{"id":718,"date":"2019-07-01T14:26:58","date_gmt":"2019-07-01T14:26:58","guid":{"rendered":"http:\/\/cru-wp.prpltest.com\/?page_id=718"},"modified":"2025-05-02T15:53:08","modified_gmt":"2025-05-02T19:53:08","slug":"leader-transitions","status":"publish","type":"page","link":"https:\/\/www.ldhr.org\/fr\/processes\/leader-transitions\/","title":{"rendered":"Processus de Transition des Leaders"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"718\" class=\"elementor elementor-718\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-513821fb elementor-hidden-phone elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"513821fb\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5398d28d\" data-id=\"5398d28d\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5eeb7676 elementor-widget elementor-widget-spacer\" data-id=\"5eeb7676\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-74bebe23 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"74bebe23\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;,&quot;background_motion_fx_motion_fx_mouse&quot;:&quot;yes&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-36457b02\" data-id=\"36457b02\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fa4c6c7 elementor-widget elementor-widget-image\" data-id=\"fa4c6c7\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/11\/adult-black-women-bracelets-facial-expression-1181503.jpg?w=1024\" title=\"adult-black-women-bracelets-facial-expression-1181503\" alt=\"adult-black-women-bracelets-facial-expression-1181503\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-2090568c\" data-id=\"2090568c\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-7119d859 elementor-widget elementor-widget-heading\" data-id=\"7119d859\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Transitions des Leaders<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2747755e elementor-widget elementor-widget-heading\" data-id=\"2747755e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Assurer la bonne transition des leaders nouvellement nomm\u00e9s<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5405c234 elementor-widget elementor-widget-text-editor\" data-id=\"5405c234\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400\">La recherche montre que les transitions des leaders sont tr\u00e8s stressantes. Environ la moiti\u00e9 des leaders en transition ont des performances en de\u00e7\u00e0 de la moyenne et \u00e9chouent<\/span><\/p><p><span style=\"font-weight: 400\"><b>Le<\/b> <\/span><b>Processus de Transition des Leaders <\/b><span style=\"font-weight: 400\">aide \u00e0 s'assurer que les leaders organisationnels nouvellement nomm\u00e9s sont pr\u00e9par\u00e9s pour le stress li\u00e9 aux transitions, qu'ils vivent des transitions de leadership fructueuses et qu'ils fonctionnent efficacement dans leurs nouveaux r\u00f4les de leadership.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-71f1420 elementor-hidden-phone elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"71f1420\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-9e32f60\" data-id=\"9e32f60\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fced8c2 elementor-widget elementor-widget-spacer\" data-id=\"fced8c2\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-4a039d9 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4a039d9\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-1f562f6\" data-id=\"1f562f6\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-002e9bd elementor-flip-box--direction-left elementor-flip-box--effect-flip elementor-widget elementor-widget-flip-box\" data-id=\"002e9bd\" data-element_type=\"widget\" data-widget_type=\"flip-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-flip-box\" tabindex=\"0\">\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__front\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__image\">\n\t\t\t\t\t\t\t\t<img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/07\/Awareness.png\" title=\"\" alt=\"\" \/>\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-flip-box__layer__title\">\n\t\t\t\t\t\t\t\t\u00c9tape 1\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\t\tPrise de Conscience\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__back\">\n\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\tLa premi\u00e8re \u00e9tape pour les leaders dans de nouveaux r\u00f4les est de prendre conscience des probl\u00e8mes cl\u00e9s qui affectent une bonne transition. \t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-e6548fa\" data-id=\"e6548fa\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9819352 elementor-flip-box--direction-left elementor-flip-box--effect-flip elementor-widget elementor-widget-flip-box\" data-id=\"9819352\" data-element_type=\"widget\" data-widget_type=\"flip-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-flip-box\" tabindex=\"0\">\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__front\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__image\">\n\t\t\t\t\t\t\t\t<img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/07\/Adjustment.png\" title=\"\" alt=\"\" \/>\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-flip-box__layer__title\">\n\t\t\t\t\t\t\t\t\u00c9tape 2\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\t\tAjustement\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__back\">\n\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\tLes nouveaux leaders peuvent alors prioriser et planifier les domaines qui n\u00e9cessitent un d\u00e9veloppement et les ajustements n\u00e9cessaires au succ\u00e8s de leur transition.\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-ad4fc1f\" data-id=\"ad4fc1f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-2d31189 elementor-flip-box--direction-left elementor-flip-box--effect-flip elementor-widget elementor-widget-flip-box\" data-id=\"2d31189\" data-element_type=\"widget\" data-widget_type=\"flip-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-flip-box\" tabindex=\"0\">\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__front\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__image\">\n\t\t\t\t\t\t\t\t<img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/07\/Assessment.png\" title=\"\" alt=\"\" \/>\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-flip-box__layer__title\">\n\t\t\t\t\t\t\t\t\u00c9tape 3\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\t\t\u00c9valuation\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__back\">\n\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\tPendant la p\u00e9riode de transition, il est utile d'avoir un mentor ou un coach pour suivre les progr\u00e8s du plan de d\u00e9veloppement de transition de leader.  \t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-4fe768d9 elementor-hidden-phone elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4fe768d9\" data-element_type=\"section\" data-settings=\"{&quot;motion_fx_motion_fx_scrolling&quot;:&quot;yes&quot;,&quot;motion_fx_devices&quot;:[&quot;desktop&quot;,&quot;tablet&quot;,&quot;mobile&quot;]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-15f914e6\" data-id=\"15f914e6\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-64541c24 elementor-hidden-phone elementor-tabs-view-horizontal elementor-widget elementor-widget-tabs\" data-id=\"64541c24\" data-element_type=\"widget\" data-widget_type=\"tabs.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-tabs\">\n\t\t\t<div class=\"elementor-tabs-wrapper\" role=\"tablist\" >\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1681\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"true\" data-tab=\"1\" role=\"tab\" tabindex=\"0\" aria-controls=\"elementor-tab-content-1681\" aria-expanded=\"false\">Prise de Conscience<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1682\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"2\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1682\" aria-expanded=\"false\">Ajustement<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1683\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"3\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1683\" aria-expanded=\"false\">\u00c9valuation<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1684\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"4\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1684\" aria-expanded=\"false\">Outils<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t<div class=\"elementor-tabs-content-wrapper\" role=\"tablist\" aria-orientation=\"vertical\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"true\" data-tab=\"1\" role=\"tab\" tabindex=\"0\" aria-controls=\"elementor-tab-content-1681\" aria-expanded=\"false\">Prise de Conscience<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1681\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1681\" tabindex=\"0\" hidden=\"false\"><h3><strong>Prise de Conscience<\/strong><\/h3><p><span style=\"font-weight: 400;\">Le plus souvent, ce n'est que lorsqu'un nouveau leader est nomm\u00e9 qu'il commence \u00e0 prendre douloureusement conscience des changements inattendus et des d\u00e9fis auxquels il sera confront\u00e9 lors de la transition. Il y a un certain nombre d'\u00e9l\u00e9ments qui affectent une transition.\u00a0\u00a0<\/span><\/p><ul><li><span style=\"font-weight: 400;\">\u00catre pr\u00eat \u00e0 g\u00e9rer le stress de transition \u2013 identifier les \u00e9l\u00e9ments stressants et r\u00e9soudre les probl\u00e8mes<\/span><\/li><li><span style=\"font-weight: 400;\">Apporter les changements de mentalit\u00e9 n\u00e9cessaires - avec de nouvelles responsabilit\u00e9s viennent les changements n\u00e9cessaires d'approche et de mentalit\u00e9 - c'est souvent le changement le plus surprenant<\/span><\/li><li><span style=\"font-weight: 400;\">Apprendre de nouvelles aptitudes et comp\u00e9tences \u2013 la plupart des transitions n\u00e9cessitent un ensemble d'aptitudes diff\u00e9rentes de celles d\u00e9velopp\u00e9es auparavant<\/span><\/li><li><span style=\"font-weight: 400;\">Comprendre l'impact sur les principales parties prenantes - les personnes de l'ancienne \u00e9quipe et de la nouvelle \u00e9quipe auront des r\u00e9actions diff\u00e9rentes au changement de leadership<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">La plupart de ces \u00e9l\u00e9ments ne peuvent pas \u00eatre contr\u00f4l\u00e9s, mais \u00eatre pr\u00e9par\u00e9. Comprendre, \u00e9valuer et hi\u00e9rarchiser les probl\u00e8mes selon qu'ils peuvent \u00eatre g\u00e9r\u00e9s ou minimis\u00e9s est essentiel.<\/span><\/p><p><span style=\"font-weight: 400;\"><b>Le<\/b> <a href=\"https:\/\/docs.google.com\/document\/d\/1Jc4dwgsLH5-vrfJ3XfN5CdCJTIwTnttmRDZYuHtv_N0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><b>Feuille de Travail sur la Transition des Leaders <\/b><\/a>est l'outil cl\u00e9 que nous utilisons pour aider un nouveau leader \u00e0 prendre conscience des \u00e9l\u00e9ments qui peuvent affecter le succ\u00e8s de la transition<\/span><span style=\"font-weight: 400;\">. Le nouveau leader (avec l'aide d'un coach de transition) remplit cette feuille de travail et \u00e9value l'impact potentiel de chaque \u00e9l\u00e9ment de transition, puis planifie de mani\u00e8re proactive comment faire face \u00e0 chacun d'eux. La<\/span><span style=\"font-weight: 400;\">\u00a0<a href=\"https:\/\/docs.google.com\/document\/d\/104voAkPrcPHx_RFhPpjZ_eLcOCtpButtXdHlQS7ZYXY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><strong>Pr\u00e9sentation des virages dans la transition des leaders<\/strong><\/a><\/span><span style=\"font-weight: 400;\"> (en dressant la liste des principaux changements de mentalit\u00e9 et des nouvelles comp\u00e9tences n\u00e9cessaires \u00e0 chaque \u00ab virage\u00bb majeur dans le leadership) peut \u00eatre utile pour comprendre les changements n\u00e9cessaires pour les transitions de r\u00f4le.<\/span><\/p><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"2\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1682\" aria-expanded=\"false\">Ajustement<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1682\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1682\" tabindex=\"0\" hidden=\"hidden\"><h3><strong>Ajustement<\/strong><\/h3><p><span style=\"font-weight: 400;\">En travaillant \u00e0 travers la <\/span><a href=\"https:\/\/docs.google.com\/document\/d\/1Jc4dwgsLH5-vrfJ3XfN5CdCJTIwTnttmRDZYuHtv_N0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><b>Feuille de Travail sur la Transition des Leaders<\/b><\/a><span style=\"font-weight: 400;\">, le leader nouvellement nomm\u00e9 identifiera et \u00e9valuera les \u00e9l\u00e9ments cl\u00e9s qui peuvent affecter la transition. Le r\u00f4le du coach est de travailler avec le nouveau leader pour prioriser les domaines de d\u00e9veloppement.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Dans cette \u00e9tape d'ajustement, le nouveau leader cr\u00e9era un <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1FmQn4RO2O3CJuwMiYDvE9YsE9ByvreKa1owzqDEvTCs\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Plan de D\u00e9veloppement de Transition de Leaders <\/a><\/strong><\/span><span style=\"font-weight: 400;\">(un exemple de mod\u00e8le est fourni). Le coach peut aider \u00e0 cr\u00e9er un plan de d\u00e9veloppement pour r\u00e9pondre \u00e0 ces besoins. Un des r\u00f4les cl\u00e9s du coach est d'aider le nouveau leader \u00e0 choisir des <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1AmKqelgyw9WNav6CdpDj-bQiiWPCpp388RJa3f_jYOY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">objectifs SMART<\/a> <\/strong>pour le plan<\/span><span style=\"font-weight: 400;\">.\u00a0\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Nous encourageons les nouveaux leaders \u00e0 participer \u00e0 une bonne relation de coaching\/mentorat qui aideront \u00e0 assurer une croissance et un d\u00e9veloppement efficaces pendant une transition. Bien qu'il y ait in\u00e9vitablement beaucoup de pression \u00e0 faire face dans les premiers jours d'une transition, les leaders les plus fructueux prennent un temps de pri\u00e8re pour s'adapter, apprendre \u00e0 conna\u00eetre l'\u00e9quipe et leur r\u00f4le, et se cr\u00e9er de la place pour leur croissance et leur d\u00e9veloppement personnels. Nous proposons un <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1mVBqSXtKdID-eH9CnjFVmKE4-BIzrquoPEUDgh0ExwI\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Guide pour Coachs de Transition des Leaders<\/a><\/strong> pour le coach\/mentor.<\/span><\/p><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"3\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1683\" aria-expanded=\"false\">\u00c9valuation<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1683\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1683\" tabindex=\"0\" hidden=\"hidden\"><h3><strong>\u00c9valuation<\/strong><\/h3><p><span style=\"font-weight: 400;\">M\u00eame avec un plan de d\u00e9veloppement fait d\u2019objectifs SMART, les pressions sur un nouveau leader changent souvent les plans et les r\u00e9alisations qui se produisent au cours des premi\u00e8res semaines et peuvent \u00e9galement red\u00e9finir les priorit\u00e9s. Il se peut qu'anticiper les zones de stress ait \u00e9t\u00e9 efficace en soi. Ou d'autres domaines de d\u00e9fi peuvent \u00e9merger au fur et \u00e0 mesure que le temps avance dans le nouveau r\u00f4le. Ces domaines peuvent \u00eatre ajout\u00e9s (ou \u00e9chang\u00e9s contre d'autres dans) le <a href=\"https:\/\/docs.google.com\/document\/d\/1FmQn4RO2O3CJuwMiYDvE9YsE9ByvreKa1owzqDEvTCs\/edit?usp=drive_link\" target=\"_blank\" rel=\"noopener\"><strong>Plan de D\u00e9veloppement de Transition de Leaders<\/strong><\/a> \u00e0 mesure que des opportunit\u00e9s de croissance sont identifi\u00e9es. Au cours des 3 \u00e0 6 premiers mois de transition, les progr\u00e8s du plan de d\u00e9veloppement du leader doivent \u00eatre \u00e9valu\u00e9s et le coach ou le mentor peut aider le leader \u00e0 faire les ajustements n\u00e9cessaires.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Bien que l'\u00e9valuation doive \u00eatre un \u00e9l\u00e9ment r\u00e9gulier de la p\u00e9riode de transition, il peut \u00eatre utile d'\u00e9valuer formellement les progr\u00e8s du plan de d\u00e9veloppement \u00e0 la fin d'une p\u00e9riode de transition convenue. Les \u00e9valuations pourraient inclure une auto-\u00e9valuation par le nouveau leader ainsi qu'une \u00e9valuation par le coach et\/ou le superviseur de la transition. Il serait utile pour le coach de transition de soumettre un rapport final sur les progr\u00e8s r\u00e9alis\u00e9s et des suggestions pour un d\u00e9veloppement ult\u00e9rieur. Si n\u00e9cessaire, un plan de d\u00e9veloppement suppl\u00e9mentaire peut \u00eatre \u00e9labor\u00e9 pour les prochains mois.\u00a0<\/span><\/p><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"4\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1684\" aria-expanded=\"false\">Outils<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1684\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1684\" tabindex=\"0\" hidden=\"hidden\"><h3><strong>Utilisation des Outils de Transition<\/strong><\/h3><p><span style=\"font-weight: 400;\">En cliquant sur les liens ci-dessous, vous pourrez t\u00e9l\u00e9charger les outils cl\u00e9s dont vous aurez besoin pour le Processus de Transition des Leaders. Pour une aide suppl\u00e9mentaire pour tirer le meilleur parti de ces outils, consultez les explications et autres ressources dans les ressources pour les facilitateurs.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Les ressources se concentrent particuli\u00e8rement sur la mise en \u0153uvre au sein d'une organisation comme Campus Pour Christ, donc une certaine adaptation peut \u00eatre n\u00e9cessaire afin de \u00ab s'adapter \u00bb aux cultures et aux structures organisationnelles en dehors de la CPCI.<\/span><\/p><p><span style=\"font-weight: 400;\">Nous aimerions recevoir vos commentaires, alors faites-nous savoir d'autres ressources connexes qui pourraient vous \u00eatre utiles. Contact:<\/span> <a href=\"mailto:info@LDHR.org\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">info@LDHR.org<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1a2WT5TiYkz7l_m4EtPmUWHZtVj_L1aylkgb5KwCXEEo\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><b>T\u00e9l\u00e9charger l'Aper\u00e7u<\/b><\/a><\/p><h5><b>Outils Cl\u00e9s :\u00a0\u00a0<\/b><\/h5><p><a href=\"https:\/\/docs.google.com\/document\/d\/1a2WT5TiYkz7l_m4EtPmUWHZtVj_L1aylkgb5KwCXEEo\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Pr\u00e9sentation du Processus de Transition des Leaders<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1Jc4dwgsLH5-vrfJ3XfN5CdCJTIwTnttmRDZYuHtv_N0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Feuille de Travail sur la Transition des Leaders<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/104voAkPrcPHx_RFhPpjZ_eLcOCtpButtXdHlQS7ZYXY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Pr\u00e9sentation des virages dans la transition des leaders<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1FmQn4RO2O3CJuwMiYDvE9YsE9ByvreKa1owzqDEvTCs\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Plan de D\u00e9veloppement de Transition de Leaders<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1mVBqSXtKdID-eH9CnjFVmKE4-BIzrquoPEUDgh0ExwI\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Guide pour Coachs de Transition des Leaders\u00a0<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1nzSH64vOW9ons_xgLwWtKft7NT5LByv8Bbna4FCB6ek\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Se Fixer des Objectifs SMART<\/span><\/a><\/p><h5><b>Ressources pour Facilitateurs<\/b><b><\/b><\/h5><p><span style=\"font-weight: 400;\"><a href=\"https:\/\/docs.google.com\/document\/d\/1UyVI8i-3lMj996AT_Kt-IyWqc25Djb-anHJ0EppJVOs\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Guide de l'Utilisateur des Facilitateurs<\/a> \u2013 un aper\u00e7u complet des processus de s\u00e9lection et de transition<\/span><\/p><p><span style=\"font-weight: 400;\"><a href=\"https:\/\/docs.google.com\/document\/d\/1zTJ9zhVJg_9ENsqKWLfBK0GRDmgLTiv0U-2pBcPAb-0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Pr\u00e9sentation de la Transition des Leaders<\/a> \u2013 r\u00e9sum\u00e9 d'une page<\/span><\/p><\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-756432fc elementor-hidden-desktop elementor-hidden-tablet elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"756432fc\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-16da3a85\" data-id=\"16da3a85\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-a2e5079 elementor-hidden-desktop elementor-hidden-tablet elementor-widget elementor-widget-accordion\" data-id=\"a2e5079\" data-element_type=\"widget\" data-widget_type=\"accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-1701\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-1701\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Prise de Conscience<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1701\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-1701\"><h3><strong>Prise de Conscience<\/strong><\/h3>\n<span style=\"font-weight: 400\">Le plus souvent, ce n'est que lorsqu'un nouveau leader est nomm\u00e9 qu'il commence \u00e0 prendre douloureusement conscience des changements inattendus et des d\u00e9fis auxquels il sera confront\u00e9 lors de la transition. Il y a un certain nombre d'\u00e9l\u00e9ments qui affectent une transition.\u00a0\u00a0<\/span>\n<ul>\n \t<li><span style=\"font-weight: 400\">\u00catre pr\u00eat \u00e0 g\u00e9rer le stress de transition \u2013 identifier les \u00e9l\u00e9ments stressants et r\u00e9soudre les probl\u00e8mes<\/span><\/li>\n \t<li><span style=\"font-weight: 400\">Apporter les changements de mentalit\u00e9 n\u00e9cessaires - avec de nouvelles responsabilit\u00e9s viennent les changements n\u00e9cessaires d'approche et de mentalit\u00e9 - c'est souvent le changement le plus surprenant<\/span><\/li>\n \t<li><span style=\"font-weight: 400\">Apprendre de nouvelles aptitudes et comp\u00e9tences \u2013 la plupart des transitions n\u00e9cessitent un ensemble d'aptitudes diff\u00e9rentes de celles d\u00e9velopp\u00e9es auparavant<\/span><\/li>\n \t<li><span style=\"font-weight: 400\">Comprendre l'impact sur les principales parties prenantes - les personnes de l'ancienne \u00e9quipe et de la nouvelle \u00e9quipe auront des r\u00e9actions diff\u00e9rentes au changement de leadership<\/span><\/li>\n<\/ul>\n<span style=\"font-weight: 400\">La plupart de ces \u00e9l\u00e9ments ne peuvent pas \u00eatre contr\u00f4l\u00e9s, mais \u00eatre pr\u00e9par\u00e9. Comprendre, \u00e9valuer et hi\u00e9rarchiser les probl\u00e8mes selon qu'ils peuvent \u00eatre g\u00e9r\u00e9s ou minimis\u00e9s est essentiel.<\/span>\n\n<span style=\"font-weight: 400\"><b>Le<\/b> <a href=\"https:\/\/docs.google.com\/document\/d\/1Jc4dwgsLH5-vrfJ3XfN5CdCJTIwTnttmRDZYuHtv_N0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><b>Feuille de Travail sur la Transition des Leaders <\/b><\/a>est l'outil cl\u00e9 que nous utilisons pour aider un nouveau leader \u00e0 prendre conscience des \u00e9l\u00e9ments qui peuvent affecter le succ\u00e8s de la transition<\/span><span style=\"font-weight: 400\">. Le nouveau leader (avec l'aide d'un coach de transition) remplit cette feuille de travail et \u00e9value l'impact potentiel de chaque \u00e9l\u00e9ment de transition, puis planifie de mani\u00e8re proactive comment faire face \u00e0 chacun d'eux. La<\/span><span style=\"font-weight: 400\">\u00a0<a href=\"https:\/\/docs.google.com\/document\/d\/104voAkPrcPHx_RFhPpjZ_eLcOCtpButtXdHlQS7ZYXY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><strong>Pr\u00e9sentation des virages dans la transition des leaders<\/strong><\/a><\/span><span style=\"font-weight: 400\"> (en dressant la liste des principaux changements de mentalit\u00e9 et des nouvelles comp\u00e9tences n\u00e9cessaires \u00e0 chaque \u00ab virage\u00bb majeur dans le leadership) peut \u00eatre utile pour comprendre les changements n\u00e9cessaires pour les transitions de r\u00f4le.<\/span><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-1702\" class=\"elementor-tab-title\" data-tab=\"2\" role=\"button\" aria-controls=\"elementor-tab-content-1702\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Ajustement<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1702\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"region\" aria-labelledby=\"elementor-tab-title-1702\"><h3><strong>Ajustement<\/strong><\/h3><p><span style=\"font-weight: 400\">En travaillant \u00e0 travers la <\/span><a href=\"https:\/\/docs.google.com\/document\/d\/1Jc4dwgsLH5-vrfJ3XfN5CdCJTIwTnttmRDZYuHtv_N0\/edit?usp=sharing\"><b>Feuille de Travail sur la Transition des Leaders<\/b><\/a><span style=\"font-weight: 400\">, le leader nouvellement nomm\u00e9 identifiera et \u00e9valuera les \u00e9l\u00e9ments cl\u00e9s qui peuvent affecter la transition. Le r\u00f4le du coach est de travailler avec le nouveau leader pour prioriser les domaines de d\u00e9veloppement.\u00a0<\/span><\/p><p><span style=\"font-weight: 400\">Dans cette \u00e9tape d'ajustement, le nouveau leader cr\u00e9era un <a href=\"https:\/\/docs.google.com\/document\/d\/1FmQn4RO2O3CJuwMiYDvE9YsE9ByvreKa1owzqDEvTCs\/edit?usp=sharing\"><strong>Plan de D\u00e9veloppement de Transition de Leaders<\/strong><\/a><\/span><span style=\"font-weight: 400\">\u00a0(un exemple de mod\u00e8le est fourni). Le coach peut aider \u00e0 cr\u00e9er un plan de d\u00e9veloppement pour r\u00e9pondre \u00e0 ces besoins. Un des r\u00f4les cl\u00e9s du coach est d'aider le nouveau leader \u00e0 choisir des <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1AmKqelgyw9WNav6CdpDj-bQiiWPCpp388RJa3f_jYOY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">objectifs SMART<\/a> <\/strong>pour le plan<\/span><span style=\"font-weight: 400\">.\u00a0<\/span><\/p><p><span style=\"font-weight: 400\">Nous encourageons les nouveaux leaders \u00e0 participer \u00e0 une bonne relation de coaching\/mentorat qui aideront \u00e0 assurer une croissance et un d\u00e9veloppement efficaces pendant une transition. Bien qu'il y ait in\u00e9vitablement beaucoup de pression \u00e0 faire face dans les premiers jours d'une transition, les leaders les plus fructueux prennent un temps de pri\u00e8re pour s'adapter, apprendre \u00e0 conna\u00eetre l'\u00e9quipe et leur r\u00f4le, et se cr\u00e9er de la place pour leur croissance et leur d\u00e9veloppement personnels. Nous proposons un <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1mVBqSXtKdID-eH9CnjFVmKE4-BIzrquoPEUDgh0ExwI\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Guide pour Coachs de Transition des Leaders<\/a><\/strong> pour le coach\/mentor.<\/span><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-1703\" class=\"elementor-tab-title\" data-tab=\"3\" role=\"button\" aria-controls=\"elementor-tab-content-1703\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">\u00c9valuation<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1703\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"region\" aria-labelledby=\"elementor-tab-title-1703\"><h3><strong>\u00c9valuation<\/strong><\/h3><p><span style=\"font-weight: 400\">M\u00eame avec un plan de d\u00e9veloppement fait d\u2019objectifs SMART, les pressions sur un nouveau leader changent souvent les plans et les r\u00e9alisations qui se produisent au cours des premi\u00e8res semaines et peuvent \u00e9galement red\u00e9finir les priorit\u00e9s. Il se peut qu'anticiper les zones de stress ait \u00e9t\u00e9 efficace en soi. Ou d'autres domaines de d\u00e9fi peuvent \u00e9merger au fur et \u00e0 mesure que le temps avance dans le nouveau r\u00f4le. Ces domaines peuvent \u00eatre ajout\u00e9s (ou \u00e9chang\u00e9s contre d'autres dans) le <a href=\"https:\/\/docs.google.com\/document\/d\/1FmQn4RO2O3CJuwMiYDvE9YsE9ByvreKa1owzqDEvTCs\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><strong>Plan de D\u00e9veloppement de Transition de Leaders<\/strong><\/a> \u00e0 mesure que des opportunit\u00e9s de croissance sont identifi\u00e9es. Au cours des 3 \u00e0 6 premiers mois de transition, les progr\u00e8s du plan de d\u00e9veloppement du leader doivent \u00eatre \u00e9valu\u00e9s et le coach ou le mentor peut aider le leader \u00e0 faire les ajustements n\u00e9cessaires. <\/span><\/p><p><span style=\"font-weight: 400\">Bien que l'\u00e9valuation doive \u00eatre un \u00e9l\u00e9ment r\u00e9gulier de la p\u00e9riode de transition, il peut \u00eatre utile d'\u00e9valuer formellement les progr\u00e8s du plan de d\u00e9veloppement \u00e0 la fin d'une p\u00e9riode de transition convenue. Les \u00e9valuations pourraient inclure une auto-\u00e9valuation par le nouveau leader ainsi qu'une \u00e9valuation par le coach et\/ou le superviseur de la transition. Il serait utile pour le coach de transition de soumettre un rapport final sur les progr\u00e8s r\u00e9alis\u00e9s et des suggestions pour un d\u00e9veloppement ult\u00e9rieur. Si n\u00e9cessaire, un plan de d\u00e9veloppement suppl\u00e9mentaire peut \u00eatre \u00e9labor\u00e9 pour les prochains mois.\u00a0<\/span><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-1704\" class=\"elementor-tab-title\" data-tab=\"4\" role=\"button\" aria-controls=\"elementor-tab-content-1704\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Outils<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1704\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"region\" aria-labelledby=\"elementor-tab-title-1704\"><h3><strong>Utilisation des Outils de Transition<\/strong><\/h3>\n<p><span style=\"font-weight: 400\">En cliquant sur les liens ci-dessous, vous pourrez t\u00e9l\u00e9charger les outils cl\u00e9s dont vous aurez besoin pour le Processus de Transition des Leaders. Pour une aide suppl\u00e9mentaire pour tirer le meilleur parti de ces outils, consultez les explications et autres ressources dans les ressources pour les facilitateurs.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Les ressources se concentrent particuli\u00e8rement sur la mise en \u0153uvre au sein d'une organisation comme Campus Pour Christ, donc une certaine adaptation peut \u00eatre n\u00e9cessaire afin de \u00ab s'adapter \u00bb aux cultures et aux structures organisationnelles en dehors de la CPCI.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Nous aimerions recevoir vos commentaires, alors faites-nous savoir d'autres ressources connexes qui pourraient vous \u00eatre utiles. Contact:<\/span> <a href=\"mailto:info@LeaderTransitions.org\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">info@LeaderTransitions.org<\/span><\/a><\/p>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1a2WT5TiYkz7l_m4EtPmUWHZtVj_L1aylkgb5KwCXEEo\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><b>T\u00e9l\u00e9charger l'Aper\u00e7u<\/b><\/a><\/p>\n<h5><b>Outils Cl\u00e9s :&nbsp;&nbsp;<\/b><\/h5>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1a2WT5TiYkz7l_m4EtPmUWHZtVj_L1aylkgb5KwCXEEo\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Pr\u00e9sentation du Processus de Transition des Leaders<\/span><\/a><span style=\"font-weight: 400\">&nbsp;<\/span><\/p>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1Jc4dwgsLH5-vrfJ3XfN5CdCJTIwTnttmRDZYuHtv_N0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Feuille de Travail sur la Transition des Leaders<\/span><\/a><\/p>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/104voAkPrcPHx_RFhPpjZ_eLcOCtpButtXdHlQS7ZYXY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Pr\u00e9sentation des virages dans la transition des leaders<\/span><\/a><\/p>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1FmQn4RO2O3CJuwMiYDvE9YsE9ByvreKa1owzqDEvTCs\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Plan de D\u00e9veloppement de Transition de Leaders<\/span><\/a><\/p>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1mVBqSXtKdID-eH9CnjFVmKE4-BIzrquoPEUDgh0ExwI\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Guide pour Coachs de Transition des Leaders&nbsp;<\/span><\/a><\/p>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/1nzSH64vOW9ons_xgLwWtKft7NT5LByv8Bbna4FCB6ek\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Se Fixer des Objectifs SMART<\/span><\/a><\/p>\n<h5><b>Ressources pour Facilitateurs&nbsp;&nbsp;<\/b><b><\/b><\/h5>\n<p><span style=\"font-weight: 400\"><a href=\"https:\/\/docs.google.com\/document\/d\/1UyVI8i-3lMj996AT_Kt-IyWqc25Djb-anHJ0EppJVOs\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Guide de l'Utilisateur des Facilitateurs<\/a> \u2013 un aper\u00e7u complet des processus de s\u00e9lection et de transition<\/span><\/p>\n<p><span style=\"font-weight: 400\"><a href=\"https:\/\/docs.google.com\/document\/d\/1zTJ9zhVJg_9ENsqKWLfBK0GRDmgLTiv0U-2pBcPAb-0\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Pr\u00e9sentation de la Transition des Leaders<\/a> \u2013 r\u00e9sum\u00e9 d'une page<\/span><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-22f5fa7 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"22f5fa7\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b7d2e38\" data-id=\"b7d2e38\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-75ae6fc elementor-widget elementor-widget-spacer\" data-id=\"75ae6fc\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2d693038 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2d693038\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-35061f31\" data-id=\"35061f31\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-27aa122c elementor-widget elementor-widget-heading\" data-id=\"27aa122c\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Ressources associ\u00e9es<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1a517868 elementor-widget elementor-widget-text-editor\" data-id=\"1a517868\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Vous ne savez o\u00f9 aller apr\u00e8s cette page? Jetez un \u0153il \u00e0 quelques-unes des autres ressources des Processus mises \u00e0 votre disposition.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-273b6b elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"273b6b\" data-element_type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-7ef13d38\" data-id=\"7ef13d38\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-4ff7ac27 elementor-grid-2 elementor-posts--align-left elementor-grid-tablet-2 elementor-grid-mobile-1 elementor-posts--thumbnail-top elementor-card-shadow-yes elementor-posts__hover-gradient elementor-widget elementor-widget-posts\" data-id=\"4ff7ac27\" data-element_type=\"widget\" data-settings=\"{&quot;cards_columns&quot;:&quot;2&quot;,&quot;cards_columns_tablet&quot;:&quot;2&quot;,&quot;cards_columns_mobile&quot;:&quot;1&quot;,&quot;cards_row_gap&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:35,&quot;sizes&quot;:[]},&quot;cards_row_gap_tablet&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;cards_row_gap_mobile&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]}}\" data-widget_type=\"posts.cards\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-posts-container elementor-posts elementor-posts--skin-cards elementor-grid\" role=\"list\">\n\t\t\t\t<article class=\"elementor-post elementor-grid-item post-743 page type-page status-publish has-post-thumbnail hentry\" role=\"listitem\">\n\t\t\t<div class=\"elementor-post__card\">\n\t\t\t\t<a class=\"elementor-post__thumbnail__link\" href=\"https:\/\/www.ldhr.org\/fr\/processes\/leadership-selection\/\" tabindex=\"-1\" ><div class=\"elementor-post__thumbnail\"><img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/11\/photo-of-people-sitting-near-fence-3184321.jpg?w=300\" title=\"photo-of-people-sitting-near-fence-3184321\" alt=\"photo-of-people-sitting-near-fence-3184321\" \/><\/div><\/a>\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h1 class=\"elementor-post__title\">\n\t\t\t<a href=\"https:\/\/www.ldhr.org\/fr\/processes\/leadership-selection\/\" >\n\t\t\t\tProcessus de S\u00e9lection des Leaders\t\t\t<\/a>\n\t\t<\/h1>\n\t\t\t\t<div class=\"elementor-post__excerpt\">\n\t\t\t<p>S\u00e9lection des leaders. S\u00e9lectionner des bons leaders pour la mission. Le besoin d'un leadership de haut calibre est urgent. Comment pouvons-nous avoir l\u2019assurance d\u2019avoir s\u00e9lectionn\u00e9 le bon<\/p>\n\t\t<\/div>\n\t\t\n\t\t<a class=\"elementor-post__read-more\" href=\"https:\/\/www.ldhr.org\/fr\/processes\/leadership-selection\/\" aria-label=\"Read more about Leadership Selection Process\" tabindex=\"-1\" >\n\t\t\tExplorer la Ressource \u00bb\t\t<\/a>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/article>\n\t\t\t\t<article class=\"elementor-post elementor-grid-item post-745 page type-page status-publish has-post-thumbnail hentry\" role=\"listitem\">\n\t\t\t<div class=\"elementor-post__card\">\n\t\t\t\t<a class=\"elementor-post__thumbnail__link\" href=\"https:\/\/www.ldhr.org\/fr\/processes\/conflict-grievance-discipline\/\" tabindex=\"-1\" ><div class=\"elementor-post__thumbnail\"><img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/08\/nik-macmillan-YXemfQiPR_E-unsplash.jpg?w=300\" title=\"nik-macmillan-YXemfQiPR_E-unsplash\" alt=\"nik-macmillan-YXemfQiPR_E-unsplash\" \/><\/div><\/a>\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h1 class=\"elementor-post__title\">\n\t\t\t<a href=\"https:\/\/www.ldhr.org\/fr\/processes\/conflict-grievance-discipline\/\" >\n\t\t\t\tConflit, Grief &amp; Discipline\t\t\t<\/a>\n\t\t<\/h1>\n\t\t\t\t<div class=\"elementor-post__excerpt\">\n\t\t\t<p>Conflit, Grief et Discipline. Dans le cadre de notre cours de \"Vos 100 Premiers jours aux RHDL\", ce module d'apprentissage vous conduit \u00e0 travers les principes g\u00e9n\u00e9raux de<\/p>\n\t\t<\/div>\n\t\t\n\t\t<a class=\"elementor-post__read-more\" href=\"https:\/\/www.ldhr.org\/fr\/processes\/conflict-grievance-discipline\/\" aria-label=\"Read more about Conflict, Grievance &amp; Discipline\" tabindex=\"-1\" >\n\t\t\tExplorer la Ressource \u00bb\t\t<\/a>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/article>\n\t\t\t\t<\/div>\n\t\t\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-21c9e97a elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"21c9e97a\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-7a125ab\" data-id=\"7a125ab\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-64a4fcb3 elementor-widget elementor-widget-heading\" data-id=\"64a4fcb3\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Outils essentiels<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-27fcca5b elementor-widget elementor-widget-text-editor\" data-id=\"27fcca5b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<span style=\"font-size: 16px;font-style: normal;text-transform: none\">Vous pr\u00e9senter les outils fondamentaux des RHDL <\/span>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5ed495a1 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"5ed495a1\" data-element_type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-130a9fbf\" data-id=\"130a9fbf\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-732f0cf4 elementor-position-inline-start elementor-view-default elementor-mobile-position-block-start elementor-widget elementor-widget-icon-box\" data-id=\"732f0cf4\" data-element_type=\"widget\" data-widget_type=\"icon-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-box-wrapper\">\n\n\t\t\t\t\t\t<div class=\"elementor-icon-box-icon\">\n\t\t\t\t<a href=\"https:\/\/docs.google.com\/document\/d\/12Zz5ERt7gyIhkgPOC78WnG8Xc6uX94WkOvqlt41Kusk\/edit\" target=\"_blank\" class=\"elementor-icon elementor-animation-grow\" tabindex=\"-1\" aria-label=\"Standards des Equipiers\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-chevron-right\"><\/i>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"https:\/\/docs.google.com\/document\/d\/12Zz5ERt7gyIhkgPOC78WnG8Xc6uX94WkOvqlt41Kusk\/edit\" target=\"_blank\" >\n\t\t\t\t\t\t\tStandards des Equipiers\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<p class=\"elementor-icon-box-description\">\n\t\t\t\t\t\tCette session de \u00ab Vos 100 Premiers Jours aux RHDL \u00bb explique ce qu'il faut pour \u00eatre \u00e9quipier de CPCI\n\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1651277 elementor-position-inline-start elementor-view-default elementor-mobile-position-block-start elementor-widget elementor-widget-icon-box\" data-id=\"1651277\" data-element_type=\"widget\" data-widget_type=\"icon-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-box-wrapper\">\n\n\t\t\t\t\t\t<div class=\"elementor-icon-box-icon\">\n\t\t\t\t<a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1oagUV9HCZX2CZygpsMZ3fSWMyhBAqGFot_2qcF84LuE\/edit?usp=sharing\" class=\"elementor-icon\" tabindex=\"-1\" aria-label=\"Changements d&#039;Etat d&#039;esprit et de Comp\u00e9tences pour de Nouveaux Niveaux de Leadership\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-chevron-right\"><\/i>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1oagUV9HCZX2CZygpsMZ3fSWMyhBAqGFot_2qcF84LuE\/edit?usp=sharing\" >\n\t\t\t\t\t\t\tChangements d'Etat d'esprit et de Comp\u00e9tences pour de Nouveaux Niveaux de Leadership\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<p class=\"elementor-icon-box-description\">\n\t\t\t\t\t\tUn outil pour aider \u00e0 d\u00e9velopper de nouveaux leaders locaux et nationaux pour Au-del\u00e0 2020 \t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-39a42a9a elementor-position-inline-start elementor-view-default elementor-mobile-position-block-start elementor-widget elementor-widget-icon-box\" data-id=\"39a42a9a\" data-element_type=\"widget\" data-widget_type=\"icon-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-box-wrapper\">\n\n\t\t\t\t\t\t<div class=\"elementor-icon-box-icon\">\n\t\t\t\t<a href=\"https:\/\/docs.google.com\/document\/d\/1dYyHN_k34cC1lelyyxMpj4ROWrTLMOILsD9787-pCSg\/edit\" target=\"_blank\" class=\"elementor-icon elementor-animation-grow\" tabindex=\"-1\" aria-label=\"Le But et la Pratique de la Police\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-chevron-right\"><\/i>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"https:\/\/docs.google.com\/document\/d\/1dYyHN_k34cC1lelyyxMpj4ROWrTLMOILsD9787-pCSg\/edit\" target=\"_blank\" >\n\t\t\t\t\t\t\tLe But et la Pratique de la Police\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<p class=\"elementor-icon-box-description\">\n\t\t\t\t\t\tCette session  de \"Vos 100 Premiers Jours aux RHDL\" explique les raisons pour lesquelles nous avons des polices et comment bien les r\u00e9diger\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Leader Transitions Ensuring newly appointed leaders transition well Research shows that leader transitions are highly stressful. Approximately half of transitioning leaders under-perform and fall\u00a0 short&#8230;<\/p>","protected":false},"author":51,"featured_media":2648,"parent":2296,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"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":"default","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 center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"keyword":[],"class_list":["post-718","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"jetpack_sharing_enabled":true,"meta_box":{"_cloudsearch_visibility":""},"_links":{"self":[{"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/pages\/718","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/users\/51"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/comments?post=718"}],"version-history":[{"count":100,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/pages\/718\/revisions"}],"predecessor-version":[{"id":36623,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/pages\/718\/revisions\/36623"}],"up":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/pages\/2296"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/media\/2648"}],"wp:attachment":[{"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/media?parent=718"}],"wp:term":[{"taxonomy":"keyword","embeddable":true,"href":"https:\/\/www.ldhr.org\/fr\/wp-json\/wp\/v2\/keyword?post=718"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}