{"id":5613,"date":"2016-12-14T14:54:38","date_gmt":"2016-12-14T11:54:38","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=5613"},"modified":"2017-06-12T12:14:31","modified_gmt":"2017-06-12T09:14:31","slug":"en-cok-yapilan-7-liderlik-hatasi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/en-cok-yapilan-7-liderlik-hatasi\/","title":{"rendered":"En \u00e7ok yap\u0131lan 7 liderlik hatas\u0131"},"content":{"rendered":"

\u0130ster liderlik koltu\u011funa ilk kez oturun isterseniz de uzun y\u0131llard\u0131r bir ekibin ba\u015f\u0131nda olun \u201cm\u00fckemmel lider\u201d diye bir kavram yoktur. Bunun yerine, al\u0131nacak dersler ve yap\u0131lacak iyile\u015ftirmeler vard\u0131r. \u0130\u015fte liderlerin en s\u0131k yapt\u0131\u011f\u0131 7 hata.<\/strong><\/p>\n

\"l'derl'k+28374646\"<\/a><\/p>\n

\u201c\u0130yi bir lider olmak\u201d, hem ki\u015finin kendisine hem de liderlik etti\u011fi ekibe kar\u015f\u0131 bir borcudur. Bu nedenle bir liderin zay\u0131f noktalar\u0131n\u0131n fark\u0131nda olacak kadar \u201cbilge\u201d olmas\u0131 ve bunlar\u0131 d\u00fczeltmek i\u00e7in \u00e7abalayacak kadar da \u201cm\u00fctevaz\u0131\u201d olmas\u0131 gerekir.<\/p>\n

\u0130\u015fte liderlik koltu\u011funda oturanlar\u0131n en \u00e7ok yapt\u0131\u011f\u0131 7 hata:<\/p>\n

Duygular\u0131n karar verme s\u00fcrecini etkilemesine izin vermek<\/strong><\/h2>\n

Duygular\u0131n\u0131z\u0131n herhangi bir karar alma s\u00fcrecinde devreye girmesi durumu, en yayg\u0131n liderlik hatalar\u0131n\u0131n ba\u015f\u0131nda gelir. Ki\u015fisel hayat\u0131n\u0131zda bir durum hakk\u0131ndaki hislerinizin kararlar\u0131n\u0131z\u0131 etkilemesine izin vermek kolayd\u0131r ki bazen bunu yapmak mant\u0131kl\u0131d\u0131r da. Ancak i\u015f d\u00fcnyas\u0131nda duygular\u0131 tek gerek\u00e7e olarak kullanmak k\u00f6t\u00fc bir y\u00f6ntem. E\u011fer ekibinizin size g\u00fcvenmesini istiyorsan\u0131z onlara yapt\u0131\u011f\u0131n\u0131z tercihlerin arkas\u0131ndaki ger\u00e7ekleri ve mant\u0131\u011f\u0131 g\u00f6stermeniz gerekiyor. Bu nedenle duygular\u0131n\u0131z hi\u00e7bir zaman gerek\u00e7eniz olamaz. Ekibinize karar verme s\u00fcrecinin arkas\u0131ndaki rasyonel ger\u00e7ekleri, onlar\u0131n kafalar\u0131n\u0131 kar\u0131\u015ft\u0131rmayacak \u015fekilde g\u00f6stermeniz gerekiyor.<\/p>\n

\u00c7at\u0131\u015fmadan ka\u00e7\u0131nmak<\/strong><\/h2>\n

Liderlerin y\u00f6netti\u011fi ekipteki anla\u015fmazl\u0131klar\u0131 veya problemleri nas\u0131l ele alaca\u011f\u0131n\u0131, bu t\u00fcr durumlarda nas\u0131l davranaca\u011f\u0131n\u0131 kestirmek liderlerin \u00f6\u011frenmesi gereken en zor s\u00fcre\u00e7ler aras\u0131nda yer al\u0131r. \u00d6rne\u011fin, bir\u00e7ok lider ekip i\u00e7erisinde kabal\u0131k eden veya performans\u0131 k\u00f6t\u00fc olan bir \u00e7al\u0131\u015fan\u0131 i\u015ften \u00e7\u0131karman\u0131n k\u00f6t\u00fc oldu\u011funu ve bu durumun daha az sevilmesine neden olaca\u011f\u0131na inan\u0131r. Oysa liderin att\u0131\u011f\u0131 bu ad\u0131m asl\u0131nda uzun vadede ekibin daha k\u00f6t\u00fc etkilenmesini \u00f6nlemek ad\u0131na at\u0131lm\u0131\u015f bir ad\u0131md\u0131r. Bu nedenle gerekli g\u00f6rd\u00fc\u011f\u00fcn\u00fcz durumlarda ekip \u00fcyeleriyle fikir ayr\u0131l\u0131\u011f\u0131na d\u00fc\u015fmekten ka\u00e7\u0131nmay\u0131n, sorunun kayna\u011f\u0131na inerek daha b\u00fcy\u00fck sorunlar\u0131n olu\u015fmas\u0131n\u0131 engelleyin.<\/p>\n

Tembelliklerin \u00fcst\u00fcn\u00fc kapatmak<\/strong><\/h2>\n

Liderler genellikle bulunduklar\u0131 konuma neyin nas\u0131l yap\u0131lmas\u0131 gerekti\u011fini bildikleri i\u00e7in gelen ki\u015filerdir. Liderlerde zaman i\u00e7erisinde olu\u015fan \u201cBir \u015feyin d\u00fczg\u00fcn yap\u0131lmas\u0131n\u0131 istiyorsan, kendin yap\u201d fikri, bir lider i\u00e7in son derece tehlikelidir. \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n yapt\u0131\u011f\u0131 \u015feyleri be\u011fenmedi\u011finiz durumlarda, onlar\u0131n arkas\u0131n\u0131 toparlamaya, yar\u0131m b\u0131rakt\u0131klar\u0131 i\u015fi tamamlamaya \u00e7al\u0131\u015fmay\u0131n. Bu ekibinizin potansiyelinin tamam\u0131n\u0131 kullanmas\u0131n\u0131 engeller.<\/p>\n

Emin olmadan onay vermek<\/strong><\/h2>\n

Bir lider olarak, kendi uzmanl\u0131k alan\u0131n\u0131z\u0131n d\u0131\u015f\u0131ndaki konularla ilgili se\u00e7imler yapmak ya da karar vermek zorunda kalabilirsiniz. \u00d6rne\u011fin, siz teknoloji ile ilgili bir alanda uzmanl\u0131k sahibi olabilirsiniz ancak pazarlama stratejileri veya sat\u0131\u015fla ilgili kararlar alman\u0131z gerekebilir. \u0130\u015fte bu t\u00fcr s\u00fcre\u00e7lerde, \u015firketinizde bu alanlarda deneyim sahibi olan ki\u015filere dan\u0131\u015fmadan kesin bir karar vermeyin.<\/p>\n

Ekibinin \u00e7abalar\u0131n\u0131 takdir etmemek<\/strong><\/h2>\n

Toplant\u0131lara, e\u011fitimlere ve di\u011fer g\u00fcnl\u00fck g\u00f6revlere kar\u0131\u015ft\u0131\u011f\u0131n\u0131zda, ekibinizin ba\u015far\u0131lar\u0131n\u0131 takdir etmek ve onlar\u0131 \u00f6nemsedi\u011finizi belirtmek i\u00e7in her zaman ay\u0131ramayabilirsiniz. Ancak \u00e7al\u0131\u015fanlar\u0131n\u0131z iyi bir performans g\u00f6sterdi\u011finde, zor bir i\u015fi ba\u015far\u0131yla tamamlad\u0131\u011f\u0131nda onlar\u0131n \u00e7abalar\u0131n\u0131 takdir etmeniz performans\u0131n s\u00fcreklili\u011fi i\u00e7in olduk\u00e7a \u00f6nemli. Ba\u015far\u0131s\u0131n\u0131n g\u00f6r\u00fclmedi\u011fini, yeterince takdir edilmedi\u011fini d\u00fc\u015f\u00fcnen bir \u00e7al\u0131\u015fan\u0131n bir s\u00fcre sonra performans\u0131n\u0131n d\u00fc\u015fece\u011fini ve bu durumun motivasyonunu etkileyece\u011fini unutmay\u0131n. (Etkili bir liderlik i\u00e7in “Ba\u015far\u0131l\u0131 y\u00f6neticilerin \u00e7al\u0131\u015fanlar\u0131na s\u00f6yledi\u011fi 5 c\u00fcmle<\/a>” adl\u0131 yaz\u0131y\u0131 okuyabilirsiniz<\/em>.)<\/p>\n

Kendini dinlememek<\/strong><\/h2>\n

Yaln\u0131zca kendi d\u00fc\u015f\u00fcncelerini \u00f6nem veren, ekibinde yer alan \u00e7al\u0131\u015fanlar\u0131n g\u00f6r\u00fc\u015flerini hesaba katmay\u0131 reddeden bir lider olmak istemiyorsunuz. Ancak ba\u015fkalar\u0131n\u0131 memnun etmek i\u00e7in kendi d\u00fc\u015f\u00fcncelerinizi de her zaman bir kenara atmay\u0131n. Ba\u015fkalar\u0131n\u0131 dinlemek ne kadar \u00f6nemliyse, kendinizi dinlemek de en az o kadar \u00f6nemli.<\/p>\n

Tevazu g\u00f6stermemek<\/h2>\n

Liderler hi\u00e7bir zaman kendilerini hatas\u0131z ya da kusursuz olarak g\u00f6rmemeli. Bir hata yapt\u0131\u011f\u0131n\u0131zda \u00e7al\u0131\u015fanlar\u0131n\u0131z da bunu bilmeli. Ekibinize kar\u015f\u0131 \u015feffaf olun, bu t\u00fcr durumlar\u0131 ekibinizle konu\u015fmaktan ka\u00e7\u0131nmay\u0131n.<\/p>\n

 <\/p>\n\n

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\u0130ster liderlik koltu\u011funa ilk kez oturun isterseniz de uzun y\u0131llard\u0131r bir ekibin ba\u015f\u0131nda olun \u201cm\u00fckemmel lider\u201d diye bir kavram yoktur. Bunun yerine, al\u0131nacak dersler ve yap\u0131lacak iyile\u015ftirmeler vard\u0131r. \u0130\u015fte liderlerin en s\u0131k yapt\u0131\u011f\u0131 7 hata. \u201c\u0130yi bir lider olmak\u201d, hem ki\u015finin kendisine hem de liderlik etti\u011fi ekibe kar\u015f\u0131 bir borcudur. Bu nedenle bir liderin zay\u0131f […]<\/p>\n\n

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Meslek hayat\u0131na Cumhuriyet Gazetesi\u2019nde muhabir olarak ba\u015flad\u0131. D\u00f6rt y\u0131ll\u0131k muhabirlik deneyiminin ard\u0131ndan European Voluntary Service program\u0131 kapsam\u0131nda Fransa\u2019n\u0131n Orleans \u015fehrinde yer alan L\u2019association Labomedia\u2019da medya \u00fczerine \u00e7al\u0131\u015fmalar yapt\u0131. 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