Ecoles de commerce : une Renaissance s’impose

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J’entends souvent dire que l’agilité, à l’image d’autres concepts « tarte à la crème », fera « Pchiit » tôt ou tard.

En réponse, je commence par demander à mes interlocuteurs ce qu’ils entendent par ‘Agilité’. Trop nombreux sont ceux qui font l’amalgame entre l’agilité et les framework agiles (Scrum, Kanban, etc…).

Sans être exhaustif, l’agilité, fait référence au :

  1. manifeste agile
  2. manifeste du Marketing agile (nouveau)

L’agilité fait également référence à l’actualisation des cultures, du management et du système dans son ensemble. Actualisation qui passe inévitablement par des changements de paradigmes. Actualisation qui fait appel au bon sens ! Et si vous travaillez sur la transformation organisationnelle, vous savez alors à quel point il est compliqué de mettre en oeuvre le simple bon sens dans les organisations d’aujourd’hui.

Pourquoi ? Qu’est-ce qui explique une telle résistance au bon sens ? Évidemment, il y a des éléments de réponse. Ceci dit, une chose est certaine, je me console de toutes ces difficultés qu’on rencontre en tant qu’agent du changement lorsque je visualise des vidéos ou que je lis des livres ou des articles comme celui-ci et qui remettent en question tantôt le mode de management d’équipe (Tribal Leadership), tantôt le management organisationnel (Radial Management), tantôt l’éducation (Sir Ken ROBINSON), …

Cet article de HBR vous invite à prendre conscience de la nécessité d’actualiser le programme et les façons de faire des écoles de commerce. À mon humble avis, cet article est vrai pour tous les programmes et pour toutes les universités…

Bonne lecture !

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Par : JOHAN ROOS

DOYEN ET DIRECTEUR GÉNÉRAL DE JÖNKÖPING INTERNATIONAL BUSINESS SCHOOL (JIBS),
ÉTABLISSEMENT AU SEIN DUQUEL IL EXERCE ÉGALEMENT EN […]

Loin de se concentrer sur les problématiques réelles, pratiques, propres à la sphère managériale actuelle, la « performance » est devenue la variable dépendante dans la plupart des travaux de recherche et la source des illusions (pour reprendre le terme de Phil Rosenzweig dont les professeurs de management abreuvent les responsables d’entreprises. Bon nombre de professeurs titulaires n’ont jamais exercé d’activité en dehors des circuits universitaires. Pas plus le fonctionnement quotidien d’une entreprise que la complexité des processus décisionnels ne leur sont familiers. Il n’en est bien sûr que plus difficile pour eux de percevoir l’importance expérimentale du monde réel dans la formation de leurs étudiants.

Le mouvement s’est inversé. La théorie prend maintenant le pas sur la pratique, de façon excessive. Les nouveaux diplômés ne sont pas préparés à affronter les problématiques complexes auxquelles les sociétés se trouvent maintenant confrontées. Ils n’ont pas à leur disposition les connaissances managériales pertinentes susceptibles de les aider à développer une pensée interdisciplinaire et de les familiariser avec les grands courants scientifiques et humanistes. Il leur manque, surtout, la « phronésis » aristotélicienne – la sagesse pratique (voir à ce propos, le billet de David Hurst, Is Management Due for a Renaissance ? paru le site américain de HBR) qui leur enseigne à prendre des décisions conformément aux valeurs fondamentales bénéfiques pour le village mondial dont font partie les entreprises.

Que pouvons-nous faire ? Que devons-nous faire ? De nombreuses propositions ont été faites, ces dernières années, en vue d’une mutation et de tentatives de refondation. Pour ma part, je jugerai de la valeur de ces initiatives en mettant l’accent sur cinq critères, le plus souvent négligés, qui à mon avis devraient sous-tendre toute réforme de nos écoles de management.

Valeurs humaines. Il est nécessaire de replacer la philosophie et les humanités au cœur de notre enseignement managérial. Nos futurs leaders d’entreprise se devront de posséder les qualités intellectuelles sans lesquelles ils ne seront pas à même de discerner la complexité de la nature humaine, ni le rôle dévolu aux grandes entreprises dans le maintien d’une planète en bonne santé, habitable par tous. Le primat de l’efficacité et du profit quoiqu’il en coûte – leitmotiv du management scientifique – doit laisser la préséance aux valeurs humaines.

Apprentissage hybride. La technologie fait des pas de géant. Nul besoin pour les étudiants de continuer à occuper l’essentiel de leurs années d’enseignement à assister, dans des salles gigantesques, à des conférences et des cours fastidieux et surfaits. Les crédits et le personnel administratif nécessaires au fonctionnement des campus universitaires et des grandes facultés gonflent plus que de raison le budget des études managériales. Nombre d’établissements soutenus par le gouvernement réduisent déjà leurs budgets. La tendance croissante à la création de MOOCs (massive open online courses ; cours en ligne ouverts à tous) où officient les professeurs les plus qualifiés et les plus talentueux du monde entier montre bien que la salle de classe traditionnelle est un paradigme qui a fait son temps.

Lire la suite : www.hbrfrance.fr

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