{"id":1451,"date":"2005-01-03T13:42:16","date_gmt":"2005-01-03T18:42:16","guid":{"rendered":"https:\/\/balmertcom.com\/?p=1451"},"modified":"2019-02-18T13:49:20","modified_gmt":"2019-02-18T18:49:20","slug":"biggest-mistake-number-10","status":"publish","type":"post","link":"https:\/\/balmertcom.com\/fr\/2005\/01\/03\/biggest-mistake-number-10\/","title":{"rendered":"Plus grande erreur num\u00e9ro 10"},"content":{"rendered":"
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La plus grande erreur num\u00e9ro 10:
S'appuyer sur l'espoir comme m\u00e9thode<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\u00a0"L'espoir n'est pas une m\u00e9thode"<\/p>

~ G\u00e9n\u00e9ral Gordon Sullivan<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Tr\u00e8s peu d'entre nous ont commenc\u00e9 leur carri\u00e8re professionnelle en tant que manager: nous avons fait notre chemin vers le poste. Lorsque nous avons termin\u00e9 nos \u00e9tudes, nous avons trouv\u00e9 notre premier emploi dans l'entreprise. Qu'il s'agisse d'apprenti, d'op\u00e9rateur, de dessinateur, d'ing\u00e9nieur ou de travail au bureau, la seule personne que nous avons dirig\u00e9e dans les premi\u00e8res ann\u00e9es de notre carri\u00e8re \u00e9tait nous-m\u00eames.<\/p>

Non pas qu'apprendre un nouvel emploi et d\u00e9buter une carri\u00e8re ne pr\u00e9sentait pas ses propres probl\u00e8mes, mais comme nous l'avons appris plus tard, g\u00e9rer les gens pr\u00e9sente un ensemble de d\u00e9fis que tr\u00e8s peu d'entre nous sont pr\u00eats \u00e0 relever.<\/p>

Au fur et \u00e0 mesure que notre carri\u00e8re progressait, nous avons d\u00e9couvert que nous aimions ce que nous faisions et que nous \u00e9tions bons dans le travail que nous faisions. \u00catre bon dans ce domaine, faire notre travail ne semblait pas si difficile. Nous n'avons pas tard\u00e9 \u00e0 \u00eatre reconnus pour nos comp\u00e9tences - et notre potentiel.<\/p>

Puis, un jour, quelqu'un nous a offert l'opportunit\u00e9 de g\u00e9rer les autres - que ce soit ce que nous voulions faire depuis le d\u00e9but ou non. Bien s\u00fbr, nous avons accept\u00e9 la promotion.<\/p>

De toutes les nouvelles missions que nous rencontrons au cours de notre carri\u00e8re, aucune n'est plus grande que le passage de la gestion de soi \u00e0 la gestion des autres. Lorsque notre nouvelle mission et nos nouvelles responsabilit\u00e9s ont \u00e9t\u00e9 d\u00e9crites, il nous a \u00e9t\u00e9 rappel\u00e9: \u00abVous \u00eates \u00e9galement responsable de la s\u00e9curit\u00e9 des personnes qui vous sont assign\u00e9es.\u00bb Dans l'industrie, les managers se voient confier la s\u00e9curit\u00e9 de ceux qui rel\u00e8vent d'eux.<\/p>

Bien s\u00fbr, nous le savions. Nous avons tous compris que la responsabilit\u00e9 de la s\u00e9curit\u00e9 des autres faisait partie du travail.<\/p>

Avons-nous vraiment compris ce que cela signifiait? Avons-nous pleinement compris que nous devenions responsables du comportement des autres - que nous nous tenions \u00e0 c\u00f4t\u00e9 d'eux ou non? Que cette responsabilit\u00e9 p\u00e8se autant sur nous alors que nous nous tenions avec la famille d'un travailleur bless\u00e9, ne sachant pas s'il survivrait \u00e0 sa blessure? Que cette responsabilit\u00e9 nous obligerait \u00e0 traiter avec les gens avec qui nous travaillons d'une mani\u00e8re qui ne les rendrait pas toujours heureux de nous voir?<\/p>

La v\u00e9rit\u00e9 s'est av\u00e9r\u00e9e \u00eatre que la gestion des performances en mati\u00e8re de s\u00e9curit\u00e9 \u00e9tait probablement la partie la plus difficile de notre travail en tant que manager, et pour laquelle nous avions le moins de pr\u00e9paration.<\/p>

Imaginez ceci:<\/p>

Vous recherchez un bon athl\u00e8te au sein de votre effectif pour une opportunit\u00e9 commerciale tr\u00e8s sp\u00e9ciale. Vous aimeriez trouver quelqu'un avec une excellente coordination \u0153il-main et une exp\u00e9rience de succ\u00e8s dans les sports de comp\u00e9tition.<\/p>

Heureusement, il y a beaucoup de candidats parmi lesquels choisir. On vous donne une liste de candidats: d'anciens quarts de lyc\u00e9e, des gardes de l'\u00e9quipe de basket-ball, des joueurs de volleyball, des lanceurs de baseball et m\u00eame un joueur de tennis.<\/p>

Vous commencez \u00e0 interviewer les candidats, \u00e0 la recherche de celui qui a le bon potentiel pour cette mission sp\u00e9ciale. Vous vous concentrez sur ceux qui sont rest\u00e9s en forme et ont maintenu leurs comp\u00e9tences. Finalement, vous tombez sur le candidat parfait: un employ\u00e9 qui travaille pour vous depuis dix ans; un ancien lanceur de baseball, qui participe maintenant \u00e0 des triathlons.<\/p>

Vous lui offrez le poste et il accepte. Sa nouvelle mission est d'ailleurs de jouer au golf avec Tiger Woods lundi prochain matin devant une galerie compos\u00e9e du pr\u00e9sident de votre entreprise et de centaines de ses amis. Peu importe que le candidat que vous avez s\u00e9lectionn\u00e9 n'ait jamais tenu un club de golf entre ses mains de sa vie.<\/p>

Cela semble fou?<\/p>

Bien s\u00fbr que \u00e7a l'est. Mais, dans un sens, n'est-ce pas exactement ce qui s'est pass\u00e9 lorsque nous avons \u00e9t\u00e9 promus \u00e0 la direction? On nous a confi\u00e9 la responsabilit\u00e9 de g\u00e9rer la s\u00e9curit\u00e9 des autres - m\u00eame si nous n'avions aucune exp\u00e9rience en gestion. Une personne ayant le potentiel d'acqu\u00e9rir un nouvel ensemble de comp\u00e9tences - les comp\u00e9tences de gestion - est plac\u00e9e dans une situation o\u00f9 l'on s'attend \u00e0 ce qu'elle soit capable d'appliquer imm\u00e9diatement ces nouvelles comp\u00e9tences et de les ex\u00e9cuter avec succ\u00e8s afin que personne ne rentre \u00e0 la maison bless\u00e9 et tous ceux qui regardent ils ex\u00e9cutent est impressionn\u00e9 par leur comp\u00e9tence.<\/p>

Nous n'enverrions pas un machiniste pour r\u00e9soudre un probl\u00e8me d'appareillage \u00e9lectrique. Du moins pas sans formation et une certaine assurance sur ses qualifications \u00e9lectriques. Nous ferons la promotion de ce m\u00eame machiniste au poste de superviseur et nous esp\u00e9rons qu'il sera en mesure de g\u00e9rer les performances de s\u00e9curit\u00e9 et le comportement de son \u00e9quipe. \u00abIl fera tr\u00e8s bien\u00bb est ce que nous avons tous dit, probablement parce que c'est exactement ce qui nous est arriv\u00e9, et nous avons r\u00e9ussi \u00e0 survivre \u00e0 l'exp\u00e9rience.<\/p>

Grosse erreur.<\/p>

\u00abL'espoir n'est pas une m\u00e9thode.\u00bb Pourtant, quand il s'agit du r\u00f4le le plus important que nous jouons en tant que gestionnaires dans l'industrie, renvoyer les gens chez eux en toute s\u00e9curit\u00e9 \u00e0 la fin de la journ\u00e9e, l'espoir est la m\u00e9thode de choix pour pr\u00e9parer les gestionnaires \u00e0 la mission.<\/p>

C'est ainsi que nous avons commenc\u00e9 notre carri\u00e8re dans la gestion. Et, nous nous sommes retourn\u00e9s et avons rendu la faveur de notre carri\u00e8re en faisant exactement la m\u00eame chose aux autres: prendre des personnes \u00e0 fort potentiel comme superviseurs et gestionnaires; leur confiant la garde de leur \u00e9quipage; mais en ne leur donnant pas le type de soutien et de formation pour fonctionner efficacement.<\/p>

C'est incroyable qu'il n'y ait pas eu plus d'\u00e9checs lorsque nous sommes pass\u00e9s \u00e0 la direction. Au moins pour les soutenir, nous avions des \u00e9quipes exp\u00e9riment\u00e9es qui travaillaient pour nous, et les personnes pour lesquelles nous travaillions semblaient \u00eatre en mesure de trouver le temps de nous aider et de nous coacher.<\/p>

\u00c0 quoi ressemble la situation aujourd'hui? Quel est le niveau d'exp\u00e9rience de l'ex\u00e9cution du travail dans nos organisations maintenant? Combien de temps les cadres sup\u00e9rieurs doivent-ils consacrer \u00e0 leurs nouveaux superviseurs et managers, \u00e0 fournir l'encadrement et le d\u00e9veloppement dont ils ont besoin?<\/p>

S'appuyer sur l'espoir comme m\u00e9thode pour apprendre aux superviseurs et aux gestionnaires comment g\u00e9rer les performances en mati\u00e8re de s\u00e9curit\u00e9 est l'une des plus grandes erreurs commises par les gestionnaires.<\/p>

Des conseils qui m\u00e9ritent d'\u00eatre \u00e9cout\u00e9s de ceux d'entre nous qui ont commis l'erreur plus d'une fois.<\/p>\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>","protected":false},"excerpt":{"rendered":"

De toutes les nouvelles affectations que nous rencontrons au cours de notre carri\u00e8re, personne n'est plus grand que le passage de la gestion de soi \u00e0 la gestion des autres. Lorsque notre nouvelle mission et nos nouvelles responsabilit\u00e9s ont \u00e9t\u00e9 d\u00e9crites, il nous a \u00e9t\u00e9 rappel\u00e9 \u00abvous \u00eates \u00e9galement responsable de la s\u00e9curit\u00e9 de ceux qui vous sont assign\u00e9s\u00bb. <\/p>","protected":false},"author":1,"featured_media":1454,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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