{"id":7371,"date":"2020-08-24T09:31:46","date_gmt":"2020-08-24T06:31:46","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=7371"},"modified":"2020-08-24T09:56:45","modified_gmt":"2020-08-24T06:56:45","slug":"bir-yonetici-olarak-saygi-kazanmanin-puf-noktalari","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/bir-yonetici-olarak-saygi-kazanmanin-puf-noktalari\/","title":{"rendered":"Bir y\u00f6netici olarak sayg\u0131 kazanman\u0131n p\u00fcf noktalar\u0131"},"content":{"rendered":"

\u0130yi bir y\u00f6netici ve lider mi olmak istiyorsunuz? K\u00fc\u00e7\u00fck\u00a0detaylar bu konuda b\u00fcy\u00fck farklar yaratabilir. Sayg\u0131de\u011fer bir y\u00f6netici olabilmenin 5 \u00f6nemli p\u00fcf noktas\u0131n\u0131 sizin i\u00e7in a\u00e7\u0131klad\u0131k.<\/strong><\/p>\n

Bir y\u00f6netici sadece y\u00f6netici oldu\u011fu i\u00e7in tak\u0131m\u0131n\u0131n sayg\u0131s\u0131n\u0131 kazanamaz. \u0130\u015fveren taraf\u0131ndan ona verilen yetkiler belirli bir otorite sa\u011flar, ama i\u015flerin gerekti\u011fi \u015fekilde i\u015fleyebilmesi i\u00e7in ekibin y\u00f6neticiye sayg\u0131 duymas\u0131 gerekir. \u00d6zellikle bir ekibin ba\u015f\u0131na getirilmi\u015f yeni y\u00f6neticilerin yetkinlikleri sorgulanmaya a\u00e7\u0131k olur. Bu durumda y\u00f6neticinin pozisyonuna lay\u0131k oldu\u011funu kan\u0131tlamas\u0131 olduk\u00e7a \u00f6nemli.<\/p>\n

\u0130\u015fte, bir y\u00f6netici olarak ekibin sayg\u0131s\u0131n\u0131 kazanmak i\u00e7in yap\u0131lmas\u0131 gerekenler:<\/p>\n

\u0130yi oldu\u011funuzu g\u00f6sterin<\/strong><\/h2>\n

\u0130\u015f ortam\u0131nda en \u00e7ok sayg\u0131 duyulan ki\u015filer, her zaman i\u015finde en iyi olanlard\u0131r. Ekibin, y\u00f6neticinin i\u015finde o kadar da iyi olmad\u0131\u011f\u0131n\u0131 g\u00f6rmesi, beklenen sayg\u0131n\u0131n kazan\u0131lamamas\u0131 anlam\u0131na gelir. Bu nedenle, mesleki yeterlilik kadar bu yeterlili\u011fi ortaya koyabilecek ileti\u015fim becerilerine sahip olmak da \u015fart.<\/p>\n

Kar\u015f\u0131l\u0131kl\u0131 uyum sa\u011flay\u0131n<\/strong><\/h2>\n

Ekibin y\u00f6neticiye oldu\u011fu kadar, y\u00f6neticinin de ekibine uyum sa\u011flamak i\u00e7in \u00e7al\u0131\u015fmas\u0131 \u00e7ok \u00f6nemli. Sadece ki\u015fisel y\u00f6ntemleri uygulamaya \u00e7al\u0131\u015fmak, bir diren\u00e7le kar\u015f\u0131la\u015f\u0131lmas\u0131na neden olabilir. Bu nedenle \u00e7al\u0131\u015fanlar\u0131n\u0131za yeni bir y\u00f6ntemi uygulatmaya \u00e7al\u0131\u015fmadan \u00f6nce, onlar\u0131n eski i\u015f yap\u0131\u015f bi\u00e7imlerini mutlaka \u00f6\u011frenin. Ard\u0131ndan kendi y\u00f6ntemlerinizi s\u00fcrece entegre edebilirsiniz.<\/p>\n

\u015eeffaf olmaya \u00e7al\u0131\u015f\u0131n<\/strong><\/h2>\n

Yeni bir y\u00f6netici do\u011fal olarak ekip \u00fcyeleri aras\u0131nda biraz \u015f\u00fcphe ve endi\u015fe uyand\u0131racakt\u0131r; \u00e7\u00fcnk\u00fc yeni y\u00f6neticinin fikirleri ekip i\u00e7in bilinmezdir. Bu da korkuya neden olur. Hedefleriniz ve niyetleriniz konusunda m\u00fcmk\u00fcn oldu\u011funca \u015feffaf davran\u0131n. \u00c7al\u0131\u015fanlar\u0131n neler olup bitti\u011fini ve se\u00e7imlerinizin arkas\u0131ndaki motivasyonlar\u0131 \u00f6\u011frenmesini sa\u011flay\u0131n. Onlar\u0131n kendi \u00e7\u0131kar\u0131mlar\u0131n\u0131 yapmalar\u0131na izin vermeyin. \u015eirketiniz \u00e7al\u0131\u015fanlar i\u00e7in tedirgin edici bir ge\u00e7i\u015f s\u00fcrecinde olsa bile bunu yap\u0131n. Sorunlar\u0131 konusunda dan\u0131\u015facaklar\u0131 ilk ki\u015fi olmaya \u00e7al\u0131\u015f\u0131n ve sorunlar\u0131 \u00e7\u00f6zme konusunda ciddi ve istekli oldu\u011funuzu belli edin.<\/p>\n

Geri bildirim almak i\u00e7in aktif olun<\/strong><\/h2>\n

Y\u00f6neticiler \u00e7al\u0131\u015fanlara kap\u0131lar\u0131n\u0131n her zaman a\u00e7\u0131k oldu\u011funu ve her t\u00fcr sorun, \u00f6neri ve geri bildirim i\u00e7in kap\u0131y\u0131 \u00e7almadan i\u00e7eri girebileceklerini s\u00f6yler. Bu ne kadar iyi niyetli olursa olsun sonu\u00e7 veren bir y\u00f6ntem de\u011fildir. Bu \u015fekilde beklemek geri bildirim almay\u0131 sa\u011flamaz ve d\u0131\u015far\u0131da neler olup bitti\u011fini anlayamazs\u0131n\u0131z. Bu y\u00fczden oturup beklemek yerine, siz ekibinizin aras\u0131na kar\u0131\u015f\u0131n ve y\u00fcz y\u00fcze geri bildirim almak i\u00e7in aktif zaman ay\u0131r\u0131n.<\/p>\n

Gizlili\u011fe dikkat edin<\/b><\/h2>\n

Her i\u015f yerinde \u00f6vg\u00fc ve performans sorunlar\u0131yla ilgili konu\u015fmalar\u0131n yap\u0131lmas\u0131 gerekir; ancak bunlar\u0131n nerede yap\u0131ld\u0131\u011f\u0131 sayg\u0131 noktas\u0131nda kritik \u00f6nem i\u00e7eriyor. \u00d6vg\u00fc ve takdir a\u00e7\u0131k alanda ifade edilebilirken; performans sorunlar\u0131yla ilgili konu\u015fmalar, mutlaka ba\u015f ba\u015fa yap\u0131lmal\u0131d\u0131r. Ani geli\u015fen durumlarda bile bu noktaya dikkat etmekte fayda var.<\/p>\n\n

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\u0130yi bir y\u00f6netici ve lider mi olmak istiyorsunuz? K\u00fc\u00e7\u00fck\u00a0detaylar bu konuda b\u00fcy\u00fck farklar yaratabilir. Sayg\u0131de\u011fer bir y\u00f6netici olabilmenin 5 \u00f6nemli p\u00fcf noktas\u0131n\u0131 sizin i\u00e7in a\u00e7\u0131klad\u0131k. Bir y\u00f6netici sadece y\u00f6netici oldu\u011fu i\u00e7in tak\u0131m\u0131n\u0131n sayg\u0131s\u0131n\u0131 kazanamaz. \u0130\u015fveren taraf\u0131ndan ona verilen yetkiler belirli bir otorite sa\u011flar, ama i\u015flerin gerekti\u011fi \u015fekilde i\u015fleyebilmesi i\u00e7in ekibin y\u00f6neticiye sayg\u0131 duymas\u0131 gerekir. \u00d6zellikle […]<\/p>\n\n

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