{"id":4399,"date":"2026-05-10T20:14:00","date_gmt":"2026-05-10T18:14:00","guid":{"rendered":"https:\/\/www.didacteconseils.com\/?p=4399"},"modified":"2026-05-10T20:46:29","modified_gmt":"2026-05-10T18:46:29","slug":"la-crise-du-sens-nest-pas-une-crise-du-travail-mais-une-crise-de-gouvernance","status":"publish","type":"post","link":"https:\/\/www.didacteconseils.com\/index.php\/2026\/05\/10\/la-crise-du-sens-nest-pas-une-crise-du-travail-mais-une-crise-de-gouvernance\/","title":{"rendered":"La crise du sens n\u2019est pas une crise du travail, mais une crise de gouvernance"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"4399\" class=\"elementor elementor-4399\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d16b058 e-con-full e-flex e-con e-parent\" data-id=\"d16b058\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t<div class=\"elementor-element 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\n\t\t\t\t<\/nav>\n\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-45ae2c0 e-flex e-con-boxed e-con e-parent\" data-id=\"45ae2c0\" 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<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c55020f e-flex e-con-boxed e-con e-parent\" data-id=\"c55020f\" 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-76f63d3 elementor-widget elementor-widget-heading\" data-id=\"76f63d3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\">La crise du sens n\u2019est pas une crise du travail, mais une crise de gouvernance<\/h1>\t\t\t\t<\/div>\n\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-d5b0685 e-flex e-con-boxed e-con e-parent\" data-id=\"d5b0685\" 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<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ba88834 e-flex e-con-boxed e-con e-parent\" data-id=\"ba88834\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-96c89c7 e-con-full e-flex e-con e-child\" data-id=\"96c89c7\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d197caa elementor-widget elementor-widget-text-editor\" data-id=\"d197caa\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><strong>Quand les entreprises cherchent du sens et que les salari\u00e9s r\u00e9clament de la v\u00e9rit\u00e9<\/strong><\/h4>\n<p>Nous vivons une \u00e9poque o\u00f9 les organisations n\u2019ont jamais autant prononc\u00e9 le mot sens, et o\u00f9 les femmes et les hommes n\u2019ont jamais eu autant de mal \u00e0 en trouver. Ce paradoxe raconte quelque chose de plus profond. Comme le rappelle Karl Weick, le sens est une exp\u00e9rience v\u00e9cue, non une production strictement institutionnelle. Il na\u00eet des actes, des d\u00e9cisions et arbitrages quotidiens, des comportements individuels, pas des slogans.<br \/>Lorsqu\u2019ils parlent de sens, les salari\u00e9s \u00e9voquent d\u2019abord l\u2019avenir. Non pas l\u2019horizon emphatique des discours officiels, mais une direction cr\u00e9dible, dans laquelle ils peuvent r\u00e9ellement se projeter. Dans un moment o\u00f9 la narration s\u2019est parfois d\u00e9connect\u00e9e du r\u00e9el, ils recherchent de la stabilit\u00e9, de la lisibilit\u00e9, de la v\u00e9rit\u00e9, pas des promesses recycl\u00e9es.<br \/>Et c\u2019est l\u00e0 que le leadership redevient central. Pas le leadership h\u00e9ro\u00efque des ann\u00e9es 90, mais un leadership capable d\u2019orienter sans s\u2019imposer, d\u2019inspirer sans manipuler, de poser un cadre sans infantiliser. Un leadership qui, pour reprendre Bill George, se d\u00e9finit moins par le charisme que par l\u2019authenticit\u00e9.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c3a48c3 e-con-full e-flex e-con e-child\" data-id=\"c3a48c3\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8af6f59 elementor-widget elementor-widget-image\" data-id=\"8af6f59\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"380\" height=\"494\" src=\"https:\/\/www.didacteconseils.com\/wp-content\/uploads\/2025\/03\/Event.png\" class=\"attachment-large size-large wp-image-2944\" alt=\"\" srcset=\"https:\/\/www.didacteconseils.com\/wp-content\/uploads\/2025\/03\/Event.png 380w, https:\/\/www.didacteconseils.com\/wp-content\/uploads\/2025\/03\/Event-231x300.png 231w\" sizes=\"(max-width: 380px) 100vw, 380px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\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-f122d73 e-flex e-con-boxed e-con e-parent\" data-id=\"f122d73\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-7119c88 e-con-full e-flex e-con e-child\" data-id=\"7119c88\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-aa2c917 elementor-widget elementor-widget-text-editor\" data-id=\"aa2c917\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><strong>Le besoin de sens est d\u2019abord une affaire de gouvernance<\/strong><\/h4><p>Le sens devient fragile lorsque la gouvernance est silencieuse, instable ou contradictoire. On ne peut pas demander \u00e0 un manager de donner du sens si l\u2019entreprise elle-m\u00eame produit de l\u2019incoh\u00e9rence. Edgar Schein l\u2019a largement montr\u00e9, la culture v\u00e9cue pr\u00e9domine sur les discours officiels.<br \/>Aujourd\u2019hui, les salari\u00e9s n\u2019attendent plus seulement un bon management. Ils attendent de travailler dans un environnement culturellement vivable. D\u2019\u00eatre en lien avec une gouvernance lisible et accessible, de suivre une ligne directrice stable et coh\u00e9rente, de b\u00e9n\u00e9ficier d\u2019un traitement juste et \u00e9quitable, de percevoir des d\u00e9cisions honn\u00eates et assum\u00e9es.<br \/>Lorsque ces \u00e9l\u00e9ments manquent, le sens se d\u00e9place. Il se fabrique ailleurs, \u00e0 l\u2019ext\u00e9rieur de l\u2019entreprise, de mani\u00e8re communautaire dans les \u00e9quipes ou dans les m\u00e9tiers, ou il ne construit pas du tout. La le\u00e7on est simple et s\u00e9v\u00e8re. Une gouvernance qui ne travaille pas activement la coh\u00e9rence laisse la culture organisationnelle d\u00e9river. Comme l\u2019\u00e9crit Edgar Schein, la culture n\u2019est jamais neutre : si les dirigeants ne la fa\u00e7onnent pas, elle se fa\u00e7onne sans eux. Dans ces conditions, le sens devient une construction informelle, parfois contradictoire, parfois fragment\u00e9e. Et une gouvernance qui n\u2019est plus per\u00e7ue comme la source l\u00e9gitime du sens finit par perdre son autorit\u00e9, symbolique d\u2019abord, op\u00e9rationnelle ensuite.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-364b99f e-con-full e-flex e-con e-child\" data-id=\"364b99f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-47fed6f elementor-widget elementor-widget-text-editor\" data-id=\"47fed6f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><strong>Un changement de paradigme vers davantage d\u2019autonomie, de confiance et de responsabilit\u00e9 partag\u00e9e<\/strong><\/h4><p>Avec l\u2019\u00e9mergence des g\u00e9n\u00e9rations Y et Z, et de la \u00ab Web-g\u00e9n\u00e9ration \u00bb pour reprendre l\u2019analyse de Gary Hamel, le rapport au travail s\u2019est transform\u00e9. Les salari\u00e9s ne demandent pas davantage de libert\u00e9, ils demandent moins de<br \/>contraintes absurdes. Ils ne r\u00e9clament pas moins de management, ils r\u00e9clament un management qui aide, plut\u00f4t qu\u2019un management qui surveille. Ce qu\u2019ils recherchent, ce sont des relations professionnelles \u00e9quilibr\u00e9es, justes, \u00e9panouissantes. Ils r\u00e9clament que chacun joue sa partition et que le management d\u00e9finisse un cadre clair, qu\u2019il manifeste de la confiance r\u00e9elle, qu\u2019il laisse de la marge de man\u0153uvre, qu\u2019il donne un feedback sinc\u00e8re, pas une injonction d\u00e9guis\u00e9e.<br \/>Les organisations performantes l\u2019ont compris. Cr\u00e9er les conditions psychologiques de la performance -s\u00e9curit\u00e9, justice, clart\u00e9, coop\u00e9ration &#8211; est d\u00e9sormais un investissement strat\u00e9gique, non un suppl\u00e9ment de confort (Cf. Amy Edmondson). La performance pr\u00e9c\u00e8de rarement le climat : elle en d\u00e9coule. Elle d\u00e9pend aussi d\u2019un autre \u00e9l\u00e9ment essentiel, la volont\u00e9 r\u00e9elle des \u00e9quipes de s\u2019emparer de ces espaces de s\u00e9curit\u00e9 psychologique. Dans une certaine mesure, le leadership est l\u2019affaire de tous. Il n\u2019attend pas de s\u2019incarner dans une fonction de l\u2019entreprise. La responsabilit\u00e9, la remise en cause, la volont\u00e9 de faire avancer le bien commun doivent habiter l\u2019ensemble des acteurs du syst\u00e8me pour garantir la r\u00e9ussite de ce dernier<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\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-2492f48 e-flex e-con-boxed e-con e-parent\" data-id=\"2492f48\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-042ba20 e-con-full e-flex e-con e-child\" data-id=\"042ba20\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f76456b elementor-widget elementor-widget-text-editor\" data-id=\"f76456b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><strong>Le leadership contemporain s\u2019incarne dans un leader l\u00e9gitime et une autorit\u00e9 partag\u00e9e<\/strong><\/h4><p>Les enqu\u00eates convergent toutes vers la m\u00eame id\u00e9e : les salari\u00e9s ne veulent plus suivre un titre, mais une personne cr\u00e9dible. Les chiffres sont sans appel : pour Gallup en 2023, 70% de l\u2019engagement d\u00e9pend du manager. Selon McKinsey en 2022, les raisons n\u00b01 et n\u00b02 de d\u00e9part sont le manque de reconnaissance et d\u2019alignement. D\u2019apr\u00e8s le MIT Sloan en 2021, le facteur majeur de turnover est la culture manag\u00e9riale toxique.<br \/>Un leader attendu aujourd\u2019hui est \u00e0 l\u2019\u00e9coute et pas seulement \u00e0 proximit\u00e9, bienveillant sans complaisance, respectueux de la maturit\u00e9 des autres, fiable dans ses promesses, transparent sur ses limites, loyal \u00e0 la v\u00e9rit\u00e9 autant qu\u2019aux personnes. Les salari\u00e9s ne souhaitent pas coop\u00e9rer avec un super-h\u00e9ros, ils souhaitent coop\u00e9rer avec quelqu\u2019un qui ne travestit pas le r\u00e9el et ne surjoue pas sa fonction.<br \/>Nous avons quitt\u00e9 l\u2019\u00e8re de la figure tut\u00e9laire. Dans les organisations symbiotiques, parfois organis\u00e9es en v\u00e9ritables \u00e9cosyst\u00e8mes, l\u2019autorit\u00e9 circule. Elle se d\u00e9pose l\u00e0 o\u00f9 se trouvent la comp\u00e9tence, l\u2019exp\u00e9rience, le discernement. On ne suit plus un chef, on suit un cap, une coh\u00e9rence, une droiture dans les actes. Le leadership moderne n\u2019\u00e9crase personne. Il rend les autres meilleurs.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-d6036c3 e-con-full e-flex e-con e-child\" data-id=\"d6036c3\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-66b42ba elementor-widget elementor-widget-text-editor\" data-id=\"66b42ba\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><strong>Le leadership comme acte \u00e9thique<\/strong><\/h4><p>\u00catre leader aujourd\u2019hui, ce n\u2019est pas \u00eatre exemplaire. C\u2019est \u00eatre lisible, coh\u00e9rent, ajust\u00e9, et responsable. C\u2019est prot\u00e9ger les conditions de la coop\u00e9ration, cr\u00e9er de la confiance, et redonner du pouvoir d\u2019agir. Le leadership n\u2019est plus l\u2019art de de d\u00e9cider pour les autres, c\u2019est l\u2019art de faire grandir leur capacit\u00e9 \u00e0 d\u00e9cider par eux-m\u00eames.<br \/>La dimension morale que nous portons dans nos intentions et dans nos actes est essentielle, \u00e0 tous les niveaux de l\u2019organisation.<br \/>C\u2019est peut-\u00eatre l\u00e0 le d\u00e9fi majeur de notre \u00e9poque, redonner de l\u2019avenir aux organisations en incarnant un sens pourvu d\u2019un regard \u00e9thique. C\u2019est ce qui permettra \u00e0 chacun de s\u2019approprier un sens, un cap donn\u00e9 par l\u2019entreprise, ou de le cr\u00e9er soi-m\u00eame. Le leader de demain sera une esp\u00e8ce de permaculteur, il prendra soin des humains et de l\u2019organisation et veillera \u00e0 l\u2019\u00e9quit\u00e9 afin de garantir aux syst\u00e8mes leur durabilit\u00e9, leur robustesse et leur autonomie, mais surtout ce qui fait tenir une organisation : son humanit\u00e9.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\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-c59046e e-flex e-con-boxed e-con e-parent\" data-id=\"c59046e\" 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-9b97605 elementor-widget elementor-widget-text-editor\" data-id=\"9b97605\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><strong>Articl\u00e9 r\u00e9dig\u00e9 par Olivier Sube\u00a0<\/strong><\/h4><p>Retrouvez mon actualit\u00e9 sur LinkedIn<\/p><p>\u00a0<\/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\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>La crise du sens n\u2019est pas une crise du travail, mais une crise de gouvernance.<br \/>\nUn nouvel article, fruit d&rsquo;une r\u00e9flexion sur ce que j&rsquo;observe en entreprise depuis plusieurs ann\u00e9es.<br \/>\nJe vous remercie pour vos retours, curieux d&rsquo;avoir des points de vue sur ce sujet qui va nous occuper longuement encore, car il pose en filigrane la question des principes de co-responsabilit\u00e9 entre les acteurs pour p\u00e9renniser notre syst\u00e8me d&rsquo;entreprise.<br \/>\nBonne lecture.<\/p>\n","protected":false},"author":1,"featured_media":2944,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[16],"tags":[],"class_list":["post-4399","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-reflexion"],"jetpack_featured_media_url":"https:\/\/www.didacteconseils.com\/wp-content\/uploads\/2025\/03\/Event.png","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/posts\/4399","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/comments?post=4399"}],"version-history":[{"count":22,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/posts\/4399\/revisions"}],"predecessor-version":[{"id":4423,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/posts\/4399\/revisions\/4423"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/media\/2944"}],"wp:attachment":[{"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/media?parent=4399"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/categories?post=4399"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.didacteconseils.com\/index.php\/wp-json\/wp\/v2\/tags?post=4399"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}