{"id":39715,"date":"2022-12-27T03:27:26","date_gmt":"2022-12-27T03:27:26","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39715"},"modified":"2023-01-14T05:10:38","modified_gmt":"2023-01-14T05:10:38","slug":"the-5-values-of-scrum-integrated-with-okr-frameworks","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/fr\/the-5-values-of-scrum-integrated-with-okr-frameworks\/","title":{"rendered":"Les 5 valeurs de scrum int\u00e9gr\u00e9es aux frameworks okr"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">Les 5 valeurs de Scrum int\u00e9gr\u00e9es aux cadres OKR <\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-16a640c5\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/fr\/?attachment_id=39726\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39726\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39726\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">Les 5 valeurs de Scrum int\u00e9gr\u00e9es aux OKR<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-the-5-values-of-scrum-integrated-with-okr-frameworks\">Les 5 valeurs de scrum int\u00e9gr\u00e9es aux cadres OKR<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Les valeurs peuvent avoir un impact presque magique sur les performances des individus, des \u00e9quipes et de l&#039;entreprise. Lorsque les valeurs deviennent un mode de vie, des normes de comportement non n\u00e9gociables et un ensemble de principes d&#039;action partag\u00e9s qui nous identifient en tant qu&#039;\u00e9quipe, elles deviennent des filtres efficaces pour la prise de d\u00e9cision et des barom\u00e8tres qui rendent la performance de l&#039;entreprise plus durable - quand une excellente performance contrevient \u00e0 votre syst\u00e8me de valeurs, la performance elle-m\u00eame ne sera probablement pas durable. Les 5 valeurs de Scrum peuvent \u00eatre int\u00e9gr\u00e9es de mani\u00e8re transparente aux cadres OKR.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Valeurs suppos\u00e9es<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Signification de pr\u00e9tendu - &quot; apparaissant ou d\u00e9clar\u00e9 vrai, mais pas n\u00e9cessairement. -All\u00e9gu\u00e9&quot;.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Souvent, les entreprises souffrent de leurs propres valeurs suppos\u00e9es. Les valeurs, lorsqu&#039;elles sont simplement \u00e9crites mais oubli\u00e9es et non suivies d&#039;effet, perdent leur sens et ne peuvent \u00eatre des d\u00e9clarations v\u00e9ridiques ou utiles.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsque les membres de l&#039;\u00e9quipe, les clients, les clients ou toute partie prenante lisent le syst\u00e8me de valeurs de l&#039;entreprise et que le comportement r\u00e9el des membres de l&#039;\u00e9quipe est en contradiction avec les valeurs qu&#039;ils sont cens\u00e9s d\u00e9fendre, ils remettront en question l&#039;int\u00e9grit\u00e9 du syst\u00e8me de valeurs lui-m\u00eame et, par extension, remettront \u00e9galement en question l&#039;int\u00e9grit\u00e9 des entreprises.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&quot;Un peuple qui valorise ses privil\u00e8ges au-dessus de ses principes perd rapidement les deux&quot;<\/p>\n<cite>Dwight Eisenhower<\/cite><\/blockquote>\n\n\n\n<h4 class=\"wp-block-heading\">Les valeurs, pour \u00eatre efficaces doivent \u00eatre :<\/h4>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-e6b3e9\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ol class=\"qubely-list qubely-list-type-ordered qubely-list-bullet-check-circle-outline\"><li>Peu\u00a0<\/li><li>Ancr\u00e9 dans la culture d&#039;entreprise<\/li><li>Co-cr\u00e9\u00e9 et clairement d\u00e9fini au sein de chaque r\u00f4le<\/li><li>Non seulement m\u00e9morable mais v\u00e9cu utilis\u00e9 pour les filtres pendant le processus de prise de d\u00e9cision<\/li><li>Confirm\u00e9 en tant que normes de comportement<\/li><li>Pris au s\u00e9rieux et mis en pratique par la direction en tant qu&#039;exemples clairs de comportements souhait\u00e9s<\/li><\/ol><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Exemple pratique : Une soci\u00e9t\u00e9 de logiciels a dix-huit valeurs. Apr\u00e8s avoir interrog\u00e9 plusieurs employ\u00e9s, ils ont du mal \u00e0 se souvenir m\u00eame de trois d&#039;entre eux. R\u00e9cemment, certains utilisateurs ont recherch\u00e9 leur syst\u00e8me de valeurs sur leur site Web pour le comparer \u00e0 leurs niveaux de service et ont fait des commentaires n\u00e9gatifs tels que\u00a0:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&quot;Vous \u00eates fier des excellentes exp\u00e9riences utilisateur, mais la mienne a \u00e9t\u00e9 moins qu&#039;excellente.&quot;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les pr\u00e9tendues valeurs sont susceptibles de &quot;devenir un b\u00e2ton&quot; avec lequel les autres vous frappent. Les valeurs doivent \u00eatre pratiques et partag\u00e9es, et tous les membres de l&#039;\u00e9quipe doivent \u00e9galement prendre position sur les valeurs de l&#039;entreprise.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"text-decoration: underline;\">Apprenez \u00e0 cr\u00e9er un syst\u00e8me de valeurs pratique qui contribue \u00e0 la performance de l&#039;entreprise en rejoignant notre <a href=\"https:\/\/okrinstitute.org\/courses\/okr-leadership-course\/\" target=\"_blank\" rel=\"noreferrer noopener\">cours de leadership<\/a><\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"> Les 5 valeurs de scrum&nbsp;<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Les cinq valeurs de la m\u00e9thodologie agile de scrum sont :<\/strong><\/p>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-8db442\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ul class=\"qubely-list qubely-list-type-unordered qubely-list-bullet-check-circle-outline\"><li>Courage<\/li><li>Se concentrer<\/li><li>Engagement<\/li><li>Respect<\/li><li>Ouverture<\/li><\/ul><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Dans la m\u00e9thodologie Scrum, les valeurs ci-dessus servent de guide pour le comportement individuel et d&#039;\u00e9quipe dans le but de renforcer la collaboration et d&#039;augmenter les chances de r\u00e9ussite du projet.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il existe plusieurs fa\u00e7ons de mettre en \u0153uvre les cinq valeurs de Scrum, y compris, mais sans s&#039;y limiter, les revues de sprint, les r\u00e9trospectives et les standups quotidiens dans lesquels les membres de l&#039;\u00e9quipe ont l&#039;occasion de revoir ce que chacun a accompli.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Comment les valeurs de Scrum peuvent s&#039;int\u00e9grer et compl\u00e9ter les cadres OKR<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Courage<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il faut du courage pour tenter quelque chose de nouveau. De plus, il faut du courage pour pers\u00e9v\u00e9rer, surtout lorsque de graves d\u00e9fis se pr\u00e9sentent. Les raisons susmentionn\u00e9es sont de tr\u00e8s bonnes raisons pour lesquelles les organisations devraient s&#039;efforcer de cr\u00e9er des cultures familiales saines et fortes - lorsque vous voyez un membre de votre \u00e9quipe se battre dur pour r\u00e9ussir vos objectifs communs, vous \u00eates susceptible d&#039;\u00eatre inspir\u00e9 et de ressentir l&#039;urgence d&#039;aller de l&#039;avant avec plus de courage.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le courage commence par un engagement sinc\u00e8re envers la vision de l&#039;entreprise, le syst\u00e8me de valeurs et d&#039;autres principes que nous d\u00e9fendons en tant qu&#039;\u00e9quipe. La croyance se construit au fil du temps alors que nous nous effor\u00e7ons collectivement de r\u00e9ussir en \u00e9quipe. La croyance est \u00e9largie \u00e0 mesure que nous am\u00e9liorons nos comp\u00e9tences et notre r\u00e9flexion et que nous nous soutenons les uns les autres. Une fois que la conviction est forte, il est plus simple de trouver le courage en soi en tant qu&#039;individu et au sein de l&#039;\u00e9quipe en tant que collectif.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Parfois, les \u00e9quipes abandonnent t\u00f4t lorsqu&#039;elles commencent \u00e0 faire face \u00e0 des d\u00e9fis lors du d\u00e9ploiement des cadres OKR, telles que certaines actions ou initiatives qui ne \u00ab\u00a0d\u00e9placent pas l&#039;aiguille\u00a0\u00bb du tout en termes d&#039;actualisation des r\u00e9sultats cl\u00e9s. Il faut du courage pour avancer et trouver des alternatives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Concentrez-vous<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La valeur Scrum de la concentration s&#039;aligne de mani\u00e8re transparente sur les cadres OKR, car l&#039;une des superpuissances OKR est, justement, la concentration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Moins c&#039;est plus quand il s&#039;agit de cadres d&#039;OKR et une concentration laser sur ce qui compte vraiment est n\u00e9cessaire pour obtenir un succ\u00e8s durable avec les OKR.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Certaines entreprises ont trop de valeurs, de proc\u00e9dures op\u00e9rationnelles standard et trop d&#039;objectifs, ce qui rend pratiquement impossible pour les membres de l&#039;\u00e9quipe d&#039;agir en cons\u00e9quence.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ayez moins de valeurs, d&#039;OKR et d&#039;autres principes, mais faites en sorte qu&#039;ils comptent en prenant des mesures coh\u00e9rentes et en vous concentrant clairement sur eux.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Engagement<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sans un v\u00e9ritable engagement envers les t\u00e2ches, les initiatives, les r\u00e9sultats cl\u00e9s et les objectifs ultimes de l&#039;entreprise, il est tr\u00e8s difficile d&#039;atteindre des objectifs ambitieux. L&#039;\u00e8re du \u00ab\u00a0d\u00e9mission tranquille\u00a0\u00bb et de la \u00ab\u00a0grande d\u00e9mission\u00a0\u00bb a prouv\u00e9 que les niveaux d&#039;engagement des employ\u00e9s, dont l&#039;engagement fait partie int\u00e9grante, sont un \u00ab\u00a0point br\u00fblant\u00a0\u00bb et un domaine qui devrait \u00eatre une grande pr\u00e9occupation pour les dirigeants des entreprises.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Premi\u00e8rement, la direction de l&#039;entreprise doit clairement d\u00e9montrer son engagement non seulement envers la vision de l&#039;entreprise et l&#039;impact soci\u00e9tal que l&#039;entreprise a en tant qu&#039;exemple inspirant pour les membres de l&#039;\u00e9quipe, mais \u00e9galement envers le d\u00e9veloppement personnel des membres de leur \u00e9quipe.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deuxi\u00e8mement, les dirigeants feraient bien de cr\u00e9er un climat motivant au sein de leur organisation dans lequel il est de plus en plus simple pour les membres de l&#039;\u00e9quipe de d\u00e9velopper plus d&#039;engagement envers l&#039;entreprise et ses objectifs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Favoriser la collaboration, la cr\u00e9ativit\u00e9 et l&#039;inclusion sont tous des facteurs qui peuvent soutenir les niveaux d&#039;engagement des membres de l&#039;\u00e9quipe. C&#039;est finalement chaque membre de l&#039;\u00e9quipe; d\u00e9cision individuelle quant \u00e0 leur engagement, mais cela peut \u00eatre fortement influenc\u00e9 par la direction de l&#039;entreprise.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4. Respecter<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le respect fondamental les uns envers les autres en tant que membres de l&#039;\u00e9quipe est essentiel \u00e0 la construction d&#039;une solide culture d&#039;\u00e9quipe. Il est peu probable que les membres de l&#039;\u00e9quipe partagent et collaborent s&#039;ils sentent qu&#039;on leur manque de respect.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le respect n&#039;est pas seulement une philosophie, il est pratiquement r\u00e9v\u00e9l\u00e9 par la fa\u00e7on dont nous nous saluons, nous traitons, travaillons ensemble et par la fa\u00e7on dont nous faisons r\u00e9ellement notre travail.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le respect et la confiance forment une base solide pour que les relations se renforcent au fil du temps. Toutes les parties prenantes doivent \u00eatre vraiment respect\u00e9es pour qu&#039;une organisation soit un succ\u00e8s durable<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>5. Ouverture<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L&#039;ouverture aux nouvelles id\u00e9es et le fait de donner une &quot;voix&quot; \u00e0 tous les membres de l&#039;\u00e9quipe ne doivent pas \u00eatre de simples paroles en l&#039;air, mais plut\u00f4t des pratiques ancr\u00e9es dans la culture de l&#039;entreprise.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les membres de l&#039;\u00e9quipe doivent se sentir en s\u00e9curit\u00e9 dans leur r\u00f4le et savoir qu&#039;ils peuvent d\u00e9battre librement des id\u00e9es pour en assurer la validit\u00e9. Une culture d&#039;ouverture peut aider \u00e0 briser les effets de silo ainsi que les hi\u00e9rarchies rigides si elles \u00e9touffent les progr\u00e8s.<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Nom de l&#039;auteur:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Directeur du d\u00e9veloppement des talents de l&#039;OKR Institute<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Cours connexes<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-e4ee35\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-practitioner-course\/\">Cours de praticien OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view 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src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2016\/12\/okr-foundation.webp\" alt=\"OKR Foundation Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-foundation\/\">Cours de base OKR<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">Messages r\u00e9cents<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-754ea4\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/streamlining-business-outcomes-with-vsm-and-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/06\/Blog-91-1.png\" alt=\"Streamlining Business Outcomes with VSM and OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/streamlining-business-outcomes-with-vsm-and-okrs\/\">Rationaliser les r\u00e9sultats commerciaux avec VSM et OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/the-motivating-mechanisms-of-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png\" alt=\"The Motivating Mechanisms of OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/the-motivating-mechanisms-of-okrs\/\">Les m\u00e9canismes de motivation des OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/5-hidden-costs-of-siloed-teams\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2025\/05\/Brown-Green-Modern-Started-My-Blog-YouTube-Thumbnail-39-1024x576.png\" alt=\"5 Hidden Costs Of Siloed Teams That Are Killing Your Bottom Line\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/5-hidden-costs-of-siloed-teams\/\">5 co\u00fbts cach\u00e9s des \u00e9quipes cloisonn\u00e9es qui ruinent vos r\u00e9sultats<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/10-ways-to-overcome-resistance-to-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/11\/Brown-Green-Modern-Started-My-Blog-YouTube-Thumbnail-31-min-1024x576.png\" alt=\"Turning Around the Naysayers: 10 Ways to Overcome Resistance to OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/10-ways-to-overcome-resistance-to-okrs\/\">Renverser la tendance : 10 fa\u00e7ons de surmonter la r\u00e9sistance aux OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/okrs-to-accelerate-business-strategies\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/meeting3.jpg\" alt=\"OKRs to Accelerate Business Strategies\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/okrs-to-accelerate-business-strategies\/\">OKR pour acc\u00e9l\u00e9rer les strat\u00e9gies commerciales<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Mots cl\u00e9s<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">Coaching #OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">Entra\u00eeneur #OKR<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-7a0c9f3b uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/fr\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Chercher\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Chercher\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" 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class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":39726,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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