{"id":36174,"date":"2024-02-05T15:57:57","date_gmt":"2024-02-05T12:57:57","guid":{"rendered":"https:\/\/sbs.strathmore.edu\/?p=36174"},"modified":"2024-02-05T15:57:57","modified_gmt":"2024-02-05T12:57:57","slug":"liberer-la-creativite-de-votre-organisation","status":"publish","type":"post","link":"https:\/\/sbs.strathmore.edu\/fr\/unleashing-your-organizations-creativity\/","title":{"rendered":"Lib\u00e9rer la cr\u00e9ativit\u00e9 de votre organisation"},"content":{"rendered":"<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container has-pattern-background has-mask-background nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1248px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:0px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-1\"><p>\u201cLa cr\u00e9ativit\u00e9 consiste \u00e0 voir ce que les autres voient et \u00e0 penser ce que personne d'autre n'a jamais pens\u00e9\u201d - Albert Einstein.<\/p>\n<p>Le monde est plein de probl\u00e8mes \u00e0 r\u00e9soudre et les organisations existent pr\u00e9cis\u00e9ment parce qu'elles cr\u00e9ent des solutions. En tant que dirigeant d'une organisation, vous ne pouvez pas d\u00e9pendre de votre propre pens\u00e9e ou de la pens\u00e9e collective de quelques personnes choisies. Pour aider votre organisation \u00e0 prosp\u00e9rer, vous devez exploiter tout le capital intellectuel dont vous disposez.<\/p>\n<p>La capacit\u00e9 d'une entreprise \u00e0 innover et \u00e0 tirer parti de la cr\u00e9ativit\u00e9 et des id\u00e9es novatrices de ses employ\u00e9s, partenaires, fournisseurs et autres parties prenantes d\u00e9terminera sa capacit\u00e9 \u00e0 stimuler la croissance, \u00e0 am\u00e9liorer les performances et \u00e0 maintenir son avantage concurrentiel.<\/p>\n<p>Les PDG et les hauts responsables qui souhaitent mener des efforts d'innovation mais qui ont du mal \u00e0 le faire doivent se poser des questions difficiles. Que pourraient-ils faire pour entraver le processus ? Exercent-ils leur pouvoir de mani\u00e8re intelligente ?<\/p>\n<p><strong>Maintenir une perspective strat\u00e9gique<\/strong><\/p>\n<p>D\u00e9finir clairement le type d'innovation qui permettra de stimuler la croissance et d'atteindre les objectifs strat\u00e9giques, et l'expliquer aux employ\u00e9s, les aidera \u00e0 comprendre l'\u00e9tat d'esprit du PDG et sa vision de l'organisation. Cela les incitera \u00e9galement \u00e0 r\u00e9fl\u00e9chir plus en profondeur et \u00e0 ne pas se contenter de proposer des id\u00e9es famili\u00e8res et progressives. Quels sont les objectifs strat\u00e9giques globaux et \u00e0 quoi aspire l'organisation ? La strat\u00e9gie d'innovation et de changement doit \u00eatre li\u00e9e \u00e0 la strat\u00e9gie de l'organisation. En outre, les PDG ne doivent pas oublier qu'il est important d'examiner l'environnement et d'\u00eatre suffisamment agile pour s'adapter \u00e0 l'\u00e9volution des tendances du march\u00e9 ou de l'industrie.<\/p>\n<p><strong>Ouvrir les lignes de communication<\/strong><\/p>\n<p>Le travail d'un PDG consiste \u00e0 d\u00e9finir et \u00e0 articuler la mission de l'entreprise et \u00e0 jouer un r\u00f4le actif dans l'accomplissement de cette mission. Les lignes de communication sont-elles ouvertes ? Lorsqu'un PDG n'entretient des relations qu'avec ses principaux conseillers et cadres et qu'il est inaccessible ou d\u00e9connect\u00e9 de quatre-vingt-dix pour cent de ses employ\u00e9s, il risque de passer \u00e0 c\u00f4t\u00e9 de nombreuses id\u00e9es potentiellement brillantes. En outre, de nombreuses id\u00e9es novatrices risquent de ne pas \u00eatre exprim\u00e9es parce que les employ\u00e9s n'ont pas la confiance n\u00e9cessaire pour s'exprimer en pr\u00e9sence du PDG. Un leadership efficace qui stimule l'innovation et la prise de risque consiste \u00e0 ouvrir les lignes de communication de haut en bas de l'\u00e9chelle.<\/p>\n<p><strong>R\u00e9seaux d'innovation en mati\u00e8re de conception<\/strong><\/p>\n<p>Les employ\u00e9s peuvent r\u00e9agir diff\u00e9remment \u00e0 l'innovation. Certains peuvent \u00eatre des d\u00e9fenseurs passionn\u00e9s tandis que d'autres peuvent \u00eatre tr\u00e8s mal \u00e0 l'aise face au changement. Pour exploiter efficacement la cr\u00e9ativit\u00e9 d'un groupe, les bonnes connexions et les r\u00e9seaux qui rassemblent des employ\u00e9s capables d'examiner le potentiel de leurs id\u00e9es individuelles et de mettre leurs efforts en synergie aideront ces id\u00e9es \u00e0 se concr\u00e9tiser plus rapidement et plus efficacement. Les nouvelles id\u00e9es ont tendance \u00e0 susciter d'autres id\u00e9es. Pour tirer parti de cet effet domino, des \u00e9quipes de projet interfonctionnelles peuvent \u00eatre mises en place pour fertiliser les id\u00e9es et tirer parti d'une vari\u00e9t\u00e9 d'expertises et de perspectives diff\u00e9rentes.<\/p>\n<p><strong>Promouvoir la cr\u00e9ativit\u00e9 collaborative<\/strong><\/p>\n<p>La diversit\u00e9 peut \u00eatre un catalyseur de cr\u00e9ativit\u00e9. Lorsque des personnes ayant des perspectives, des ant\u00e9c\u00e9dents et des exp\u00e9riences diff\u00e9rents sont encourag\u00e9es \u00e0 collaborer et \u00e0 se remettre en question, les solutions qu'elles \u00e9laborent peuvent changer la donne. D\u00e9fendez la diversit\u00e9 au cours du processus de recrutement et trouvez des moyens de r\u00e9unir dans votre organisation des personnes qui ne travailleraient pas ensemble en temps normal. Un lieu de travail \u00e9motionnellement s\u00fbr est une condition pr\u00e9alable \u00e0 la r\u00e9ussite de cette entreprise. Veillez \u00e0 cultiver un environnement propice au partage libre des id\u00e9es, sans crainte du jugement ou du ridicule.<\/p>\n<p><strong>Se concentrer sur les points douloureux<\/strong><\/p>\n<p>Encouragez votre service client\u00e8le et votre \u00e9quipe de d\u00e9veloppement commercial \u00e0 \u00e9couter v\u00e9ritablement les clients avec empathie et int\u00e9r\u00eat. Investissez dans l'organisation de groupes de discussion et dans la r\u00e9alisation d'\u00e9tudes primaires afin de comprendre r\u00e9ellement les besoins et les points douloureux de vos segments de client\u00e8le. Ces donn\u00e9es peuvent servir de point de d\u00e9part \u00e0 un brainstorming cr\u00e9atif. Ce processus doit \u00eatre r\u00e9gulier, car la soci\u00e9t\u00e9 \u00e9volue constamment en fonction des nouveaux d\u00e9fis qui se pr\u00e9sentent.<\/p>\n<p><strong>R\u00e9compenser la cr\u00e9ativit\u00e9<\/strong><\/p>\n<p>L'organisation de concours mettant les employ\u00e9s au d\u00e9fi de r\u00e9soudre des probl\u00e8mes pour obtenir des r\u00e9compenses significatives peut \u00e9galement stimuler la cr\u00e9ativit\u00e9 au sein d'une organisation. Encouragez la cr\u00e9ativit\u00e9 dans votre organisation par des primes et d'autres avantages pour motiver les gens. Parfois, la r\u00e9compense consiste simplement \u00e0 donner aux employ\u00e9s une plateforme pour partager leurs id\u00e9es et \u00e0 leur montrer qu'ils sont appr\u00e9ci\u00e9s.<\/p>\n<p>La cr\u00e9ativit\u00e9 a toujours \u00e9t\u00e9 essentielle depuis la nuit des temps. Les organisations qui la valorisent et en tirent parti ont toujours une longueur d'avance sur leurs concurrents. La promotion d'une culture de gestion appropri\u00e9e, la cr\u00e9ation d'un environnement op\u00e9rationnel favorable et la promotion de la cr\u00e9ativit\u00e9 individuelle doivent \u00eatre des priorit\u00e9s pour que votre organisation devienne r\u00e9ellement un leader dans votre secteur d'activit\u00e9.<\/p>\n<p><strong>Article de Shailja Sharma, membre du corps enseignant du SBS et coach en leadership et en carri\u00e8re<\/strong><\/p>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"author":12,"featured_media":36177,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[39],"tags":[211],"class_list":["post-36174","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-leadership"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.2.1 (Yoast SEO v27.8) - 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Elle est chercheuse en communication dans le domaine de la sant\u00e9 \u00e0 l'Institute of Healthcare Management (IHM) de la SBS et enseigne \u00e0 des \u00e9tudiants de premier cycle. Elle est une r\u00e9dactrice exp\u00e9riment\u00e9e, une journaliste sp\u00e9cialis\u00e9e dans les affaires et la sant\u00e9, une consultante en marketing et une strat\u00e8ge de contenu. 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