{"id":18296,"date":"2025-10-16T11:36:10","date_gmt":"2025-10-16T08:36:10","guid":{"rendered":"https:\/\/www.kariyer.net\/kariyer-rehberi-new\/?p=18296"},"modified":"2025-10-16T14:46:01","modified_gmt":"2025-10-16T11:46:01","slug":"mudurunu-carpan-lidere-donusturmenin-6-yolu","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/mudurunu-carpan-lidere-donusturmenin-6-yolu\/","title":{"rendered":"M\u00fcd\u00fcr\u00fcn\u00fc \u00e7arpan lidere d\u00f6n\u00fc\u015ft\u00fcrmenin 6 yolu"},"content":{"rendered":"
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Liz Wiseman\u2019\u0131n \u201c\u00c7arpan Liderler\u201d kitab\u0131ndaki tan\u0131ma g\u00f6re azaltan liderler, ekiplerinin performans\u0131n\u0131 potansiyellerinin alt\u0131nda tutan, kendilerine ba\u011fl\u0131 bir s\u00fcre\u00e7 ve k\u00fclt\u00fcr yaratan ve \u00f6zellikle mikro y\u00f6neticilik yoluyla ekiplerinin alan\u0131n\u0131 k\u0131s\u0131tlayan liderler. B\u00f6yle bir liderle \u00e7al\u0131\u015ft\u0131n m\u0131 hi\u00e7 ya da m\u00fcd\u00fcr\u00fcn azaltan liderse neler hissedersin?<\/strong><\/p>\n

Azaltan bir liderle \u00e7al\u0131\u015f\u0131ld\u0131\u011f\u0131nda; \u00e7o\u011funlukla yoksunluk duygusu, kendine g\u00fcvende azalma, zaman zaman \u00f6fke, isyan gibi duygular olabilir. Peki elinde farkl\u0131 ba\u015fka olanaklar yoksa azaltan bir liderle \u00e7al\u0131\u015f\u0131rken hem onu \u00e7arpan lidere d\u00f6n\u00fc\u015ft\u00fcrme potansiyeli olabilecek, hem de seni rahatlatacak neler yapabilirsin, bu yaz\u0131mda sana 6 yol \u00f6nermek isterim.<\/p>\n

M\u00fcd\u00fcr\u00fcn\u00fcn g\u00fc\u00e7l\u00fc y\u00f6nlerini bul ve kullanmas\u0131n\u0131 te\u015fvik et<\/strong><\/h2>\n

Azaltan m\u00fcd\u00fcr\u00fcn\u00fc de\u011fi\u015ftirmeye \u00e7al\u0131\u015fmak yerine onun g\u00fc\u00e7l\u00fc y\u00f6nlerini ke\u015ffedip, bu g\u00fc\u00e7l\u00fc y\u00f6nlerin hayata ge\u00e7mesine katk\u0131 vermen faydal\u0131 olabilir. Ele\u015ftirel bir bak\u0131\u015f a\u00e7\u0131s\u0131 m\u0131 var, ona son proje plan\u0131n\u0131 g\u00f6sterip daha iyi nas\u0131l yapabilece\u011fini sorabilirsin \u00f6rne\u011fin\u2026 Veya vizyon olu\u015fturmada m\u0131 g\u00fc\u00e7l\u00fc, yeni m\u00fc\u015fterinle ilgili d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcn vizyonu bir de onunla tart\u0131\u015farak daha iyi fikirlere ula\u015fabilirsin. E\u011fer projenin i\u00e7inde \u00e7ok fazla olmak isteyen bir m\u00fcd\u00fcrse ona projenin kritik noktalar\u0131nda \u201cDaha iyi nas\u0131l yapabiliriz?\u201d diye sor, hem ho\u015flanacak hem de onun becerilerinden en fazla fayday\u0131 sa\u011flayacak yolu bulmu\u015f olacaks\u0131n.<\/p>\n

Kendi kullan\u0131m k\u0131lavuzunu m\u00fcd\u00fcr\u00fcnle payla\u015f<\/strong><\/h2>\n

\u015eansl\u0131 bir \u00e7al\u0131\u015fansan, m\u00fcd\u00fcr\u00fcn senin g\u00fc\u00e7l\u00fc yanlar\u0131n\u0131 bulmak i\u00e7in bir g\u00f6zlem ve \u00e7aba i\u00e7indedir. Buldu\u011funda da seni o y\u00f6ne y\u00f6nlendirir, ancak b\u00fcy\u00fck \u00e7o\u011funluk i\u00e7indeysen, m\u00fcd\u00fcr\u00fcn senin g\u00fc\u00e7l\u00fc y\u00f6nlerinin fark\u0131nda olmayabilir. B\u00f6yle bir durumda proaktif bir yakla\u015f\u0131mla senin g\u00fc\u00e7l\u00fc yanlar\u0131n\u0131 m\u00fcd\u00fcr\u00fcnle payla\u015fman anlaml\u0131 olacakt\u0131r.<\/p>\n

\u00d6rne\u011fin; s\u00fcre\u00e7 geli\u015ftirmede \u00f6zel bir g\u00f6z\u00fcn, duygun mu var. Bir s\u00fcre\u00e7 geli\u015ftirme fikri getirip bunu m\u00fcd\u00fcr\u00fcne sunabilirsin.<\/p>\n

Kariyerimin son d\u00f6neminde bunu yapt\u0131\u011f\u0131m\u0131 hat\u0131rl\u0131yorum. Bir DISC<\/a><\/strong> analizi yap\u0131lm\u0131\u015ft\u0131 ve ben benimle ilgili raporu benimle \u00e7al\u0131\u015fan herkese g\u00f6ndermi\u015f, ‘Benimle b\u00f6yle \u00e7al\u0131\u015f\u0131rsan\u0131z en y\u00fcksek verimi al\u0131rs\u0131n\u0131z’ demi\u015ftim.<\/p>\n

\u00d6\u011frenmek i\u00e7in dinle<\/strong><\/h2>\n

Bir azaltan lider ile \u00e7al\u0131\u015fmak zorundaysan \u015fu soruyu sor: M\u00fcd\u00fcr\u00fcmden neler \u00f6\u011frenebilirim? Azaltan liderlerin ekiplerindeki \u00e7al\u0131\u015fanlar genel davran\u0131\u015flar\u0131ndan ho\u015fnut olmad\u0131klar\u0131 i\u00e7in m\u00fcd\u00fcrlerinin baz\u0131 yakla\u015f\u0131m ve g\u00f6r\u00fc\u015flerini de yok sayma e\u011filiminde olabilirler. \u00d6zellikle \u201ckazara azaltan lider\u201d davran\u0131\u015flar\u0131n\u0131 g\u00f6steren y\u00f6neticiler, iyi niyetli ve yard\u0131m etmeye de istekli olabilirler.<\/p>\n

Bu soruya net bir yan\u0131t verdi\u011finde art\u0131k \u201c\u00f6\u011frenmek i\u00e7in\u201d dinleyebilirsin. M\u00fcd\u00fcr\u00fcnle tart\u0131\u015fmak yerine ortak payday\u0131 bulup \u00f6\u011frenmeye odaklanabilirsin. Azaltan liderler asl\u0131nda \u201cduyulmak\u201d isterler. Herkesin onlar\u0131n de\u011ferini g\u00f6rmesini sa\u011flamaya \u00e7al\u0131\u015f\u0131rlar. Sen de m\u00fcd\u00fcr\u00fcn\u00fcn becerisine sayg\u0131 g\u00f6stererek \u00f6\u011frenme ama\u00e7l\u0131 dinlersen iyi bir ba\u015flang\u0131\u00e7 yapm\u0131\u015f olursun. \u00d6rne\u011fin; bir diyalogda \u201cNot alabilir miyim, s\u00f6ylediklerinizi daha sonra kategorize etmek istiyorum\u201d diyebilirsin. Bunu yapt\u0131\u011f\u0131nda azaltan lider etkisinin azalaca\u011f\u0131n\u0131 g\u00f6rebilirsin.<\/p>\n

Hatalar\u0131n\u0131 kabul et<\/strong><\/h2>\n

Azaltan liderlerin temel inan\u0131\u015flar\u0131ndan biri \u015fudur:<\/p>\n

“\u0130nsanlar ben olmadan bu i\u015fi beceremezler!”<\/p>\n

Bu inan\u0131\u015f\u0131 g\u00fc\u00e7lendirecek en \u00f6nemli \u015fey senin yapaca\u011f\u0131n hatalard\u0131r. Bir hata yap\u0131p bunu saklama e\u011filiminde oldu\u011funda, azaltan lider bunu inan\u0131\u015f\u0131na destek olacak bir veri olarak kabul edecektir.<\/p>\n

Bu d\u00f6ng\u00fcy\u00fc k\u0131rmak i\u00e7in hatan\u0131 kabul edip \u00f6\u011frendiklerini m\u00fcd\u00fcr\u00fcnle payla\u015fabilirsin. Bunu yapt\u0131\u011f\u0131nda bir dahaki sefere i\u015fi do\u011fru yapabilece\u011fine dair bir beklenti ve bir alan yaratm\u0131\u015f olursun. Bu da m\u00fcd\u00fcr\u00fcn\u00fcn sana \u201cyat\u0131r\u0131m\u201d yapmas\u0131n\u0131n yolunu a\u00e7abilir. Bunu yapt\u0131\u011f\u0131nda ayn\u0131 zamanda ekipteki di\u011fer arkada\u015flar\u0131n\u0131n ve m\u00fcd\u00fcr\u00fcn\u00fcn de hatas\u0131n\u0131 payla\u015fabilmesi i\u00e7in bir g\u00fcvenli alan yaratm\u0131\u015f da olabilirsin. M\u00fcd\u00fcr\u00fcn hatas\u0131n\u0131 payla\u015ft\u0131\u011f\u0131nda t\u00fcm ekip \u00f6zg\u00fcrle\u015fecek, benzer yakla\u015f\u0131m\u0131 g\u00f6sterebilecektir.<\/p>\n

G\u00f6revini geni\u015fletecek i\u015flere g\u00f6n\u00fcll\u00fc ol<\/strong><\/h2>\n

Y\u00f6neticiler bazen bir \u00e7al\u0131\u015fana daha fazla i\u015f vererek onu geli\u015ftirdiklerini d\u00fc\u015f\u00fcnebilirler. Hele bu i\u015fler benzer ise etki bu olmayacakt\u0131r. Genelde \u00e7al\u0131\u015fanlar yapmad\u0131klar\u0131 ve zorlanacaklar\u0131 yeni i\u015fler yaparak ve \u00f6\u011frenerek geli\u015firler. \u00c7arpan liderler<\/a><\/strong> bunu g\u00f6rerek yeni ve farkl\u0131 g\u00f6revleri verme e\u011filimindedirler.<\/p>\n

M\u00fcd\u00fcr\u00fcn bunu yapm\u0131yorsa \u00e7aresiz de\u011filsin, \u00f6ncelikle m\u00fcd\u00fcr\u00fcne farkl\u0131 ve seni zorlayacak g\u00f6revleri almak istedi\u011fini s\u00f6yleyebilirsin. Bu bazen terfi istedi\u011fin yorumunu ortaya \u00e7\u0131karabilir, m\u00fcmk\u00fcn oldu\u011fu kadar iki konuyu birbirinden ay\u0131rmak faydal\u0131 olabilir.<\/p>\n

Bunun bir ba\u015fka yolu m\u00fcd\u00fcr\u00fcne \u201cSizi rahatlatmak i\u00e7in hangi i\u015finizi yapabilirim, bana verece\u011finiz bir i\u015f var m\u0131?\u201d diye sormakt\u0131r. Bu da senin g\u00f6n\u00fcll\u00fc davran\u0131\u015f\u0131n ile rol\u00fcn\u00fcn \u00f6tesinde baz\u0131 yeni g\u00f6revler alman\u0131 da sa\u011flayabilir.<\/p>\n

Ba\u015far\u0131lar\u0131nda m\u00fcd\u00fcr\u00fcn\u00fc de davet et<\/strong><\/h2>\n

Azaltan m\u00fcd\u00fcr\u00fcn\u00fc yapt\u0131\u011f\u0131n i\u015ften veya projeden bilin\u00e7li \u015fekilde uzakta tutmaya \u00e7al\u0131\u015fmak yerine onu i\u015fin i\u00e7ine sokmay\u0131 d\u00fc\u015f\u00fcnebilirsin. Azaltan m\u00fcd\u00fcrler bu \u015fekilde d\u0131\u015fland\u0131klar\u0131nda daha da \u0131srarc\u0131 olarak i\u015fin i\u00e7ine girmeye, kontrol mekanizmalar\u0131 koymaya e\u011filimli olabilirler.<\/p>\n

\u00d6rne\u011fin; azaltan m\u00fcd\u00fcr\u00fcn\u00fcn takip etmek ve kontrol etmek istedi\u011fi projedeki \u00f6nemli bir toplant\u0131ya onu davet etmek, etmemekten daha iyi sonu\u00e7lar verebilir. Davet etti\u011finde, belli yerlerde katk\u0131s\u0131n\u0131 istedi\u011finde istekle ve senin \u00e7er\u00e7evelemen ile katk\u0131 verecek, olup bitenden de haberdar olabilecektir. Bu da sadece kontrol g\u00fcd\u00fcs\u00fcyle yapaca\u011f\u0131 m\u00fcdahaleleri azaltabilir.<\/p>\n

Bunlardan hangilerini uygulanabilir buluyorsun?<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n

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Liz Wiseman\u2019\u0131n \u201c\u00c7arpan Liderler\u201d kitab\u0131ndaki tan\u0131ma g\u00f6re azaltan liderler, ekiplerinin performans\u0131n\u0131 potansiyellerinin alt\u0131nda tutan, kendilerine ba\u011fl\u0131 bir s\u00fcre\u00e7 ve k\u00fclt\u00fcr yaratan ve \u00f6zellikle mikro y\u00f6neticilik yoluyla ekiplerinin alan\u0131n\u0131 k\u0131s\u0131tlayan liderler. B\u00f6yle bir liderle \u00e7al\u0131\u015ft\u0131n m\u0131 hi\u00e7 ya da m\u00fcd\u00fcr\u00fcn azaltan liderse neler hissedersin? Azaltan bir liderle \u00e7al\u0131\u015f\u0131ld\u0131\u011f\u0131nda; \u00e7o\u011funlukla yoksunluk duygusu, kendine g\u00fcvende azalma, zaman zaman […]<\/p>\n\n

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