{"id":10630,"date":"2025-02-13T13:25:22","date_gmt":"2025-02-13T12:25:22","guid":{"rendered":"https:\/\/dominique-ara.com\/?p=10630"},"modified":"2026-04-03T11:20:03","modified_gmt":"2026-04-03T09:20:03","slug":"informer-vs-communiquer","status":"publish","type":"post","link":"https:\/\/dominique-ara.com\/fr\/blog\/informer-vs-communiquer\/","title":{"rendered":"Informer n&rsquo;est pas communiquer!"},"content":{"rendered":"\r\n<p>&nbsp;<\/p>\r\n\r\n<p>Ah cette communication !<\/p>\r\n<p>Dans toutes mes <a href=\"https:\/\/dominique-ara.com\/fr\/corporate\/leadership\/\">formations en leadership<\/a>, on arrive \u00e0 un moment o\u00f9 tout le monde se plaint de la communication au sein de son entreprise.\u00a0<\/p>\r\n<p>Les leaders me disent : \u00ab\u00a0Pourtant je te jure que nous\u00a0 communiquons!\u00a0\u00bb<\/p>\r\n<p>De l&rsquo;autre c\u00f4t\u00e9, les collaborateurs me disent\u00a0 :\u00a0 \u00ab On nous envoie des mails pour fixer des objectifs de productivit\u00e9, sans nous demander ni consid\u00e9rer l&rsquo;impact r\u00e9el sur notre travail. \u00bb \u00ab On nous parle d&rsquo;engagement, mais nos managers ne nous \u00e9coutent pas quand ils font leurs s\u00e9ances d&rsquo;information. \u00bb.\u00a0<\/p>\r\n\r\n\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Informer n&rsquo;est pas communiquer<\/h3>\r\n<p>Voici des exemples qui illustrent bien la diff\u00e9rence:<\/p>\r\n<ul>\r\n<li>Un dirigeant envoie une note interne annon\u00e7ant un changement important \u2192 il informe.<\/li>\r\n<li>Un manager r\u00e9unit physiquement son \u00e9quipe, explique pourquoi ce changement est n\u00e9cessaire, partage ses convictions, \u00e9coute les r\u00e9actions et ajuste son discours \u2192 il communique.<\/li>\r\n<\/ul>\r\n<div style=\"display: grid; grid-template-columns: 1fr 1fr; gap: 12px; margin: 1.25rem 0;\">\r\n<div style=\"background: #F3F4F6; padding: 1rem; border-radius: 8px;\">\r\n<p style=\"font-size: 13px; font-weight: 600; color: #6b7280; margin: 0 0 6px;\">Informer<\/p>\r\n<p style=\"font-size: 13px; margin: 0; line-height: 1.6;\">Un processus descendant, souvent unidirectionnel : on transmet des donn\u00e9es, on donne des instructions, on partage des chiffres. Elle peut \u00eatre essentielle, mais reste passive tant qu&rsquo;elle ne suscite pas d&rsquo;engagement.<\/p>\r\n<\/div>\r\n<div style=\"background: #F3E8FF; padding: 1rem; border-radius: 8px;\">\r\n<p style=\"font-size: 13px; font-weight: 600; color: #6b21a8; margin: 0 0 6px;\">Communiquer<\/p>\r\n<p style=\"font-size: 13px; margin: 0; line-height: 1.6; color: #3c3489;\">Un processus interactionnel. Ne pas seulement parler, mais s&rsquo;assurer que l&rsquo;autre a compris, int\u00e9gr\u00e9 et fait sien le message. Donner du sens, cr\u00e9er de l&rsquo;adh\u00e9sion.<\/p>\r\n<\/div>\r\n<\/div>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">Communiquer c&rsquo;est du leadership\u00a0<\/h2>\r\n<p>Les entreprises qui r\u00e9ussissent sont celles o\u00f9 les leaders prennent le temps de traduire la strat\u00e9gie en un message clair et engageant, et donnent du sens aux actions attendues avant d&rsquo;exiger des r\u00e9sultats.<\/p>\r\n\r\n\r\n\r\n\r\n\r\n<div style=\"background: #1E1B4B; color: #fff; text-align: center; padding: 1.5rem 2rem; border-radius: 8px; font-style: italic; font-size: 1.05em; line-height: 1.7; margin: 1.5rem 0;\">\u00ab Le sens, c&rsquo;est l&rsquo;\u00e9nergie qu&rsquo;on insuffle dans le syst\u00e8me.<br \/>C&rsquo;est ce qui fait qu&rsquo;un projet est port\u00e9 avec conviction<br \/>plut\u00f4t qu&rsquo;ex\u00e9cut\u00e9 m\u00e9caniquement. \u00bb<\/div>\r\n\r\n\r\n\r\n<p>Repenser l&rsquo;humain au centre des processus de gestion vous oblige \u00e0 revenir vers les liens: la relation avant la t\u00e2che!\u00a0<br \/>Voici trois petits trucs \u00e0 faire avec vos \u00e9quipes pour les inspirer et leur donner envie de d\u00e9ployer leurs comp\u00e9tences dans la bonne direction:<\/p>\r\n<h3>Les trois R<\/h3>\r\n\r\n\r\n\r\n<div style=\"display: flex; flex-direction: column; gap: 1.25rem; margin: 1.5rem 0;\">\r\n<div style=\"display: flex; align-items: flex-start; gap: 20px;\">\r\n<div style=\"min-width: 44px; height: 44px; border-radius: 50%; background: #7C3AED; color: #fff; font-size: 15px; font-weight: 500; display: flex; align-items: center; justify-content: center; flex-shrink: 0;\">1<\/div>\r\n<div style=\"flex: 1; padding-top: 4px;\">\r\n<p style=\"font-weight: 600; margin: 0 0 5px;\">Regarder les personnes dans les yeux<\/p>\r\n<p style=\"margin: 0; font-size: 0.95em; color: #4b5563; line-height: 1.65;\">Avant m\u00eame de parler, il faut exister dans la relation. Un regard, une posture ouverte, une pr\u00e9sence authentique. Parce que si d\u00e8s les premi\u00e8res secondes tu lis tes notes ou fixes ton \u00e9cran, ton message est d\u00e9j\u00e0 affaibli.<\/p>\r\n<\/div>\r\n<\/div>\r\n<div style=\"display: flex; align-items: flex-start; gap: 20px;\">\r\n<div style=\"min-width: 44px; height: 44px; border-radius: 50%; background: #7C3AED; color: #fff; font-size: 15px; font-weight: 500; display: flex; align-items: center; justify-content: center; flex-shrink: 0;\">2<\/div>\r\n<div style=\"flex: 1; padding-top: 4px;\">\r\n<p style=\"font-weight: 600; margin: 0 0 5px;\">Raconter TON \u00ab\u00a0pourquoi\u00a0\u00bb : ce qui te motive, ce qui fait sens pour toi<\/p>\r\n<p style=\"margin: 0; font-size: 0.95em; color: #4b5563; line-height: 1.65;\">Si toi-m\u00eame tu ne crois pas \u00e0 ce que tu dis, comment veux-tu que ton \u00e9quipe y adh\u00e8re ? Il ne s&rsquo;agit pas de vendre du r\u00eave, mais d&rsquo;expliquer pourquoi cette mission est importante, m\u00eame si elle n&rsquo;est pas plaisante. Les collaborateurs peuvent comprendre des d\u00e9cisions difficiles, \u00e0 condition qu&rsquo;on leur donne les raisons r\u00e9elles.<\/p>\r\n<\/div>\r\n<\/div>\r\n<div style=\"display: flex; align-items: flex-start; gap: 20px;\">\r\n<div style=\"min-width: 44px; height: 44px; border-radius: 50%; background: #7C3AED; color: #fff; font-size: 15px; font-weight: 500; display: flex; align-items: center; justify-content: center; flex-shrink: 0;\">3<\/div>\r\n<div style=\"flex: 1; padding-top: 4px;\">\r\n<p style=\"font-weight: 600; margin: 0 0 5px;\">Redonner de l&rsquo;espace \u00e0 l&rsquo;\u00e9quipe<\/p>\r\n<p style=\"margin: 0; font-size: 0.95em; color: #4b5563; line-height: 1.65;\">On ne peut pas imposer un message et attendre une adh\u00e9sion imm\u00e9diate. La frustration fait partie du processus. Il faut laisser de l&rsquo;espace aux r\u00e9actions et amener les collaborateurs \u00e0 trouver eux-m\u00eames du sens dans ce qu&rsquo;on leur demande.<\/p>\r\n<\/div>\r\n<\/div>\r\n<\/div>\r\n\r\n\r\n\r\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\r\n<p>\u00ab Comment ce projet peut-il faire sens pour toi, une fois la frustration pass\u00e9e ? \u00bb<\/p>\r\n<p>Quand on pose cette question, on change la dynamique. On transforme une contrainte en un levier de r\u00e9flexion. Les collaborateurs deviennent acteurs du sens, au lieu d&rsquo;\u00eatre de simples ex\u00e9cutants.<\/p>\r\n<\/blockquote>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">Soutenir cette dynamique avec une communication interne coh\u00e9rente<\/h2>\r\n\r\n\r\n\r\n<p>Le r\u00f4le de la communication interne est de renforcer ce travail relationnel, pas de le remplacer. Les outils digitaux, les newsletters, les messages corporate doivent prolonger les \u00e9changes terrain, pas les contredire.<\/p>\r\n\r\n\r\n\r\n<p>Une communication efficace ne se limite pas \u00e0 transmettre un message, elle doit le porter sur plusieurs niveaux : le relationnel, l&rsquo;op\u00e9rationnel et le strat\u00e9gique. On ne motive pas une \u00e9quipe avec des chiffres \u2014 on la motive avec une vision, un projet incarn\u00e9, un message qui fait \u00e9cho \u00e0 ce qu&rsquo;elle vit au quotidien.<\/p>\r\n\r\n\r\n\r\n<div style=\"background: #FFFBEB; border: 1px solid #FCD34D; border-radius: 8px; padding: 1.25rem 1.5rem; margin: 1.5rem 0;\">\r\n<p style=\"font-size: 13px; font-weight: 600; color: #92400e; margin: 0 0 10px;\">La prochaine fois que tu dois transmettre un message cl\u00e9, pose-toi ces trois questions :<\/p>\r\n<ul style=\"list-style: none; padding: 0; margin: 0;\">\r\n<li style=\"display: flex; gap: 10px; align-items: flex-start; margin-bottom: 7px; color: #78350f; font-size: 14px;\"><span style=\"color: #b45309; margin-top: 1px;\">\u25b6<\/span> Ai-je pris le temps de cr\u00e9er du lien avant de parler ?<\/li>\r\n<li style=\"display: flex; gap: 10px; align-items: flex-start; margin-bottom: 7px; color: #78350f; font-size: 14px;\"><span style=\"color: #b45309; margin-top: 1px;\">\u25b6<\/span> Ai-je expliqu\u00e9 pourquoi ce sujet compte pour moi ?<\/li>\r\n<li style=\"display: flex; gap: 10px; align-items: flex-start; color: #78350f; font-size: 14px;\"><span style=\"color: #b45309; margin-top: 1px;\">\u25b6<\/span> Ai-je permis \u00e0 l&rsquo;\u00e9quipe de donner du sens \u00e0 ce projet, au-del\u00e0 de la contrainte ?<\/li>\r\n<\/ul>\r\n<\/div>\r\n\r\n\r\n\r\n<p><strong>Si la r\u00e9ponse est non, alors tu es encore dans l&rsquo;information, pas dans la communication. Besoin de soutien? Va voir<a href=\"https:\/\/dominique-ara.com\/fr\/corporate\/team\/\"> l\u00e0.<\/a><\/strong><\/p>\r\n\r\n\r\n\r\n<div style=\"background: #F3E8FF; border-left: 4px solid #7C3AED; border-radius: 0 8px 8px 0; padding: 1.25rem 1.5rem; margin: 1.5rem 0;\">\r\n<p style=\"font-size: 13px; font-weight: 600; color: #6b21a8; margin: 0 0 12px; text-transform: uppercase; letter-spacing: 0.05em;\">\ud83d\udcda Revise tes classiques !<\/p>\r\n<ul style=\"list-style: none; padding: 0; margin: 0; display: flex; flex-direction: column; gap: 10px;\">\r\n<li style=\"display: flex; align-items: flex-start; gap: 12px;\"><span style=\"font-size: 14px; color: #3c3489; line-height: 1.6;\"><strong>Simon Sinek<\/strong> \u2014 <em>Start With Why<\/em> (2009) \u00b7 <a style=\"color: #6b21a8;\" href=\"https:\/\/www.ted.com\/talks\/simon_sinek_how_great_leaders_inspire_action\" target=\"_blank\" rel=\"noopener\">Voir le TED Talk \u2192<\/a><\/span><\/li>\r\n<li style=\"display: flex; align-items: flex-start; gap: 12px;\"><span style=\"font-size: 14px; color: #3c3489; line-height: 1.6;\"><strong>Daniel Pink<\/strong> \u2014 <em>Drive : The Surprising Truth About What Motivates Us<\/em> (2011) <a href=\"https:\/\/www.youtube.com\/watch?v=KgGhSOAtAyQ\">la vid\u00e9o<\/a><a style=\"color: #6b21a8;\" href=\"https:\/\/www.ted.com\/talks\/simon_sinek_how_great_leaders_inspire_action\" target=\"_blank\" rel=\"noopener\">\u2192<\/a><\/span><\/li>\r\n<li style=\"display: flex; align-items: flex-start; gap: 12px;\"><span style=\"font-size: 14px; color: #3c3489; line-height: 1.6;\"><strong>Bren\u00e9 Brown<\/strong> \u2014 <em>Dare to Lead<\/em> (2018)\u00a0 &#8211;&gt; c&rsquo;est l\u00e0 o\u00f9 au sujet de la comm&rsquo; elle a \u00e9crit \u00ab\u00a0clear is kind, unclear is unkind\u00a0\u00bb<\/span><\/li>\r\n<\/ul>\r\n<\/div>\r\n\r\n\r\n<hr class=\"wp-block-separator\" \/>\r\n\r\n\r\n<p class=\"has-text-color\" style=\"color: #7c3aed; font-weight: 600;\">Dominique Ara<\/p>\r\n\r\n\r\n\r\n<p><em>Leadership Coach \u00b7 Formatrice en leadership \u00b7 Leadership antifragile<\/em><\/p>\r\n\r\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Informer n&rsquo;est pas communiquer ! Souvent, les organisations pensent qu&rsquo;envoyer des emails ou organiser des r\u00e9unions suffit \u00e0 impliquer leurs \u00e9quipes. Plongez dans cet article pour comprendre la diff\u00e9rence entre informer et communiquer, et apprenez \u00e0 f\u00e9d\u00e9rer autour de votre vision.<\/p>\n","protected":false},"author":2,"featured_media":11119,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[114,113],"tags":[],"class_list":["post-10630","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-team"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Informer n&#039;est pas communiquer! - Dominique Ara<\/title>\n<meta name=\"description\" content=\"Voici trois recommandations pour transformer vos messages en v\u00e9ritable communication et mobiliser vos \u00e9quipes autour d\u2019une vision claire.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dominique-ara.com\/fr\/blog\/informer-vs-communiquer\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Informer n&#039;est pas communiquer! 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