><\/li>\n
  7. Faciliter un changement plus profond : Obtenir des gains \u00e0 court terme est une chose, mais le v\u00e9ritable objectif est de faire des progr\u00e8s constants vers les objectifs \u00e0 long terme de l’organisation.\u00a0Concentrez-vous sur les victoires r\u00e9p\u00e9t\u00e9es.<\/span><\/li>\n
  8. Int\u00e9grer les r\u00e9sultats dans la culture : Placer le changement dans la culture d’entreprise.\u00a0Travailler en permanence pour que le changement soit accept\u00e9 et consid\u00e9r\u00e9 comme une opportunit\u00e9 pour l’ensemble de l’entreprise.\u00a0Cela rend tout nouveau plan strat\u00e9gique plus facile \u00e0 r\u00e9aliser, cr\u00e9ant une organisation plus agile.<\/span><\/li>\n<\/ol>\n

    Mod\u00e8le de changement en 8 \u00e9tapes de Kotter (mod\u00e8les et exemples)<\/span><\/span><\/h3>\n

     <\/p>\n

    <\/p>\n

    MODIFIEZ CE MOD\u00c8LE DE MOD\u00c8LE DE CHANGEMENT EN 8 \u00c9TAPES DE KOTTER<\/span><\/a><\/p>\n

    <\/p>\n

    MODIFIEZ CE MOD\u00c8LE DE MOD\u00c8LE DE CHANGEMENT EN 8 \u00c9TAPES DE KOTTER<\/span><\/a><\/p>\n

    <\/p>\n

    MODIFIEZ CE MOD\u00c8LE DE MOD\u00c8LE DE CHANGEMENT EN 8 \u00c9TAPES DE KOTTER<\/span><\/a><\/p>\n

    <\/p>\n

    MODIFIEZ CE MOD\u00c8LE DE MOD\u00c8LE DE CHANGEMENT EN 8 \u00c9TAPES DE KOTTER<\/span><\/span><\/a><\/p>\n

    <\/p>\n

    MODIFIEZ CE MOD\u00c8LE DE MOD\u00c8LE DE CHANGEMENT EN 8 \u00c9TAPES DE KOTTER<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

    Introduction John Kotter, professeur \u00e0 la Harvard Business School, a \u00e9tudi\u00e9 de nombreuses entreprises qui ont r\u00e9ussi \u00e0 mettre en \u0153uvre des changements dans leurs organisations.\u00a0Cela l’a amen\u00e9 \u00e0 d\u00e9velopper un mod\u00e8le commun en huit \u00e9tapes que d’autres organisations peuvent suivre pour apporter des changements.\u00a0Il d\u00e9crit son processus de changement en huit \u00e9tapes dans son […]<\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-8474","post","type-post","status-publish","format-standard","hentry","category-uncategorized","loop-entry","clr"],"yoast_head":"\n- Visual Paradigm Blog Fran\u00e7ais<\/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:\/\/blog.visual-paradigm.com\/fr\/8474-2\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"- Visual Paradigm Blog Fran\u00e7ais\" \/>\n<meta property=\"og:description\" content=\"Introduction John Kotter, professeur \u00e0 la Harvard Business School, a \u00e9tudi\u00e9 de nombreuses entreprises qui ont r\u00e9ussi \u00e0 mettre en \u0153uvre des changements dans leurs organisations.\u00a0Cela l’a amen\u00e9 \u00e0 d\u00e9velopper un mod\u00e8le commun en huit \u00e9tapes que d’autres organisations peuvent suivre pour apporter des changements.\u00a0Il d\u00e9crit son processus de changement en huit \u00e9tapes dans son […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/\" \/>\n<meta property=\"og:site_name\" content=\"Visual Paradigm Blog Fran\u00e7ais\" \/>\n<meta property=\"article:published_time\" content=\"2022-11-29T06:21:05+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png\" \/>\n<meta name=\"author\" content=\"vpmiku\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"vpmiku\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/\",\"url\":\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/\",\"name\":\"- Visual Paradigm Blog Fran\u00e7ais\",\"isPartOf\":{\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png\",\"datePublished\":\"2022-11-29T06:21:05+00:00\",\"dateModified\":\"2022-11-29T06:21:05+00:00\",\"author\":{\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/#\/schema\/person\/fd29bf8bc7b4d0d994dc63a4a7af5458\"},\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/#primaryimage\",\"url\":\"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png\",\"contentUrl\":\"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png\"},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/#website\",\"url\":\"https:\/\/blog.visual-paradigm.com\/fr\/\",\"name\":\"Visual Paradigm Blog Fran\u00e7ais\",\"description\":\"\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/blog.visual-paradigm.com\/fr\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"fr-FR\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/#\/schema\/person\/fd29bf8bc7b4d0d994dc63a4a7af5458\",\"name\":\"vpmiku\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/blog.visual-paradigm.com\/fr\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/ab2186f84c99495f4067f33cdf031a0a?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/ab2186f84c99495f4067f33cdf031a0a?s=96&d=mm&r=g\",\"caption\":\"vpmiku\"},\"url\":\"https:\/\/blog.visual-paradigm.com\/fr\/author\/vpmiku\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"- Visual Paradigm Blog Fran\u00e7ais","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/","og_locale":"fr_FR","og_type":"article","og_title":"- Visual Paradigm Blog Fran\u00e7ais","og_description":"Introduction John Kotter, professeur \u00e0 la Harvard Business School, a \u00e9tudi\u00e9 de nombreuses entreprises qui ont r\u00e9ussi \u00e0 mettre en \u0153uvre des changements dans leurs organisations.\u00a0Cela l’a amen\u00e9 \u00e0 d\u00e9velopper un mod\u00e8le commun en huit \u00e9tapes que d’autres organisations peuvent suivre pour apporter des changements.\u00a0Il d\u00e9crit son processus de changement en huit \u00e9tapes dans son […]","og_url":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/","og_site_name":"Visual Paradigm Blog Fran\u00e7ais","article_published_time":"2022-11-29T06:21:05+00:00","og_image":[{"url":"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png","type":"","width":"","height":""}],"author":"vpmiku","twitter_card":"summary_large_image","twitter_misc":{"\u00c9crit par":"vpmiku"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/","url":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/","name":"- Visual Paradigm Blog Fran\u00e7ais","isPartOf":{"@id":"https:\/\/blog.visual-paradigm.com\/fr\/#website"},"primaryImageOfPage":{"@id":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/#primaryimage"},"image":{"@id":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/#primaryimage"},"thumbnailUrl":"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png","datePublished":"2022-11-29T06:21:05+00:00","dateModified":"2022-11-29T06:21:05+00:00","author":{"@id":"https:\/\/blog.visual-paradigm.com\/fr\/#\/schema\/person\/fd29bf8bc7b4d0d994dc63a4a7af5458"},"inLanguage":"fr-FR","potentialAction":[{"@type":"ReadAction","target":["https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/"]}]},{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/blog.visual-paradigm.com\/fr\/8474-2\/#primaryimage","url":"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png","contentUrl":"https:\/\/blog.visual-paradigm.com\/wp-content\/uploads\/2022\/10\/step-change-model-of-8-step-kotter.png"},{"@type":"WebSite","@id":"https:\/\/blog.visual-paradigm.com\/fr\/#website","url":"https:\/\/blog.visual-paradigm.com\/fr\/","name":"Visual Paradigm Blog Fran\u00e7ais","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/blog.visual-paradigm.com\/fr\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"fr-FR"},{"@type":"Person","@id":"https:\/\/blog.visual-paradigm.com\/fr\/#\/schema\/person\/fd29bf8bc7b4d0d994dc63a4a7af5458","name":"vpmiku","image":{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/blog.visual-paradigm.com\/fr\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/ab2186f84c99495f4067f33cdf031a0a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/ab2186f84c99495f4067f33cdf031a0a?s=96&d=mm&r=g","caption":"vpmiku"},"url":"https:\/\/blog.visual-paradigm.com\/fr\/author\/vpmiku\/"}]}},"modified_by":"vpmiku","_links":{"self":[{"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/posts\/8474","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/comments?post=8474"}],"version-history":[{"count":2,"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/posts\/8474\/revisions"}],"predecessor-version":[{"id":8476,"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/posts\/8474\/revisions\/8476"}],"wp:attachment":[{"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/media?parent=8474"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/categories?post=8474"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.visual-paradigm.com\/fr\/wp-json\/wp\/v2\/tags?post=8474"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}