{"id":111,"date":"2015-08-27T10:27:32","date_gmt":"2015-08-27T09:27:32","guid":{"rendered":"http:\/\/laboragora.com\/?p=111"},"modified":"2019-07-08T09:40:52","modified_gmt":"2019-07-08T07:40:52","slug":"le-leader-artisan-de-lidentite-du-groupe","status":"publish","type":"post","link":"https:\/\/laboragora.com\/index.php\/2015\/08\/27\/le-leader-artisan-de-lidentite-du-groupe\/","title":{"rendered":"Le leader, artisan de l&rsquo;identit\u00e9 du groupe"},"content":{"rendered":"<p style=\"text-align: justify;\">Aujourd\u2019hui, de plus en plus de travaux rendent compte du r\u00f4le de l\u2019identit\u00e9 sociale dans le leadership. Le leader en repr\u00e9sentant, \u00e9laborant, promouvant et incarnant l\u2019identit\u00e9 sociale du groupe qu\u2019il m\u00e8ne, g\u00e9n\u00e8re un sentiment de partage identitaire entre les membres de ce groupe. Ceci augmentera notamment la satisfaction des salari\u00e9s, leur confiance en l\u2019\u00e9quipe de travail, le soutien per\u00e7u de celle-ci ou encore leur engagement professionnel. Voyons comment.<\/p>\n<p><!--more--><\/p>\n<figure id=\"attachment_373\" class=\"wp-caption aligncenter\" style=\"text-align: justify;\" data-shortcode=\"caption\">\n<p><figure id=\"attachment_373\" aria-describedby=\"caption-attachment-373\" style=\"width: 217px\" class=\"wp-caption aligncenter\"><a href=\"http:\/\/ubpsycho.files.wordpress.com\/2014\/07\/220px-france_naval_fusiliers_dsc03303.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-373 size-medium\" src=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/220px-france_naval_fusiliers_dsc03303.jpg?w=217&amp;h=300\" alt=\"Garde au drapeau de l'\u00c9cole navale\" width=\"217\" height=\"300\" \/><\/a><figcaption id=\"caption-attachment-373\" class=\"wp-caption-text\">Gardes au drapeau de l\u2019\u00c9cole navale, lors du d\u00e9fil\u00e9 c\u00e9l\u00e9brant le 8 mai 1945, sur l\u2019avenue des Champs-\u00c9lys\u00e9es \u00e0 Paris, en 2005.<\/figcaption><\/figure><\/figure>\n<p style=\"text-align: justify;\">Les entreprises prennent de plus en plus soin d\u2019\u00e9laborer une culture interne forte. Elles g\u00e9n\u00e9r\u00e8rent ainsi un sentiment d\u2019identit\u00e9 chez ses employ\u00e9s, ce qui permet de galvaniser leur implication dans leur travail et de stabiliser l\u2019unit\u00e9 de l\u2019organisation. En quoi le leadership peut-il contribuer \u00e0 cela et quels en sont les b\u00e9n\u00e9fices pour l\u2019entreprise et ses salari\u00e9s ?<\/p>\n<h3 style=\"text-align: justify;\">\u00a0L\u2019identit\u00e9 sociale et le leadership<\/h3>\n<p style=\"text-align: justify;\">Selon la th\u00e9orie de l\u2019auto-cat\u00e9gorisation de Turner et ses coll\u00e8gues<sup>1<\/sup>, la d\u00e9finition du soi peut se faire \u00e0 des niveaux diff\u00e9rents en fonction de la situation. Notamment, elle peut se baser sur l\u2019appartenance partag\u00e9e \u00e0 un groupe. Dans ce cas, l\u2019individu se d\u00e9finira davantage en termes d\u2019identit\u00e9 sociale (\u00ab\u00a0nous\u00a0\u00bb) plut\u00f4t que d\u2019identit\u00e9 personnelle (\u00ab\u00a0je\u00a0\u00bb), ouvrant ainsi \u00e0 des comportements de groupe, plut\u00f4t orient\u00e9s vers les int\u00e9r\u00eats communs que personnels.<\/p>\n<p style=\"text-align: justify;\">En incitant son groupe \u00e0 atteindre l\u2019objectif, le leader rassemble ses membres sous une m\u00eame banni\u00e8re, cr\u00e9ant ainsi un sentiment d\u2019appartenance partag\u00e9e\u00a0: l\u2019identit\u00e9 sociale. Cette approche socio-identitaire consid\u00e8re le leadership comme un processus multidimensionnel, o\u00f9 le leader va repr\u00e9senter, cr\u00e9er, promouvoir et incarner l\u2019identit\u00e9 sociale du groupe<sup>2<\/sup>.<\/p>\n<h3 style=\"text-align: justify;\">\u00a0Les dimensions du leadership identitaire<\/h3>\n<p style=\"text-align: justify;\">Ainsi, les travaux les plus r\u00e9cents<sup>2, 3<\/sup>\u00a0proposent quatre dimensions\u00a0par lesquelles le leader peut galvaniser le sentiment d\u2019appartenance des suiveurs au groupe qu\u2019ils forment\u00a0:<\/p>\n<ul style=\"text-align: justify;\">\n<li>Prototypicalit\u00e9\u00a0:\u00a0<em>\u00eatre l\u2019un d\u2019eux<\/em><\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Le leadership, en incitant un groupe \u00e0 accomplir un but<sup>4<\/sup>, est par nature un processus d\u2019influence sociale<sup>3<\/sup>. Or le partage d\u2019une m\u00eame identit\u00e9 sociale est un pr\u00e9requis \u00e0 l\u2019influence<sup>1<\/sup>. Ainsi, le leader doit se pr\u00e9senter comme un membre \u00e0 part enti\u00e8re du groupe, comme un mod\u00e8le rassemblant les caract\u00e9ristiques qui forment l\u2019identit\u00e9 du groupe et le distinguent des autres groupes.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Promotion de l\u2019identit\u00e9\u00a0:\u00a0<em>agir pour eux<\/em><\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Comme le propose les notions de leadership serviteur ou de leadership de niveau 5<sup>4<\/sup>, un leader reconnu fait passer les int\u00e9r\u00eats du groupe avant les siens. En d\u00e9fendant les int\u00e9r\u00eats du groupe, le leader devient \u00e9galement son \u00ab\u00a0champion\u00a0\u00bb<sup>3<\/sup>.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Elaboration de l\u2019identit\u00e9\u00a0:\u00a0<em>construire un sens du \u00ab\u00a0nous\u00a0\u00bb<\/em><\/li>\n<\/ul>\n<p style=\"text-align: justify;\">En affirmant sa vision et en inspirant l\u2019id\u00e9al \u00e0 atteindre<sup>4<\/sup>, le leader construit activement un sens partag\u00e9 d\u2019appartenance au groupe. Le leader d\u00e9finit ainsi l\u2019identit\u00e9 sociale du groupe, dans son contenu et ses aspirations<sup>3<\/sup>.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Incarnation de l\u2019identit\u00e9\u00a0:\u00a0<em>faire que le sens du \u00ab\u00a0nous\u00a0\u00bb importe<\/em><\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Le leader se doit de concr\u00e9tiser l\u2019identit\u00e9, de la rendre r\u00e9elle et ainsi de donner du poids \u00e0 l\u2019appartenance au groupe. Cela implique des activit\u00e9s, des structures, des \u00e9v\u00e8nements qui incarnent l\u2019identit\u00e9 du groupe dans le r\u00e9el. Ainsi le groupe gagne de l\u2019impact sur le reste du monde et permet \u00e0 ses membres de r\u00e9colter les\u00a0b\u00e9n\u00e9fices de leur appartenance au groupe du leader<sup>3<\/sup>.<\/p>\n<h3 style=\"text-align: justify;\">\u00a0Les fruits du leadership identitaire<\/h3>\n<p style=\"text-align: justify;\">En quoi tout ceci est-il b\u00e9n\u00e9fique \u00e0 l\u2019entreprise et ses employ\u00e9s\u00a0? Voici la r\u00e9ponse fournie par divers travaux, le tout en image\u00a0!<sup>5<\/sup><\/p>\n<p style=\"text-align: justify;\"><a href=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/consc3a9quences-du-leadership-identitaire.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-364 aligncenter\" src=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/consc3a9quences-du-leadership-identitaire.jpg?w=473&amp;h=328\" alt=\"Cons\u00e9quences du leadership identitaire\" width=\"473\" height=\"328\" \/><\/a><\/p>\n<p style=\"text-align: justify;\">Ainsi, le leader, en s\u2019\u00e9rigeant en porte-\u00e9tendard du groupe, \u0153uvre pour l\u2019identit\u00e9 partag\u00e9e de celui-ci. Ceci a des r\u00e9percussions positives \u00e0 la fois pour l\u2019employ\u00e9 (confiance en l\u2019\u00e9quipe, satisfaction au travail, etc\u2026) et son entreprise (engagement dans le travail, coh\u00e9sion du groupe, etc\u2026). En appliquant ces donn\u00e9es et en formant ses leaders \u00e0 cette forme de leadership bas\u00e9 sur l\u2019identit\u00e9, l\u2019entreprise peut g\u00e9n\u00e9rer des retomb\u00e9es b\u00e9n\u00e9fiques en termes de performance et de bien-\u00eatre des employ\u00e9s.<\/p>\n<h3>R\u00e9f\u00e9rences<\/h3>\n<ol>\n<li>\n<div>Turner, J. C., Hogg, M. A., Oakes, P. J., Reicher, S. D., &amp; Wetherell, M. S. (1987).\u00a0<em>Rediscovering the social group : A self-categorization theory<\/em>. Cambridge, MA, US : Basil Blackwell<\/div>\n<\/li>\n<li>Haslam, S. A., Reicher, S. D., &amp; Platow, M. J. (2011).\u00a0<em>The new psychology of leadership : Identity, influence and power<\/em>. London &amp; New York : PsychologyPress<\/li>\n<li>\n<div id=\"gs_cit0\" class=\"gs_citr\">Steffens, N. K., Haslam, S. A., Reicher, S. D., Platow, M. J., Fransen, K., Yang, J., \u2026 &amp; Boen, F. (2014). Leadership as social identity management: Introducing the Identity Leadership Inventory (ILI) to assess and validate a four-dimensional model.\u00a0<i>Leadership Quarterly<\/i>, In-press.<\/div>\n<\/li>\n<li>Robbins, S.,\u00a0Judge, T., &amp;\u00a0Tran, V. (2011).\u00a0<em>Comportements\u00a0organisationnels.<\/em>\u00a0(16th ed.). Paris: Pearson<\/li>\n<li><em>Voir\u00a0:<\/em>\u00a0De Cremer, van Dijke &amp; Mayer, 2010 ; Giessner &amp; van Knippenberg, 2008\u00a0; Koivisto, Lipponen &amp; Platow, 2013 ; Platow, Hoar, Reid, Harley &amp; Morrison, 1997\u00a0; Platow, van Knippenberg, Haslam, van Knippenberg &amp; Spears, 2006; Steffens, Haslam &amp; Reicher, 2014\u00a0; Steffen, Haslam, Reicher et al., 2014\u00a0; Ullrich, Christ &amp; van Dick, 2009.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>Aujourd\u2019hui, de plus en plus de travaux rendent compte du r\u00f4le de l\u2019identit\u00e9 sociale dans le leadership. Le leader en repr\u00e9sentant, \u00e9laborant, promouvant et incarnant &hellip; <\/p>\n","protected":false},"author":2,"featured_media":1066,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[37,46,47,52,53],"class_list":["post-111","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-performance-collective","tag-equipe","tag-groupe","tag-identite","tag-leader","tag-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Le leader, artisan de l&#039;identit\u00e9 du groupe - LaborAgora<\/title>\n<meta name=\"description\" content=\"Aujourd\u2019hui, de plus en plus de travaux rendent compte du r\u00f4le de l\u2019identit\u00e9 sociale dans le leadership. 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