{"id":18260,"date":"2025-04-07T09:00:21","date_gmt":"2025-04-07T06:00:21","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=18260"},"modified":"2025-04-02T16:43:05","modified_gmt":"2025-04-02T13:43:05","slug":"soylenmeyeni-duymak-liderlerin-deger-verme-rehberi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/soylenmeyeni-duymak-liderlerin-deger-verme-rehberi\/","title":{"rendered":"S\u00f6ylenmeyeni duymak: Liderlerin de\u011fer verme rehberi"},"content":{"rendered":"

G\u00fcn\u00fcm\u00fcz i\u015f d\u00fcnyas\u0131nda liderlik etkinli\u011finizi art\u0131rmak istiyorsan\u0131z, basit ama etkili bir davran\u0131\u015f kal\u0131b\u0131n\u0131 becerileriniz aras\u0131na eklemeniz \u00e7ok faydal\u0131 olur: \u00a0De\u011fer verme. Her birimiz insan olarak de\u011fer g\u00f6rmeye ve kabul edilmeye ihtiya\u00e7 duyar\u0131z. Ekip lideri olarak \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n bu temel ihtiyac\u0131n\u0131 minik dokunu\u015flarla kar\u015f\u0131lad\u0131\u011f\u0131n\u0131zda, hem ekip performans\u0131n\u0131z hem de \u00e7al\u0131\u015fma ortam\u0131n\u0131z olumlu y\u00f6nde de\u011fi\u015fecektir.<\/strong><\/p>\n

\u0130leti\u015fimin iki kanal\u0131<\/strong><\/h2>\n

\u0130nsanlar aras\u0131ndaki ileti\u015fim, iki temel kanal \u00fczerinden ger\u00e7ekle\u015fir:<\/p>\n

    \n
  1. Veri kanal\u0131<\/strong>: “Bu mesaj\u0131n anlam\u0131 nedir?” sorusuna cevap verir. Aktar\u0131lan bilgi, veri ve ger\u00e7eklerle ilgilidir.<\/li>\n
  2. Duygu kanal\u0131<\/strong>: “Bu ki\u015fi benim hakk\u0131mda ne d\u00fc\u015f\u00fcn\u00fcyor, veriler d\u0131\u015f\u0131nda g\u00f6r\u00fcnmeyen hangi duygular aktar\u0131l\u0131yor?” sorusunu cevaplar. Burada s\u00f6ylenmeyenler, hissettirilenler \u00f6n plandad\u0131r. Ba\u015far\u0131l\u0131 bir lider, bu iki kanal\u0131 da etkin \u015fekilde kullanabilir. \u00d6zellikle duygu kanal\u0131nda aktar\u0131lan mesajlar\u0131 do\u011fru alg\u0131layabilmek, ekip \u00fcyelerinizin ger\u00e7ek ihtiya\u00e7lar\u0131n\u0131 anlayabilmeniz i\u00e7in kritik \u00f6neme sahiptir.<\/li>\n<\/ol>\n

    De\u011fer vermenin faydalar\u0131<\/strong><\/h2>\n

    Ekip \u00fcyelerinize de\u011fer verdi\u011finizi hissettirmenin \u00fc\u00e7 temel faydas\u0131 bulunuyor:<\/p>\n

      \n
    1. Stresi azaltma<\/strong>: De\u011fer verme davran\u0131\u015f\u0131, \u00e7al\u0131\u015fma ortam\u0131ndaki stresin daha h\u0131zl\u0131 azalmas\u0131n\u0131 sa\u011flar.<\/li>\n
    2. G\u00fcven olu\u015fumu<\/strong>: Kar\u015f\u0131l\u0131kl\u0131 g\u00fcven ili\u015fkisinin kurulmas\u0131n\u0131 ve geli\u015fmesini h\u0131zland\u0131r\u0131r.<\/li>\n
    3. \u00c7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131<\/strong>: De\u011fer g\u00f6rd\u00fc\u011f\u00fcn\u00fc hisseden \u00e7al\u0131\u015fanlar\u0131n kuruma ve ekibe ba\u011fl\u0131l\u0131\u011f\u0131 artar.<\/li>\n<\/ol>\n

      De\u011fer verme nas\u0131l g\u00f6sterilir?<\/strong><\/h2>\n

      De\u011fer verme davran\u0131\u015f\u0131n\u0131z\u0131 g\u00f6sterebilece\u011finiz birka\u00e7 pratik y\u00f6ntem:<\/p>\n

      \u0130lgi ve de\u011fer c\u00fcmleleri:<\/strong><\/h3>\n
        \n
      • “Senin de memnun olaca\u011f\u0131n bir \u00e7\u00f6z\u00fcm bulmak istiyorum.”<\/li>\n
      • “B\u00f6l\u00fcm\u00fcm\u00fcz i\u00e7in yapt\u0131klar\u0131n\u0131 g\u00f6r\u00fcyorum ve \u00e7ok takdir ediyorum.”<\/li>\n
      • “Zor konular\u0131 g\u00fcndeme getirme cesaretini takdir ediyorum, te\u015fekk\u00fcrler.”<\/li>\n<\/ul>\n

        Normalle\u015ftirme c\u00fcmleleri:<\/strong><\/h3>\n
          \n
        • “Bu tepkini normal ve anla\u015f\u0131labilir buluyorum.”<\/li>\n
        • “Yaln\u0131z hissetmeni garipsemiyorum, ayr\u0131nt\u0131lar\u0131 bilmek ve yard\u0131mc\u0131 olmak isterim.”<\/li>\n<\/ul>\n

          Teyit c\u00fcmleleri:<\/strong><\/h3>\n
            \n
          • “S\u00f6yledi\u011finde hakl\u0131s\u0131n.”<\/li>\n
          • “Yapmakta oldu\u011fun i\u015fin \u00e7ok zor oldu\u011funu g\u00f6r\u00fcyorum.”<\/li>\n
          • “M\u00fc\u015fteri ile diyalo\u011fun zorlu oldu\u011funun fark\u0131nday\u0131m, \u00e7ok iyi g\u00f6t\u00fcr\u00fcyorsun.”<\/li>\n<\/ul>\n

            Te\u015fekk\u00fcr c\u00fcmleleri:<\/strong><\/h3>\n
              \n
            • “Bu konuyu g\u00fcndeme getirdi\u011fin i\u00e7in \u00e7ok te\u015fekk\u00fcrler.”<\/li>\n
            • “Ek \u00e7al\u0131\u015fma ile projeyi kapatt\u0131k, \u00e7ok te\u015fekk\u00fcrler.”<\/li>\n
            • “Detaylara hakimiyetin \u00e7ok i\u015fe yarad\u0131, te\u015fekk\u00fcrler.”<\/li>\n<\/ul>\n

              Ger\u00e7ek bir diyalog \u00f6rne\u011fi<\/strong><\/h2>\n

              Harun ve G\u00fcliz aras\u0131nda ge\u00e7en diyalog, de\u011fer vermenin pratikte nas\u0131l uyguland\u0131\u011f\u0131n\u0131 g\u00f6steriyor:<\/p>\n

              G\u00fcliz: “Akl\u0131mda bir konu var, ama s\u00f6ylemeye \u00e7ekiniyorum biraz.”<\/p>\n

              Harun: “Konu\u015fmas\u0131 zor konular\u0131 getirdi\u011fin i\u00e7in \u00e7ok te\u015fekk\u00fcrler<\/strong>, bu diyaloglara hep a\u00e7\u0131\u011f\u0131m.”<\/p>\n

              G\u00fcliz: “\u015eikayet gibi gelmesin, ama sanki t\u00fcm angarya i\u015fleri ben yap\u0131yorum gibi geliyor. Hata yapana kadar g\u00f6r\u00fcnmez biri gibiyim.”<\/p>\n

              Harun: “Bunu duydu\u011fuma \u00fcz\u00fcld\u00fcm<\/strong>. Senin g\u00f6r\u00fcn\u00fcr olman\u0131 ve takdir edildi\u011fini hissetmeni isterim.<\/strong> San\u0131r\u0131m bir takdir eksikli\u011fi oldu\u011funu da belirtiyorsun, do\u011fru mu?”<\/p>\n

              Bu diyalogda Harun, G\u00fcliz’in ifade etti\u011fi duygular\u0131 normalle\u015ftiriyor, onu dinledi\u011fini g\u00f6steriyor ve de\u011fer verdi\u011fini hissettiriyor.<\/p>\n

              S\u00f6ylenmeyeni sezmek<\/strong><\/h2>\n

              Duygu kanal\u0131nda gelen mesajlar\u0131 do\u011fru alg\u0131layabilmek i\u00e7in ekstra hassasiyet gerekir. Ekip \u00fcyelerinizle olan diyaloglarda s\u00f6ylenmeyen duygular\u0131 sezerek, onlara nas\u0131l de\u011fer verebilece\u011finizi ke\u015ffedebilirsiniz. Ses tonu, v\u00fccut dili, y\u00fcz ifadeleri gibi ipu\u00e7lar\u0131n\u0131 anlamland\u0131rabilmek size farkl\u0131 bir derinlik katabilir.<\/p>\n

              Liderli\u011finizi geli\u015ftirmek i\u00e7in de\u011fer verme davran\u0131\u015flar\u0131n\u0131 g\u00fcnl\u00fck rutininize ekleyebilirsiniz:<\/p>\n

                \n
              • “Sunum \u00f6ncesi heyecan\u0131n\u0131 g\u00f6rebiliyorum, bask\u0131 hissetmen do\u011fal.”<\/li>\n
              • “Fikirlerinin dikkate al\u0131nmad\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcnmeni anl\u0131yorum. Benim i\u00e7in \u00f6yle de\u011fil, bilmeni isterim.”<\/li>\n
              • “Hatan\u0131 payla\u015fm\u0131\u015f olman \u00e7ok g\u00fczel, \u00e7ok te\u015fekk\u00fcrler.”<\/li>\n<\/ul>\n

                Bu minik dokunu\u015flar, liderlik etkinli\u011finizi hemen art\u0131racak ve ekibinizle olan ba\u011f\u0131n\u0131z\u0131 g\u00fc\u00e7lendirecektir.
                \nHangi c\u00fcmleyi \u00f6n\u00fcm\u00fczdeki hafta denemek isterdiniz?<\/p>\n\n

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                \n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

                G\u00fcn\u00fcm\u00fcz i\u015f d\u00fcnyas\u0131nda liderlik etkinli\u011finizi art\u0131rmak istiyorsan\u0131z, basit ama etkili bir davran\u0131\u015f kal\u0131b\u0131n\u0131 becerileriniz aras\u0131na eklemeniz \u00e7ok faydal\u0131 olur: \u00a0De\u011fer verme. Her birimiz insan olarak de\u011fer g\u00f6rmeye ve kabul edilmeye ihtiya\u00e7 duyar\u0131z. Ekip lideri olarak \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131n bu temel ihtiyac\u0131n\u0131 minik dokunu\u015flarla kar\u015f\u0131lad\u0131\u011f\u0131n\u0131zda, hem ekip performans\u0131n\u0131z hem de \u00e7al\u0131\u015fma ortam\u0131n\u0131z olumlu y\u00f6nde de\u011fi\u015fecektir. \u0130leti\u015fimin iki kanal\u0131 […]<\/p>\n\n

                \n\t
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                \n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"author":35,"featured_media":18261,"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":[1988],"tags":[],"class_list":{"0":"post-18260","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-etkin-liderlik"},"yoast_head":"\nS\u00f6ylenmeyeni duymak: Liderlerin de\u011fer verme rehberi<\/title>\n<meta name=\"description\" content=\"Liderlik etkinli\u011finizi art\u0131rmak istiyorsan\u0131z, basit ama etkili bir davran\u0131\u015f kal\u0131b\u0131n\u0131 becerileriniz aras\u0131na eklemeniz \u00e7ok faydal\u0131 olur.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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Fi\u015fek\u00e7i","image":{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/www.kariyer.net\/ik-blog\/#\/schema\/person\/image\/","url":"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/Bertay-Fisekci-150x150.jpg","contentUrl":"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/Bertay-Fisekci-150x150.jpg","caption":"Bertay Fi\u015fek\u00e7i"},"description":"Bertay Fi\u015fek\u00e7i, 23 y\u0131ll\u0131k kurumsal hayat\u0131n\u0131n ard\u0131ndan \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131, k\u00fclt\u00fcr d\u00f6n\u00fc\u015f\u00fcm\u00fc, orta kademe y\u00f6neticilerin beceri geli\u015fimi alanlar\u0131na odaklanm\u0131\u015ft\u0131r ve bu konularda \u015firketlere profesyonel destek vermektedir. \u0130nsan odakl\u0131 organizasyonlar\u0131n daha da geli\u015ftirici, k\u00e2rl\u0131 ve \u00e7ekici oldu\u011fu inanc\u0131yla \u00e7al\u0131\u015fmalar\u0131n\u0131 s\u00fcrd\u00fcrmektedir. 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