{"id":7260,"date":"2020-10-12T10:00:15","date_gmt":"2020-10-12T07:00:15","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=7260"},"modified":"2024-08-13T14:25:29","modified_gmt":"2024-08-13T11:25:29","slug":"uzmanliktan-yoneticilige-geciste-nasil-iyi-bir-ekip-lideri-olunur","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/uzmanliktan-yoneticilige-geciste-nasil-iyi-bir-ekip-lideri-olunur\/","title":{"rendered":"Uzmanl\u0131ktan y\u00f6neticili\u011fe ge\u00e7i\u015fte nas\u0131l iyi bir ekip lideri olunur?"},"content":{"rendered":"

Herhangi bir y\u00f6neticilik pozisyonunun teknik uzmanl\u0131\u011f\u0131n yan\u0131 s\u0131ra farkl\u0131 ihtiya\u00e7lar\u0131 ve vas\u0131flar\u0131 da i\u00e7inde bulundurmas\u0131 gerekir. Y\u00f6neticili\u011fe ge\u00e7i\u015f a\u015famas\u0131nda uzman gibi hareket etmek, uzun d\u00f6nemde sorunlara neden olabilir. Bu sorunlar\u0131 bertaraf etmenizi sa\u011flayacak \u00f6nerilerimiz bug\u00fcn \u0130K Blog’da!<\/strong><\/p>\n

Y\u00f6neticili\u011fe ad\u0131m atan baz\u0131 uzmanlar, bu s\u00fcrece h\u0131zla adapte olarak ekibin di\u011fer \u00fcyelerinin hem bireysel geli\u015fimlerini destekleyecek hem de grup performans\u0131n\u0131 artt\u0131racak \u00e7\u00f6z\u00fcmleri h\u0131zl\u0131ca hayata ge\u00e7irebiliyor. Baz\u0131 y\u00f6neticilerin ise bunun i\u00e7in b\u00fcy\u00fck bir \u00e7aba g\u00f6stermesi gerekiyor. \u00dcstelik bu durum zaman ald\u0131\u011f\u0131nda ekip i\u00e7erisinde sorunlara neden olabiliyor. Bu ge\u00e7i\u015fin uzun s\u00fcrmesinin getirebilece\u011fi sonu\u00e7lar\u0131 ve bunu \u00f6nlemenin birka\u00e7 yolunu sizin i\u00e7in bir araya getirdik.<\/p>\n

Y\u00f6netici uzman gibi davrand\u0131\u011f\u0131nda ne olur?<\/strong><\/h2>\n

Y\u00f6netici olduktan sonra uzman gibi davranmaya devam eden y\u00f6neticiler, ekip \u00fczerinde strese neden olabilir.<\/p>\n

\u00d6rne\u011fin;<\/p>\n

    \n
  • Teknik uzmanl\u0131klar konusunda her zaman kendi fikirlerine \u00f6ncelik veren bir y\u00f6netici ekibine de kendisini de\u011fersiz hissettirebilir.<\/li>\n
  • Ekip ruhu yaratmak yerine hiyerar\u015fik bir ortam yarat\u0131r.<\/li>\n
  • Ekipte bulunanlar fikirlerinin dinlenmedi\u011fini d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcnde, bir \u015feylerin yolunda gitmedi\u011fi hissine kap\u0131labilir. Bu da gelecek d\u00f6nemde y\u00f6neticinin kendilerine k\u00f6t\u00fc davranaca\u011f\u0131n\u0131 d\u00fc\u015f\u00fcnmelerine neden olabilir.<\/li>\n
  • T\u00fcm kararlar\u0131 veren bir y\u00f6neticiye al\u0131\u015fan ekip, zamanla t\u00fcm ki\u015fisel inisiyatiflerini kaybeder.<\/li>\n
  • Y\u00f6netici, s\u00fcre\u00e7lerin her a\u015famas\u0131nda s\u00f6z sahibi olmak istedi\u011finde ekibin \u00e7al\u0131\u015fma ortam\u0131 da bozulur. Ekip, herhangi bir konuda karar almadan \u00f6nce y\u00f6neticiyi beklemek durumunda kal\u0131r. Bu durum da g\u00fcnl\u00fck ak\u0131\u015f\u0131 aksatabilir.<\/li>\n<\/ul>\n

    Uzmanl\u0131ktan ba\u015far\u0131l\u0131 bir y\u00f6neticili\u011fe ge\u00e7meye yard\u0131mc\u0131 olacak 6 fikir \u00a0\u00a0<\/strong><\/h2>\n
      \n
    • Y\u00f6netici g\u00f6rev tan\u0131m\u0131n\u0131 yeniden d\u00fc\u015f\u00fcnmeli: <\/strong>\u00d6ncelikle bir y\u00f6neticinin ekibini iyi i\u015f \u00e7\u0131karmaya te\u015fvik eden bir g\u00f6revinin oldu\u011fu unutulmamal\u0131. Teknik uzmanl\u0131k bu noktadan sonra kesinlikle odak noktas\u0131 olmamal\u0131. Tak\u0131m \u00fcyelerinin geli\u015fimini desteklemek ve onlar\u0131n da uzmanl\u0131klar\u0131n\u0131 sergilemesini te\u015fvik etmek \u00e7ok \u00f6nemli.<\/li>\n
    • G\u00fcven ortam\u0131 olu\u015fturmaya odaklanmal\u0131:<\/strong> Teknik uzmanl\u0131\u011f\u0131 yeterli olsa da bir y\u00f6neticinin ekibine s\u00fcrekli sorular sorarak, fikirlerini sunmaya te\u015fvik etmesi gerekiyor. Ekibin baz\u0131 konularda deneysel davranmas\u0131na izin vermek de \u00f6nemli.<\/li>\n
    • Y\u00f6netici \u00f6\u011freten olmal\u0131: <\/strong>Ba\u015far\u0131l\u0131 y\u00f6neticiler ekip \u00fcyelerinin \u00f6\u011frenmesi i\u00e7in onlara zorlay\u0131c\u0131 g\u00f6revler verebiliyor. Birlikte karar vererek ilerlemek her zaman \u00f6\u011fretici olacakt\u0131r.<\/li>\n
    • Yan\u0131tlamadan \u00f6nce basit bir soru sormal\u0131:<\/strong> Ekip \u00fcyeleri bir soruyla y\u00f6neticiye geldi\u011finde cevab\u0131 vermeden \u00f6nce; \u201cEmin de\u011filim, sen nas\u0131l olmas\u0131 gerekti\u011fini d\u00fc\u015f\u00fcn\u00fcyorsun?\u201d gibi basit bir soruyla kar\u015f\u0131s\u0131ndakinin de fikrini almal\u0131. Y\u00f6netici i\u00e7in cevap \u00e7ok basit ve a\u00e7\u0131k olsa da bu soru ekiptekilerin geli\u015fimi i\u00e7in \u00e7ok ba\u015far\u0131l\u0131 bir y\u00f6nlendirme olacakt\u0131r.<\/li>\n
    • Tak\u0131m\u0131 y\u00fckseltmeli ve y\u00f6netici de \u00f6\u011frenmeye devam etmeli:<\/strong> B\u00fcy\u00fcmeyi ve performans\u0131 te\u015fvik eden bir y\u00f6netici olmak her zaman ba\u015far\u0131 getirir. Ekiptekilere de ba\u015far\u0131l\u0131 olma konusunda rol model sunar. Bu nedenle y\u00f6netici m\u00fcmk\u00fcn oldu\u011funca ekip \u00fcyelerinin seminerlere ve konferanslara kat\u0131lmas\u0131n\u0131 desteklemeli, \u00f6\u011frendiklerini de di\u011fer ekip \u00fcyeleriyle payla\u015fmas\u0131n\u0131 sa\u011flamal\u0131.<\/li>\n
    • Olumlu geri bildirimlerle hem bireyleri hem de tak\u0131m\u0131 g\u00fc\u00e7lendirmeli: <\/strong>Ekipte zor durumlarla ba\u015f edebilen, inisiyatif alabilen ki\u015filere olumlu geri bildirimler vermek \u00e7ok \u00f6nemli. Her \u00e7al\u0131\u015fan olumlu davran\u0131\u015flar\u0131n\u0131n takdir edildi\u011fini g\u00f6rmeli. Bununla birlikte y\u00f6neticinin bu geri bildirimleri d\u00fczenli olarak vermesi de olduk\u00e7a kritik.<\/li>\n<\/ul>\n\n
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      Herhangi bir y\u00f6neticilik pozisyonunun teknik uzmanl\u0131\u011f\u0131n yan\u0131 s\u0131ra farkl\u0131 ihtiya\u00e7lar\u0131 ve vas\u0131flar\u0131 da i\u00e7inde bulundurmas\u0131 gerekir. Y\u00f6neticili\u011fe ge\u00e7i\u015f a\u015famas\u0131nda uzman gibi hareket etmek, uzun d\u00f6nemde sorunlara neden olabilir. Bu sorunlar\u0131 bertaraf etmenizi sa\u011flayacak \u00f6nerilerimiz bug\u00fcn \u0130K Blog’da! Y\u00f6neticili\u011fe ad\u0131m atan baz\u0131 uzmanlar, bu s\u00fcrece h\u0131zla adapte olarak ekibin di\u011fer \u00fcyelerinin hem bireysel geli\u015fimlerini destekleyecek hem […]<\/p>\n\n

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