[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row module_class=”enbref” _builder_version=”4.27.5″ custom_margin=”||5%||false|false” custom_padding=”0px|||||” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text module_class=”enbref-content” _builder_version=”4.27.6″ custom_padding=”||12%||false|false” hover_enabled=”0″ inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n
In brief<\/strong><\/p>\n The managerial charter<\/strong> is the starting point for any successful managerial transformation. It formalizes the postures, values and practices expected of managers, and gives meaning to the transformation. <\/p>\n Find out why it’s essential, what it should contain, and how to co-construct it to guarantee your teams’ buy-in.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false” sticky_enabled=”0″]<\/p>\n The success of the major transformations underway in organizations depends to a large extent on the evolution of human behavior, both individual and collective. Management<\/strong>, the backbone of the organization, is the main lever of this transformation. In this context, companies are focusing on managerial transformation<\/a><\/strong> at the heart of their strategy. But first, it is important to understand what managerial transformation is<\/strong>…<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.20.2″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false” hover_enabled=”0″ sticky_enabled=”0″]<\/p>\n Managerial transformation<\/strong> is a series of steps that go from the definition of a shared vision to the implementation of tools and processes, including the training andsupport of managers<\/strong>.<\/p>\n The stakes are high, as it is essential for the company to change its working methods<\/strong> in order to adapt and remain competitive in a constantly changing environment. Companies can no longer afford to maintain obsolete working methods, if they are to meet the growing demands of competitiveness<\/strong> and remain attractive and in tune with their environment.<\/p>\n The managerial transformation<\/strong> addresses major issues for the company, including :<\/p>\n To initiate this transformation over the long term, the first step will be todraw up a managerial charter<\/strong>. As a key element of the transformation process, it defines a managerial model<\/strong> specific to the company, in line with the major transformations taking place today, as well as the company’s own culture, identity and challenges.<\/p>\n Without a shared frame of reference, managerial practices<\/strong> vary from one team to another, managers feel isolated in the face of change, and employees perceive unequal treatment. The managerial charter<\/strong> is not just another document: it’s the compass that aligns all managers with the same vision and gives them the legitimacy to act. <\/p>\n But then what should this charter contain, how to formalize and deploy it?<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n To meet these new challenges, working methods need to evolve<\/strong>, and managers, by transforming their practices<\/strong>, will be the key players in this evolution. These developments are directly in line with the 5 trends in managerial innovation<\/a> detailed in our dedicated article. <\/p>\n Theevolution of work methods<\/strong> can be visualized in a general way around 5 axes:<\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/04\/nouveaux-modes-de-travail.png” alt=”new ways of working” title_text=”new ways of working” _builder_version=”4.27.6″ _module_preset=”default” width=”70%” module_alignment=”center” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false” sticky_enabled=”0″][\/et_pb_image][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false”]<\/p>\n To accompany these changes, management practices must be transformed<\/strong>. And the main evolution is a change in the manager’s posture<\/strong> in his function.<\/p>\n Even if the managerial function<\/strong> may have been abused in recent years, in most companies today it’s not a question of doing away with managers, but of giving them a different role, far removed from “hierarchical superiority” and the pyramid system.<\/p>\n If the forms can be different and adapted to the reality of each company, the current forms of management<\/strong> include a common point: the end of a “superior” manager, pivot of a pyramidal system, based on the “command & control”.<\/p>\n Nevertheless, managers do not disappear. On the contrary, their missions seem to be strengthened and professionalized. “Fewer managers, but more management”: this apparent contradiction sums up today’s reality, the disintegration of hierarchical positions, but the need to strengthen people management<\/strong> skills.<\/p>\n The managerial posture<\/strong> will then integrate the functions of coach, communicator, facilitator…<\/p>\n The manager must be able to:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.20.2″ custom_margin=”||20px||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.20.2″ custom_padding=”||5%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n While there are issues common to all companies in the evolution of working methods and therefore managerial practices<\/strong>, the transformation process<\/strong> must be specific to each company and must support its strategic priorities.<\/p>\n In fact, the evolution of individual and collective behavior (and the support provided by managers<\/strong>) must not only support the success of a more global strategy, but also correspond to the company’s DNA and culture, both the existing one and the one we want to see develop.<\/p>\n It is therefore useful to ask about the individual competencies that would support and promote the deployment and success of the company’s strategy. We can also add to this reflection a description of the values held internally that are worth preserving, and those that it would be useful to develop.<\/p>\n Workshops with managers<\/strong> can be organized around these themes and allow the emergence of guidelines. Indeed, co-constructing a managerial charter<\/strong> with all of the company’s stakeholders makes it possible to involve employees in the transformation and to ensure that they adhere to the new managerial vision<\/strong>.<\/p>\n A synthetic managerial charter<\/strong> can then be formalized, containing for example 5 to 10 key words, each one explained by a sentence. With an attractive visual, which can, for example, use the codes of the new strategy, the managerial charter<\/strong> will provide a framework for the managerial transformation process<\/strong>, give it meaning and also mobilize managers more strongly<\/strong>.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.5″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content” locked=”off”]<\/p>\n In this regard, SQORUS conducts numerous workshops to involve teams of managers in the co-construction of their managerial charter. It can guide management teams, harmonize practices and set a framework and rules to act with serenity within the organization.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ header_text_color=”#171D7B” header_3_font=”|||||||#171D7B|” header_3_text_color=”#171D7B” header_3_font_size=”18px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″ custom_padding=”||5%||false|false”]<\/p>\n Vision, meaning, guidelines… the managerial charter<\/strong> is also the concrete starting point and framework for any managerial transformation<\/strong>. In particular, it is on the basis of this charter that a repository of managerial skills<\/strong> can be developed, as detailed in our article on the 4-step managerial innovation approach<\/a>. <\/p>\n This reference framework defining the skills expected of a manager will form a coherent basis for the development of multimodal training paths<\/strong>.<\/p>\n The training courses can be completed by :<\/p>\n The creation of a permanent support system (team and tools) on which the manager can rely, when he or she wishes, throughout the development of his or her new postures and practices.<\/p>\n Examples:<\/strong><\/p>\n The establishment of real learning and exchange communities that strengthen cohesion and the feeling of belonging.<\/p>\n These communities are grouped around special times:<\/p>\n The managerial charter<\/strong> is also the basis for setting up a system for monitoring changes in practices and, more broadly, for setting up a barometer of employee commitment. These challenges are fully in line with an employee-centric approach<\/a>, which puts employees at the heart of management decisions. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.5″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content” locked=”off”]<\/p>\n It is important to emphasize that in order to remain competitive in a constantly evolving environment, the company must adopt a managerial innovation approach in line with societal changes and the aspirations of its employees.<\/p>\n On this subject, we have written an article giving you the keys to initiating a managerial innovation<\/a><\/strong> within your company.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false” hover_enabled=”0″ sticky_enabled=”0″]<\/p>\n Drawing up a managerial charter<\/strong> means adopting a consistent, measurable and engaging approach to transforming managerial practices<\/strong>, and thus giving ourselves a chance to achieve a concrete change in working methods to adapt effectively to today’s challenges.<\/p>\n The managerial charter<\/strong> is not an end in itself: it’s the starting point for a long-term transformation. Its value lies in its ability to create a common language, to give meaning to managers and to offer them a framework within which they can act with confidence. For it to be effective, it must be co-constructed, embodied by leadership and translated into concrete action. Without structured support for change<\/a>, even the best charter will remain a dead letter. <\/p>\n At SQORUS, we work with our customers on a wide range of issues, includingmanagerial innovation<\/strong>. If you are interested in the subject of management charters<\/strong>, please contact us to discuss it with our experts. <\/p>\n Would you like to co-construct your managerial charter<\/strong> with your teams? Our consultants run dedicated workshops and support you from the definition of guidelines to operational deployment. Contact us to discuss your requirements. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|desktop” module_class=”cta-bleu” _builder_version=”4.27.6″ background_color=”#2029a0″ background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/12\/Bandeau-LB-Strategie-RH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||5%||false|true” custom_padding=”50px|400px|50px|55px|true|false” custom_padding_tablet=”50px|55px|50px|55px|true|true” custom_padding_phone=”40px|55px|40px|55px|true|true” background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_module=”25050″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text module_class=”Titre_40 Titre_blanc” _builder_version=”4.24.0″ _module_preset=”default” header_2_font_size=”30px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text module_class=”FondBleu” _builder_version=”4.23.1″ _module_preset=”default” text_font=”||||||||” text_text_color=”#d6d8f4″ text_line_height=”30px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Optimize your HR strategy and discover the essential management tools you need to achieve your objectives. Don’t miss this opportunity to successfully manage your HR projects. <\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/ebook-which-tools-to-manage-your-hr-strategy\/” button_text=”Download” button_alignment=”left” button_alignment_tablet=”center” button_alignment_phone=”center” button_alignment_last_edited=”on|tablet” admin_label=”Bouton de t\u00e9l\u00e9chargement” module_class=”Bouton Fond_blanc” _builder_version=”4.27.0″ _module_preset=”default” custom_button=”on” button_text_size=”15px” button_text_color=”#f36145″ button_bg_color=”#FFFFFF” button_border_width=”1px” button_border_color=”#f36145″ button_border_radius=”50px” button_font=”||||||||” button_use_icon=”off” custom_margin=”20px||||false|false” custom_padding=”13px|25px|13px|25px|false|false” custom_css_free_form=”selector:hover{|| background-color: #FFF6F5 !important;||}” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section – Blog – Cta Actu” module_class=”Fond_bleu Fond_icone” _builder_version=”4.25.2″ custom_margin=”5rem||5rem||true|true” custom_margin_tablet=”4rem|40px|4rem|40px|true|true” custom_margin_phone=”|20px||20px|false|true” custom_margin_last_edited=”on|phone” custom_padding=”3rem||3rem||true|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row make_equal=”on” admin_label=”Text block” module_class=”LargeurBox” _builder_version=”4.25.2″ _module_preset=”default” animation_style=”fade” locked=”off” collapsed=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.25.0″ _module_preset=”default” custom_padding=”|9rem||9rem|false|true” custom_padding_tablet=”|0rem||0rem|false|true” custom_padding_phone=”|0rem||0rem|false|true” custom_padding_last_edited=”on|desktop” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text admin_label=”Sous-titre” module_class=”SousTitre” _builder_version=”4.25.0″ _module_preset=”default” text_font=”||||||||” text_orientation=”center” custom_margin=”||10px||false|false” text_orientation_tablet=”” text_orientation_phone=”center” text_orientation_last_edited=”on|tablet” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Contact<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Titre – H2″ module_class=”Titre_40″ _builder_version=”4.26.1″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Texte” _builder_version=”4.26.1″ _module_preset=”default” text_text_color=”#d2d4ec” text_font_size=”21px” text_line_height=”35px” text_orientation=”center” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Contact us today and find out how we can work together to make your company’s digital future a reality.<\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/contact\/” button_text=”Contact SQORUS” button_alignment=”center” module_class=”Bouton fond_orange” _builder_version=”4.26.1″ _module_preset=”default” custom_margin=”30px||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.5″ custom_margin=”10%||||false|false” custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][dsm_faq dsm_make_accordion_toggle=”on” dsm_open_faq_item=”on” dsm_enable_schema_markup=”on” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][dsm_faq_child dsm_title=”What is a management charter and what is its purpose?” dsm_content=”<\/p>\n The managerial charter is a synthetic reference framework that formalizes the postures, values and practices expected of managers in an organization. It gives meaning to managerial transformation, creates a common language among all managers, and is the starting point for training and development programs. It is all the more effective when it is co-constructed with the managers themselves. <\/p>\n <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”How can you co-create a managerial charter with your teams?” dsm_content=”<\/p>\n Co-construction involves participative workshops bringing together managers to discuss values, expected behaviors and practices to be developed. The result is formalized in a summary document of 5 to 10 key words, each explained in a clear sentence, with an attractive visual. Validation by management and concrete embodiment by leadership are essential conditions for guaranteeing buy-in. <\/p>\n <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”What's the difference between a management charter and a competency framework?” dsm_content=”<\/p>\n The managerial charter defines the company's vision and major orientations: postures, values and expected behaviors. The competency framework is the operational version: it translates these orientations into concrete, measurable competencies, which serve as the basis for appraisal interviews and training programs. The two tools are complementary and interdependent. <\/p>\n <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”How do you measure the impact of a management charter?” dsm_content=”<\/p>\n The impact is measured via employee commitment barometers, regular pulse surveys on perceived managerial practices, the rate of adoption of new rituals and behaviors, and changes in HR indicators (turnover, absenteeism, satisfaction). An initial assessment can be carried out six months after deployment to adjust the system. <\/p>\n <\/p>\n <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][\/dsm_faq][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.18.0″ _module_preset=”default” global_module=”12729″ saved_tabs=”all” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Find the elements to initiate a managerial transformation and guarantee its success with the construction of a managerial charter.<\/p>\n","protected":false},"author":27,"featured_media":14918,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","_ayudawp_aiss_exclude":false,"footnotes":""},"categories":[395,407],"tags":[],"metiers":[226],"sujet":[217],"class_list":["post-15679","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-innovation","category-hr-strategy-transformation","metiers-hr","sujet-advisory-en"],"acf":[],"yoast_head":"\nWhat is managerial transformation?<\/h2>\n
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The general lines of the evolution of working methods and therefore of managerial practices<\/h2>\n
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A managerial charter specific to each company<\/h2>\n
<\/ul>\n
The managerial charter: the starting point of the transformation<\/h2>\n
1. The creation of a support system<\/h3>\n
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2. The establishment of real learning and exchange communities<\/h3>\n
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<\/ul>\n
Conclusion on the development of a managerial charter<\/h2>\n
What tools can you use to manage your HR strategy?<\/h2>\n
A project? A request?A question?<\/h2>\n
FAQ – Management charter<\/h2>\n
See also our feature on “HR strategy management tools”. <\/h3>\n
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