{"id":2026,"date":"2020-10-05T09:00:12","date_gmt":"2020-10-05T07:00:12","guid":{"rendered":"https:\/\/walk-your-talk.be\/apprendre-du-burn-out-pointer-les-autres-du-doigt-ou-regarder-en-soi-meme\/"},"modified":"2020-10-05T09:00:12","modified_gmt":"2020-10-05T07:00:12","slug":"apprendre-du-burn-out-pointer-les-autres-du-doigt-ou-regarder-en-soi-meme","status":"publish","type":"post","link":"https:\/\/www.walk-your-talk.be\/fr\/apprendre-du-burn-out-pointer-les-autres-du-doigt-ou-regarder-en-soi-meme\/","title":{"rendered":"Apprendre du burn-out. Pointer les autres du doigt ou regarder en soi-m\u00eame ?"},"content":{"rendered":"<p><em>Si l\u2019eau se trouble ou si le d\u00e9bit diminue, la meilleure solution consiste \u00e0 fermer le robinet et \u00e0 localiser l\u2019obstruction. C\u2019est la responsabilit\u00e9 partag\u00e9e des dirigeants et des collaborateurs. Quiconque ose chercher jusqu\u2019\u00e0 la petite mare stagnante et malodorante d\u00e9couvrira des besoins insatisfaits et des \u00e9motions non exprim\u00e9es. La communication non-violente n\u2019est pas un simple outil ; m\u00eame dans des questions professionnelles profond\u00e9ment ancr\u00e9es comme celle-ci, elle apporte libert\u00e9, possibilit\u00e9s et restauration de la relation.   <\/em><\/p>\n<p>Une \u00e9tude r\u00e9cente de l\u2019UGent et de De Morgen montre que les patrons jouent un r\u00f4le crucial dans l\u2019apparition du burn-out et le r\u00e9tablissement qui s\u2019ensuit. Chez Walk Your Talk, nous reconnaissons l\u2019impact des dirigeants sur la culture organisationnelle et le bien-\u00eatre des collaborateurs, mais nous aimons \u00e9largir la question : le collaborateur a \u00e9galement une responsabilit\u00e9 et peut l\u2019assumer et agir en cons\u00e9quence, notamment gr\u00e2ce \u00e0 la communication non-violente. Si l\u2019entreprise laisse de l\u2019espace aux deux parties pour ce processus, beaucoup moins de robinets devront \u00eatre ferm\u00e9s et un flux authentique assurera l\u2019approvisionnement et la purification.  <\/p>\n<h2>Quel impact avez-vous vous-m\u00eame ?<\/h2>\n<p>Un burn-out survient lorsque le lien est rompu, et il ne s\u2019agit pas seulement du lien avec votre patron, mais surtout du lien avec vous-m\u00eame. Une surcharge de travail, une disponibilit\u00e9 permanente ou la pression du temps aggravent la situation \u00e0 chaque fois. Une \u00e9tape pr\u00e9cieuse dans le processus de r\u00e9tablissement consiste \u00e0 s\u2019arr\u00eater et \u00e0 regarder en soi, avant m\u00eame de commencer \u00e0 d\u00e9signer un autre coupable. En communication non-violente, cela se passe comme suit :   <\/p>\n<ul>\n<li>Que remarquez-vous en vous-m\u00eame ? Utilisez vos sens et \u00e9vitez toute interpr\u00e9tation ou tout jugement. Par exemple : \u00ab Depuis six mois, je dis oui \u00e0 chaque question que me pose mon coll\u00e8gue x. \u00bb  <\/li>\n<li>Comment vous sentez-vous par rapport \u00e0 cela ? Quelles \u00e9motions cette observation suscite-t-elle en vous ? Par exemple : \u00ab Je ressens de la tristesse. \u00bb  <\/li>\n<li>Quel besoin se cache derri\u00e8re cela ? Votre \u00e9motion est un signal : quelque chose que vous jugez important n\u2019est pas satisfait. Par exemple : \u00ab Je consid\u00e8re que la collaboration et la flexibilit\u00e9 sont importantes, c\u2019est pourquoi j\u2019accepte volontiers de reprendre du travail. Mais je consid\u00e8re aussi que l\u2019autonomie et la libert\u00e9 sont importantes, et c\u2019est l\u00e0 que le b\u00e2t blesse : je ne parviens pas \u00e0 fixer mes limites. \u00bb  <\/li>\n<li>Comment pouvez-vous changer les choses vous-m\u00eame ? Quelle strat\u00e9gie pouvez-vous utiliser pour avoir un impact et briser ce cercle vicieux ? Je peux, par exemple, d\u00e9cider de diff\u00e9rer la r\u00e9ponse \u00e0 la question du coll\u00e8gue x et dire : \u00ab Je vais certainement examiner votre question d\u00e8s que mes t\u00e2ches d\u2019aujourd\u2019hui seront termin\u00e9es. Est-ce que cela vous convient si je vous donne une r\u00e9ponse ce soir ? \u00bb De cette fa\u00e7on, je m\u2019accorde du temps et de l\u2019espace pour ressentir ce \u00e0 quoi je veux vraiment dire oui et ce qui re\u00e7oit un non.   <\/li>\n<\/ul>\n<p>Cette mani\u00e8re de g\u00e9rer consciemment les \u00e9v\u00e9nements et les sch\u00e9mas vous rapproche de vos propres besoins et d\u00e9sirs. D\u00e8s que vous les aurez clarifi\u00e9s, vous \u00e9prouverez de l\u2019espace pour engager le dialogue avec les autres de la m\u00eame mani\u00e8re, par exemple avec votre responsable ou un coll\u00e8gue. Il s\u2019agira \u00e0 coup s\u00fbr d\u2019un type de conversation totalement diff\u00e9rent, car vous serez connect\u00e9 \u00e0 vos valeurs et \u00e0 votre essence, tout en \u00e9tant ouvert \u00e0 celles de l\u2019autre.  <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Si l\u2019eau se trouble ou si le d\u00e9bit diminue, la meilleure solution consiste \u00e0 fermer le robinet et \u00e0 localiser l\u2019obstruction. C\u2019est la responsabilit\u00e9 partag\u00e9e des dirigeants et des collaborateurs. Quiconque ose chercher jusqu\u2019\u00e0 la petite mare stagnante et malodorante d\u00e9couvrira des besoins insatisfaits et des \u00e9motions non exprim\u00e9es. La communication non-violente n\u2019est pas un [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2027,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[142],"tags":[],"class_list":["post-2026","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","wpbf-post"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Apprendre du burn-out. 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Quiconque ose chercher jusqu\u2019\u00e0 la petite mare stagnante et malodorante d\u00e9couvrira des besoins insatisfaits et des \u00e9motions non exprim\u00e9es. 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