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Les le\u00e7ons \u00e9tant courtes, la plupart des managers \u00e9talent le parcours sur deux \u00e0 quatre semaines, \u00e0 raison de courtes s\u00e9quences prises sur les temps disponibles. L'acc\u00e8s reste ouvert ensuite, sans date de fin : on peut revenir sur une le\u00e7on pr\u00e9cise au moment o\u00f9 la situation se pr\u00e9sente r\u00e9ellement dans l'\u00e9quipe. Ce rythme libre est pens\u00e9 pour ne pas d\u00e9sorganiser un service et pour permettre d'appliquer les acquis au fur et \u00e0 mesure.\"\n          }\n        },\n        {\n          \"@type\": \"Question\",\n          \"name\": \"La formation donne-t-elle un dipl\u00f4me ?\",\n          \"acceptedAnswer\": {\n            \"@type\": \"Answer\",\n            \"text\": \"Non, elle d\u00e9livre une attestation de fin de formation nominative, et non un dipl\u00f4me d'\u00c9tat ou une certification r\u00e9glement\u00e9e. Cette attestation atteste de la participation \u00e0 une action de formation : elle se verse au dossier individuel de l'apprenant et s'int\u00e8gre \u00e0 la d\u00e9marche qualit\u00e9 de la structure. DYNSEO \u00e9tant certifi\u00e9 Qualiopi (N\u00b0 11757351875), le processus de formation r\u00e9pond \u00e0 des exigences de qualit\u00e9 reconnues, ce qui constitue aussi une condition utile pour envisager un financement par l'employeur.\"\n          }\n        },\n        {\n          \"@type\": \"Question\",\n          \"name\": \"Comment se passe l'acc\u00e8s apr\u00e8s l'inscription ?\",\n          \"acceptedAnswer\": {\n            \"@type\": \"Answer\",\n            \"text\": \"L'acc\u00e8s est imm\u00e9diat. D\u00e8s la validation du paiement, la formation appara\u00eet dans l'espace apprenant et la premi\u00e8re le\u00e7on d\u00e9marre aussit\u00f4t. Le parcours est accessible 100 % en ligne, depuis un ordinateur, une tablette ou un smartphone, ce qui permet d'avancer o\u00f9 l'on veut et quand on peut. L'acc\u00e8s est illimit\u00e9 dans le temps : il n'y a ni date de fin impos\u00e9e, ni obligation de tout suivre d'un bloc. Chacun progresse \u00e0 son rythme et conserve la possibilit\u00e9 de revenir sur le contenu.\"\n          }\n        },\n        {\n          \"@type\": \"Question\",\n          \"name\": \"La formation peut-elle \u00eatre prise en charge par l'employeur ?\",\n          \"acceptedAnswer\": {\n            \"@type\": \"Answer\",\n            \"text\": \"C'est envisageable : DYNSEO est un organisme de formation certifi\u00e9 Qualiopi, condition g\u00e9n\u00e9ralement requise pour une prise en charge au titre du plan de d\u00e9veloppement des comp\u00e9tences ou par un op\u00e9rateur de comp\u00e9tences. Les r\u00e8gles, les plafonds et les proc\u00e9dures varient selon les branches, les financeurs et les situations. Aucun montant ne peut \u00eatre garanti \u00e0 l'avance : la d\u00e9marche fiable consiste \u00e0 faire valider le programme et le devis par votre service RH ou votre organisme financeur avant l'achat. Un devis peut \u00eatre \u00e9tabli pour plusieurs apprenants.\"\n          }\n        },\n        {\n          \"@type\": \"Question\",\n          \"name\": \"Faut-il des connaissances pr\u00e9alables ?\",\n          \"acceptedAnswer\": {\n            \"@type\": \"Answer\",\n            \"text\": \"Non. La formation est class\u00e9e tous niveaux et ne demande aucun pr\u00e9requis. Elle part de la d\u00e9finition des RPS et des m\u00e9canismes du stress, expliqu\u00e9s simplement, avant d'aller vers le rep\u00e9rage des signaux puis les r\u00e9flexes concrets du manager. Elle convient aussi bien \u00e0 un manager qui d\u00e9couvre le sujet qu'\u00e0 un encadrant exp\u00e9riment\u00e9 souhaitant structurer et actualiser ce qu'il fait d\u00e9j\u00e0 de mani\u00e8re intuitive. Le fil des mises en situation, pr\u00e9sent dans chaque module, rend le contenu accessible et directement transposable au quotidien.\"\n          }\n        }\n      ]\n    }\n  ]\n}\n<\/script><\/p>\n<div class=\"dbi-art-0aa57d\"><!--\n\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\nDYNSEO \u2014 GABARIT ARTICLE SEO\/GEO  \u00b7  v1.0\nNe pas modifier les noms de classes : le script generer-articles.py\net tous les articles d\u00e9j\u00e0 publi\u00e9s en d\u00e9pendent.\n\nLe script generer-articles.py injecte, dans l'ordre : le header color\u00e9,\nl'encadr\u00e9 formation ou outil, le corps r\u00e9dig\u00e9, puis les donn\u00e9es structur\u00e9es.\n\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\n--><\/p>\n<div class=\"dyn-article\">\n<header class=\"dyn-pagehead dyn-pagehead--eau\">\n  <span class=\"dyn-pagehead__cat\">Professionnels \u00b7 Travail, RH &amp; neurodiversit\u00e9<\/span><\/p>\n<h1>Formation \u00ab Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9 \u00bb : programme, contenu et \u00e0 qui elle s&#8217;adresse<\/h1>\n<pee class=\"dyn-pagehead__lead\">Dans une \u00e9quipe, la souffrance au travail ne s&#8217;annonce presque jamais avec les bons mots. Elle arrive de biais&nbsp;: un collaborateur habituellement ponctuel qui multiplie les retards, une r\u00e9union o\u00f9 plus personne ne prend la parole, un arr\u00eat maladie de plus qui \u00ab&nbsp;tombe mal&nbsp;\u00bb, un ton qui monte pour une broutille. Le manager de proximit\u00e9 est le premier \u00e0 voir ces signaux \u2014 et souvent le dernier \u00e0 savoir quoi en faire. La <strong>formation risques psychosociaux RPS<\/strong> \u00ab Le r\u00f4le du manager de proximit\u00e9 \u00bb de DYNSEO a \u00e9t\u00e9 con\u00e7ue exactement pour ce point aveugle&nbsp;: transformer une intuition diffuse en lecture claire, puis en gestes concrets.<\/pee>\n<ul class=\"dyn-pagehead__meta\">\n<li>\u23f1\ufe0f 14 min de lecture<\/li>\n<li>\ud83d\udc65 Pour les professionnels<\/li>\n<li>\ud83d\udd04 Mis \u00e0 jour en ao\u00fbt 2026<\/li>\n<\/ul>\n<\/header>\n<section class=\"dynen dynen-inarticle\" data-dynen=\"inarticle\"><pee class=\"dynen-h\">Dans cet article<\/pee><pee class=\"dynen-sub\">La formation associ\u00e9e<\/pee><a class=\"dynen-form\" href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\"><\/p>\n<div class=\"dynen-form__img\"><img decoding=\"async\" src=\"https:\/\/www.dynseo.com\/wp-content\/uploads\/dynseo-images\/output\/course-729162-fr-1782764831.jpg\" alt=\"\" loading=\"lazy\"><\/div>\n<div class=\"dynen-form__body\"><span class=\"dynen-tag dynen-tag--quali\">Formation Qualiopi<\/span><b>Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9<\/b><span class=\"dynen-go\">D\u00e9couvrir la formation \u2192<\/span><\/div>\n<p><\/a><pee class=\"dynen-sub\">Les ressources cit\u00e9es<\/pee>\n<div class=\"dynen-grid dynen-grid--ico\"><a class=\"dynen-ico dynen-dom--autonomie\" href=\"https:\/\/www.dynseo.com\/nos-outils\/tableau-de-motivation\/\"><img decoding=\"async\" src=\"https:\/\/www.dynseo.com\/wp-content\/plugins\/dynseo-enrichment\/assets\/tools\/tableau-de-motivation.svg\" alt=\"\" width=\"56\" height=\"56\" loading=\"lazy\"><b>Tableau de motivation &#8211; Outil Formation DYNSEO<\/b><span class=\"dynen-go\">D\u00e9couvrir \u2192<\/span><\/a><a class=\"dynen-ico dynen-dom--autonomie\" href=\"https:\/\/www.dynseo.com\/nos-outils\/tableau-3-colonnes\/\"><img decoding=\"async\" src=\"https:\/\/www.dynseo.com\/wp-content\/plugins\/dynseo-enrichment\/assets\/tools\/tableau-3-colonnes.svg\" alt=\"\" width=\"56\" height=\"56\" loading=\"lazy\"><b>Tableau 3 colonnes<\/b><span class=\"dynen-go\">D\u00e9couvrir \u2192<\/span><\/a><a class=\"dynen-ico dynen-dom--attention\" href=\"https:\/\/www.dynseo.com\/nos-outils\/timer-visuel\/\"><img decoding=\"async\" src=\"https:\/\/www.dynseo.com\/wp-content\/plugins\/dynseo-enrichment\/assets\/tools\/timer-visuel.svg\" alt=\"\" width=\"56\" height=\"56\" loading=\"lazy\"><b>Timer Visuel<\/b><span class=\"dynen-go\">D\u00e9couvrir \u2192<\/span><\/a><\/div>\n<\/section>\n<aside class=\"dyn-hero\" aria-label=\"Formation pr\u00e9sent\u00e9e dans cet article\">\n<div class=\"dyn-hero__grid\">\n<div class=\"dyn-hero__media\"><a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\"><img decoding=\"async\" src=\"https:\/\/www.dynseo.com\/wp-content\/uploads\/dynseo-images\/output\/course-729162-fr-1782764831.jpg\" alt=\"Formation DYNSEO \u00ab Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9 \u00bb\" width=\"1920\" height=\"1080\" loading=\"lazy\"><\/a><\/div>\n<div class=\"dyn-hero__body\">\n      <span class=\"dyn-hero__eyebrow\">La formation li\u00e9e \u00e0 cet article<\/span>\n      <pee class=\"dyn-hero__title\"><a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\">Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9<\/a><\/pee>\n      <pee class=\"dyn-hero__pitch\">Tout ce que cet article explique, mis en pratique.<\/pee>\n<ul class=\"dyn-badges\">\n<li>\ud83c\udfa5 4 modules \u00b7 16 le\u00e7ons<\/li>\n<li>\ud83d\udcbb 100 % en ligne<\/li>\n<li>\u23f1\ufe0f \u00c0 votre rythme<\/li>\n<li>\ud83c\udfc5 Organisme Qualiopi<\/li>\n<li>\ud83c\udf0d 9 langues<\/li>\n<\/ul>\n<div class=\"dyn-hero__actions\">\n        <a class=\"dyn-btn\" href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\">Voir la formation<\/a><br \/>\n        <span class=\"dyn-hero__price\">150.0 \u20ac<\/span>\n      <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/aside>\n<pee>Cette page d\u00e9taille la formation en ligne DYNSEO <strong>\u00ab Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9 \u00bb<\/strong>&nbsp;: son contenu module par module, les m\u00e9tiers auxquels elle s&#8217;adresse, sa dur\u00e9e r\u00e9elle, son tarif, ses modalit\u00e9s de d\u00e9ploiement en \u00e9quipe \u2014 et, tout aussi important, le p\u00e9rim\u00e8tre qu&#8217;elle ne couvre pas. L&#8217;objectif n&#8217;est pas de faire du manager un psychologue, mais de lui donner des rep\u00e8res fiables pour agir dans son r\u00f4le, au bon niveau, sans se substituer aux professionnels de sant\u00e9.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 R\u00c9PONSE COURTE (GEO) \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<section class=\"dyn-tldr\">\n<h2>L&#8217;essentiel en 30 secondes<\/h2>\n<pee>Formation en ligne de <strong>4 modules et 16 le\u00e7ons<\/strong>, soit environ <strong>4 heures<\/strong>, destin\u00e9e aux managers de proximit\u00e9 qui encadrent une \u00e9quipe au quotidien. Tarif&nbsp;: <strong>150 \u20ac<\/strong>. Acc\u00e8s imm\u00e9diat et illimit\u00e9, 100 % en ligne.<\/pee>\n<ul>\n<li><strong>Pour qui<\/strong> \u2014 chefs d&#8217;\u00e9quipe, responsables de service, cadres de proximit\u00e9, encadrants interm\u00e9diaires dans les entreprises, \u00e9coles, \u00e9tablissements et structures de sant\u00e9.<\/li>\n<li><strong>Objectif<\/strong> \u2014 comprendre le stress, la charge mentale et les RPS, rep\u00e9rer les signaux et adopter les bons r\u00e9flexes manag\u00e9riaux au quotidien.<\/li>\n<li><strong>Ce qui est couvert<\/strong> \u2014 d\u00e9finition des RPS, six familles de facteurs de risque, signaux individuels et collectifs, r\u00e9gulation de la charge, d\u00e9samor\u00e7age des tensions, cadre l\u00e9gal et pr\u00e9vention collective.<\/li>\n<li><strong>Ce qui ne l&#8217;est pas<\/strong> \u2014 le diagnostic clinique, la prise en charge th\u00e9rapeutique et l&#8217;expertise juridique approfondie, qui rel\u00e8vent de professionnels d\u00e9di\u00e9s.<\/li>\n<li><strong>Organisme<\/strong> \u2014 DYNSEO, certifi\u00e9 Qualiopi (N\u00b0 11757351875), attestation de fin de formation d\u00e9livr\u00e9e.<\/li>\n<\/ul>\n<\/section>\n<nav class=\"dyn-toc\" aria-label=\"Sommaire\">\n  <pee>Au sommaire<\/pee>\n<ol>\n<li><a href=\"#dyn-probleme\">Le probl\u00e8me qu&#8217;elle r\u00e9sout sur le terrain<\/a><\/li>\n<li><a href=\"#dyn-pourqui\">\u00c0 qui s&#8217;adresse cette formation risques psychosociaux RPS<\/a><\/li>\n<li><a href=\"#dyn-programme\">Le programme&nbsp;: 4 modules, 16 le\u00e7ons<\/a><\/li>\n<li><a href=\"#dyn-format\">Format et organisation<\/a><\/li>\n<li><a href=\"#dyn-competences\">Ce que vous saurez faire \u00e0 la fin<\/a><\/li>\n<li><a href=\"#dyn-qualiopi\">Qualiopi, attestation et financement<\/a><\/li>\n<li><a href=\"#dyn-equipe\">D\u00e9ployer la formation dans une \u00e9quipe<\/a><\/li>\n<li><a href=\"#dyn-tarif\">Tarif et inscription<\/a><\/li>\n<li><a href=\"#dyn-limites\">Ce que cette formation n&#8217;est pas<\/a><\/li>\n<li><a href=\"#dyn-faq\">Questions fr\u00e9quentes<\/a><\/li>\n<\/ol>\n<\/nav>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 1 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-probleme\">Le probl\u00e8me qu&#8217;elle r\u00e9sout sur le terrain<\/h2>\n<pee>Les risques psychosociaux regroupent, selon l&#8217;Institut national de recherche et de s\u00e9curit\u00e9 (INRS), les risques pour la sant\u00e9 mentale, physique et sociale engendr\u00e9s par les conditions d&#8217;emploi et les facteurs organisationnels et relationnels susceptibles d&#8217;interagir avec le fonctionnement mental&nbsp;: stress, violences internes, violences externes. Le manager de proximit\u00e9 occupe une position singuli\u00e8re face \u00e0 eux&nbsp;: il n&#8217;est ni m\u00e9decin du travail, ni psychologue, ni juriste, mais il est celui qui distribue la charge, arbitre les priorit\u00e9s et voit l&#8217;\u00e9quipe tous les jours. Autrement dit, il est \u00e0 la fois expos\u00e9 et exposant.<\/pee>\n<pee>Le vrai probl\u00e8me n&#8217;est pas le manque de bonne volont\u00e9. C&#8217;est l&#8217;ambigu\u00eft\u00e9 des signaux. Un comportement observ\u00e9 est presque toujours interpr\u00e9t\u00e9 trop vite \u2014 et souvent dans le mauvais sens. Voici quelques situations que les managers rapportent r\u00e9guli\u00e8rement.<\/pee>\n<div class=\"dyn-tablewrap\">\n<table>\n<thead>\n<tr>\n<th>Ce qui est observ\u00e9 dans l&#8217;\u00e9quipe<\/th>\n<th>Interpr\u00e9tation fr\u00e9quente<\/th>\n<th>Ce dont il s&#8217;agit souvent<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Un collaborateur devient irritable, s&#8217;agace pour un d\u00e9tail<\/td>\n<td>\u00ab&nbsp;Mauvais caract\u00e8re&nbsp;\u00bb, probl\u00e8me de personnalit\u00e9<\/td>\n<td>Signal individuel de tension&nbsp;: surcharge, perte de sens, conflit larv\u00e9<\/td>\n<\/tr>\n<tr>\n<td>Multiplication des petits retards et des oublis<\/td>\n<td>N\u00e9gligence, d\u00e9sengagement<\/td>\n<td>Fatigue, charge mentale, difficult\u00e9 personnelle non dite<\/td>\n<\/tr>\n<tr>\n<td>Le silence s&#8217;installe en r\u00e9union<\/td>\n<td>\u00ab&nbsp;Ils n&#8217;ont rien \u00e0 dire&nbsp;\u00bb<\/td>\n<td>Signal collectif&nbsp;: perte de confiance, peur de s&#8217;exprimer<\/td>\n<\/tr>\n<tr>\n<td>Hausse des arr\u00eats courts dans le service<\/td>\n<td>Co\u00efncidence, saison<\/td>\n<td>Indicateur d&#8217;alerte organisationnel \u00e0 documenter<\/td>\n<\/tr>\n<tr>\n<td>Deux coll\u00e8gues ne se parlent plus<\/td>\n<td>\u00ab&nbsp;\u00c7a va se tasser&nbsp;\u00bb<\/td>\n<td>Tension interpersonnelle qui peut d\u00e9grader tout le collectif<\/td>\n<\/tr>\n<tr>\n<td>Un salari\u00e9 performant se met en retrait, refuse les projets<\/td>\n<td>Perte de motivation<\/td>\n<td>\u00c9puisement en cours d&#8217;installation&nbsp;: \u00e0 ne pas ignorer<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<pee>Chaque ligne de ce tableau repr\u00e9sente, en pratique, un point de bascule&nbsp;: soit le manager passe \u00e0 c\u00f4t\u00e9 et la situation se d\u00e9grade, soit il lit correctement le signal et agit \u00e0 temps, dans son r\u00f4le. C&#8217;est pr\u00e9cis\u00e9ment l&#8217;objet de la formation&nbsp;: apprendre \u00e0 observer sans surinterpr\u00e9ter, \u00e0 comprendre les m\u00e9canismes, puis \u00e0 r\u00e9pondre par des gestes manag\u00e9riaux proportionn\u00e9s \u2014 et \u00e0 savoir quand relayer vers les acteurs de la pr\u00e9vention et de la sant\u00e9 au travail.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 2 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-pourqui\">\u00c0 qui s&#8217;adresse cette formation risques psychosociaux RPS<\/h2>\n<div class=\"dyn-cards\">\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udc54<\/span><\/p>\n<h3>Chefs d&#8217;\u00e9quipe et responsables de service<\/h3>\n<pee>Ceux qui r\u00e9partissent la charge et arbitrent les priorit\u00e9s au quotidien&nbsp;: la formation leur donne des rep\u00e8res pour r\u00e9guler sans \u00e9puiser ni sous-charger.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udfeb<\/span><\/p>\n<h3>Encadrants dans les \u00e9coles<\/h3>\n<pee>Directions, coordinateurs, chefs d&#8217;\u00e9tablissement&nbsp;: soutenir des \u00e9quipes p\u00e9dagogiques soumises \u00e0 une forte charge relationnelle et \u00e9motionnelle.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udfe5<\/span><\/p>\n<h3>Cadres en \u00e9tablissement de sant\u00e9<\/h3>\n<pee>Cadres de sant\u00e9, responsables d&#8217;unit\u00e9&nbsp;: des secteurs o\u00f9 la charge et l&#8217;exposition \u00e9motionnelle sont \u00e9lev\u00e9es et o\u00f9 le rep\u00e9rage pr\u00e9coce compte particuli\u00e8rement.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udfe2<\/span><\/p>\n<h3>Managers interm\u00e9diaires en entreprise<\/h3>\n<pee>Managers de premi\u00e8re ligne, souvent form\u00e9s au m\u00e9tier mais rarement \u00e0 la dimension humaine&nbsp;: la formation comble ce manque concret.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83e\udded<\/span><\/p>\n<h3>Nouveaux managers<\/h3>\n<pee>Ceux qui viennent de prendre une \u00e9quipe et cherchent un socle clair pour ne pas naviguer \u00e0 vue face aux tensions et aux signaux.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udcca<\/span><\/p>\n<h3>RH et responsables pr\u00e9vention<\/h3>\n<pee>Pour diffuser un langage commun sur les RPS dans l&#8217;encadrement et articuler l&#8217;action des managers avec la d\u00e9marche de pr\u00e9vention.<\/pee>\n  <\/div>\n<\/div>\n<h3>Faite pour vous \/ pas faite pour vous<\/h3>\n<div class=\"dyn-tablewrap\">\n<table>\n<thead>\n<tr>\n<th>Votre situation<\/th>\n<th>Cette formation\u2026<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Vous encadrez une \u00e9quipe et n&#8217;avez jamais \u00e9t\u00e9 form\u00e9 aux RPS<\/td>\n<td><span class=\"dyn-oui\">\u2714 Convient parfaitement<\/span><\/td>\n<\/tr>\n<tr>\n<td>Vous voulez rep\u00e9rer plus t\u00f4t les signaux de tension dans votre service<\/td>\n<td><span class=\"dyn-oui\">\u2714 Convient<\/span> \u2014 c&#8217;est l&#8217;objet du module 2<\/td>\n<\/tr>\n<tr>\n<td>Vous cherchez des r\u00e9flexes concrets \u00e0 appliquer au quotidien<\/td>\n<td><span class=\"dyn-oui\">\u2714 Convient<\/span> \u2014 module 3 d\u00e9di\u00e9 aux gestes<\/td>\n<\/tr>\n<tr>\n<td>Vous voulez poser un diagnostic clinique ou traiter une souffrance individuelle<\/td>\n<td><span class=\"dyn-non\">\u2718 Voir plut\u00f4t<\/span> le m\u00e9decin du travail ou un psychologue<\/td>\n<\/tr>\n<tr>\n<td>Vous cherchez une expertise juridique compl\u00e8te sur le droit du travail<\/td>\n<td><span class=\"dyn-non\">\u2718 Non<\/span> \u2014 le cadre l\u00e9gal est abord\u00e9 pour l&#8217;action, pas en expertise<\/td>\n<\/tr>\n<tr>\n<td>Vous cherchez un dipl\u00f4me d&#8217;\u00c9tat ou une certification r\u00e9glement\u00e9e<\/td>\n<td><span class=\"dyn-non\">\u2718 Non<\/span> \u2014 il s&#8217;agit d&#8217;une attestation de fin de formation<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 3 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-programme\">The program&nbsp;: 4 modules, 16 lessons<\/h2>\n<pee>The course consists of four modules of four lessons each, including one situational lesson per module. The progression is intentionally constructed like a movement&nbsp;: understand, then identify, then act, then embed the action in the long term and the collective framework.<\/pee>\n<div class=\"dyn-module\">\n<div class=\"dyn-module__head\">\n<div class=\"dyn-module__num\">1<\/div>\n<h3 class=\"dyn-module__title\">Understanding psychosocial risks<\/h3>\n<\/p><\/div>\n<ul>\n<li>What RPS really are<\/li>\n<li>Work-related stress \u2014 mechanisms and effects<\/li>\n<li>Mental load and other invisible factors<\/li>\n<li>Situational lessons \u2014 identifying RPS around you<\/li>\n<\/ul>\n<\/div>\n<pee>This first block establishes the common vocabulary. It clarifies what RPS truly encompasses \u2014 and what they are not \u2014 describes the mechanisms of stress and mental load, and highlights the invisible factors that are often underestimated. The situational lesson anchors the theory in recognizable examples from managerial daily life.<\/pee>\n<div class=\"dyn-module\">\n<div class=\"dyn-module__head\">\n<div class=\"dyn-module__num\">2<\/div>\n<h3 class=\"dyn-module__title\">Identifying signals and risk factors<\/h3>\n<\/p><\/div>\n<ul>\n<li>The six main families of risk factors<\/li>\n<li>Signals at the individual level<\/li>\n<li>Signals at the collective level<\/li>\n<li>Situational lessons \u2014 reading signals correctly<\/li>\n<\/ul>\n<\/div>\n<pee>The heart of identification. This module presents the six main families of risk factors, then teaches how to distinguish individual signals (behavior, mood, withdrawal) from collective signals (atmosphere, tensions, service indicators). The last lesson trains to read these signals without overinterpreting&nbsp;: observe a fact, formulate it neutrally, avoid hasty conclusions.<\/pee>\n<div class=\"dyn-module\">\n<div class=\"dyn-module__head\">\n<div class=\"dyn-module__num\">3<\/div>\n<h3 class=\"dyn-module__title\">The right reflexes for managers in daily life<\/h3>\n<\/p><\/div>\n<ul>\n<li>Regulating workload and clarifying tasks<\/li>\n<li>Supporting and recognizing<\/li>\n<li>Defusing tensions and conflicts<\/li>\n<li>Situational lessons \u2014 acting daily<\/li>\n<\/ul>\n<\/div>\n<pee>The most operational part. Here, one learns to regulate workload and clarify what is expected, to support and recognize real work, and to defuse tensions before they become entrenched. The situational lessons offer concrete cases where the manager must choose a proportionate response, within their role, without encroaching on that of the caregiver or psychologist.<\/pee>\n<div class=\"dyn-module\">\n<div class=\"dyn-module__head\">\n<div class=\"dyn-module__num\">4<\/div>\n<h3 class=\"dyn-module__title\">The legal framework and collective prevention<\/h3>\n<\/p><\/div>\n<ul>\n<li>Your obligations and protections<\/li>\n<li>Working with prevention stakeholders<\/li>\n<li>Shifting from reaction to sustainable prevention<\/li>\n<li>Situational lessons \u2014 anchoring prevention<\/li>\n<\/ul>\n<\/div>\n<pee>The last module places the manager&#8217;s action within a framework. It presents their obligations and protections, how to work with prevention stakeholders (occupational health, employee representatives, HR, prevention specialists), and the shift from a logic of occasional reaction to sustainable and collective prevention. The training thus closes the loop&nbsp;: from individual signal to organization.<\/pee>\n<div class=\"dyn-note\">\n  <strong>\ud83d\udca1 Two lessons that managers cite most often<\/strong>\n  <pee>The lesson on <strong>mental load and invisible factors<\/strong> (module 1) and the one on <strong>defusing tensions<\/strong> (module 3). The first helps understand why a collaborator &#8220;who doesn&#8217;t have that much work&#8221; still feels overwhelmed&nbsp;; the second provides concrete words to intervene early, when a conflict is still recoverable.<\/pee>\n<\/div>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 CTA MILIEU \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<div class=\"dyn-cta\">\n<h3>Give your managers the right reflexes against RPS<\/h3>\n<pee>4 modules, 16 lessons, approximately 4 hours, 100% online and unlimited access. A clear foundation to identify early and act appropriately, at the right level.<\/pee>\n  <a class=\"dyn-btn\" href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\">Discover the training \u2014 \u20ac150<\/a>\n<\/div>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 4 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-format\">Format and organization<\/h2>\n<div class=\"dyn-tablewrap\">\n<table>\n<thead>\n<tr>\n<th>Criterion<\/th>\n<th>Detail<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Format<\/td>\n<td>100% online, short lessons<\/td>\n<\/tr>\n<tr>\n<td>Content<\/td>\n<td>4 modules \u00b7 16 lessons<\/td>\n<\/tr>\n<tr>\n<td>Duration<\/td>\n<td>About 4 hours in total<\/td>\n<\/tr>\n<tr>\n<td>Rhythm<\/td>\n<td>Free, at your own pace, with no imposed end date<\/td>\n<\/tr>\n<tr>\n<td>Support<\/td>\n<td>Computer, tablet, smartphone<\/td>\n<\/tr>\n<tr>\n<td>Access<\/td>\n<td>Immediate after registration, unlimited over time<\/td>\n<\/tr>\n<tr>\n<td>Required level<\/td>\n<td>All levels, no prerequisites<\/td>\n<\/tr>\n<tr>\n<td>Validation<\/td>\n<td>Certificate of completion<\/td>\n<\/tr>\n<tr>\n<td>Price<\/td>\n<td>150 \u20ac per learner<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<pee>The asynchronous format addresses a specific constraint of management: a manager cannot be unavailable for an entire day without their team feeling the impact. Four hours are divided into short sequences, during available times \u2014 a break, a start of the morning, a blocked time slot in the agenda \u2014 without disrupting the service. Everyone progresses at their own pace, revisits a lesson when the situation arises in the field, and retains access to the content over time.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 5 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-competences\">What you will be able to do by the end<\/h2>\n<div class=\"dyn-cards\">\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udd0d<\/span><\/p>\n<h3>Identify a signal in time<\/h3>\n<pee>Distinguish an individual signal from a collective signal, formulate it as an observable fact and not as a judgment, without dramatizing or minimizing.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\u2696\ufe0f<\/span><\/p>\n<h3>Regulate the workload<\/h3>\n<pee>Clarify priorities, adjust the distribution, and make the work clear for the team, one of the most direct levers on psychosocial risks.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83e\udd1d<\/span><\/p>\n<h3>Support and recognize<\/h3>\n<pee>Adopt concrete and regular gestures of recognition, which weigh on the climate much more than occasional grand statements.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83e\uddef<\/span><\/p>\n<h3>Defuse a tension<\/h3>\n<pee>Intervene early on a budding conflict, set a framework for exchange, and prevent the situation from contaminating the entire group.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udccb<\/span><\/p>\n<h3>Know your obligations<\/h3>\n<pee>Identify your role and protections, know what falls under your responsibility and what should be relayed to prevention actors.<\/pee>\n  <\/div>\n<div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udf31<\/span><\/p>\n<h3>Move to sustainable prevention<\/h3>\n<pee>Move beyond mere reaction to crises to establish collective habits that reduce risks over time.<\/pee>\n  <\/div>\n<\/div>\n<pee>The training prioritizes practical situations over pure theory: each module ends with concrete cases. The idea is not to add abstract knowledge, but to leave with exact phrases to say and precise gestures to perform. For example, when facing a colleague who is disengaging, you do not start with &#8220;what&#8217;s wrong with you?&#8221; but with a fact: &#8220;I noticed that over the last two weeks, several points have been overlooked. Do you want us to look together at what is happening?&#8221; <strong>\u274c To avoid:<\/strong> making a diagnosis (&#8220;you are burning out&#8221;) \u2014 this is not the manager&#8217;s role, and it is up to the health professional to assess it.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 6 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-qualiopi\">Qualiopi, certificate, and funding<\/h2>\n<pee>DYNSEO is a training organization certified <strong>Qualiopi<\/strong>, registered under the activity declaration number <strong>11757351875<\/strong>. The certification focuses on the quality of the process: defined educational objectives, adaptation to audiences, qualification of trainers, collection of feedback, and continuous improvement approach.<\/pee>\n<pee>Each learner receives a <strong>certificate of completion<\/strong> in their name, to be added to the individual file and usable within the quality approach of the organization. It is neither a state diploma nor a regulated certification: it is a certificate of participation in a training action.<\/pee>\n<pee>On the financing side, the Qualiopi certification is the condition that allows an employer to consider coverage under the skills development plan or by their skills operator. The rules, ceilings, and procedures vary according to branches, funders, and situations: the only reliable approach is to have the quote and program validated by the HR service or the funding organization <em>before<\/em> the purchase. No amount of aid can be presented here as guaranteed in advance.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 7 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-equipe\">Deploying training in a team<\/h2>\n<pee>The online format facilitates collective deployment in a managerial line, provided that one does not simply send a link and wait.<\/pee>\n<ol class=\"dyn-steps\">\n<li><strong>Set an observable objective.<\/strong> For example: harmonize the way managers identify and report tension signals within three months. Without an objective, the training remains a box checked.<\/li>\n<li><strong>Block time.<\/strong> Two short slots per week in the agenda are better than a vague instruction of \u201cdo it when you can.\u201d<\/li>\n<li><strong>Designate a referent.<\/strong> A manager or an HR who advances a module beforehand and leads a few minutes of recap in the management meeting.<\/li>\n<li><strong>Ground each module in reality.<\/strong> After module 2, anonymously share a signal actually observed in a department. After module 3, reenact a tension de-escalation in a small group.<\/li>\n<li><strong>Articulate with prevention.<\/strong> Connect what managers learn to the work of the occupational physician, employee representatives, and the existing RPS approach.<\/li>\n<li><strong>Plan a follow-up in three months.<\/strong> What has really changed in management practices? This distinguishes useful training from training that is simply consumed.<\/li>\n<\/ol>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 8 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-tarif\">Price and registration<\/h2>\n<pee>The training is offered at <strong>\u20ac150<\/strong> per learner, with immediate and unlimited access. Registration is done entirely online, in a few minutes.<\/pee>\n<ol class=\"dyn-steps\">\n<li>Open the <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\">training page<\/a> and add it to the cart.<\/li>\n<li>Create the learner account, or log in, then confirm the payment.<\/li>\n<li>Access is immediate: the training appears in the learner space and the first lesson starts right away.<\/li>\n<\/ol>\n<pee>To register multiple managers or obtain a quote for an organization, the <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\">training page<\/a> and the contact page of the site allow for a proposal tailored to the number of learners. The <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/\">catalog of free tools<\/a> and the <a href=\"https:\/\/www.dynseo.com\/en\/our-tests\/\">cognitive tests<\/a> DYNSEO complement the approach usefully.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 9 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-limites\">What this training is not<\/h2>\n<ul>\n<li><strong>It does not diagnose.<\/strong> Identifying a signal is not diagnosing a disorder. The evaluation of individual suffering falls under the occupational physician, the treating physician, or a psychologist.<\/li>\n<li><strong>It does not replace care.<\/strong> In the face of a situation that exceeds the managerial framework, the manager&#8217;s role is to direct towards competent professionals and systems, not to treat themselves.<\/li>\n<li><strong>It is not legal expertise.<\/strong> The legal framework is addressed to clarify the manager&#8217;s action, not to substitute for legal advice or the HR function.<\/li>\n<li><strong>It is not a diploma.<\/strong> The certificate attests to participation in a training action, not to a regulated qualification.<\/li>\n<li><strong>It is not an in-person training.<\/strong> There is no live trainer: it is an online course, to be followed at one&#8217;s own pace.<\/li>\n<\/ul>\n<pee><strong>In case of a serious situation and immediate danger<\/strong> \u2014 suicidal remarks, acute distress, threat to a person&#8217;s integrity \u2014 this is no longer management: contact the emergency services in your country and the relevant health actors without delay.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 S\u00c9RIE \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2>To go further<\/h2>\n<div class=\"dyn-serie\">\n  <a href=\"#dyn-serie-guide\"><span>Background Guide<\/span>Psychosocial risks (PSR): the complete guide to understand what is at stake<\/a><br \/>\n  <a href=\"#dyn-serie-situations\"><span>Everyday situations<\/span>PSR: 10 difficult everyday situations and how to respond to them<\/a><br \/>\n  <a href=\"#dyn-serie-outils\"><span>Toolbox<\/span>PSR: activities, resources, and concrete adjustments to implement<\/a><br \/>\n  <a href=\"#dyn-serie-posture\"><span>Professional posture<\/span>PSR: professional posture, teamwork, and skills development<\/a>\n<\/div>\n<pee>Several free DYNSEO tools directly complement this training: the <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/motivation-chart-dynseo-training-tool\/\">motivation chart<\/a> and the <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/3-column-table\/\">3-column chart<\/a> to clarify priorities and structure exchanges, the <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/visual-timer\/\">visual timer<\/a> to frame work and meeting times. The <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/\">complete catalog<\/a> is freely accessible, and the application <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/clint-brain-games-for-adults\/\">CLINT<\/a> serves as support for cognitive stimulation and mental well-being activities for adults.<\/pee>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 FAQ \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<h2 id=\"dyn-faq\">Frequently Asked Questions<\/h2>\n<div class=\"dyn-faq\">\n<h3>How long does it take to complete the training?<\/h3>\n<pee>About four hours in total for the 4 modules and 16 lessons. The lessons are short, and most managers spread the course over two to four weeks, taking short sessions during available times. Access remains open afterward, with no end date: one can revisit a specific lesson when the situation actually arises in the team. This flexible pace is designed not to disrupt a service and to allow for the gradual application of what has been learned.<\/pee>\n<h3>Does the training provide a diploma?<\/h3>\n<pee>No, it issues a personalized certificate of completion, not a state diploma or regulated certification. This certificate attests to participation in a training action: it is added to the learner&#8217;s individual file and integrates into the quality approach of the organization. DYNSEO is certified Qualiopi (No. 11757351875), and the training process meets recognized quality requirements, which is also a useful condition for considering funding by the employer.<\/pee>\n<h3>How does access work after registration?<\/h3>\n<pee>Access is immediate. Once payment is validated, the training appears in the learner&#8217;s space, and the first lesson starts right away. The course is 100% online accessible from a computer, tablet, or smartphone, allowing progress wherever and whenever possible. Access is unlimited in time: there is no imposed end date, nor obligation to follow everything in one go. Everyone progresses at their own pace and retains the ability to revisit the content.<\/pee>\n<h3>Can the training be covered by the employer?<\/h3>\n<pee>This is possible: DYNSEO is a Qualiopi certified training organization, a condition generally required for coverage under the skills development plan or by a skills operator. The rules, ceilings, and procedures vary according to sectors, funders, and situations. No amount can be guaranteed in advance: the reliable approach is to have the program and quote validated by your HR department or funding organization before purchase. A quote can be established for multiple learners.<\/pee>\n<h3>Are prior knowledge or skills required?<\/h3>\n<pee>No. The training is classified for all levels and requires no prerequisites. It starts with the definition of PSR and the mechanisms of stress, explained simply, before moving on to identifying signals and then the concrete reflexes of the manager. It is suitable for both a manager discovering the subject and an experienced supervisor wishing to structure and update what they already do intuitively. The situational scenarios present in each module make the content accessible and directly transposable to everyday life.<\/pee>\n<\/div>\n<div class=\"dyn-note\">\n  <strong>\u2139\ufe0f General information<\/strong>\n  <pee>This page describes the content of a training action intended for managers. The funding conditions and training obligations vary depending on employers and situations: check with your HR department or your funding organization. This content does not constitute medical advice or legal advice: for any situation of suffering at work, direct the person to the occupational doctor or a health professional.<\/pee>\n<\/div>\n<p><!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 FINAL CTA \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 --><\/p>\n<div class=\"dyn-cta\">\n<h3>Equip your frontline managers to face psychosocial risks<\/h3>\n<pee>With the <strong>psychosocial risks training<\/strong> &#8220;The role of the frontline manager&#8221;: 4 modules, 16 lessons, about 4 hours, 100% online, unlimited access, and a personalized certificate for each learner.<\/pee>\n  <a class=\"dyn-btn\" href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\">Discover the training \u2014 150 \u20ac<\/a>\n<\/div>\n<\/div>\n<\/div>\n<p>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":4,"featured_media":410101,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"[et_pb_section fb_built=\"1\" admin_label=\"Article HTML\" _builder_version=\"4.16\" custom_padding=\"0px||0px||false|false\" global_colors_info=\"{}\"][et_pb_row admin_label=\"Contenu\" _builder_version=\"4.16\" width=\"100%\" max_width=\"100%\" custom_padding=\"0px||0px||false|false\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_code admin_label=\"HTML import\u00e9\" _builder_version=\"4.16\" global_colors_info=\"{}\"]<style type=\"text\/css\">\n.dbi-art-0aa57d .dyn-article {\n  --dyn-bleu:#5e5ed7;\n  --dyn-bleu-fonce:#5268c9;\n  --dyn-vert:#a9e2e4;\n  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Cette attestation atteste de la participation \u00e0 une action de formation : elle se verse au dossier individuel de l'apprenant et s'int\u00e8gre \u00e0 la d\u00e9marche qualit\u00e9 de la structure. DYNSEO \u00e9tant certifi\u00e9 Qualiopi (N\u00b0 11757351875), le processus de formation r\u00e9pond \u00e0 des exigences de qualit\u00e9 reconnues, ce qui constitue aussi une condition utile pour envisager un financement par l'employeur.\"\n          }\n        },\n        {\n          \"@type\": \"Question\",\n          \"name\": \"Comment se passe l'acc\u00e8s apr\u00e8s l'inscription ?\",\n          \"acceptedAnswer\": {\n            \"@type\": \"Answer\",\n            \"text\": \"L'acc\u00e8s est imm\u00e9diat. D\u00e8s la validation du paiement, la formation appara\u00eet dans l'espace apprenant et la premi\u00e8re le\u00e7on d\u00e9marre aussit\u00f4t. 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Elle convient aussi bien \u00e0 un manager qui d\u00e9couvre le sujet qu'\u00e0 un encadrant exp\u00e9riment\u00e9 souhaitant structurer et actualiser ce qu'il fait d\u00e9j\u00e0 de mani\u00e8re intuitive. 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Elle arrive de biais&nbsp;: un collaborateur habituellement ponctuel qui multiplie les retards, une r\u00e9union o\u00f9 plus personne ne prend la parole, un arr\u00eat maladie de plus qui \u00ab&nbsp;tombe mal&nbsp;\u00bb, un ton qui monte pour une broutille. Le manager de proximit\u00e9 est le premier \u00e0 voir ces signaux \u2014 et souvent le dernier \u00e0 savoir quoi en faire. La <strong>formation risques psychosociaux RPS<\/strong> \u00ab Le r\u00f4le du manager de proximit\u00e9 \u00bb de DYNSEO a \u00e9t\u00e9 con\u00e7ue exactement pour ce point aveugle&nbsp;: transformer une intuition diffuse en lecture claire, puis en gestes concrets.<\/p>\n  <ul class=\"dyn-pagehead__meta\">\n    <li>\u23f1\ufe0f 14 min de lecture<\/li>\n    <li>\ud83d\udc65 Pour les professionnels<\/li>\n    <li>\ud83d\udd04 Mis \u00e0 jour en ao\u00fbt 2026<\/li>\n  <\/ul>\n<\/header>\n\n<aside class=\"dyn-hero\" aria-label=\"Formation pr\u00e9sent\u00e9e dans cet article\">\n  <div class=\"dyn-hero__grid\">\n    <div class=\"dyn-hero__media\"><a href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\"><img src=\"https:\/\/www.dynseo.com\/wp-content\/uploads\/dynseo-images\/output\/course-729162-fr-1782764831.jpg\" alt=\"Formation DYNSEO \u00ab Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9 \u00bb\" width=\"1920\" height=\"1080\" loading=\"lazy\"><\/a><\/div>\n    <div class=\"dyn-hero__body\">\n      <span class=\"dyn-hero__eyebrow\">La formation li\u00e9e \u00e0 cet article<\/span>\n      <p class=\"dyn-hero__title\"><a href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\">Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9<\/a><\/p>\n      <p class=\"dyn-hero__pitch\">Tout ce que cet article explique, mis en pratique.<\/p>\n      <ul class=\"dyn-badges\">\n        <li>\ud83c\udfa5 4 modules \u00b7 16 le\u00e7ons<\/li>\n        <li>\ud83d\udcbb 100 % en ligne<\/li>\n        <li>\u23f1\ufe0f \u00c0 votre rythme<\/li>\n        <li>\ud83c\udfc5 Organisme Qualiopi<\/li>\n        <li>\ud83c\udf0d 9 langues<\/li>\n      <\/ul>\n      <div class=\"dyn-hero__actions\">\n        <a class=\"dyn-btn\" href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\">Voir la formation<\/a>\n        <span class=\"dyn-hero__price\">150.0 \u20ac<\/span>\n      <\/div>\n    <\/div>\n  <\/div>\n<\/aside>\n\n<p>Cette page d\u00e9taille la formation en ligne DYNSEO <strong>\u00ab Risques psychosociaux (RPS) \u2014 le r\u00f4le du manager de proximit\u00e9 \u00bb<\/strong>&nbsp;: son contenu module par module, les m\u00e9tiers auxquels elle s'adresse, sa dur\u00e9e r\u00e9elle, son tarif, ses modalit\u00e9s de d\u00e9ploiement en \u00e9quipe \u2014 et, tout aussi important, le p\u00e9rim\u00e8tre qu'elle ne couvre pas. L'objectif n'est pas de faire du manager un psychologue, mais de lui donner des rep\u00e8res fiables pour agir dans son r\u00f4le, au bon niveau, sans se substituer aux professionnels de sant\u00e9.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 R\u00c9PONSE COURTE (GEO) \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<section class=\"dyn-tldr\">\n  <h2>L'essentiel en 30 secondes<\/h2>\n  <p>Formation en ligne de <strong>4 modules et 16 le\u00e7ons<\/strong>, soit environ <strong>4 heures<\/strong>, destin\u00e9e aux managers de proximit\u00e9 qui encadrent une \u00e9quipe au quotidien. Tarif&nbsp;: <strong>150 \u20ac<\/strong>. Acc\u00e8s imm\u00e9diat et illimit\u00e9, 100 % en ligne.<\/p>\n  <ul>\n    <li><strong>Pour qui<\/strong> \u2014 chefs d'\u00e9quipe, responsables de service, cadres de proximit\u00e9, encadrants interm\u00e9diaires dans les entreprises, \u00e9coles, \u00e9tablissements et structures de sant\u00e9.<\/li>\n    <li><strong>Objectif<\/strong> \u2014 comprendre le stress, la charge mentale et les RPS, rep\u00e9rer les signaux et adopter les bons r\u00e9flexes manag\u00e9riaux au quotidien.<\/li>\n    <li><strong>Ce qui est couvert<\/strong> \u2014 d\u00e9finition des RPS, six familles de facteurs de risque, signaux individuels et collectifs, r\u00e9gulation de la charge, d\u00e9samor\u00e7age des tensions, cadre l\u00e9gal et pr\u00e9vention collective.<\/li>\n    <li><strong>Ce qui ne l'est pas<\/strong> \u2014 le diagnostic clinique, la prise en charge th\u00e9rapeutique et l'expertise juridique approfondie, qui rel\u00e8vent de professionnels d\u00e9di\u00e9s.<\/li>\n    <li><strong>Organisme<\/strong> \u2014 DYNSEO, certifi\u00e9 Qualiopi (N\u00b0 11757351875), attestation de fin de formation d\u00e9livr\u00e9e.<\/li>\n  <\/ul>\n<\/section>\n\n<nav class=\"dyn-toc\" aria-label=\"Sommaire\">\n  <p>Au sommaire<\/p>\n  <ol>\n    <li><a href=\"#dyn-probleme\">Le probl\u00e8me qu'elle r\u00e9sout sur le terrain<\/a><\/li>\n    <li><a href=\"#dyn-pourqui\">\u00c0 qui s'adresse cette formation risques psychosociaux RPS<\/a><\/li>\n    <li><a href=\"#dyn-programme\">Le programme&nbsp;: 4 modules, 16 le\u00e7ons<\/a><\/li>\n    <li><a href=\"#dyn-format\">Format et organisation<\/a><\/li>\n    <li><a href=\"#dyn-competences\">Ce que vous saurez faire \u00e0 la fin<\/a><\/li>\n    <li><a href=\"#dyn-qualiopi\">Qualiopi, attestation et financement<\/a><\/li>\n    <li><a href=\"#dyn-equipe\">D\u00e9ployer la formation dans une \u00e9quipe<\/a><\/li>\n    <li><a href=\"#dyn-tarif\">Tarif et inscription<\/a><\/li>\n    <li><a href=\"#dyn-limites\">Ce que cette formation n'est pas<\/a><\/li>\n    <li><a href=\"#dyn-faq\">Questions fr\u00e9quentes<\/a><\/li>\n  <\/ol>\n<\/nav>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 1 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-probleme\">Le probl\u00e8me qu'elle r\u00e9sout sur le terrain<\/h2>\n\n<p>Les risques psychosociaux regroupent, selon l'Institut national de recherche et de s\u00e9curit\u00e9 (INRS), les risques pour la sant\u00e9 mentale, physique et sociale engendr\u00e9s par les conditions d'emploi et les facteurs organisationnels et relationnels susceptibles d'interagir avec le fonctionnement mental&nbsp;: stress, violences internes, violences externes. Le manager de proximit\u00e9 occupe une position singuli\u00e8re face \u00e0 eux&nbsp;: il n'est ni m\u00e9decin du travail, ni psychologue, ni juriste, mais il est celui qui distribue la charge, arbitre les priorit\u00e9s et voit l'\u00e9quipe tous les jours. Autrement dit, il est \u00e0 la fois expos\u00e9 et exposant.<\/p>\n\n\n<p>Le vrai probl\u00e8me n'est pas le manque de bonne volont\u00e9. C'est l'ambigu\u00eft\u00e9 des signaux. Un comportement observ\u00e9 est presque toujours interpr\u00e9t\u00e9 trop vite \u2014 et souvent dans le mauvais sens. Voici quelques situations que les managers rapportent r\u00e9guli\u00e8rement.<\/p>\n\n<div class=\"dyn-tablewrap\">\n<table>\n  <thead>\n    <tr><th>Ce qui est observ\u00e9 dans l'\u00e9quipe<\/th><th>Interpr\u00e9tation fr\u00e9quente<\/th><th>Ce dont il s'agit souvent<\/th><\/tr>\n  <\/thead>\n  <tbody>\n    <tr><td>Un collaborateur devient irritable, s'agace pour un d\u00e9tail<\/td><td>\u00ab&nbsp;Mauvais caract\u00e8re&nbsp;\u00bb, probl\u00e8me de personnalit\u00e9<\/td><td>Signal individuel de tension&nbsp;: surcharge, perte de sens, conflit larv\u00e9<\/td><\/tr>\n    <tr><td>Multiplication des petits retards et des oublis<\/td><td>N\u00e9gligence, d\u00e9sengagement<\/td><td>Fatigue, charge mentale, difficult\u00e9 personnelle non dite<\/td><\/tr>\n    <tr><td>Le silence s'installe en r\u00e9union<\/td><td>\u00ab&nbsp;Ils n'ont rien \u00e0 dire&nbsp;\u00bb<\/td><td>Signal collectif&nbsp;: perte de confiance, peur de s'exprimer<\/td><\/tr>\n    <tr><td>Hausse des arr\u00eats courts dans le service<\/td><td>Co\u00efncidence, saison<\/td><td>Indicateur d'alerte organisationnel \u00e0 documenter<\/td><\/tr>\n    <tr><td>Deux coll\u00e8gues ne se parlent plus<\/td><td>\u00ab&nbsp;\u00c7a va se tasser&nbsp;\u00bb<\/td><td>Tension interpersonnelle qui peut d\u00e9grader tout le collectif<\/td><\/tr>\n    <tr><td>Un salari\u00e9 performant se met en retrait, refuse les projets<\/td><td>Perte de motivation<\/td><td>\u00c9puisement en cours d'installation&nbsp;: \u00e0 ne pas ignorer<\/td><\/tr>\n  <\/tbody>\n<\/table>\n<\/div>\n\n<p>Chaque ligne de ce tableau repr\u00e9sente, en pratique, un point de bascule&nbsp;: soit le manager passe \u00e0 c\u00f4t\u00e9 et la situation se d\u00e9grade, soit il lit correctement le signal et agit \u00e0 temps, dans son r\u00f4le. C'est pr\u00e9cis\u00e9ment l'objet de la formation&nbsp;: apprendre \u00e0 observer sans surinterpr\u00e9ter, \u00e0 comprendre les m\u00e9canismes, puis \u00e0 r\u00e9pondre par des gestes manag\u00e9riaux proportionn\u00e9s \u2014 et \u00e0 savoir quand relayer vers les acteurs de la pr\u00e9vention et de la sant\u00e9 au travail.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 2 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-pourqui\">\u00c0 qui s'adresse cette formation risques psychosociaux RPS<\/h2>\n\n<div class=\"dyn-cards\">\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udc54<\/span>\n    <h3>Chefs d'\u00e9quipe et responsables de service<\/h3>\n    <p>Ceux qui r\u00e9partissent la charge et arbitrent les priorit\u00e9s au quotidien&nbsp;: la formation leur donne des rep\u00e8res pour r\u00e9guler sans \u00e9puiser ni sous-charger.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udfeb<\/span>\n    <h3>Encadrants dans les \u00e9coles<\/h3>\n    <p>Directions, coordinateurs, chefs d'\u00e9tablissement&nbsp;: soutenir des \u00e9quipes p\u00e9dagogiques soumises \u00e0 une forte charge relationnelle et \u00e9motionnelle.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udfe5<\/span>\n    <h3>Cadres en \u00e9tablissement de sant\u00e9<\/h3>\n    <p>Cadres de sant\u00e9, responsables d'unit\u00e9&nbsp;: des secteurs o\u00f9 la charge et l'exposition \u00e9motionnelle sont \u00e9lev\u00e9es et o\u00f9 le rep\u00e9rage pr\u00e9coce compte particuli\u00e8rement.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udfe2<\/span>\n    <h3>Managers interm\u00e9diaires en entreprise<\/h3>\n    <p>Managers de premi\u00e8re ligne, souvent form\u00e9s au m\u00e9tier mais rarement \u00e0 la dimension humaine&nbsp;: la formation comble ce manque concret.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83e\udded<\/span>\n    <h3>Nouveaux managers<\/h3>\n    <p>Ceux qui viennent de prendre une \u00e9quipe et cherchent un socle clair pour ne pas naviguer \u00e0 vue face aux tensions et aux signaux.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udcca<\/span>\n    <h3>RH et responsables pr\u00e9vention<\/h3>\n    <p>Pour diffuser un langage commun sur les RPS dans l'encadrement et articuler l'action des managers avec la d\u00e9marche de pr\u00e9vention.<\/p>\n  <\/div>\n<\/div>\n\n<h3>Faite pour vous \/ pas faite pour vous<\/h3>\n\n<div class=\"dyn-tablewrap\">\n<table>\n  <thead>\n    <tr><th>Votre situation<\/th><th>Cette formation\u2026<\/th><\/tr>\n  <\/thead>\n  <tbody>\n    <tr><td>Vous encadrez une \u00e9quipe et n'avez jamais \u00e9t\u00e9 form\u00e9 aux RPS<\/td><td><span class=\"dyn-oui\">\u2714 Convient parfaitement<\/span><\/td><\/tr>\n    <tr><td>Vous voulez rep\u00e9rer plus t\u00f4t les signaux de tension dans votre service<\/td><td><span class=\"dyn-oui\">\u2714 Convient<\/span> \u2014 c'est l'objet du module 2<\/td><\/tr>\n    <tr><td>Vous cherchez des r\u00e9flexes concrets \u00e0 appliquer au quotidien<\/td><td><span class=\"dyn-oui\">\u2714 Convient<\/span> \u2014 module 3 d\u00e9di\u00e9 aux gestes<\/td><\/tr>\n    <tr><td>Vous voulez poser un diagnostic clinique ou traiter une souffrance individuelle<\/td><td><span class=\"dyn-non\">\u2718 Voir plut\u00f4t<\/span> le m\u00e9decin du travail ou un psychologue<\/td><\/tr>\n    <tr><td>Vous cherchez une expertise juridique compl\u00e8te sur le droit du travail<\/td><td><span class=\"dyn-non\">\u2718 Non<\/span> \u2014 le cadre l\u00e9gal est abord\u00e9 pour l'action, pas en expertise<\/td><\/tr>\n    <tr><td>Vous cherchez un dipl\u00f4me d'\u00c9tat ou une certification r\u00e9glement\u00e9e<\/td><td><span class=\"dyn-non\">\u2718 Non<\/span> \u2014 il s'agit d'une attestation de fin de formation<\/td><\/tr>\n  <\/tbody>\n<\/table>\n<\/div>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 3 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n\n<h2 id=\"dyn-programme\">The program&nbsp;: 4 modules, 16 lessons<\/h2>\n\n<p>The course consists of four modules of four lessons each, including one situational lesson per module. The progression is intentionally constructed like a movement&nbsp;: understand, then identify, then act, then embed the action in the long term and the collective framework.<\/p>\n\n<div class=\"dyn-module\">\n  <div class=\"dyn-module__head\">\n    <div class=\"dyn-module__num\">1<\/div>\n    <h3 class=\"dyn-module__title\">Understanding psychosocial risks<\/h3>\n  <\/div>\n  <ul>\n    <li>What RPS really are<\/li>\n    <li>Work-related stress \u2014 mechanisms and effects<\/li>\n    <li>Mental load and other invisible factors<\/li>\n    <li>Situational lessons \u2014 identifying RPS around you<\/li>\n  <\/ul>\n<\/div>\n\n<p>This first block establishes the common vocabulary. It clarifies what RPS truly encompasses \u2014 and what they are not \u2014 describes the mechanisms of stress and mental load, and highlights the invisible factors that are often underestimated. The situational lesson anchors the theory in recognizable examples from managerial daily life.<\/p>\n\n<div class=\"dyn-module\">\n  <div class=\"dyn-module__head\">\n    <div class=\"dyn-module__num\">2<\/div>\n    <h3 class=\"dyn-module__title\">Identifying signals and risk factors<\/h3>\n  <\/div>\n  <ul>\n    <li>The six main families of risk factors<\/li>\n    <li>Signals at the individual level<\/li>\n    <li>Signals at the collective level<\/li>\n    <li>Situational lessons \u2014 reading signals correctly<\/li>\n  <\/ul>\n<\/div>\n\n<p>The heart of identification. This module presents the six main families of risk factors, then teaches how to distinguish individual signals (behavior, mood, withdrawal) from collective signals (atmosphere, tensions, service indicators). The last lesson trains to read these signals without overinterpreting&nbsp;: observe a fact, formulate it neutrally, avoid hasty conclusions.<\/p>\n\n<div class=\"dyn-module\">\n  <div class=\"dyn-module__head\">\n    <div class=\"dyn-module__num\">3<\/div>\n    <h3 class=\"dyn-module__title\">The right reflexes for managers in daily life<\/h3>\n  <\/div>\n  <ul>\n    <li>Regulating workload and clarifying tasks<\/li>\n    <li>Supporting and recognizing<\/li>\n    <li>Defusing tensions and conflicts<\/li>\n    <li>Situational lessons \u2014 acting daily<\/li>\n  <\/ul>\n<\/div>\n\n<p>The most operational part. Here, one learns to regulate workload and clarify what is expected, to support and recognize real work, and to defuse tensions before they become entrenched. The situational lessons offer concrete cases where the manager must choose a proportionate response, within their role, without encroaching on that of the caregiver or psychologist.<\/p>\n\n<div class=\"dyn-module\">\n  <div class=\"dyn-module__head\">\n    <div class=\"dyn-module__num\">4<\/div>\n    <h3 class=\"dyn-module__title\">The legal framework and collective prevention<\/h3>\n  <\/div>\n  <ul>\n    <li>Your obligations and protections<\/li>\n    <li>Working with prevention stakeholders<\/li>\n    <li>Shifting from reaction to sustainable prevention<\/li>\n    <li>Situational lessons \u2014 anchoring prevention<\/li>\n  <\/ul>\n<\/div>\n\n<p>The last module places the manager's action within a framework. It presents their obligations and protections, how to work with prevention stakeholders (occupational health, employee representatives, HR, prevention specialists), and the shift from a logic of occasional reaction to sustainable and collective prevention. The training thus closes the loop&nbsp;: from individual signal to organization.<\/p>\n\n<div class=\"dyn-note\">\n  <strong>\ud83d\udca1 Two lessons that managers cite most often<\/strong>\n  <p>The lesson on <strong>mental load and invisible factors<\/strong> (module 1) and the one on <strong>defusing tensions<\/strong> (module 3). The first helps understand why a collaborator \"who doesn't have that much work\" still feels overwhelmed&nbsp;; the second provides concrete words to intervene early, when a conflict is still recoverable.<\/p>\n<\/div>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 CTA MILIEU \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<div class=\"dyn-cta\">\n  <h3>Give your managers the right reflexes against RPS<\/h3>\n  <p>4 modules, 16 lessons, approximately 4 hours, 100% online and unlimited access. A clear foundation to identify early and act appropriately, at the right level.<\/p>\n  <a class=\"dyn-btn\" href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\">Discover the training \u2014 \u20ac150<\/a>\n<\/div>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 4 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-format\">Format and organization<\/h2>\n\n<div class=\"dyn-tablewrap\">\n<table>\n  <thead>\n    <tr><th>Criterion<\/th><th>Detail<\/th><\/tr>\n  <\/thead>\n  <tbody>\n    <tr><td>Format<\/td><td>100% online, short lessons<\/td><\/tr>\n    <tr><td>Content<\/td><td>4 modules \u00b7 16 lessons<\/td><\/tr>\n    <tr><td>Duration<\/td><td>About 4 hours in total<\/td><\/tr>\n    <tr><td>Rhythm<\/td><td>Free, at your own pace, with no imposed end date<\/td><\/tr>\n    <tr><td>Support<\/td><td>Computer, tablet, smartphone<\/td><\/tr>\n    <tr><td>Access<\/td><td>Immediate after registration, unlimited over time<\/td><\/tr>\n    <tr><td>Required level<\/td><td>All levels, no prerequisites<\/td><\/tr>\n    <tr><td>Validation<\/td><td>Certificate of completion<\/td><\/tr>\n    <tr><td>Price<\/td><td>150 \u20ac per learner<\/td><\/tr>\n  <\/tbody>\n<\/table>\n<\/div>\n\n<p>The asynchronous format addresses a specific constraint of management: a manager cannot be unavailable for an entire day without their team feeling the impact. Four hours are divided into short sequences, during available times \u2014 a break, a start of the morning, a blocked time slot in the agenda \u2014 without disrupting the service. Everyone progresses at their own pace, revisits a lesson when the situation arises in the field, and retains access to the content over time.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 5 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-competences\">What you will be able to do by the end<\/h2>\n\n<div class=\"dyn-cards\">\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udd0d<\/span>\n    <h3>Identify a signal in time<\/h3>\n    <p>Distinguish an individual signal from a collective signal, formulate it as an observable fact and not as a judgment, without dramatizing or minimizing.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\u2696\ufe0f<\/span>\n    <h3>Regulate the workload<\/h3>\n    <p>Clarify priorities, adjust the distribution, and make the work clear for the team, one of the most direct levers on psychosocial risks.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83e\udd1d<\/span>\n    <h3>Support and recognize<\/h3>\n    <p>Adopt concrete and regular gestures of recognition, which weigh on the climate much more than occasional grand statements.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83e\uddef<\/span>\n    <h3>Defuse a tension<\/h3>\n    <p>Intervene early on a budding conflict, set a framework for exchange, and prevent the situation from contaminating the entire group.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83d\udccb<\/span>\n    <h3>Know your obligations<\/h3>\n    <p>Identify your role and protections, know what falls under your responsibility and what should be relayed to prevention actors.<\/p>\n  <\/div>\n  <div class=\"dyn-card\">\n    <span class=\"dyn-card__icon\">\ud83c\udf31<\/span>\n    <h3>Move to sustainable prevention<\/h3>\n    <p>Move beyond mere reaction to crises to establish collective habits that reduce risks over time.<\/p>\n  <\/div>\n<\/div>\n\n<p>The training prioritizes practical situations over pure theory: each module ends with concrete cases. The idea is not to add abstract knowledge, but to leave with exact phrases to say and precise gestures to perform. For example, when facing a colleague who is disengaging, you do not start with \"what's wrong with you?\" but with a fact: \"I noticed that over the last two weeks, several points have been overlooked. Do you want us to look together at what is happening?\" <strong>\u274c To avoid:<\/strong> making a diagnosis (\"you are burning out\") \u2014 this is not the manager's role, and it is up to the health professional to assess it.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 6 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-qualiopi\">Qualiopi, certificate, and funding<\/h2>\n\n<p>DYNSEO is a training organization certified <strong>Qualiopi<\/strong>, registered under the activity declaration number <strong>11757351875<\/strong>. The certification focuses on the quality of the process: defined educational objectives, adaptation to audiences, qualification of trainers, collection of feedback, and continuous improvement approach.<\/p>\n\n<p>Each learner receives a <strong>certificate of completion<\/strong> in their name, to be added to the individual file and usable within the quality approach of the organization. It is neither a state diploma nor a regulated certification: it is a certificate of participation in a training action.<\/p>\n<p>On the financing side, the Qualiopi certification is the condition that allows an employer to consider coverage under the skills development plan or by their skills operator. The rules, ceilings, and procedures vary according to branches, funders, and situations: the only reliable approach is to have the quote and program validated by the HR service or the funding organization <em>before<\/em> the purchase. No amount of aid can be presented here as guaranteed in advance.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 7 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-equipe\">Deploying training in a team<\/h2>\n\n<p>The online format facilitates collective deployment in a managerial line, provided that one does not simply send a link and wait.<\/p>\n\n<ol class=\"dyn-steps\">\n  <li><strong>Set an observable objective.<\/strong> For example: harmonize the way managers identify and report tension signals within three months. Without an objective, the training remains a box checked.<\/li>\n  <li><strong>Block time.<\/strong> Two short slots per week in the agenda are better than a vague instruction of \u201cdo it when you can.\u201d<\/li>\n  <li><strong>Designate a referent.<\/strong> A manager or an HR who advances a module beforehand and leads a few minutes of recap in the management meeting.<\/li>\n  <li><strong>Ground each module in reality.<\/strong> After module 2, anonymously share a signal actually observed in a department. After module 3, reenact a tension de-escalation in a small group.<\/li>\n  <li><strong>Articulate with prevention.<\/strong> Connect what managers learn to the work of the occupational physician, employee representatives, and the existing RPS approach.<\/li>\n  <li><strong>Plan a follow-up in three months.<\/strong> What has really changed in management practices? This distinguishes useful training from training that is simply consumed.<\/li>\n<\/ol>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 8 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-tarif\">Price and registration<\/h2>\n\n<p>The training is offered at <strong>\u20ac150<\/strong> per learner, with immediate and unlimited access. Registration is done entirely online, in a few minutes.<\/p>\n\n<ol class=\"dyn-steps\">\n  <li>Open the <a href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\">training page<\/a> and add it to the cart.<\/li>\n  <li>Create the learner account, or log in, then confirm the payment.<\/li>\n  <li>Access is immediate: the training appears in the learner space and the first lesson starts right away.<\/li>\n<\/ol>\n\n<p>To register multiple managers or obtain a quote for an organization, the <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\">training page<\/a> and the contact page of the site allow for a proposal tailored to the number of learners. The <a href=\"https:\/\/www.dynseo.com\/nos-outils\/\">catalog of free tools<\/a> and the <a href=\"https:\/\/www.dynseo.com\/nos-tests\/\">cognitive tests<\/a> DYNSEO complement the approach usefully.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 9 \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-limites\">What this training is not<\/h2>\n\n<ul>\n  <li><strong>It does not diagnose.<\/strong> Identifying a signal is not diagnosing a disorder. The evaluation of individual suffering falls under the occupational physician, the treating physician, or a psychologist.<\/li>\n  <li><strong>It does not replace care.<\/strong> In the face of a situation that exceeds the managerial framework, the manager's role is to direct towards competent professionals and systems, not to treat themselves.<\/li>\n  <li><strong>It is not legal expertise.<\/strong> The legal framework is addressed to clarify the manager's action, not to substitute for legal advice or the HR function.<\/li>\n  <li><strong>It is not a diploma.<\/strong> The certificate attests to participation in a training action, not to a regulated qualification.<\/li>\n  <li><strong>It is not an in-person training.<\/strong> There is no live trainer: it is an online course, to be followed at one's own pace.<\/li>\n<\/ul>\n\n<p><strong>In case of a serious situation and immediate danger<\/strong> \u2014 suicidal remarks, acute distress, threat to a person's integrity \u2014 this is no longer management: contact the emergency services in your country and the relevant health actors without delay.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 S\u00c9RIE \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2>To go further<\/h2>\n\n<div class=\"dyn-serie\">\n  <a href=\"#dyn-serie-guide\"><span>Background Guide<\/span>Psychosocial risks (PSR): the complete guide to understand what is at stake<\/a>\n  <a href=\"#dyn-serie-situations\"><span>Everyday situations<\/span>PSR: 10 difficult everyday situations and how to respond to them<\/a>\n  <a href=\"#dyn-serie-outils\"><span>Toolbox<\/span>PSR: activities, resources, and concrete adjustments to implement<\/a>\n  <a href=\"#dyn-serie-posture\"><span>Professional posture<\/span>PSR: professional posture, teamwork, and skills development<\/a>\n<\/div>\n\n<p>Several free DYNSEO tools directly complement this training: the <a href=\"https:\/\/www.dynseo.com\/nos-outils\/tableau-de-motivation\/\">motivation chart<\/a> and the <a href=\"https:\/\/www.dynseo.com\/nos-outils\/tableau-3-colonnes\/\">3-column chart<\/a> to clarify priorities and structure exchanges, the <a href=\"https:\/\/www.dynseo.com\/nos-outils\/timer-visuel\/\">visual timer<\/a> to frame work and meeting times. The <a href=\"https:\/\/www.dynseo.com\/nos-outils\/\">complete catalog<\/a> is freely accessible, and the application <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/clint-brain-games-for-adults\/\">CLINT<\/a> serves as support for cognitive stimulation and mental well-being activities for adults.<\/p>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 FAQ \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<h2 id=\"dyn-faq\">Frequently Asked Questions<\/h2>\n\n<div class=\"dyn-faq\">\n\n  <h3>How long does it take to complete the training?<\/h3>\n  <p>About four hours in total for the 4 modules and 16 lessons. The lessons are short, and most managers spread the course over two to four weeks, taking short sessions during available times. Access remains open afterward, with no end date: one can revisit a specific lesson when the situation actually arises in the team. This flexible pace is designed not to disrupt a service and to allow for the gradual application of what has been learned.<\/p>\n\n  <h3>Does the training provide a diploma?<\/h3>\n  <p>No, it issues a personalized certificate of completion, not a state diploma or regulated certification. This certificate attests to participation in a training action: it is added to the learner's individual file and integrates into the quality approach of the organization. DYNSEO is certified Qualiopi (No. 11757351875), and the training process meets recognized quality requirements, which is also a useful condition for considering funding by the employer.<\/p>\n\n  <h3>How does access work after registration?<\/h3>\n  <p>Access is immediate. Once payment is validated, the training appears in the learner's space, and the first lesson starts right away. The course is 100% online accessible from a computer, tablet, or smartphone, allowing progress wherever and whenever possible. Access is unlimited in time: there is no imposed end date, nor obligation to follow everything in one go. Everyone progresses at their own pace and retains the ability to revisit the content.<\/p>\n\n  <h3>Can the training be covered by the employer?<\/h3>\n  <p>This is possible: DYNSEO is a Qualiopi certified training organization, a condition generally required for coverage under the skills development plan or by a skills operator. The rules, ceilings, and procedures vary according to sectors, funders, and situations. No amount can be guaranteed in advance: the reliable approach is to have the program and quote validated by your HR department or funding organization before purchase. A quote can be established for multiple learners.<\/p>\n\n  <h3>Are prior knowledge or skills required?<\/h3>\n  <p>No. The training is classified for all levels and requires no prerequisites. It starts with the definition of PSR and the mechanisms of stress, explained simply, before moving on to identifying signals and then the concrete reflexes of the manager. It is suitable for both a manager discovering the subject and an experienced supervisor wishing to structure and update what they already do intuitively. The situational scenarios present in each module make the content accessible and directly transposable to everyday life.<\/p>\n\n<\/div>\n<div class=\"dyn-note\">\n  <strong>\u2139\ufe0f General information<\/strong>\n  <p>This page describes the content of a training action intended for managers. The funding conditions and training obligations vary depending on employers and situations: check with your HR department or your funding organization. This content does not constitute medical advice or legal advice: for any situation of suffering at work, direct the person to the occupational doctor or a health professional.<\/p>\n<\/div>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 FINAL CTA \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<div class=\"dyn-cta\">\n  <h3>Equip your frontline managers to face psychosocial risks<\/h3>\n  <p>With the <strong>psychosocial risks training<\/strong> \"The role of the frontline manager\": 4 modules, 16 lessons, about 4 hours, 100% online, unlimited access, and a personalized certificate for each learner.<\/p>\n  <a class=\"dyn-btn\" href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\">Discover the training \u2014 150 \u20ac<\/a>\n<\/div><\/div><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]","_et_gb_content_width":"","footnotes":""},"categories":[3136,3582],"tags":[],"class_list":["post-770967","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-aconselhamento-dos-treinadores","category-advice-from-our-coaches"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Training &#039;Psychosocial Risks (PSR) - The Role of the Proximity Manager&#039;: Program, Content, and Who It Is Aimed At - DYNSEO - Educational apps &amp; 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