{"id":5792,"date":"2020-03-19T16:44:16","date_gmt":"2020-03-19T14:44:16","guid":{"rendered":"https:\/\/teamdeck.io\/?p=5792"},"modified":"2024-09-04T16:05:18","modified_gmt":"2024-09-04T14:05:18","slug":"how-to-build-trust-with-your-team","status":"publish","type":"post","link":"https:\/\/teamdeck.io\/tr\/eki\u0307p-mutlulugu\/ekibinizle-nasil-guven-insa-edersiniz\/","title":{"rendered":"Bir Proje \u00dczerinde \u00c7al\u0131\u015f\u0131rken Ekipte G\u00fcven Nas\u0131l Olu\u015fturulur?"},"content":{"rendered":"
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G\u00fcven, \u00e7al\u0131\u015fanlar ve y\u00f6neticileri aras\u0131ndaki olumlu ili\u015fkilerin temelidir. Dahas\u0131, do\u011frudan ekip \u00fcyelerinin i\u015f memnuniyetine d\u00f6n\u00fc\u015f\u00fcr. \u015eirketlere g\u00f6re Ulusal \u00c7al\u0131\u015fan Deneyimi Ara\u015ft\u0131rmas\u0131<\/a>, <\/span>\u00c7al\u0131\u015fanlar\u0131n 74%'si liderli\u011fine g\u00fcvenmedikleri bir kurulu\u015ftan ayr\u0131l\u0131r<\/b>. A\u00e7\u0131k\u00e7as\u0131, ekipler ve y\u00f6neticileri aras\u0131ndaki g\u00fcvenin \u00f6nemi g\u00f6z ard\u0131 edilmemelidir. Bu makalede, ister proje y\u00f6neticisi ister teknik lider olun, proje ekibinizle g\u00fcven in\u015fa etmek i\u00e7in bir\u00e7ok ipucu payla\u015faca\u011f\u0131z.<\/span><\/p>\n

Bir ekibe g\u00fcven in\u015fa edilmeden \u00f6nce<\/strong><\/h2>\n

Ba\u015flamadan \u00f6nce, ana terim hakk\u0131nda baz\u0131 varsay\u0131mlarda bulunal\u0131m. Neden mi? Yanl\u0131\u015f anlamalar\u0131 \u00f6nlemek i\u00e7in \"g\u00fcven\" terimi hakk\u0131nda benzer bir anlay\u0131\u015fa ve vizyona (belki de deneyime) sahip olmal\u0131y\u0131z.<\/p>\n

\u00dcnl\u00fc Brittanica S\u00f6zl\u00fc\u011f\u00fc'ne g\u00f6re g\u00fcven \u015fu \u015fekilde d\u00fc\u015f\u00fcn\u00fclebilir<\/p>\n

\nBirinin veya bir \u015feyin g\u00fcvenilir, iyi, d\u00fcr\u00fcst, etkili vb. oldu\u011funa dair inan\u00e7.\n<\/p><\/blockquote>\n

\"\u0130nan\u00e7\" kelimesini d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcm\u00fczde bunun g\u00fcven ve duygularla da ilgili oldu\u011funu biliriz; umut, beklenti ve ayn\u0131 zamanda de\u011ferler ve \u015feylerin \u00f6nemi ile de ilgilidir.<\/p>\n

Yukar\u0131daki ifadenin son k\u0131sm\u0131 \u00f6zellikle dikkat \u00e7ekmektedir. Neden mi? S\u0131fat ve zarflar\u0131n say\u0131s\u0131n\u0131n say\u0131lamayacak kadar \u00e7ok olabilece\u011fini d\u00fc\u015f\u00fcnd\u00fcrmektedir. Ya da - daha muhtemel olan\u0131 - bu s\u0131fatlardan baz\u0131lar\u0131n\u0131n \u00f6nemi ve anlam\u0131 s\u00f6z konusu oldu\u011funda insanlar aras\u0131nda bir\u00e7ok farkl\u0131l\u0131k bulaca\u011f\u0131z.<\/p>\n

Bununla birlikte, a\u015f\u0131r\u0131 (ve burada gereksiz) g\u00f6recelili\u011fe d\u00fc\u015fmeden, ili\u015fkilerde insanlar\u0131n yakla\u015f\u0131mlar\u0131n\u0131 belirleyen \u015feyin, hepsinde olmasa da neredeyse t\u00fcm k\u00fclt\u00fcrlerde g\u00f6r\u00fclen baz\u0131 genel, d\u00fcnya \u00e7ap\u0131nda yay\u0131lma oldu\u011funu rahatl\u0131kla s\u00f6yleyebiliriz.<\/p>\n

D\u00fcr\u00fcstl\u00fck ve ekip i\u00e7inde g\u00fcven olu\u015fturma<\/strong><\/h2>\n

G\u00fcven tesis etmenin en \u00f6nemli yollar\u0131ndan biri bu olsa gerek. G\u00fcn\u00fcn sonunda, bir i\u015f arkada\u015f\u0131 ve bir y\u00f6netici olarak g\u00fcvenilir olman\u0131z gerekir. \u0130\u015fyerinde d\u00fcr\u00fcstl\u00fc\u011f\u00fcn yap\u0131 ta\u015flar\u0131 nelerdir?<\/span><\/p>\n

Ekibinizi d\u00f6ng\u00fc i\u00e7inde tutun<\/b>\u00a0<\/span><\/h3>\n

Hakk\u0131nda ayr\u0131 bir blog yaz\u0131s\u0131 olu\u015fturduk proje \u015feffafl\u0131\u011f\u0131<\/a> \u00c7\u00fcnk\u00fc bizce bu son derece \u00f6nemli. ekibinizi mutlu edin<\/a> ve \u00fcretken. \u0130nsanlar, \u00f6zellikle de i\u015flerini etkiliyorsa, kendileriyle bilgi payla\u015fman\u0131z\u0131 takdir eder. Baz\u0131 gizli planlar\u0131 her zaman a\u00e7\u0131klaman\u0131za izin verilmez, ancak ekibinize kar\u015f\u0131 a\u00e7\u0131k s\u00f6zl\u00fc olmaya \u00f6ncelik verin.<\/span><\/p>\n

Hatalar\u0131n\u0131z\u0131 sahiplenin<\/b>\u00a0<\/span><\/h3>\n

Elbette, yetkin bir profesyonel olarak alg\u0131lanmak istersiniz, ancak en iyi uzmanlar bile hata yapar. Ekip \u00fcyeleriniz muhtemelen bu hatalar\u0131 fark edeceklerdir, bu nedenle hatalar\u0131n\u0131z\u0131 kabul ederek ve hatalar\u0131n\u0131z\u0131n \u00fcstesinden gelmeye \u00e7al\u0131\u015farak daha fazla g\u00fcven in\u015fa edebilir ve onlarla daha iyi bir ili\u015fki kurabilirsiniz. Yanl\u0131\u015f ad\u0131mlar\u0131n\u0131 \u00f6rtbas etmeye \u00e7al\u0131\u015fan liderler genellikle ofiste payla\u015f\u0131lan \u015fakalar\u0131n en can al\u0131c\u0131 noktas\u0131 haline gelirler. Hatalar\u0131n\u0131 kabul eden ve biraz k\u0131r\u0131lganl\u0131k g\u00f6sterenler ise insanlara ilham verir.<\/span><\/p>\n

\u0130nsanlar hakk\u0131nda k\u00f6t\u00fc konu\u015fma<\/b>\u00a0<\/span><\/h3>\n

E\u011flenceli bir ofis \u015fakala\u015fmas\u0131 gibi g\u00f6r\u00fcnse de, dedikodu veya k\u00f6t\u00fc konu\u015fma seanslar\u0131na kat\u0131lmamal\u0131s\u0131n\u0131z. Ekip \u00fcyeleriniz hakk\u0131nda k\u00f6t\u00fc konu\u015fursan\u0131z, size g\u00fcvenmekte zorlan\u0131rlar. Ekip d\u0131\u015f\u0131ndan birini k\u00f6t\u00fcleseniz bile, bu yine de iyi de\u011fildir: entrikac\u0131 ve sahtekar olabilece\u011finizi g\u00f6sterir. \u0130nsanlar\u0131n liderlerinde arad\u0131klar\u0131 niteliklerin bunlar olmad\u0131\u011f\u0131n\u0131 s\u00f6ylemek yeterli olacakt\u0131r.\u00a0<\/span><\/p>\n

Geri bildirim sa\u011flay\u0131n ve te\u015fvik edin<\/b>\u00a0<\/span><\/h3>\n

Ekip \u00fcyeleriniz, i\u015flerinde daha iyi olmalar\u0131n\u0131 sa\u011flad\u0131\u011f\u0131 i\u00e7in yap\u0131c\u0131 geri bildirimleri takdir edeceklerdir. Bazen y\u00f6neticiler ele\u015ftirel g\u00f6r\u00fcnmek istemedikleri i\u00e7in hi\u00e7bir \u015fey s\u00f6ylememeyi tercih ederler. Ancak, geri bildiriminiz ger\u00e7eklere dayal\u0131 ve anlay\u0131\u015fl\u0131 olursa, ekibiniz i\u00e7in \u00e7ok de\u011ferli olacakt\u0131r. Bunun g\u00fcven in\u015fa etmekle ne ilgisi var? Asl\u0131nda \u00e7ok ilgisi var. Geri bildirimlerini payla\u015fmayan bir lider mesafeli g\u00f6r\u00fcnebilir ve \u015fu gibi d\u00fc\u015f\u00fcncelere yol a\u00e7abilir: \"Geribildirimlerini payla\u015fmamalar\u0131n\u0131n nedeni bir geribildirimleri olmamas\u0131 m\u0131 yoksa gizliden gizliye i\u015fimizden nefret ettikleri halde bunu dile getirmemeleri mi?\"<\/span><\/p>\n

Takdir edilmesi gereken yerde takdir edin<\/b>\u00a0<\/span><\/h3>\n

Ku\u015fkusuz bu, ekibinizle g\u00fcven in\u015fa etmenin tek (hatta en etkili) yolu de\u011fildir \u00e7\u00fcnk\u00fc g\u00fcven in\u015fa etmek insanlar\u0131 iltifat ya\u011fmuruna tutmak de\u011fildir. Yine de, \u00f6vg\u00fcleri d\u00fc\u015f\u00fcnerek verirseniz ve bu konuda adil olursan\u0131z, sizi iyi ve g\u00fcvenilir bir lider olarak konumland\u0131rmaya yard\u0131mc\u0131 olacakt\u0131r.<\/span><\/p>\n

Beklentilerinizi net bir \u015fekilde a\u00e7\u0131klay\u0131n<\/b>\u00a0<\/span><\/h3>\n

Bu, ekip \u00fcyelerinizin neyi nas\u0131l yapacaklar\u0131n\u0131 bilmelerini sa\u011flaman\u0131n en iyi yoludur. Bu beklentileri daha sonra, \u00f6rne\u011fin bire bir toplant\u0131 s\u0131ras\u0131nda ele almak istedi\u011finizde de zorunludur: \u00e7al\u0131\u015fanlar\u0131n\u0131za onlardan ne bekledi\u011finizi s\u00f6ylememi\u015f olsayd\u0131n\u0131z, bunu ba\u015faramazlard\u0131.<\/span><\/p>\n

G\u00fcvenilir olun<\/strong><\/h3>\n

Verdi\u011finiz s\u00f6zlere sad\u0131k kal\u0131n. Verdikleri s\u00f6zleri yerine getirmeyen ki\u015filer, ofis i\u00e7inde veya d\u0131\u015f\u0131nda g\u00fcvenilir olarak g\u00f6r\u00fclmezler. Ekibinize s\u00f6zler verirseniz, sizden bunu yapman\u0131z\u0131 ya da en az\u0131ndan neden yap\u0131lamayaca\u011f\u0131n\u0131 a\u00e7\u0131klaman\u0131z\u0131 beklediklerini unutmay\u0131n.<\/span><\/p>\n

Y\u00fcr\u00fcy\u00fc\u015fe \u00e7\u0131k\u0131n\u00a0<\/b><\/h3>\n

Bir ekip y\u00f6neticisi olarak s\u0131k\u0131 \u00e7al\u0131\u015fmay\u0131 talep ediyorsan\u0131z, \u00f6rnek olarak liderlik etmeniz gerekir. Liderlik tarz\u0131n\u0131z ve i\u015f eti\u011finiz ne olursa olsun, \u00e7al\u0131\u015fanlar\u0131n\u0131z aras\u0131nda g\u00fcvenilir olarak alg\u0131lanmak istiyorsan\u0131z, onlar\u0131n ilkelerini somutla\u015ft\u0131rman\u0131z gerekir. \u0130nsanlar, bir \u015fey s\u00f6yleyen ama davran\u0131\u015flar\u0131 tamamen farkl\u0131 bir \u015feye i\u015faret eden bir lidere g\u00fcvenemezler.<\/span><\/p>\n

Ekibinizin refah\u0131na \u00f6ncelik verin<\/b><\/h3>\n

Bir lider veya Ba\u015fbakan olarak, kurulu\u015fun b\u00fct\u00fcn\u00fc \u00fczerinde daha \u00f6nemli bir etkiye sahipsiniz. Her zaman ekibinizin yan\u0131nda oldu\u011funuzdan emin olun. Diyelim ki proje ekibinizde bir gerginlik var \u00e7\u00fcnk\u00fc \u00e7ok zor bir m\u00fc\u015fteriyle u\u011fra\u015f\u0131yorsunuz. Y\u00f6neticiniz muhtemelen projeyi zaman\u0131nda teslim etmenizi bekleyecektir, bu ekip \u00fcyelerinizin \u00e7ok fazla mesai yapmas\u0131 gerekti\u011fi anlam\u0131na gelse bile. Bunun adil olmad\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcn\u00fcyorsan\u0131z ve ekibinizin mutlulu\u011funu hesaba katan alternatif bir fikriniz varsa, bunu payla\u015fman\u0131z gerekir. \u00c7al\u0131\u015fanlar\u0131n\u0131z i\u00e7in aya\u011fa kalkmak size onlardan \u00e7ok fazla g\u00fcven kazand\u0131racakt\u0131r. Ekibinizin refah\u0131na yat\u0131r\u0131m yapma f\u0131rsat\u0131n\u0131z oldu\u011funda, bunu yap\u0131n.<\/span><\/p>\n

Davran\u0131\u015flar\u0131n\u0131zda tutarl\u0131 olun\u00a0<\/b><\/h3>\n

Pazartesi g\u00fcnleri ayn\u0131 \u015fekilde davranan, ancak Sal\u0131 g\u00fcnleri tamamen farkl\u0131 bir ki\u015fi olarak ortaya \u00e7\u0131kan bir y\u00f6neticiniz olsun ister misiniz? Bu harika bir durum de\u011fildir ve \u00e7al\u0131\u015fanlar\u0131n\u0131zla g\u00fcvene dayal\u0131 bir ili\u015fki kurman\u0131n kesinlikle bir yolu de\u011fildir. Liderli\u011finizdeki tutarl\u0131l\u0131k insanlar\u0131n daha rahat olmas\u0131n\u0131 sa\u011flayacakt\u0131r.<\/span><\/p>\n

\u0130nsanlar\u0131 as\u0131l\u0131 b\u0131rakmay\u0131n<\/b>\u00a0<\/span><\/h3>\n

Taahh\u00fctlerinizi yerine getirin. Bazen bu taahh\u00fctler \u00f6nemsiz g\u00f6r\u00fcnebilir: Diyelim ki bir i\u015f arkada\u015f\u0131n\u0131z size bir sonraki hafta bir g\u00fcn izin al\u0131p alamayaca\u011f\u0131n\u0131 sordu ve siz bu talebe yan\u0131t vermeyi unuttunuz. Bu sizin \u00f6nceli\u011finiz olmayabilir, ancak o \u00e7al\u0131\u015fan i\u00e7in \u00f6nemli oldu\u011fu a\u00e7\u0131kt\u0131r. \u0130nsanlar \"sadece konu\u015fan\" ve ba\u015fka bir \u015fey yapmayan liderlere g\u00fcvenme e\u011filiminde de\u011fildir.\u00a0<\/span><\/p>\n

Verdi\u011finiz taahh\u00fctleri hat\u0131rlamak i\u00e7in ne yapabilirsiniz? Not al\u0131n veya \u00f6rne\u011fin Zapier arac\u0131l\u0131\u011f\u0131yla bir e-posta veya Slack bildirim sistemi kurun. Kaynak y\u00f6netimi yaz\u0131l\u0131m\u0131 Teamdeck'te birisi her tatil talebinde bulundu\u011funda Slack'te bir ping alaca\u011f\u0131n\u0131z\u0131 belirten otomatik bir i\u015f ak\u0131\u015f\u0131 olu\u015fturabilirsiniz. Proaktif olun! Benzer bir otomasyon, birisi zaman \u00e7izelgelerine fazla mesai giri\u015fi yapt\u0131\u011f\u0131nda sizi bilgilendirebilir (Daha fazla bilgi i\u00e7in fazla mesai y\u00f6netimi<\/a>). Daha sonra ula\u015fabilir ve her \u015feyin yolunda olup olmad\u0131\u011f\u0131ndan emin olabilirsiniz.<\/span><\/p>\n

Ekibinizi takdir edin<\/strong><\/h3>\n

Projenin ba\u015f\u0131ndan itibaren bu ekipten sorumlu olabilirsiniz.<\/span><\/p>\n

Ya da s\u00fcrecin ortas\u0131nda bir yere atanm\u0131\u015f olabilirsiniz. Her iki durumda da, ekibinizi bir araya getirerek ve baz\u0131 \u00f6nemli \u015feyleri tart\u0131\u015farak ba\u015flay\u0131n: proje, beklentileriniz, s\u00fcre\u00e7leriniz, ekibinizin beklentileri ve tercih ettikleri s\u00fcre\u00e7ler.\u00a0<\/span><\/p>\n

Bu s\u00fcre\u00e7te ekip \u00fcyeleriniz hakk\u0131nda daha fazla \u015fey \u00f6\u011frenmeye \u00e7al\u0131\u015f\u0131n. B\u00f6yle bir ba\u015flang\u0131\u00e7, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131 \u00f6nemsedi\u011finizi ve sa\u011fl\u0131kl\u0131 bir ortam\u0131 koruyarak projeyi tamamlamak istedi\u011finizi g\u00f6sterecektir.<\/span><\/p>\n

\u00c7al\u0131\u015fanlar\u0131n\u0131za biraz \u00f6zerklik verin\u00a0<\/b><\/h3>\n

Proje ekibinizle g\u00fcven in\u015fa etmek mi istiyorsunuz? Onlara \u00f6zerk kararlar ve faaliyetler i\u00e7in yer ve zaman tan\u0131yarak ilkine g\u00fcvendi\u011finizi g\u00f6sterin.<\/span><\/p>\n

Empati kurun<\/b><\/h3>\n

Bu, \u00e7al\u0131\u015fanlar\u0131n\u0131z\u0131 tan\u0131makla el ele gider: nereden geldiklerini anlad\u0131\u011f\u0131n\u0131zda, duygular\u0131na ve eylemlerine kar\u015f\u0131 daha empatik olabilirsiniz. Ayr\u0131ca, her ekip \u00fcyesinin en g\u00fc\u00e7l\u00fc y\u00f6nlerini bilirseniz, i\u015fi ekibiniz aras\u0131nda daha iyi da\u011f\u0131tabilirsiniz. Empati, ba\u015fkalar\u0131yla ba\u011flant\u0131 kurmak ve d\u00fc\u015f\u00fcnceli olmakla ilgilidir: insanlardan fikirlerini ifade etmelerini isteyin, kendi a\u00e7\u0131n\u0131zdan daha fazla sab\u0131r g\u00f6sterin ve en \u00f6nemlisi:<\/span><\/p>\n

Ekibinizi dinleyin\u00a0<\/b><\/h3>\n

Ekip \u00fcyelerinizle d\u00fcr\u00fcst konu\u015fmalar yapmak i\u00e7in zaman ay\u0131r\u0131n. Onlarla endi\u015felerini dile getirebilecekleri ve soru sorabilecekleri bire bir toplant\u0131larda bulu\u015fun. T\u00fcm ekip toplant\u0131lar\u0131 s\u0131ras\u0131nda da aktif dinleme prati\u011fi yapmal\u0131s\u0131n\u0131z. Bu uygulama empati geli\u015ftirmenize yard\u0131mc\u0131 olurken ayn\u0131 zamanda daha fazla g\u00fcven kazanman\u0131z\u0131 sa\u011flayacakt\u0131r.<\/span><\/p>\n

Her ekip \u00fcyesine de\u011fer vermeyi \u00f6\u011frenin<\/b>\u00a0<\/span><\/h3>\n

Ekibinizle biraz daha \u00e7al\u0131\u015ft\u0131k\u00e7a ve i\u015fteki performanslar\u0131 hakk\u0131nda daha fazla bilgi edindik\u00e7e, her birinde benzersiz ve de\u011ferli olan unsurlar\u0131 bulmaya \u00e7al\u0131\u015f\u0131n. Bir takdir duygusu geli\u015ftirin ve takdir ederken veya geri bildirim payla\u015f\u0131rken daha \u00f6zg\u00fcn ve g\u00fcvenilir g\u00f6r\u00fcnebileceksiniz.<\/span><\/p>\n

G\u00fcven in\u015fa etmenin zor, kaybetmenin ise \u00e7ok kolay oldu\u011funu inkar etmek m\u00fcmk\u00fcn de\u011fil. Bug\u00fcn listeledi\u011fimiz ipu\u00e7lar\u0131n\u0131 y\u00f6netim tarz\u0131n\u0131za dahil etmeye \u00e7al\u0131\u015ft\u0131\u011f\u0131n\u0131zda, do\u011frudan raporlar\u0131n\u0131zla g\u00fcvene dayal\u0131 bir ili\u015fki kurmaya \u00e7ok daha yak\u0131n olacaks\u0131n\u0131z. Zamanla b\u00f6yle bir yakla\u015f\u0131m\u0131n ba\u015fka faydalar\u0131n\u0131 da g\u00f6receksiniz: ekip \u00fcyeleriniz daha a\u00e7\u0131k bir \u015fekilde ileti\u015fim kuracak ve fikirleriyle katk\u0131da bulunacaklard\u0131r. Son olarak, y\u00fcksek g\u00fcven seviyesine sahip \u015firketler olarak eylemleriniz do\u011frudan \u015firketinizin kar hanesine de yans\u0131yabilir d\u00fc\u015f\u00fck g\u00fcvene sahip kurulu\u015flara k\u0131yasla y\u00fcksek gelire sahip olma olas\u0131l\u0131\u011f\u0131 daha y\u00fcksektir<\/a>. \u0130yi \u015fanslar!<\/span><\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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Bir y\u00f6netici olarak ekip \u00e7al\u0131\u015fmas\u0131 i\u015fbirli\u011fini geli\u015ftirmek ve g\u00fcven in\u015fa etmek ister misiniz?<\/h2>\n

<\/h3>\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":"G\u00fcven, \u00e7al\u0131\u015fanlar ve y\u00f6neticileri aras\u0131ndaki olumlu ili\u015fkilerin temelidir. Dahas\u0131, do\u011frudan ekip \u00fcyelerinin i\u015f memnuniyetine d\u00f6n\u00fc\u015f\u00fcr. Ulusal \u00c7al\u0131\u015fan Deneyimi Ara\u015ft\u0131rmas\u0131na g\u00f6re, \u00e7al\u0131\u015fanlar\u0131n 74%'si bir kurulu\u015ftan ayr\u0131lmak istemektedir...","protected":false},"author":6,"featured_media":8631,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[],"class_list":["post-5792","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-team-happiness"],"yoast_head":"\nHow to Build Trust in Team When Working on a Project - Teamdeck<\/title>\n<meta name=\"description\" content=\"Whether you're a project manager or a team leader, you want to build trust with your team in order to get the best results. 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