{"id":1204,"date":"2026-06-14T10:00:00","date_gmt":"2026-06-14T10:00:00","guid":{"rendered":"https:\/\/manaboo.fr\/?p=1002"},"modified":"2026-07-08T09:02:23","modified_gmt":"2026-07-08T09:02:23","slug":"gerer-les-conflits-manager","status":"publish","type":"post","link":"https:\/\/www.manaboo.fr\/index.php\/2026\/06\/14\/gerer-les-conflits-manager\/","title":{"rendered":"G\u00e9rer les conflits : votre r\u00e9action spontan\u00e9e vous dessert-elle ?"},"content":{"rendered":"

Le conflit fait peur, et pour cause : il touche \u00e0 l’\u00e9motion, au rapport de force, \u00e0 la relation. Beaucoup de managers le fuient, quelques-uns le cherchent, rares sont ceux qui le g\u00e8rent avec justesse. Pourtant, d\u00e8s que des personnes travaillent ensemble, le d\u00e9saccord est in\u00e9vitable. La vraie question n’est donc pas d’\u00e9viter le conflit, mais de comprendre comment on y r\u00e9agit<\/strong> \u2014 et si cette r\u00e9action nous sert ou nous dessert.<\/p>\n

Quatre fa\u00e7ons de r\u00e9agir<\/h2>\n

Face \u00e0 une tension, chacun a un mode de r\u00e9action dominant, que l’on peut situer entre deux pr\u00e9occupations : le souci de soi (d\u00e9fendre sa position) et le souci de l’autre (pr\u00e9server la relation). On distingue ainsi quatre styles. L’affirmation<\/strong> : d\u00e9fendre son point de vue, chercher \u00e0 l’emporter. La r\u00e9solution<\/strong> : traiter le probl\u00e8me de fond, viser une solution gagnant-gagnant. La conciliation<\/strong> : apaiser, faire des concessions pour maintenir le lien. Le retrait<\/strong> : \u00e9viter, temporiser, laisser retomber. La plupart d’entre nous ont un r\u00e9flexe pr\u00e9f\u00e9r\u00e9, souvent le m\u00eame quelle que soit la situation.<\/p>\n

Aucun style n’est bon ou mauvais<\/h2>\n

C’est l’enseignement le plus lib\u00e9rateur : aucun de ces modes n’est sup\u00e9rieur dans l’absolu. L’affirmation est pr\u00e9cieuse face \u00e0 un enjeu vital ou \u00e0 une transgression \u2014 parfois, il faut savoir dire non et tenir. La conciliation prot\u00e8ge une relation qui compte. Le retrait, lui-m\u00eame, peut \u00eatre sage : toutes les batailles ne m\u00e9ritent pas d’\u00eatre livr\u00e9es, et laisser retomber la pression est parfois la meilleure option. Quant \u00e0 la r\u00e9solution, elle est souvent la plus constructive sur la dur\u00e9e, mais elle co\u00fbte du temps et de l’\u00e9nergie que l’on n’a pas toujours. Chaque style a son heure.<\/p>\n

Le vrai enjeu : la flexibilit\u00e9<\/h2>\n

Le probl\u00e8me n’est donc pas le style que l’on privil\u00e9gie, mais le fait de n’en avoir qu’un<\/strong>. Le manager qui ne sait que fuir laisse pourrir les situations ; celui qui n’affronte que par la force finit par ab\u00eemer son \u00e9quipe ; celui qui concilie toujours c\u00e8de peu \u00e0 peu l’essentiel. La comp\u00e9tence \u00e0 d\u00e9velopper est la flexibilit\u00e9<\/strong> : disposer de plusieurs cartes et choisir la bonne selon la situation. Cela suppose d’abord d’identifier sa carte manquante \u2014 le style que l’on ne joue presque jamais, et qui ferait pourtant la diff\u00e9rence dans certains cas.<\/p>\n

\n

Le regard de l’expert.<\/strong> Beaucoup de conflits mal g\u00e9r\u00e9s le sont non par manque de volont\u00e9, mais par exc\u00e8s d’automatisme : on r\u00e9agit avant d’avoir choisi. Quelques secondes de recul \u2014 \u00ab quel est vraiment l’enjeu ici ? la relation, le r\u00e9sultat, ou les deux ? \u00bb \u2014 suffisent souvent \u00e0 passer d’une r\u00e9action subie \u00e0 une r\u00e9ponse choisie. Et une r\u00e8gle simple aide presque toujours : traiter le conflit t\u00f4t, sur les faits, en priv\u00e9, en cherchant d’abord \u00e0 comprendre.<\/p>\n<\/blockquote>\n

Du rep\u00e8re \u00e0 l’action<\/h2>\n

Rep\u00e9rer son mode de r\u00e9action dominant et sa flexibilit\u00e9 face aux tensions est un point de d\u00e9part pour \u00e9largir sa palette. L’outil \u00ab Face au conflit \u00bb<\/strong> propos\u00e9 sur Manaboo r\u00e9v\u00e8le votre style spontan\u00e9 parmi les quatre \u2014 affirmation, r\u00e9solution, conciliation, retrait \u2014 et ouvre la r\u00e9flexion sur les situations o\u00f9 un autre registre vous servirait mieux.<\/p>\n","protected":false},"excerpt":{"rendered":"

Face au conflit, chacun a une r\u00e9action spontan\u00e9e : s’affirmer, r\u00e9soudre, concilier ou se retirer. Aucune n’est bonne ou mauvaise : tout est question de flexibilit\u00e9.<\/p>\n","protected":false},"author":2,"featured_media":1217,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"saved_in_kubio":false,"footnotes":""},"categories":[15],"tags":[],"class_list":["post-1204","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership"],"yoast_head":"\nG\u00e9rer les conflits : votre r\u00e9action spontan\u00e9e vous dessert-elle ? - Manaboo<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.manaboo.fr\/index.php\/2026\/06\/14\/gerer-les-conflits-manager\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"G\u00e9rer les conflits : votre r\u00e9action spontan\u00e9e vous dessert-elle ? - Manaboo\" \/>\n<meta property=\"og:description\" content=\"Face au conflit, chacun a une r\u00e9action spontan\u00e9e : s'affirmer, r\u00e9soudre, concilier ou se retirer. 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