{"id":2483,"date":"2015-06-09T09:26:14","date_gmt":"2015-06-09T06:26:14","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=2483"},"modified":"2017-06-13T11:42:06","modified_gmt":"2017-06-13T08:42:06","slug":"her-mudurun-en-az-bir-kez-yaptigi-7-hata","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/her-mudurun-en-az-bir-kez-yaptigi-7-hata\/","title":{"rendered":"Her m\u00fcd\u00fcr\u00fcn en az bir kez yapt\u0131\u011f\u0131 7 hata"},"content":{"rendered":"

Kariyerinizde ba\u015far\u0131l\u0131 i\u015flere imza att\u0131n\u0131z ve art\u0131k siz de bir y\u00f6neticisiniz! Y\u00f6neticili\u011fe y\u00fckselmek ger\u00e7ekten haval\u0131\u00a0olsa da son derece zor bir sorumluluk. Her yeni m\u00fcd\u00fcr\u00fcn en az bir kez yapt\u0131\u011f\u0131 7 hatay\u0131 derledik.<\/strong><\/p>\n

\u015eimdi de\u011fi\u015fim yaratma g\u00fcc\u00fc sizin ellerinizde… Ekip arkada\u015flar\u0131n\u0131za rehberlik ederek daha iyi i\u015fler ba\u015farmalar\u0131 i\u00e7in onlara destek olabilirsiniz. Ama \u00f6ncesinde bunu tam olarak \u201cnas\u0131l\u201d yapaca\u011f\u0131n\u0131z\u0131 kafan\u0131zda netle\u015ftirmeniz gerekiyor. Bu anlamda birlikte ula\u015fmak istedi\u011finiz sonu\u00e7tan \u00e7ok, \u00e7al\u0131\u015fma y\u00f6ntemleriniz \u00f6nem ta\u015f\u0131yor.
\nY\u00f6netime ge\u00e7meniz size heyecan verici\u00a0bir terfi<\/strong>, maa\u015f zamm\u0131<\/strong> ve y\u00fcksek motivasyon<\/strong> sa\u011flad\u0131. Ancak ger\u00e7ek \u015fu ki, kar\u015f\u0131l\u0131\u011f\u0131nda yepyeni beceriler gerektiren bir\u00e7ok rol \u00fcstlenmeniz gerekiyor! Etkili ve ilham verici bir lider olmak elbette zaman alacak. Bu s\u00fcre\u00e7 i\u00e7inde yapaca\u011f\u0131n\u0131z olas\u0131 hatalar i\u00e7in \u015fimdiden \u00f6nlem al\u0131rsan\u0131z belki de m\u00fckemmelli\u011fe giden ilk ad\u0131m\u0131 atm\u0131\u015f olacaks\u0131n\u0131z!<\/p>\n

\"11\"<\/a>H\u00e2l\u00e2 yaln\u0131z \u00e7al\u0131\u015fmaya \u00e7al\u0131\u015fmak<\/b><\/h2>\n

Bir \u00e7al\u0131\u015fan olarak her zaman verilen g\u00f6revler \u00fczerinde ilerlediniz. Bir yap\u0131lacaklar listeniz vard\u0131 ve ana sorumlulu\u011funuz listeyi tamamlamakt\u0131. E\u011fer m\u00fcd\u00fcrl\u00fc\u011fe sert bir ge\u00e7i\u015f yapt\u0131ysan\u0131z, bir s\u00fcre size yol g\u00f6sterecek bir listeniz olmayacak. Aksine siz yol g\u00f6sterici olmal\u0131s\u0131n\u0131z. Bir y\u00f6netici olarak yaln\u0131zca bireysel g\u00f6revlerinize odaklanamazs\u0131n\u0131z, t\u00fcm \u00e7aban\u0131z\u0131 ekibinizin tamamlamas\u0131 gereken i\u015flere vermelisiniz. Art\u0131k ba\u015far\u0131n\u0131z\u0131n da ekibinizin ba\u015far\u0131s\u0131na ba\u011fl\u0131 oldu\u011funu unutmay\u0131n. Yani zaman\u0131n\u0131z\u0131 “yapmakla” de\u011fil, tak\u0131m \u00fcyelerinizi y\u00f6netmek, ko\u00e7luk ve rehberlikle ge\u00e7irmelisiniz.<\/p>\n

\"2\"<\/a><\/p>\n

Di\u011ferlerini taklit etmek<\/strong><\/h2>\n

Kendi y\u00f6netim tarz\u0131n\u0131z\u0131 geli\u015ftirmek, “m\u00fcd\u00fcr” unvan\u0131n\u0131 ald\u0131\u011f\u0131n\u0131zda birden bire h\u00fccrelerinize i\u015flemeyecek! Bu y\u00fczden asl\u0131nda g\u00f6reve geldi\u011finizde \u00f6nceki m\u00fcd\u00fcrleriniz gibi davranma olas\u0131l\u0131\u011f\u0131n\u0131z \u00e7ok y\u00fcksek. Ancak bu davran\u0131\u015f yeni m\u00fcd\u00fcrlerin stat\u00fckoya meydan okumak, potansiyellerini y\u00fckseltmek ve organizasyon \u00fczerinde bir etki yaratmalar\u0131na izin vermeyecektir. Bu y\u00fczden y\u00f6netim sisteminizle de\u011fer kazanmak i\u00e7in kendi tarz\u0131n\u0131z\u0131 bulman\u0131z \u00e7ok \u00f6nemli.<\/p>\n

\"4\"<\/a><\/p>\n

Hedeflerden \u00e7ok detaylara odaklanmak<\/b><\/h2>\n

Bir i\u015fin en dip ayr\u0131nt\u0131lar\u0131yla u\u011fra\u015fmaya, e-posta trafi\u011fini y\u00f6netmeye ve toplant\u0131da al\u0131nan notlar i\u00e7inde bo\u011fulmaya al\u0131\u015fm\u0131\u015fken bu “katk\u0131da bulunan” rol\u00fcnden s\u0131yr\u0131lmak biraz zor olacak. Bir m\u00fcd\u00fcr olarak her projenin t\u00fcm detaylar\u0131n\u0131 haf\u0131zan\u0131zda tutup, kimin hangi g\u00f6revi \u00fcstlendi\u011fini bilemeyeceksiniz. Bunlar\u0131 yapmaya \u00e7al\u0131\u015f\u0131rsan\u0131z da ekibinize yarar\u0131 dokunmayan bir mikrom\u00fcd\u00fcr haline gelebilirsiniz. \u0130lk kez y\u00f6netici pozisyonunda yer alanlar\u0131n fark etmesi gereken en \u00f6nemli \u015fey \u00a0b\u00fcy\u00fck resme odaklanman\u0131n \u00f6nemidir. Bireysel projeleri de takip etmek elbette bunun bir par\u00e7as\u0131 fakat ekip \u00fcyelerinin uzun vadeli hedeflere ula\u015fmalar\u0131n\u0131 sa\u011flamak da bir m\u00fcd\u00fcr\u00fcn g\u00f6rev tan\u0131mlar\u0131ndan biri.<\/p>\n

\"3\"<\/a><\/p>\n

Tutamayaca\u011f\u0131n\u0131z s\u00f6zler vermek<\/strong><\/h2>\n

Yeni y\u00f6neticiler etkili bir lider oldu\u011funu tak\u0131mlar\u0131na kan\u0131tlamaya ve tak\u0131mlar\u0131n\u0131 s\u00fcrekli istekli tutmaya \u00e7al\u0131\u015facaklard\u0131r. Bu s\u00fcre\u00e7te bulunulan b\u00fcy\u00fck vaatler \u00f6ng\u00f6rebilece\u011finizden \u00e7ok problem yaratabilir. S\u00f6zler vermek ilk etapta y\u00f6neticilerin lehine gibi g\u00f6z\u00fckse de zamanla umut k\u0131r\u0131c\u0131 bir hale gelecek ve yerine getirilmeyen s\u00f6zler duyulan g\u00fcvene zarar verecektir.<\/p>\n

\"7\"<\/a><\/p>\n

S\u00fcrekli ertelemek<\/strong><\/h2>\n

Organizasyonda bir de\u011fi\u015fiklik yap\u0131lacaksa hemen yapmaya \u00e7al\u0131\u015f\u0131n, asla ertelemeyin. Etkisiz ve zaman israf\u0131 g\u00fcnl\u00fck toplant\u0131lar ya da tekrarlayan k\u0131rtasiye i\u015flerini tamamen program\u0131n\u0131zdan \u00e7\u0131kar\u0131n. Bu yenilik size ad\u0131m atmaya\u00a0haz\u0131r bir itibar kazand\u0131racak ve sonu\u00e7 alma s\u00fcre\u00e7lerine ay\u0131raca\u011f\u0131n\u0131z vakti art\u0131racakt\u0131r. B\u00f6ylece kazanabilece\u011finiz zaferleri erkenden ve daha kolay g\u00f6rebilirsiniz.<\/p>\n

\"5\"<\/a><\/p>\n

Karar vermeyi reddetmek<\/strong><\/h2>\n

Y\u00f6netim tecr\u00fcbesi olmayanlar ilk ba\u015flarda “karar felci” denen s\u00fcreci ya\u015fayabilir. Uzun s\u00fcre \u00fczerinde durulan konularda asl\u0131nda kimse kesin bir karara varamaz; \u00fcz\u00fclmeyin! Yeni pozisyonunuzda sadece yapt\u0131\u011f\u0131n\u0131z se\u00e7imlerin yaln\u0131zca sizi de\u011fil, t\u00fcm tak\u0131m\u0131 ve hatta departman\u0131 etkileyebilece\u011fini kafan\u0131zdan \u00e7\u0131karmay\u0131n. Bu sorumluluk bilinciyle k\u00f6t\u00fc kararlar vermek istemeyen m\u00fcd\u00fcrler bazen hi\u00e7 karar veremez hale gelebiliyor. \u0130yi ya da k\u00f6t\u00fc bir karar verin ve ak\u0131lc\u0131\u00a0d\u00fc\u015f\u00fcnmeye \u00f6zen g\u00f6sterin.<\/p>\n

\"6\"<\/a><\/p>\n

Kendini geri \u00e7ekmek<\/strong><\/h2>\n

Yeni m\u00fcd\u00fcrler genellikle fazla otoriter olmaktan \u00e7ekinirler. \u00c7al\u0131\u015fanlar\u0131n biriken bilgisi, departman hedefleri ve tak\u0131m ihtiya\u00e7lar\u0131n\u0131 tam olarak alg\u0131lamadan i\u015fe at\u0131lmaya ve de\u011fi\u015fiklikler yapmaya ba\u015flamazlar. Fakat arka planda durmak ve y\u00f6netmeye ba\u015flamay\u0131 ertelemek geri tepebilir. Sizin rehberli\u011finiz olmadan tak\u0131m\u0131n\u0131z bo\u015fa k\u00fcrek \u00e7eker. Bu tav\u0131r yetkilerinizin ve yeteneklerinizin yeterli olup olmad\u0131\u011f\u0131n\u0131n\u00a0sorgulanmas\u0131n\u0131 ortaya \u00e7\u0131karabilir. Dengeli yakla\u015fmay\u0131 her zaman \u00f6nemsemelisiniz.<\/p>\n\n

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Kariyerinizde ba\u015far\u0131l\u0131 i\u015flere imza att\u0131n\u0131z ve art\u0131k siz de bir y\u00f6neticisiniz! Y\u00f6neticili\u011fe y\u00fckselmek ger\u00e7ekten haval\u0131\u00a0olsa da son derece zor bir sorumluluk. Her yeni m\u00fcd\u00fcr\u00fcn en az bir kez yapt\u0131\u011f\u0131 7 hatay\u0131 derledik. \u015eimdi de\u011fi\u015fim yaratma g\u00fcc\u00fc sizin ellerinizde… Ekip arkada\u015flar\u0131n\u0131za rehberlik ederek daha iyi i\u015fler ba\u015farmalar\u0131 i\u00e7in onlara destek olabilirsiniz. Ama \u00f6ncesinde bunu tam olarak […]<\/p>\n\n

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