{"id":2809,"date":"2017-07-05T09:17:43","date_gmt":"2017-07-05T07:17:43","guid":{"rendered":"https:\/\/teamdeck.io\/?p=2809"},"modified":"2022-07-12T11:56:19","modified_gmt":"2022-07-12T09:56:19","slug":"putting-team-unexpected-recipe-teams-success","status":"publish","type":"post","link":"https:\/\/teamdeck.io\/tr\/liderlik\/beklenmedi\u0307k-eki\u0307p-recetesi\u0307ni\u0307-eki\u0307pleri\u0307n-basarisina-koymak\/","title":{"rendered":"TAKIM'a ONLAR'\u0131 koymak. Ekibinizin ba\u015far\u0131s\u0131 i\u00e7in beklenmedik bir re\u00e7ete"},"content":{"rendered":"
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Hey Tak\u0131m Lideri,\u00a0<\/strong>Ekibinizdeki dinamikler son derece ne\u015feli ve m\u00fckemmel. Birlikte \u00e7al\u0131\u015fmay\u0131 seviyorsunuz, i\u015ften sonra (isteyerek) tak\u0131l\u0131yorsunuz ve harika \u015feyler in\u015fa etmeye kararl\u0131s\u0131n\u0131z. Ama siz de\u011filsiniz.<\/p>\n

De\u011filsiniz, \u00e7\u00fcnk\u00fc i\u00e7sel olarak her \u015fey yolunda gibi g\u00f6r\u00fcnse de, \u00e7ok \u00f6nemli bir bile\u015fen eksik olabilir:\u00a0EK\u0130B\u0130N\u0130ZDE ONLAR yok ve bu durum projelerinizi bat\u0131rabilir.<\/strong>\u00a0Onlar kim? M\u00fc\u015fteriler, \u00fcst y\u00f6netim ve ekibinizin \u015fu anda \u00fczerinde \u00e7al\u0131\u015ft\u0131\u011f\u0131 projenin bir par\u00e7as\u0131 olan t\u00fcm d\u0131\u015f taraflardan bahsediyoruz.<\/p>\n

(E\u011fer durum b\u00f6yle de\u011filse ve ekibiniz d\u0131\u015far\u0131dan gelen taraflara \u00e7ekirdek ekibin bir par\u00e7as\u0131ym\u0131\u015f gibi davranman\u0131n \u00f6nemini anl\u0131yorsa - tebrikler size, Ekip Lideri. Sizi selaml\u0131yor ve tavsiyelerinizi yorum b\u00f6l\u00fcm\u00fcne b\u0131rakman\u0131z\u0131 tavsiye ediyorum).<\/p>\n

Ba\u015f geli\u015ftirici, \u00fcr\u00fcn sahibi ve CEO olarak 8 y\u0131l\u0131 a\u015fk\u0131n s\u00fcredir ekiplere liderlik ediyorum. Ayr\u0131ca bir\u00e7ok yap\u0131mc\u0131 ve proje y\u00f6neticisi taraf\u0131ndan da y\u00f6netildim. Fark etti\u011fim bir \u015fey var? G<\/strong>erdemli liderler ekibin hem i\u00e7ini hem de d\u0131\u015f\u0131n\u0131 \u00f6nemser.<\/strong><\/span><\/p>\n

Biz-onlar tuza\u011f\u0131ndan ka\u00e7\u0131n\u0131n<\/h1>\n

Biz onlara kar\u015f\u0131 tavr\u0131 biz b\u00fcy\u00fcrken normal bir \u015feydi.<\/p>\n

Bunu hepimiz yapt\u0131k.<\/strong>\u0130ster s\u0131n\u0131fta s\u0131ran\u0131n alt\u0131na \u00e7izgi roman saklamak olsun, ister ebeveynlerden biri \u015faka yapmad\u0131\u011f\u0131nda k\u0131k\u0131rdamak olsun. Yeti\u015fkinler hala iktidardayd\u0131, ancak k\u00fc\u00e7\u00fck bir yaramazl\u0131k bizi lezzetli bir \u015fekilde asi hissettirdi.<\/p>\n

Bu t\u00fcr davran\u0131\u015flar genellikle i\u015f dinamiklerine de yans\u0131r. Siz hi\u00e7 bir m\u00fc\u015fteri demosu s\u0131ras\u0131nda bir hatan\u0131n if\u015fa edilmemesinden heyecan duyan yeti\u015fkin insanlar g\u00f6rmediniz mi? Anl\u0131yorum, bu k\u0131sa vadeli bir \u00f6d\u00fcl (\"vay be, olumsuz geri bildirimlerden kurtulduk\" gibi), ancak uzun vadede \u015feffafl\u0131\u011f\u0131, \u00fcretkenli\u011fi ve ekip ruhunu olumsuz etkiliyor. Hayal k\u0131r\u0131kl\u0131\u011f\u0131 yerle\u015fti\u011finde, yaramaz heyecan da kaybolur. Ve, hey, bu\u00a0M\u00fc\u015fterilerle aran\u0131z iyi olmad\u0131\u011f\u0131nda projeler daha h\u0131zl\u0131 tamamlanm\u0131yor gibi g\u00f6r\u00fcn\u00fcyor.<\/strong><\/p>\n

G\u00f6zlerimin i\u00e7ine bak\u0131p i\u015f yerinde biz-onlar dinami\u011fini hi\u00e7 g\u00f6rmedi\u011finizi s\u00f6yleyebilir misiniz? \u0130ster m\u00fc\u015fteri ister y\u00f6netim olsun, insanlar\u0131n meydan okudu\u011fu bu ili\u015fki bir\u00e7ok \u015firkette devam ediyor. Endi\u015felenmeyin, \u00e7itleri onarmak ve \"theam\" kavram\u0131n\u0131 geli\u015ftirmek i\u00e7in yapabilece\u011finiz birka\u00e7 \u015fey var (biliyorum, de\u011fil mi?).<\/p>\n

L\u00fctfen m\u00fc\u015fterilerinize yalan s\u00f6ylemeyin<\/h1>\n

Bu i\u015fin kolay k\u0131sm\u0131, en az\u0131ndan teoride. \u0130\u015fin p\u00fcf noktas\u0131, ekibinizin m\u00fc\u015fterinin grubun bir par\u00e7as\u0131 oldu\u011fu ger\u00e7e\u011fine inanmas\u0131n\u0131 (ve bundan keyif almas\u0131n\u0131) sa\u011flamakt\u0131r.<\/p>\n

1. Ne ile de\u011fil, neden ile ilgili olun.<\/h2>\n

\u0130nsanlar kendilerine sunulan bilgilere dayanarak karar verirler. Bu kararlardan biri de (bilin\u00e7li ya da de\u011fil) \u00fczerinde \u00e7al\u0131\u015fmakta oldu\u011funuz projeye kendinizi tamamen aday\u0131p adamamakt\u0131r. Yeni projeler veya yeni \u00f6zellikler sunarken, her \u015feyden \u00f6nce eylemin nedenini ana hatlar\u0131yla belirtmeyi unutmay\u0131n. B\u00f6yle bir s\u00fcre\u00e7 sadece kat\u0131l\u0131m\u0131 art\u0131rmakla kalmaz, ayn\u0131 zamanda ele\u015ftirel d\u00fc\u015f\u00fcnmeyi de te\u015fvik eder; ekipteki herkes ayn\u0131 hedefe odakland\u0131\u011f\u0131nda projeyi optimize edebilir ve daha iyi bir \u00e7\u00f6z\u00fcm d\u00fc\u015f\u00fcnebilirsiniz.\u00a0Sorumluluk yerine sahiplenmeyi te\u015fvik edin.<\/strong><\/span><\/p>\n

2. S\u00fcrecin sorumlulu\u011funu \u00fcstlenin.<\/h2>\n

Deneyimlerime g\u00f6re, ekip ile m\u00fc\u015fteri aras\u0131nda s\u0131kl\u0131kla \u00e7at\u0131\u015fmalara yol a\u00e7an \u015fey s\u00fcrecin ele ge\u00e7irilmesidir. \u0130yi d\u00fc\u015f\u00fcn\u00fclm\u00fc\u015f ve optimize edilmi\u015f bir s\u00fcrecin projenizi sorunsuz bir \u015fekilde y\u00fcr\u00fctmenize yard\u0131mc\u0131 oldu\u011funu s\u00f6ylemeye gerek yok. Mesele \u015fu ki, bu sadece herkes s\u00fcreci (ve arkas\u0131ndaki mant\u0131\u011f\u0131) bildi\u011finde i\u015fe yarar - buna m\u00fc\u015fteri de dahildir. Benim tavsiyem, her projeyi m\u00fc\u015fteriyle birlikte ba\u015flatmak ve a\u015fa\u011f\u0131dakiler hakk\u0131nda net bir genel bak\u0131\u015f sa\u011flamak olacakt\u0131r:
\n- Ekipte kimler var (herkesin isimleri y\u00fczlere koymas\u0131 ve daha anlaml\u0131 bir ili\u015fki kurmas\u0131 i\u00e7in b\u00fcy\u00fck bir \u015fans),
\n- g\u00fcnl\u00fck\/haftal\u0131k s\u00fcre\u00e7 nedir - bir toplant\u0131 takvimi, g\u00fcncellemelerin ne zaman (ve nas\u0131l) sunulaca\u011f\u0131,<\/p>\n

- \u0130leti\u015fim, proje y\u00f6netimi veya kaynak y\u00f6netimi i\u00e7in kullan\u0131lacak ara\u00e7lar (hepsi m\u00fc\u015fteri i\u00e7in eri\u015filebilir olmayacak, ancak \u015feffaf bir genel bak\u0131\u015fa ihtiya\u00e7 oldu\u011funa inan\u0131yorum).<\/p>\n

3. Bir geri bildirim prosed\u00fcr\u00fc olu\u015fturun.<\/h2>\n

Geri bildirim, projenin ilerlemesi i\u00e7in \u00f6nemlidir ve e\u011fer \u00c7evik ilkeleri takip ediyorsan\u0131z, kesinlikle s\u00fcrecinizin bir par\u00e7as\u0131d\u0131r. Baz\u0131 m\u00fc\u015fteriler ve y\u00f6neticiler, iyi niyetli olmalar\u0131na ra\u011fmen kafa kar\u0131\u015ft\u0131r\u0131c\u0131 ve hatta cesaret k\u0131r\u0131c\u0131 olabilen \"s\u00fcrekli yorum\" sa\u011flamay\u0131 severler. Bu, geri bildirimden ka\u00e7\u0131nman\u0131z gerekti\u011fi anlam\u0131na gelmez! Bunun yerine,\u00a0\u0130lgili t\u00fcm taraflar\u0131n geri bildirimlerinin ne zaman beklendi\u011fini ve takdir edildi\u011fini bildiklerinden emin olun.<\/strong><\/p>\n

Geribildirimden bahsetmi\u015fken,\u00a0ekibinize nas\u0131l yapt\u0131klar\u0131n\u0131 bildirin.<\/strong>\u00a0Ara\u015ft\u0131rmalar, insanlar\u0131n h\u0131zl\u0131 geri bildirim beklediklerinde daha iyi performans g\u00f6sterdiklerini ortaya koyuyor. K\u0131sa bir s\u00fcre \u00f6nce\u00a0d\u00fcnyan\u0131n en b\u00fcy\u00fck hackathon'u<\/a>\u00a0ve ekibimle birlikte, \u015fu geli\u015ftirmeyi yapt\u0131k\u00a0360'l\u0131k geri bildirim i\u00e7in deneysel bir uygulama<\/a>. Anla\u015f\u0131ld\u0131\u011f\u0131 \u00fczere, biz\u00a0yar\u0131\u015fman\u0131n zirvesi<\/a>1.2 bin di\u011fer fikri geride b\u0131rakt\u0131. Bunu, akran de\u011ferlendirmesinin \u015firketlerde \u00e7ok ihtiya\u00e7 duyulan bir s\u00fcre\u00e7 oldu\u011funa dair bir i\u015faret olarak g\u00f6r\u00fcyorum.<\/p>\n

4. Y\u00f6neticileri ekibinizin (ba\u015far\u0131s\u0131n\u0131n) bir par\u00e7as\u0131 haline getirin.<\/h2>\n

\u015eirket ne kadar b\u00fcy\u00fckse, y\u00f6netim taraf\u0131ndan fark edilmek o kadar zor g\u00f6r\u00fcn\u00fcyor. Ekibinizin patronlardan duydu\u011fu tek \u015fey ya bir \u015feylerin yanl\u0131\u015f gitti\u011fine dair \u015fikayetler ya da proje sonunda ara s\u0131ra yap\u0131lan \u00f6vg\u00fcler oldu\u011funda durum daha da k\u00f6t\u00fcle\u015fir. Bir ekip lideri olarak siz bu durumu de\u011fi\u015ftirebilirsiniz:<\/p>\n

- d\u00fczenli g\u00fcncellemeler. Haftal\u0131k raporlardan ve zaman \u00e7izelgelerinden bahsetmiyorum - ne kadar veri dolu olsalar da bunlar da son derece ki\u015filiksiz ve bir bak\u0131\u015fta okunmas\u0131 zor. Kendim de bir y\u00f6netici olarak size g\u00f6rsellerin \u00e7ok i\u015fe yarad\u0131\u011f\u0131n\u0131 s\u00f6yleyebilirim. G\u00fcncellemelerinizi anlaml\u0131 grafiklerle zenginle\u015ftirin ve en son olaylar\u0131 \u00f6zetleyen k\u0131sa notlar g\u00f6nderin,<\/p>\n

- Ekibinizin \u00e7abas\u0131na biraz ki\u015filik kat\u0131n. Y\u00f6neticinize rapor verirken ekip ruhundan bahsedin. Ekibinizin bir takma ad\u0131, logosu veya al\u0131\u015f\u0131lmad\u0131k rit\u00fcelleri varsa, \u015firketteki di\u011fer ki\u015filerin bunu bildi\u011finden emin olun. Harika bir ekip k\u00fclt\u00fcr\u00fc olu\u015fturmak i\u00e7in kulland\u0131\u011f\u0131n\u0131z unsurlar di\u011fer \u00e7al\u0131\u015fanlar, \u00f6zellikle de y\u00f6neticiler taraf\u0131ndan g\u00f6r\u00fclebilmelidir. Bu sadece iyi uygulamalar\u0131n yay\u0131lmas\u0131na yard\u0131mc\u0131 olmakla kalmaz, ayn\u0131 zamanda ekibinizin ba\u015far\u0131 duygusunu da g\u00fc\u00e7lendirebilir.<\/p>\n

- geri\u0307 bi\u0307ldi\u0307ri\u0307m i\u0307stemek, sadece beklemek de\u011fi\u0307l. Planlanm\u0131\u015f g\u00f6zden ge\u00e7irme oturumlar\u0131 \u00f6nemlidir ancak tavsiye ve geri bildirim istemekten de korkmamal\u0131s\u0131n\u0131z. Kabul etmek gerekir ki, patronlar\u0131n\u0131z me\u015fgul insanlard\u0131r ancak biraz rehberli\u011fe g\u00fcvenebilmelisiniz.<\/p>\n

5. Ve tekrar,\u00a0L\u00fctfen, insanlara yalan s\u00f6ylemeyin!\u00a0<\/strong><\/h2>\n

Bir \u015feyler ters giderse, haberi ekibinize veya m\u00fc\u015fterinize iletmek sizin sorumlulu\u011funuzdad\u0131r. \u00d6zellikle kriz h\u0131zl\u0131 bir \u015fekilde \u00e7\u00f6z\u00fcld\u00fc\u011f\u00fcnde, bilgiyi di\u011fer insanlardan saklamak cazip gelebilir ancak ekibinize ve m\u00fc\u015fterilerinize kar\u015f\u0131 \u015feffafl\u0131k, herkesin ayn\u0131 hedefe do\u011fru \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131 hissetmesini sa\u011flayacakt\u0131r.<\/p>\n

Yine de yapmaman\u0131z gereken \u015fey \u015fudur<\/h1>\n

Ekibiniz ile m\u00fc\u015fteri\/y\u00f6netim aras\u0131ndaki biz-onlar tutumunun size b\u00fcy\u00fck zarar verebilece\u011fine ger\u00e7ekten inan\u0131yorum. Ancak g\u00fcn\u00fcn sonunda ekip lideri sizsiniz, dolay\u0131s\u0131yla \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131 desteklemelisiniz. Ekibiniz ve d\u0131\u015f taraflar aras\u0131ndaki d\u00fc\u015fmanl\u0131k \u00e7o\u011fu zaman mant\u0131ks\u0131z ele\u015ftiriler, abart\u0131l\u0131 talepler veya genel olarak profesyonel olmayan davran\u0131\u015flar gibi \u015feylerden kaynaklan\u0131r.<\/p>\n

A\u00a0sa\u011fl\u0131kl\u0131 ekip k\u00fclt\u00fcr\u00fc, insanlar\u0131n bir \u015feyler yolunda gitmedi\u011finde stat\u00fckoya meydan okumaktan korkmamas\u0131 gerekti\u011fi anlam\u0131na gelir<\/strong>- Bu tutumu geli\u015ftirin ve makul oldu\u011funu d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcn\u00fczde y\u00f6netime veya m\u00fc\u015fterilere meydan okumaktan korkmay\u0131n.<\/p>\n

TEAM + THEM = THEAM (ve sevgi, ve ba\u015far\u0131, ve mutluluk)<\/h1>\n

Ekibimle birlikte k\u0131sa s\u00fcre \u00f6nce ilk \u00fcr\u00fcn\u00fcm\u00fcz olan kaynak y\u00f6neti\u0307m yazilimi<\/a> - ve \"m\u00fc\u015fteri\" rol\u00fcnde olmak bu kural\u0131n \u00f6nemini daha da iyi anlamam\u0131 sa\u011flad\u0131. Birbirimize kar\u015f\u0131 \u015feffaf olmak ve ayn\u0131 hedefe odaklanmak bizi h\u0131zl\u0131, etkili ve ba\u015fard\u0131klar\u0131m\u0131zdan ger\u00e7ekten mutlu k\u0131ld\u0131.<\/strong><\/p>\n

Umar\u0131m biz-onlar kar\u015f\u0131t\u0131 stratejileri ekibinizin m\u00fc\u015fterilerle ve \u00fcst y\u00f6netimle olan ili\u015fkilerine aktarabilirsiniz. Ekibinizde Onlar i\u00e7in bir yer bulun. Teknik olarak, o zaman bir 'theam' olu\u015fturacaks\u0131n\u0131z, ancak bunu standart s\u00fcr\u00fcmden bir y\u00fckseltme olarak ele al\u0131n.\u00a0\u0130yi \u015fanslar!<\/strong><\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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Ekibinizin \u00e7al\u0131\u015fmalar\u0131n\u0131 kolayl\u0131kla planlay\u0131n ve y\u00f6netin - deneyin kaynak y\u00f6neti\u0307m yazilimi<\/a> Hill-Knowlton ve Stormind Games taraf\u0131ndan se\u00e7ildi<\/h2>\n\n\t\t<\/div>\n\t<\/div>\n30 g\u00fcnl\u00fck \u00dcCRETS\u0130Z Deneme Al\u0131n<\/a>
<\/span><\/div>\n<\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"EK\u0130B\u0130N\u0130ZE ONLARI da dahil ediyor musunuz? \u0130\u015fte bir proje \u00fczerinde \u00e7al\u0131\u015f\u0131rken d\u0131\u015far\u0131daki insanlar\u0131 dikkate alman\u0131n neden \u00f6nemli oldu\u011funa dair g\u00f6r\u00fc\u015f\u00fcm.","protected":false},"author":4,"featured_media":8708,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[23],"tags":[35,28],"class_list":["post-2809","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-pm-tips","tag-project-manager"],"yoast_head":"\nPutting THEM in TEAM. An unexpected recipe for your team\u2019s success<\/title>\n<meta name=\"description\" content=\"Do you put THEM in your TEAM? Here's my take on why it's important to consider the external people when working on a project.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/teamdeck.io\/tr\/liderlik\/beklenmedi\u0307k-eki\u0307p-recetesi\u0307ni\u0307-eki\u0307pleri\u0307n-basarisina-koymak\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Putting THEM in TEAM. An unexpected recipe for your team\u2019s success\" \/>\n<meta property=\"og:description\" content=\"Do you put THEM in your TEAM? Here's my take on why it's important to consider the external people when working on a project.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/teamdeck.io\/tr\/liderlik\/beklenmedi\u0307k-eki\u0307p-recetesi\u0307ni\u0307-eki\u0307pleri\u0307n-basarisina-koymak\/\" \/>\n<meta property=\"og:site_name\" content=\"Teamdeck\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/helloteamdeck\" \/>\n<meta property=\"article:author\" content=\"zbigniew.czarnecki\" \/>\n<meta property=\"article:published_time\" content=\"2017-07-05T07:17:43+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-07-12T09:56:19+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.teamdeck.io\/uploads\/website\/2017\/09\/Zbigniew_teamdeck.jpeg\" \/>\n<meta name=\"author\" content=\"Zbigniew Czarnecki\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"Putting THEM in TEAM. 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