{"id":189695,"date":"2026-05-14T15:23:59","date_gmt":"2026-05-14T13:23:59","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/factorial-play\/videos\/under-2-de-tout-faire-a-creer-une-organisation\/"},"modified":"2026-05-14T15:23:59","modified_gmt":"2026-05-14T13:23:59","slug":"under-2-de-tout-faire-a-creer-une-organisation","status":"publish","type":"factorial_video","link":"https:\/\/factorial.fr\/blog\/factorial-play\/videos\/under-2-de-tout-faire-a-creer-une-organisation\/","title":{"rendered":"Under 2: De tout faire \u00e0 cr\u00e9er une organisation"},"featured_media":0,"template":"","meta":{"_acf_changed":false,"_video_type":"highlight","_related_series":182879,"_related_episode":189678,"_related_season":0,"_video_source":"vimeo","_youtube_video_id":"","_vimeo_video_id":"1192192764","_speaker_id":189662,"_video_description":"Selon Jordi Romero, fondateur de Factorial, le leadership efficace repose sur la transparence, l'engagement envers les valeurs de l'entreprise et une communication claire au sein de l'\u00e9quipe. Il souligne l'importance de recruter des personnes motiv\u00e9es et potentiellement performantes plut\u00f4t que de se concentrer uniquement sur l'exp\u00e9rience. La culture d'entreprise doit \u00eatre pr\u00e9serv\u00e9e en montrant l'exemple et en permettant aux employ\u00e9s de s'adapter tout en gardant une dynamique agile. Romero insiste \u00e9galement sur la n\u00e9cessit\u00e9 d'un plan de carri\u00e8re qui valorise l'attitude et l'investissement personnel. Pour d\u00e9couvrir d'autres conseils et id\u00e9es sur le leadership et la gestion d'\u00e9quipe, ne manquez pas l'\u00e9pisode complet.","_video_transcription":"00:12 - Bonjour, je suis Jordi Romero, fondateur de Factorial,et je vais r\u00e9pondre \u00e0 un maximum de questions le plus rapidement possible.\n00:19 - Combien pensez-vous r\u00e9pondre ?J'esp\u00e8re toutes, ou au moins une vingtaine.\n00:23 - Quand quelqu\u2019un ne correspond plus, vous donnez une autre chance ou coupez net ?\n00:27 - Je donne une autre chance, seulement s'il veut vraiment essayer Le signe le plus clair qu\u2019une personne ne progressera pas est\u2026 qu\u2019elle ne le veut pas.\n00:34 - Tout repose sur le risque ou sur l\u2019investissement ?\n00:37 - Toujours l\u2019investissement, m\u00eame si \u00e7a demande du travail.\n00:40 - Que pr\u00e9f\u00e9rez-vous ?Motiver avec honn\u00eatet\u00e9 ou adoucir le message ?\n00:43 - Toujours la transparence.Autrement, ce serait irrespectueux.\n00:46 - Pour annoncer un changement dans les attentes,- il faut d'abord\u2026 - Toujours partager le contexte.\n00:51 - Pr\u00e9f\u00e9rez-vous recruter de l\u2019exp\u00e9rience\u2026 - ou du potentiel voulant progresser ? - Le potentiel, toujours.\n00:56 - Attitude et motivation.Le risque en pariant seulement sur le potentiel est\u2026 qu'on peut se tromper.en croissance, qu'appr\u00e9cies-tu le plus ?\n01:05 - La culture ou l'exp\u00e9rience ?- L'attitude. - En int\u00e9grant des profils plus corporate,la culture se renforce ou se casse ?\n01:12 - La culture cause souvent des chocs, mais les personnes s'adaptent,notamment lors du passage d'une grande dynamique.\n01:18 - Donne moi un signe que la culture originale se perd.\n01:22 - Ils ne s'impliquent plus.seniors sans perdre en agilit\u00e9 ?\n01:26 - Est-ce une question de processus ou de mentorat ?C'est une question de transparence compl\u00e8te,. - Comment pr\u00e9server les valeurs ?\n01:33 - En s\u2019y engageant vraiment, et en le montrant.S\u2019ils viennent d\u2019un grand groupe, quel est le d\u00e9fi : rythme ou ambigu\u00eft\u00e9 ?\n01:41 - La libert\u00e9. Ils n\u2019y sont pas habitu\u00e9s.,vous imposez la culture ou laissez faire ?\n01:47 - D'abord je lui montre comment on travaille, et apr\u00e8s il est libre de choisir,et m\u00eame de se tromper.\n01:52 - Une erreur fr\u00e9quente est\u2026 ils oublient comment travailler.\n01:55 - C'est important de savoir clairement o\u00f9 tu vas et d'avoir de l'exp\u00e9rience pour diriger, en montrant l'exemple.\n01:59 - Quel est le plus important :start-ups ou en grands groupes ?\n02:03 - La croissance est souvent qui marchent,mais elle peut venir de partout.\n02:09 - Que pr\u00e9f\u00e9rez-vous :garder l'\u00e9nergie entrepreneuse ou ajouter de la structure ?\n02:13 - Toujours l\u2019\u00e9nergie, la motivation et l\u2019ambition.\n02:15 - Votre meilleure d\u00e9cision d'embauche a \u00e9t\u00e9\u2026 D'embaucher des personnes tr\u00e8s \u00e9nergiques et efficaces.\n02:21 - Et c'est ce que j'ai fait.- Comment vous sentez-vous ? - Pardon.- Bien ! - Je crois avoir r\u00e9ussi.\n02:28 - Non, j\u2019ai r\u00e9pondu \u00e0 tout.","_has_trailer":false,"_trailer_vimeo_id":""},"categories":[964],"factorial-categories":[],"class_list":["post-189695","factorial_video","type-factorial_video","status-publish","hentry","category-cles-du-leadership"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - 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