{"id":16111,"date":"2024-05-13T09:00:13","date_gmt":"2024-05-13T06:00:13","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=16111"},"modified":"2024-12-26T13:44:53","modified_gmt":"2024-12-26T10:44:53","slug":"ozgurlestirici-liderlerin-3-temel-ozelligi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/ozgurlestirici-liderlerin-3-temel-ozelligi\/","title":{"rendered":"\u00d6zg\u00fcrle\u015ftirici liderlerin 3 temel \u00f6zelli\u011fi"},"content":{"rendered":"

\u0130\u015f yerinizde \u201c\u00f6zg\u00fcr\u201d oldu\u011funuzu d\u00fc\u015f\u00fcn\u00fcyor musunuz? Bu \u00f6zg\u00fcrl\u00fck acaba sadece belli kararlar\u0131 verebilmenize mi olanak tan\u0131yor, yoksa \u00e7ok daha derinden bir y\u00f6netim yakla\u015f\u0131m\u0131n\u0131 m\u0131 ifade ediyor? \u0130K Blog’da bug\u00fcn \u00f6zg\u00fcrle\u015ftirici liderleri ele ald\u0131k…<\/strong><\/p>\n

\u0130\u015f yerinde \u00f6zg\u00fcr olabilmenizi m\u00fcd\u00fcr\u00fcn\u00fcz\u00fcn veya patronunuzun sa\u011flad\u0131\u011f\u0131n\u0131 biliyorsunuzdur. Bir ekip i\u00e7inde olu\u015fturulan \u00f6zg\u00fcrl\u00fck ortam\u0131n\u0131 ekip y\u00f6neticisi yaratabilir, t\u00fcm organizasyon i\u00e7in de i\u015f sahibi veya genel m\u00fcd\u00fcr yaratabilir veya yaratmaz. Bu da sizin ba\u011fl\u0131l\u0131\u011f\u0131n\u0131z\u0131 do\u011frudan etkiler. Bu yaz\u0131m\u0131zda bu ortam\u0131 yaratan \u00f6zg\u00fcrle\u015ftirici liderlerinin \u00f6zelliklerini ele alaca\u011f\u0131z. \u0130\u015fte, 3 temel \u00f6zellik!<\/p>\n

\u00c7al\u0131\u015fanlara alan a\u00e7mak<\/strong><\/h2>\n

\u00d6nemli liderlik becerilerinden olan \u201calan a\u00e7mak\u201d \u00f6zg\u00fcrle\u015ftirici lider olma s\u00fcrecinde \u00e7ok de\u011ferlidir. \u015eu \u00f6rnekler \u00fczerinden ilerleyebiliriz.<\/p>\n

    \n
  • M\u00fc\u015fteri ile bir toplant\u0131da, t\u00fcm ili\u015fkiyi ekibin s\u00fcr\u00fcklemesi i\u00e7in arkada kalmak ve sessiz olabilmek:<\/strong> Ekip y\u00f6neticisi olarak tecr\u00fcbeniz ve birikiminiz sizin diyalo\u011fa \u201catlaman\u0131za\u201d olanak tan\u0131sa bile, m\u00fc\u015fteriniz ile olan bir g\u00f6r\u00fc\u015fmede t\u00fcm ak\u0131\u015f\u0131, \u00f6nemli noktalar\u0131, sonu\u00e7 beklentilerini ve yol haritas\u0131n\u0131 ekibinize \u201cb\u0131rakabilmeniz\u201d kritik bir davran\u0131\u015ft\u0131r. Size bir \u015fey sorulursa tabii ifade edebilirsiniz, fakat ekibin t\u00fcm s\u00fcrecin sahibi olmas\u0131 b\u00fcy\u00fck fark yaratacakt\u0131r.<\/li>\n
  • Konu\u015fmaktan \u00e7ok dinlemek:<\/strong> Ekibinizle diyaloglar\u0131n\u0131zda %80 dinleyen, %20 soran ve konu\u015fan olmak kula\u011f\u0131n\u0131za nas\u0131l geliyor? Bunu yapabildi\u011finizde her ne kadar me\u015fgul olursan\u0131z olun, g\u00fcn\u00fcn\u00fcz size g\u00f6re \u00e7ok \u00f6nemli i\u015flerle ge\u00e7iyor da olsa \u00e7al\u0131\u015fan\u0131n\u0131z\u0131 aynalayarak, aktif dinlemi\u015f olursunuz. Bu da \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n \u201ckonu\u015fma alan\u0131n\u0131\u201d da g\u00f6zetti\u011finizi g\u00f6sterir.<\/li>\n
  • Ke\u015fif i\u00e7in yer a\u00e7mak:<\/strong> Ekibinizle bir \u201carama\u201d toplant\u0131n\u0131zda acaba bir tarafta \u201ci\u015fe yaramama ihtimali olabilecek fikirler\u201d di\u011fer tarafta da \u201cHataya yer olmayacak fikirler\u201d diye iki b\u00f6l\u00fcm, iki grup yaratsan\u0131z nas\u0131l olurdu? \u0130\u015fe yaramaz diye etiketlenecek fikirlerin ifade edilmesi m\u00fcmk\u00fcn olur, bunlar\u0131n hep birlikte tart\u0131\u015f\u0131lmas\u0131ndan i\u015fe yarayabilecek fikirler ortaya \u00e7\u0131kabilirdi. Farkl\u0131 fikirleri ke\u015ffetmek i\u00e7in \u201calan a\u00e7mak\u201d ancak prototip fikirlerin konu\u015fulmas\u0131n\u0131 sa\u011flayarak m\u00fcmk\u00fcn olabilir.<\/li>\n
  • Az duyulan sesleri duyulur k\u0131lmak:<\/strong> \u00c7e\u015fitli sebeplerden fikirleri y\u00f6neticilere ula\u015fmayan, sadece rutin i\u015flerini yapan ve kimsenin tan\u0131mad\u0131\u011f\u0131 \u00e7al\u0131\u015fanlara yer a\u00e7mak kula\u011f\u0131n\u0131za nas\u0131l geliyor acaba? Unvan, i\u015f tecr\u00fcbesi, y\u00f6netici olmak, \u00fcst y\u00f6netime yak\u0131nl\u0131k, kendini rahat ve iyi ifade etmek gibi sebeplerden organizasyonda bir k\u0131s\u0131m \u00e7al\u0131\u015fan\u0131n sesi duyulmuyor olabilir. Alan a\u00e7mak deyince bu duyulmayan sesleri \u00f6zellikle duymak i\u00e7in alan yaratmay\u0131 da kastediyorum. Toplant\u0131da hi\u00e7 konu\u015fmayanlara s\u00f6z vermek, isimsiz anketler d\u00fczenlemek ve ger\u00e7ek i\u00e7g\u00f6r\u00fcleri toplamak, \u00e7al\u0131\u015fanlarla resmi olmayan bi\u00e7imde bir araya gelmek ve onlar\u0131n i\u015fiyle ilgili veya i\u015fleriyle ilgili olmayan geli\u015fim \u00f6nerilerini almak\u2026 Bunlar de\u011ferli \u201calan a\u00e7ma\u201d eylemleri olabilir.<\/li>\n<\/ul>\n

    \u00c7al\u0131\u015fanlardan en iyi performanslar\u0131n\u0131 talep etmek<\/strong><\/h2>\n

    Yapabilece\u011finin en iyisi bu mu?:<\/strong> \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n \u201cen iyi\u201d performanslar\u0131n\u0131 ortaya \u00e7\u0131karabilmek i\u00e7in neler yap\u0131yorsunuz? Henry Kissenger\u2019\u0131n \u00f6n\u00fcne gelen bir raporu \u00fc\u00e7 defa \u201cBu yapabilece\u011fin en iyi i\u015f mi?\u201d diye geri yollad\u0131\u011f\u0131 s\u00f6ylenir. Bu soru uygun oldu\u011funda sorabildi\u011finiz bir soru olsayd\u0131, sizce nas\u0131l yan\u0131tlar al\u0131rd\u0131n\u0131z?<\/p>\n

    \u0130nsanlar en iyi performanslar\u0131n\u0131 \u201cg\u00f6n\u00fcll\u00fc\u201d olarak verebilirler. Bu stres, zorlama ile olmaz. Bu ba\u011flamda \u201cBu yapabilece\u011fin en iyi i\u015f mi?\u201d diye sormay\u0131 \u00f6neriyorum.<\/p>\n

    En iyi i\u015f ile \u00e7\u0131kt\u0131y\u0131 ay\u0131rt edebilmek:<\/strong> Bir \u00e7al\u0131\u015fan\u0131n yapabilece\u011fi en iyi i\u015f ile i\u015f \u00e7\u0131kt\u0131s\u0131 her zaman uyumlu olmayabilir. \u0130\u015f \u00e7\u0131kt\u0131s\u0131n\u0131n beklentilerle ili\u015fkisi performans y\u00f6netimini belirlese de asl\u0131nda beklentileri \u00e7o\u011fu kez \u00e7al\u0131\u015fan belirlemedi\u011fi i\u00e7in \u201cperformans\u0131\u201d en \u00fcst d\u00fczeyde olan bir \u00e7al\u0131\u015fan beklentilerin alt\u0131nda kalabilir. Y\u00f6netici olarak \u00e7al\u0131\u015fan\u0131n\u0131z\u0131n kendi bireysel en iyi performans\u0131n\u0131 g\u00f6sterdi\u011fini g\u00f6rd\u00fc\u011f\u00fcn\u00fczde \u00e7\u0131kt\u0131dan ba\u011f\u0131ms\u0131z bir diyalog geli\u015ftirmek asl\u0131nda bu performans\u0131n devam\u0131 i\u00e7in \u00f6nemli bir te\u015fvik olacakt\u0131r. Bu \u201cbask\u0131 hissetmek\u201d ile \u201cstres hissetmek\u201d aras\u0131ndaki fark\u0131 da ifade eder. Bask\u0131 en iyi i\u015fin yolunu a\u00e7abilirken stres bu \u00e7\u0131kt\u0131n\u0131n \u00e7al\u0131\u015fan\u0131n elinde olmayan beklentilerle ili\u015fkisinden kaynaklanmaktad\u0131r.<\/p>\n

    S\u00fcratli \u00f6\u011frenme d\u00f6ng\u00fcleri yaratmak<\/strong><\/h2>\n

    \u00d6zg\u00fcrle\u015ftirici liderler, delegasyon s\u00fcrecinde alan a\u00e7arak s\u00fcratle \u00f6\u011frenme d\u00f6ng\u00fclerinin yarat\u0131lmas\u0131n\u0131 sa\u011flarlar. \u00d6\u011frenme ger\u00e7ekle\u015ftik\u00e7e alan daha da geni\u015fler.<\/p>\n

    Ba\u015far\u0131s\u0131zl\u0131k \u00f6yk\u00fclerini payla\u015fabilmek:<\/strong> Ekip y\u00f6neticisi kendi \u00f6\u011frenme s\u00fcrecinden bahsedebilirse, kendi ba\u015far\u0131s\u0131zl\u0131k \u00f6yk\u00fclerini payla\u015fabiliyorsa \u00f6\u011frenmeyi te\u015fvik eden bir ortam yaratabilir. Hata yap\u0131l\u0131r, yap\u0131lacakt\u0131r; ancak \u00f6nemli olan hatalardan \u00f6\u011frenebilmektir.<\/p>\n

    S\u00fcratle hatalardan \u00f6\u011frenebilmek:<\/strong> Hatalar\u0131n \u201c\u00e7abuk\u201d yap\u0131lmas\u0131n\u0131 te\u015fvik etmek kula\u011fa garip gelse de k\u00fc\u00e7\u00fck dozlarda denemeler, k\u00fc\u00e7\u00fck hatalar ve sonras\u0131nda s\u00fcratli \u00f6\u011frenme d\u00f6ng\u00fcleri daha iyi performansa g\u00f6t\u00fcrebilir.<\/p>\n

    Siz ne kadar \u00f6zg\u00fcrle\u015ftiricisiniz?<\/p>\n\n

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    \u0130\u015f yerinizde \u201c\u00f6zg\u00fcr\u201d oldu\u011funuzu d\u00fc\u015f\u00fcn\u00fcyor musunuz? Bu \u00f6zg\u00fcrl\u00fck acaba sadece belli kararlar\u0131 verebilmenize mi olanak tan\u0131yor, yoksa \u00e7ok daha derinden bir y\u00f6netim yakla\u015f\u0131m\u0131n\u0131 m\u0131 ifade ediyor? \u0130K Blog’da bug\u00fcn \u00f6zg\u00fcrle\u015ftirici liderleri ele ald\u0131k… \u0130\u015f yerinde \u00f6zg\u00fcr olabilmenizi m\u00fcd\u00fcr\u00fcn\u00fcz\u00fcn veya patronunuzun sa\u011flad\u0131\u011f\u0131n\u0131 biliyorsunuzdur. Bir ekip i\u00e7inde olu\u015fturulan \u00f6zg\u00fcrl\u00fck ortam\u0131n\u0131 ekip y\u00f6neticisi yaratabilir, t\u00fcm organizasyon i\u00e7in de […]<\/p>\n\n

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    \n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"author":35,"featured_media":16112,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_elementor_edit_mode":"","_elementor_template_type":"","_elementor_data":"","_elementor_page_settings":null,"_elementor_conditions":[]},"categories":[33],"tags":[760],"class_list":{"0":"post-16111","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-liderlik-yonetim","8":"tag-bertay-fisekci"},"yoast_head":"\n\u00d6zg\u00fcrle\u015ftirici liderlerin 3 temel \u00f6zelli\u011fi<\/title>\n<meta name=\"description\" content=\"\u0130\u015f yerinde \u00f6zg\u00fcr olabilmenizi m\u00fcd\u00fcr\u00fcn\u00fcz\u00fcn veya patronunuzun sa\u011flad\u0131\u011f\u0131n\u0131 biliyorsunuzdur. \u0130\u015f yerinizde \u201c\u00f6zg\u00fcr\u201d oldu\u011funuzu d\u00fc\u015f\u00fcn\u00fcyor musunuz?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kariyer.net\/ik-blog\/ozgurlestirici-liderlerin-3-temel-ozelligi\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00d6zg\u00fcrle\u015ftirici liderlerin 3 temel \u00f6zelli\u011fi\" \/>\n<meta property=\"og:description\" content=\"\u0130\u015f yerinizde \u201c\u00f6zg\u00fcr\u201d oldu\u011funuzu d\u00fc\u015f\u00fcn\u00fcyor musunuz? 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Bu \u00f6zg\u00fcrl\u00fck acaba sadece belli kararlar\u0131 verebilmenize mi olanak tan\u0131yor, yoksa \u00e7ok daha derinden bir","og_url":"https:\/\/www.kariyer.net\/ik-blog\/ozgurlestirici-liderlerin-3-temel-ozelligi\/","og_site_name":"\u0130K Blog","article_published_time":"2024-05-13T06:00:13+00:00","article_modified_time":"2024-12-26T10:44:53+00:00","og_image":[{"width":900,"height":600,"url":"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/05\/ozgurlestirici_liderler.jpg","type":"image\/jpeg"}],"author":"Bertay Fi\u015fek\u00e7i","twitter_misc":{"Yazan:":"Bertay Fi\u015fek\u00e7i","Tahmini okuma s\u00fcresi":"4 dakika"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.kariyer.net\/ik-blog\/ozgurlestirici-liderlerin-3-temel-ozelligi\/#article","isPartOf":{"@id":"https:\/\/www.kariyer.net\/ik-blog\/ozgurlestirici-liderlerin-3-temel-ozelligi\/"},"author":{"name":"Bertay 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