Deux membres du Comex en conflit ouvert

Je travaille depuis six mois avec le comité exécutif de cette filiale d’un groupe industriel international, dans le cadre d’un coaching d’équipe. Demain nous nous retrouvons pour une journée complète de suivi, centrée sur la confiance et le collaboratif.

A 19 heures mon téléphone sonne, c’est le dirigeant de cette filiale et donc le patron de l’équipe : « Thierry nous avons un souci pour demain. Deux membres du Comex sont en conflit ouvert depuis quelques jours, ils ne s’adressent pratiquement plus la parole…je ne sais pas comment nous allons traverser cette journée ». Je prends une profonde inspiration avant de me remettre en mémoire qu’un coaching d’équipe est rarement un long fleuve tranquille…

09 :00, café d’accueil et démarrage de la journée. Pour commencer, un tour de table qui permet à chaque membre du Comex d’exprimer comment il (elle) a vécu la période écoulée depuis le dernier séminaire. Les deux protagonistes évitent soigneusement de se regarder, et la tension est palpable. Pour l’instant le sujet litigieux n’est pas abordé… trop impliquant, trop risqué en collectif. Devant nous, deux écueils : un débordement d’agressivité qui peut laisser des traces dommageables sur l’équipe, ou bien une journée enlisée dans le non-dit et le politiquement correct, donc inutile. Une troisième voie s’impose.

Je choisis de ne pas aborder directement le conflit, mais de présenter au groupe le fonctionnement de notre cerveau selon l’approche neurocognitive (ANC). D’où provient le stress, et que signifie-t-il ? Comment optimiser la gestion de nos modes mentaux (GMM) afin de retrouver le calme et la sérénité ? En tout cas d’en retrouver suffisamment pour être en mesure de prendre une décision saine, ou bien de renouer les fils du dialogue dans une situation humainement très tendue… suivez mon regard. J’ai affaire à un public d’ingénieurs qui aiment comprendre, et cette approche est validée scientifiquement. Ils se prennent au jeu et acceptent de me suivre dans ce mouvement de « bascule » entre les réflexes automatiques du mode limbique et la démarche adaptative du mode préfrontal.

En acceptant de se concentrer sur ce processus au lieu de se focaliser sur leur différend, les deux personnes en conflit reviennent progressivement dans le cercle de l’échange et du partage, et en examinant de plus près leur propre fonctionnement ils commencent à faire quelques pas l’un vers l’autre. A la fin de la journée tout n’est pas résolu bien sûr, mais « le fil du dialogue est renoué », comme me le confirme le dirigeant par mail le lendemain même. A suivre…

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