{"id":18928,"date":"2026-01-19T09:12:03","date_gmt":"2026-01-19T06:12:03","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=18928"},"modified":"2026-01-19T10:45:53","modified_gmt":"2026-01-19T07:45:53","slug":"her-seyi-cozmek-iyi-liderlik-mi-tukenmisligi-onleyen-5-kritik-soru","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/her-seyi-cozmek-iyi-liderlik-mi-tukenmisligi-onleyen-5-kritik-soru\/","title":{"rendered":"Her \u015feyi \u00e7\u00f6zmek iyi liderlik mi? T\u00fckenmi\u015fli\u011fi \u00f6nleyen 5 kritik soru"},"content":{"rendered":"

\u0130yi bir lider olmaya \u00e7al\u0131\u015f\u0131rken, ekibinizden gelen her problemi \u00e7\u00f6zmeye \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131z oluyor mu? \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Dan\u0131\u015fman\u0131 Bertay Fi\u015fek\u00e7i, s\u0131k kar\u015f\u0131la\u015f\u0131lan bu liderlik yakla\u015f\u0131m\u0131n\u0131n sizi ve ekibinizi nas\u0131l yordu\u011funu ve bundan \u00e7\u0131k\u0131\u015f i\u00e7in sorulmas\u0131 gereken 5 kritik soruyu anlat\u0131yor.<\/strong><\/p>\n

Bir ekip \u00fcyeniz kap\u0131n\u0131z\u0131 \u00e7al\u0131yor, bir sorun anlat\u0131yor, siz hemen kollar\u0131 s\u0131v\u0131yorsunuz. Sorunu \u00e7\u00f6z\u00fcyorsunuz, o rahatlam\u0131\u015f gidiyor, siz de “iyi bir lider oldum” hissediyorsunuz. Bu hem de \u201chizmetk\u00e2r liderlik\u201d yakla\u015f\u0131m\u0131n\u0131za da uyuyor hem de ekibinize yard\u0131mc\u0131 oldu\u011funuzu hissediyorsunuz, de\u011fil mi?<\/p>\n

Tan\u0131d\u0131k geldi mi?<\/p>\n

Bu d\u00f6ng\u00fc k\u0131sa vadede \u00e7al\u0131\u015fan\u0131n\u0131z\u0131 ve sizi mutlu edebilir, ama uzun vadede bunun olumsuz bir y\u00fck\u00fc ve bir bedeli oldu\u011funu biliyor muydunuz? Siz yava\u015f yava\u015f t\u00fckenirsiniz, ekibiniz geli\u015fim sa\u011flayamaz, silikle\u015fir.<\/p>\n

A\u015f\u0131r\u0131 \u015fefkatli liderler, ekiplerini korumak isterken fark\u0131nda olmadan onlar\u0131n geli\u015fim f\u0131rsatlar\u0131n\u0131 \u00e7al\u0131yorlar. Her sorunu \u00e7\u00f6zen lider, ekibine “siz yapamazs\u0131n\u0131z” mesaj\u0131 veriyor.<\/p>\n

Acaba \u00e7\u00f6z\u00fcm ekibinize “Bana sorunla de\u011fil, \u00e7\u00f6z\u00fcmle gelin” demek mi? Asl\u0131nda o da i\u015fe yaram\u0131yor. \u00c7\u00fcnk\u00fc o yakla\u015f\u0131mda \u015fefkat yok, kendinizi uzakla\u015ft\u0131r\u0131yorsunuz, insanlar yaln\u0131z b\u0131rak\u0131lm\u0131\u015f hissediyor.<\/p>\n

Asl\u0131nda g\u00fc\u00e7l\u00fc bir \u00e7\u00f6z\u00fcm ve orta yol var: Sorunu \u00e7\u00f6zmek yerine, \u00e7\u00f6zmelerine yard\u0131m etmek, \u00e7\u00f6z\u00fcm yaratabilecekleri bir ortam yaratmak\u2026<\/p>\n

\u0130\u015fte bunu sa\u011flayan 5 soru:<\/p>\n

“\u015eu ana kadar neler denedin?”<\/strong><\/h2>\n

Bu soru iki \u015fey s\u00f6yl\u00fcyor: “Senin bir \u015feyler yapabilece\u011fine inan\u0131yorum” ve “Hen\u00fcz denemediysen de sorun yok, birlikte bakal\u0131m.”<\/p>\n

\u0130lk sordu\u011funuzda garip bak\u0131\u015flar alabilirsiniz. Bu k\u00f6t\u00fc bir i\u015faret de\u011fil, tam tersine bu soruyu daha \u00e7ok sorman\u0131z gerekti\u011finin i\u015fareti olabilir. Ekibiniz size sorun getirmeye al\u0131\u015fm\u0131\u015f, \u015fimdi birlikte farkl\u0131 bir kas geli\u015ftiriyorsunuz.<\/p>\n

Bu soruyu soraca\u011f\u0131n\u0131z\u0131 bilen ekip \u00fcyesi \u201cpek bir \u015fey yapmadan\u201d sizin yard\u0131m\u0131n\u0131z\u0131 ve konuyu al\u0131p g\u00f6t\u00fcrmenizi de isteyemeyecektir.<\/p>\n

“Bunu \u00e7\u00f6zmeni engelleyen ne veya kim?”<\/strong><\/h2>\n

Bu soru ekip y\u00f6neticisi olarak sizi as\u0131l i\u015finize y\u00f6nlendiriyor: Tekil sorunlar\u0131 \u00e7\u00f6zmek de\u011fil, tekrar eden engelleri kald\u0131rmak.<\/p>\n

Belki hep ayn\u0131 departman yollar\u0131 t\u0131k\u0131yor,\u00a0 belki hep ayn\u0131 sistem sorunu \u00e7\u0131k\u0131yor. Ekibiniz bu \u00f6r\u00fcnt\u00fcleri sizden daha iyi g\u00f6r\u00fcyor olabilir. Siz o k\u00f6k engelin kald\u0131r\u0131lmas\u0131 i\u00e7in ekibinizle \u00e7al\u0131\u015f\u0131rsan\u0131z bu tekrarlar\u0131 azaltabilirsiniz.<\/p>\n

“Neye ihtiyac\u0131n var?”<\/strong><\/h2>\n

Dikkat edin: “Benden neye ihtiyac\u0131n var?” de\u011fil, sadece “Neye ihtiyac\u0131n var?”<\/p>\n

\u0130ki kelimeyi \u00e7\u0131kard\u0131\u011f\u0131n\u0131zda, sorunu masan\u0131n ortas\u0131na koymu\u015f oluyorsunuz. \u00c7\u00f6z\u00fcm her zaman sizden gelmek zorunda de\u011fil. Belki bir tak\u0131m arkada\u015f\u0131 yard\u0131m edebilir, belki ba\u015fka bir kaynak kullan\u0131labilir. Bu soruyla birlikte siz \u00e7\u00f6z\u00fcm\u00fcn tek kayna\u011f\u0131 olmaktan \u00e7\u0131k\u0131yorsunuz.<\/p>\n

“Sen benim yerimde olsan ne yapard\u0131n?”<\/strong><\/h2>\n

Bu soru, ekip \u00fcyenizi stratejik d\u00fc\u015f\u00fcnmeye davet ediyor. Sorun \u00e7\u00f6zmenin ne kadar emek istedi\u011fini g\u00f6rmesini, b\u00fcy\u00fck resmi fark etmesini sa\u011fl\u0131yorsunuz.<\/p>\n

Bir g\u00fcn o koltukta oturacak biri i\u00e7in bu deneyim paha bi\u00e7ilemez ve siz “stratejik d\u00fc\u015f\u00fcnme e\u011fitimi” vermeden bunu sa\u011flam\u0131\u015f oluyorsunuz.<\/p>\n

“Bilmem gereken ba\u015fka bir \u015fey var m\u0131?”<\/strong><\/h2>\n

Bu son soru fark\u0131ndal\u0131k ile sahipli\u011fi ay\u0131r\u0131yor. Bazen ekip \u00fcyeniz sorunu size \u00e7\u00f6zd\u00fcrmek i\u00e7in de\u011fil, sadece bilgilendirmek i\u00e7in geliyor. Siz hemen \u00e7\u00f6z\u00fcme atl\u0131yorsunuz, o asl\u0131nda sadece payla\u015fmak istemi\u015f olabilir.<\/p>\n

Bu soru o alana izin veriyor: “Tamam, biliyorum. Ba\u015fka bir \u015fey var m\u0131?” Sorun yine onun, siz sadece fark\u0131ndas\u0131n\u0131z.<\/p>\n

Ayr\u0131ca bu soruyu ba\u015fta sordu\u011funuz senaryoda hemen \u201c\u00e7\u00f6z\u00fcm\u201d \u015fapkas\u0131n\u0131 takm\u0131\u015f oluyorken, sonda sordu\u011funuzda ger\u00e7ekten de\u011ferli ek bilgilerin payla\u015f\u0131lmas\u0131 i\u00e7in alan a\u00e7m\u0131\u015f oluyorsunuz.<\/p>\n

Ger\u00e7ek \u015fefkat, sadece rahats\u0131zl\u0131\u011f\u0131 ortadan kald\u0131rmak de\u011fildir. Ger\u00e7ek \u015fefkat, insanlar\u0131n kendi sorunlar\u0131n\u0131 \u00e7\u00f6zebileceklerine inanmak ve bu inanc\u0131 onlara hissettirmektir.<\/p>\n

Bu be\u015f soru, ekibinize “sana g\u00fcveniyorum, yapabilirsin” mesaj\u0131n\u0131 veriyor. Hem siz t\u00fckenmekten kurtuluyorsunuz hem de onlar g\u00fc\u00e7leniyor.<\/p>\n

Bu hafta bir ekip \u00fcyeniz sorunla geldi\u011finde, \u00e7\u00f6zmek yerine bu sorulardan birini sorun. Bakal\u0131m ne de\u011fi\u015fecek?<\/p>\n\n

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

\u0130yi bir lider olmaya \u00e7al\u0131\u015f\u0131rken, ekibinizden gelen her problemi \u00e7\u00f6zmeye \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131z oluyor mu? \u00c7al\u0131\u015fan Ba\u011fl\u0131l\u0131\u011f\u0131 Dan\u0131\u015fman\u0131 Bertay Fi\u015fek\u00e7i, s\u0131k kar\u015f\u0131la\u015f\u0131lan bu liderlik yakla\u015f\u0131m\u0131n\u0131n sizi ve ekibinizi nas\u0131l yordu\u011funu ve bundan \u00e7\u0131k\u0131\u015f i\u00e7in sorulmas\u0131 gereken 5 kritik soruyu anlat\u0131yor. Bir ekip \u00fcyeniz kap\u0131n\u0131z\u0131 \u00e7al\u0131yor, bir sorun anlat\u0131yor, siz hemen kollar\u0131 s\u0131v\u0131yorsunuz. Sorunu \u00e7\u00f6z\u00fcyorsunuz, o rahatlam\u0131\u015f gidiyor, […]<\/p>\n\n

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