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Style de Management

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Submitted By wic0n
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Style de management
1. Le style Directif
Comportement du manager directif :
Il s’intéresse aux processus, aux résultats. Il donne des consignes, suit la progression vers des objectifs précis, définit des directives régulièrement. Il informe plus qu’il ne communique et prend les décisions seul.
Il a un comportement rassurant par sa maîtrise de la situation et sa connaissance de l’environnement.
Et dans l’excès ?
Il ne se décide pas à déléguer, ne fais pas confiance à ses collaborateurs, ne les écoute pas et tend à basculer vers un comportement autoritaire ou autocratique.
Dans quel cas est-ce utile ?
Dans des situations urgentes ou sur une gestion de projet avec des délais très serrés. Avec des collaborateurs qui savent qu’ils ne savent pas faire, ont des postes de simples exécutants ou attendent de leur supérieur qu’il prenne les décisions et donne des instructions.
2. Le style Explicatif
Comportement du manager explicatif:
Il fait en sorte d’expliquer les décisions dont il garde néanmoins la maîtrise. Il fait en sorte de mobiliser ses collaborateurs, d’écouter leurs avis et suggestions et les encourage à devenir autonomes.
Et dans l’excès ?
Il peut penser qu’il suffit d’expliquer pour obtenir l’adhésion des équipes ou cherche tellement à motiver ses équipes qu’il fixe des objectifs irréalistes.
Dans quel cas est-ce utile ?
Lorsque les collaborateurs ne savent pas tout des tenants et aboutissants du projet ou ignorent qu’ils ne savent pas.
3. Le style Délégatif
Comportement du manager délégatif:
Il définit clairement les missions et les responsabilités puis laisse l’autonomie nécessaire aux collaborateurs. Il intervient ensuite uniquement quand cela est nécessaire ou à leur demande.
Et dans l’excès ?
Il devient inefficace quand il se coupe de son équipe, ne se questionne plus sur la pertinence de ce mode de fonctionnement et ne constate qu’après coup que la délégation ne fonctionne pas (manque de contrôle régulier des objectifs à atteindre).
Dans quel cas est-ce utile ?
Quand le manager connaît bien ses collaborateurs, leurs compétences et leurs travers. Il sera alors en mesure de leur laisser suffisamment d’autonomie mais également de prévenir toute dérive liée aux mauvaises habitudes.
4. Le style Participatif
Comportement du manager participatif:
Il propose des projets d’équipe, incite à la remontée d’informations et aux discussions. Il va associer les collaborateurs aux décisions et se préoccuper de leur engagement dans les projets.
Et dans l’excès ?
A trop vouloir être à l’écoute, il a tendance à vouloir éviter les conflits, à devenir paternaliste et à se préoccuper plus de l’ambiance au sein de l’équipe que des résultats à atteindre. Il risque également de ne pas prendre de décisions impopulaires pour ne froisser personne.
Dans quel cas est-ce utile ?
Quand le manager a des collaborateurs compétents et qui sont conscients de leur apport au groupe. Il peut alors se baser sur un groupe d’expert et en devenir l’animateur mais il doit se garder de trop réduire la distance hiérarchique au risque de ne plus pouvoir prendre de décisions.
Le maître mot en matière de management est donc l’adaptabilité. Un bon manager doit être capable d’utiliser des méthodes d’encadrement différentes en fonction de la situation et de chacun des membres de son équipe pour obtenir les meilleurs résultats possibles. Cela requiert de bonnes qualités interpersonnelles comme l’écoute, l’observation, les habiletés de communication et l’humilité.

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