{"id":798874,"date":"2022-10-26T11:00:03","date_gmt":"2022-10-26T11:00:03","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/liderlik-gelisimi-nedir-ve-nasil-uygulanir\/"},"modified":"2022-10-26T11:00:03","modified_gmt":"2022-10-26T11:00:03","slug":"liderlik-gelisimi-nedir-ve-nasil-uygulanir","status":"publish","type":"post","link":"https:\/\/qa-release.questionpro.com\/blog\/tr\/liderlik-gelisimi-nedir-ve-nasil-uygulanir\/","title":{"rendered":"Liderlik Geli\u015fimi: Nedir ve Nas\u0131l Uygulan\u0131r?"},"content":{"rendered":"<span class=\"rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\">5<\/span> <span class=\"rt-label rt-postfix\">minutes read<\/span><\/span><p><span style=\"font-weight: 400;\">Liderlik geli\u015fiminin de\u011ferini belirlemek ve firman\u0131zda bir sonraki lider dalgas\u0131n\u0131 te\u015fvik etmek i\u00e7in bir program olu\u015fturmak \u00e7ok \u00f6nemlidir. Hemen ba\u015flarsan\u0131z uzun vadede ba\u015far\u0131ya daha haz\u0131rl\u0131kl\u0131 olursunuz.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ekibinizin kurumsal hedeflerinize ula\u015fman\u0131zda sizi destekleme kapasitesi, nihai olarak \u015firketinizin ba\u015far\u0131s\u0131n\u0131 belirleyecektir. Ancak pek \u00e7ok kurulu\u015fun, b\u00fcy\u00fck liderler yeti\u015ftirme ve insanlar\u0131 bir ekibin par\u00e7as\u0131 olacak ve ona liderlik edecek \u015fekilde e\u011fitme konusunda geli\u015fmesi gerekiyor.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlara liderlik geli\u015fimi yoluyla uygun e\u011fitim verilmedi\u011finde, bu y\u00f6neticilik pozisyonlar\u0131n\u0131 g\u00fcvenle \u00fcstlenmeye haz\u0131r olmazlar. Ve siz fark\u0131na varmadan, ekip d\u00fc\u015f\u00fck moral, \u00fcretkenlikte d\u00fc\u015f\u00fc\u015f veya ba\u015fka sorunlar ya\u015f\u0131yor olabilir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bu blog liderlik geli\u015fimini, nas\u0131l geli\u015ftirilece\u011fini ve neden geli\u015ftirilece\u011fini ele alacakt\u0131r.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Liderlik geli\u015fimi nedir?<\/span><\/h2>\n<p><i><span style=\"font-weight: 400;\">Liderlik geli\u015fimi, bir bireyin bir kurulu\u015f i\u00e7inde liderlik rol\u00fcnde performans g\u00f6sterme yetene\u011fini geli\u015ftirme s\u00fcrecidir. Liderlik rolleri, uyum sa\u011flayarak, ak\u0131l pay\u0131 elde ederek ve di\u011ferlerinin yeteneklerini geli\u015ftirerek bir kurulu\u015fun plan\u0131n\u0131n uygulanmas\u0131na yard\u0131mc\u0131 olan rollerdir.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">\u0130ki t\u00fcr liderlik vard\u0131r.  <\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Konumland\u0131rma<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ki\u015fisel <\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Liderlik geli\u015ftirme faaliyetleri liderlerin becerilerini, yeteneklerini ve \u00f6zg\u00fcvenlerini art\u0131rmalar\u0131na yard\u0131mc\u0131 olur. Liderler s\u0131kl\u0131kla ko\u00e7luk ve mentorluk yoluyla y\u00f6nlendirilir ve geli\u015ftirilir. Program\u0131n karma\u015f\u0131kl\u0131\u011f\u0131, fiyat\u0131 ve \u00f6\u011fretim metodolojisi b\u00fcy\u00fck farkl\u0131l\u0131klar g\u00f6stermektedir.<\/span><\/p>\n<p><b>Baldwin ve Ford (1988)<\/b><span style=\"font-weight: 400;\"> Bir program\u0131n kalitesi, \u00fcstlerin destek ve kabul derecesi ve geli\u015ftirilmekte olan bireyin \u00f6zellikleri veya \u00f6\u011frenme tercihleri, program\u0131n ne kadar iyi gitti\u011fi konusunda \u00f6nemli bir role sahiptir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Baz\u0131 ele\u015ftirmenler liderler ve liderlik geli\u015fimi aras\u0131nda ayr\u0131m yapmakta, ilkini kolektif kurumsal liderli\u011fi tan\u0131mlamak i\u00e7in kullan\u0131rken ikincisini bireyler i\u00e7in kullanmaktad\u0131r. Yedekleme <a href=\"https:\/\/usqa.questionpro.com\/blog\/succession-planning\/\">planlamas\u0131nda<\/a>, \u00fcst d\u00fczey rolleri doldurmak i\u00e7in y\u00fcksek kalibreli liderler yarat\u0131l\u0131r. Bu tipik bir ad\u0131m. Y\u00fcksek performans g\u00f6sterenlere genellikle daha uzun vadeli, daha geni\u015f kapsaml\u0131 liderlik geli\u015fim programlar\u0131 sunulur.<\/span><\/p>\n<p><b>Liderlik geli\u015fimine y\u00f6nelik yeni yakla\u015f\u0131m D\u00f6rt Es olarak bilinmektedir:<\/b><b><\/b><\/p>\n<ul>\n<li aria-level=\"1\"><b>E\u011fitim:  <\/b><span style=\"font-weight: 400;\">\u00dcr\u00fcn geli\u015ftirme, m\u00fc\u015fteri hizmetleri, pazarlama ve i\u015f operasyonlar\u0131n\u0131n temelleri kitaplar, dersler, \u00e7evrimi\u00e7i kurslar, s\u0131n\u0131f e\u011fitimi, deneyimsel \u00f6\u011frenme ve LinkedIn \u00f6\u011frenimi yoluyla \u00f6\u011frenilebilir. E\u011fitim, liderlerin i\u015flerinin temellerini \u00f6\u011frenmelerine yard\u0131mc\u0131 olur.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>Tecr\u00fcbe:  <\/b><span style=\"font-weight: 400;\">Liderlik geli\u015fimi ger\u00e7ek d\u00fcnya deneyimi gerektirir. Ba\u015far\u0131l\u0131 olsun ya da olmas\u0131n her proje bir \u00f6\u011frenme f\u0131rsat\u0131d\u0131r. \u0130\u015f ba\u015f\u0131nda deneyim, y\u00f6neticilerin \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 i\u00e7in hayati \u00f6nem ta\u015f\u0131yan sosyal becerileri geli\u015ftirmelerine yard\u0131mc\u0131 olur.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>Maruz kalma:  <\/b><span style=\"font-weight: 400;\">\u0130nsan kaynaklar\u0131 departmanlar\u0131 ve \u0130K direkt\u00f6rleri, ko\u00e7luk ve mentorluk yoluyla \u015firket liderlerini destekler ve geli\u015ftirir. Ayr\u0131ca, hevesli liderleri \u00f6nemli bir rolde g\u00f6zlemlemeleri de \u00e7ok \u00f6nemlidir. Zorlu g\u00f6revlere itilmek, ger\u00e7ek d\u00fcnyada liderlik deneyimi kazanman\u0131n bir ba\u015fka y\u00f6ntemidir.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>De\u011ferlendirme: <\/b><span style=\"font-weight: 400;\">Bu, yirmi birinci y\u00fczy\u0131l i\u00e7in liderler yeti\u015ftirmenin \u00e7ok \u00f6nemli bir bile\u015fenidir. Liderlerinizin mevcut durumunun fark\u0131nda olmal\u0131 ve geli\u015fime a\u00e7\u0131k alanlar\u0131 belirlemelisiniz. &#8220;Uzmanl\u0131k laneti &#8220;nin liderlerinizi at\u0131l hale getirmesini \u00f6nlemek i\u00e7in.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Liderlik geli\u015fimi neden \u00f6nemlidir?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Her lider, yeteneklerine ve kat\u0131l\u0131m d\u00fczeyine ba\u011fl\u0131 olarak i\u015fyerini iyile\u015ftirme ve d\u00fczene sokma g\u00fcc\u00fcne sahiptir. G\u00fc\u00e7l\u00fc liderler, ekibin ve \u015firketin geli\u015fimi ve ba\u015far\u0131s\u0131 i\u00e7in gereklidir ve k\u00fclt\u00fcr\u00fc ve verimlili\u011fi art\u0131rmak i\u00e7in gerekli yetenekleri kullanmaya haz\u0131r olmal\u0131d\u0131rlar.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">A\u015fa\u011f\u0131dakiler de dahil olmak \u00fczere \u00e7e\u015fitli fakt\u00f6rler, devam eden liderlik geli\u015ftirme faaliyetlerini \u00f6nemli k\u0131lmaktad\u0131r:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u015eirket ba\u015far\u0131s\u0131<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c7al\u0131\u015fan memnuniyeti<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Denge aray\u0131\u015f\u0131<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Yetenek ke\u015ffi<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Peki liderlik geli\u015fimi neden \u00f6nemlidir? Ara\u015ft\u0131rmalar, i\u015fletmelerin uzun vadeli ba\u015far\u0131lar\u0131 i\u00e7in \u00e7ok \u00f6nemli olan d\u00f6rt \u015feyi yapmalar\u0131na yard\u0131mc\u0131 oldu\u011funu g\u00f6steriyor:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Alt sat\u0131rdaki finansal performans\u0131 art\u0131r\u0131n.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0130nsan sermayesine yapt\u0131klar\u0131 yat\u0131r\u0131mlar a\u00e7\u0131s\u0131ndan y\u00fcksek derecelendirmeye sahip \u015firketler, daha d\u00fc\u015f\u00fck derecelendirmeye sahip kurulu\u015flara k\u0131yasla be\u015f kat daha fazla borsa getirisi elde etmektedir. Etkili liderlik geli\u015fimi m\u00fc\u015fteri memnuniyetini, yeni gelir ak\u0131\u015flar\u0131n\u0131 ve olas\u0131 maliyet d\u00fc\u015f\u00fcr\u00fcc\u00fc iyile\u015ftirmeleri art\u0131r\u0131r.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Yetenekleri cezbetmek, geli\u015ftirmek ve elde tutmak.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Liderlik geli\u015fimi yoluyla \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 art\u0131r\u0131l\u0131r, bir kurulu\u015fun yetenek hatt\u0131 bo\u015fluklar\u0131n\u0131 doldurma kapasitesi geli\u015ftirilir ve i\u015ften ayr\u0131lma ile ilgili g\u00fc\u00e7l\u00fckler ve masraflar azalt\u0131l\u0131r.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00dcst\u00fcn liderler m\u00fckemmel insanlar\u0131 cezbeder, i\u015fe al\u0131r ve motive eder. Ola\u011fan\u00fcst\u00fc liderlik becerilerinden yoksun bir y\u00f6netici, en iyi performans g\u00f6sterenleri i\u015fe almakta ve elinde tutmakta zorlanacakt\u0131r.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Liderlik geli\u015fimi ak\u0131ll\u0131ca bir yat\u0131r\u0131md\u0131r \u00e7\u00fcnk\u00fc uzun vadede bir kurum i\u00e7indeki insanlar\u0131 e\u011fitmek, geli\u015ftirmek ve terfi ettirmek, d\u0131\u015far\u0131dan birini istihdam etmekten genellikle \u00f6nemli \u00f6l\u00e7\u00fcde daha ucuzdur.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Stratejinin uygulanmas\u0131n\u0131 y\u00f6nlendirin.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Geli\u015fim, kendi ba\u015f\u0131na lider yeti\u015ftirmek i\u00e7in etkili bir <a href=\"https:\/\/usqa.questionpro.com\/blog\/workforce-strategy\/\">i\u015fg\u00fcc\u00fc stratejisi<\/a> de\u011fildir. \u0130\u015fletmeler, i\u015f stratejileriyle yak\u0131ndan ili\u015fkili olan ve \u00e7al\u0131\u015fanlar\u0131na gerekli liderlik becerilerini kazand\u0131ran bir liderlik plan\u0131na ihtiya\u00e7 duyar. Kurulu\u015flar, liderlik geli\u015fimi yoluyla kurum k\u00fclt\u00fcr\u00fcn\u00fc ve i\u015f stratejisini \u015fekillendirebilir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Conference Board&#8217;a g\u00f6re, &#8220;Liderlik geli\u015fimi, i\u015fletmenin k\u00fclt\u00fcr\u00fcn\u00fc ve y\u00f6n\u00fcn\u00fc \u015fekillendirmek ve de\u011fi\u015ftirmek i\u00e7in b\u00fcy\u00fck bir potansiyele sahiptir.&#8221; \u00c7al\u0131\u015fanlar\u0131 i\u00e7eriden geli\u015ftirmek, ko\u00e7luk yapmak ve terfi ettirmek, d\u0131\u015far\u0131dan birini i\u015fe almaktan \u00e7ok daha az maliyetlidir.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">De\u011fi\u015fimi y\u00f6netmedeki ba\u015far\u0131n\u0131z\u0131 art\u0131r\u0131n.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0130nsanlar\u0131n y\u0131k\u0131c\u0131 bir ortamda liderlik etme kapasitesi liderlik geli\u015fimi ile artar. Firmalar, y\u00fcksek potansiyelli ve \u00fcst d\u00fczey y\u00f6neticilere odaklanman\u0131n \u00f6tesine ge\u00e7erek mevcut t\u00fcm yeteneklerinden yararland\u0131klar\u0131nda \u00e7eviklik artar.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Liderlik geli\u015fimi nas\u0131l uygulan\u0131r?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A\u015fa\u011f\u0131da, \u015firketiniz i\u00e7in bir liderlik geli\u015fim program\u0131 uygularken g\u00f6z \u00f6n\u00fcnde bulundurman\u0131z gereken \u00fc\u00e7 \u00f6neri yer almaktad\u0131r:<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Resmi e\u011fitim<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Resmi e\u011fitimlerin takip ettikleri belirli bir program vard\u0131r. E\u011fitim genellikle e\u011fitim uzmanlar\u0131 taraf\u0131ndan kolayla\u015ft\u0131r\u0131l\u0131r ve i\u015fyeri d\u0131\u015f\u0131nda ger\u00e7ekle\u015ftirilir. \u00d6rnekler aras\u0131nda \u00fc\u00e7\u00fcnc\u00fc seviyedeki at\u00f6lye \u00e7al\u0131\u015fmalar\u0131 ve kurslar yer almaktad\u0131r.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Geli\u015ftirme faaliyetleri<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Geli\u015ftirme faaliyetleri ya devam eden operasyonel g\u00f6revlere entegre edilir ya da e\u015f zamanl\u0131 olarak y\u00fcr\u00fct\u00fcl\u00fcr. Ko\u00e7luk, mentorluk ve \u00f6zel g\u00f6revler bunlara birka\u00e7 \u00f6rnektir.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Kendi kendine yard\u0131m faaliyetleri<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Bireyler kendi inisiyatifleriyle \u00f6z bak\u0131m faaliyetlerine kat\u0131l\u0131rlar. Okuma, \u00fcniversite kurslar\u0131 ve \u00e7evrimi\u00e7i e\u011fitimler baz\u0131 \u00f6rneklerdir.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/p>\n<p><b>Liderlik geli\u015fimi i\u00e7in ba\u015far\u0131l\u0131 bir program olu\u015fturmaya y\u00f6nelik ad\u0131mlar a\u015fa\u011f\u0131da ayr\u0131nt\u0131l\u0131 olarak verilmi\u015ftir:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Hedefler belirleyin ve \u015firketinizin \u00f6nceliklerinin fark\u0131nda olun.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Hi\u00e7bir kurulu\u015f ayn\u0131 olmad\u0131\u011f\u0131ndan, bir liderlik geli\u015fim program\u0131 ba\u015flatma motivasyonunuz da farkl\u0131 olacakt\u0131r. Bu, \u015firketinizin mevcut durumuna ve gelecekteki hedeflerine ba\u011fl\u0131 olacakt\u0131r:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">B\u00fcy\u00fcmeye mi \u00e7al\u0131\u015f\u0131yorsunuz? \u015eirketin ilerlemesi i\u00e7in azimli, tutkulu ve parlak <a href=\"https:\/\/usqa.questionpro.com\/blog\/26-practical-marketing-ideas-that-require-research\/\">pazarlama fikirlerine<\/a> sahip liderlere ihtiyac\u0131n\u0131z var.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Masraflar\u0131 k\u0131smaya m\u0131 \u00e7al\u0131\u015f\u0131yorsunuz? Uyum sa\u011flayabilen, becerikli ve yetenekli ileti\u015fimciler olan liderlere ihtiyac\u0131n\u0131z var.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ba\u011fl\u0131l\u0131k ve elde tutma ile ilgili sorunlar\u0131n\u0131z m\u0131 var? Takip\u00e7ilerini motive edebilen, etkili ileti\u015fim kurabilen ve davran\u0131\u015flar\u0131 etkileyebilen liderlere ihtiyac\u0131n\u0131z var.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u015eirketinizin \u00f6nceliklerini ve bunlar\u0131n liderlerinizin becerileri ve e\u011fitim gereksinimleriyle nas\u0131l ili\u015fkili oldu\u011funu anlarsan\u0131z, program\u0131n\u0131z \u00e7er\u00e7evesinde bu ihtiya\u00e7lar\u0131 hedeflemek i\u00e7in daha fazla olanak olacakt\u0131r.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Liderli\u011fin \u00f6zelliklerini listeleyiniz.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u015eirketinizin \u00f6nceliklerini \u00f6\u011frendikten sonra liderli\u011fi ve nas\u0131l \u00e7al\u0131\u015faca\u011f\u0131n\u0131 tan\u0131mlayabilirsiniz.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Liderlik sorumluluklar\u0131 aras\u0131nda ekip \u00fcyelerine ilham vermek, marka fark\u0131ndal\u0131\u011f\u0131 yaratmak ve personelin geli\u015fmesine yard\u0131mc\u0131 olmak yer almaktad\u0131r. Resmi liderlik sorumluluklar\u0131 veya etkisi olan ancak unvan\u0131 olmayan ki\u015filere odaklanabilirsiniz.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mevcut ve gelecekteki liderlere dan\u0131\u015f\u0131n. Kurumsal ba\u015far\u0131 i\u00e7in hangi liderlik becerilerinin hayati \u00f6nem ta\u015f\u0131d\u0131\u011f\u0131n\u0131 soran h\u0131zl\u0131 bir anket g\u00f6nderin.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mevcut liderlik grubunuzun bilgisine g\u00fcvenmekten ka\u00e7\u0131n\u0131n. Bu durum tekrarlanan d\u00fc\u015f\u00fcnce, davran\u0131\u015f ve niteliklere yol a\u00e7arak b\u00fcy\u00fcmeyi engelleyebilir. Bu, \u00f6zellikle i\u015fleri &#8220;her zamanki gibi&#8221; yapma ve &#8220;uyum sa\u011flayan&#8221; ki\u015fileri i\u015fe alma e\u011filiminde olan eski i\u015fletmeler i\u00e7in ge\u00e7erlidir.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Liderli\u011finizi kriterlerle kar\u015f\u0131la\u015ft\u0131r\u0131n.<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Mevcut liderler grubunuzu olu\u015fturduktan sonra \u00fczerinde anla\u015fmaya var\u0131lm\u0131\u015f bir dizi liderlik \u00f6zelli\u011fine g\u00f6re de\u011ferlendirebilirsiniz.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Mevcut liderlerinizi de\u011ferlendirmenin bir y\u00f6ntemi olarak 360 Geli\u015fim program\u0131 uygulay\u0131n. Bunlar, liderlik konusunda kendilerini meslekta\u015flar\u0131na, astlar\u0131na ve amirlerine nas\u0131l sunduklar\u0131na dair eksiksiz bir g\u00f6r\u00fc\u015f sa\u011flar. Fortune 500 \u015firketlerinin %85&#8217;inden fazlas\u0131 bu nedenle 360 Development&#8217;\u0131 kullanmaktad\u0131r.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Liderleri daha fazlas\u0131n\u0131 yapmaya te\u015fvik etmek i\u00e7in, sonu\u00e7lar\u0131n\u0131 kat\u0131l\u0131mc\u0131lar\u0131n ilk %10&#8217;unun sonu\u00e7lar\u0131yla veya y\u00fcksek bir sekt\u00f6r k\u0131yaslamas\u0131yla kar\u015f\u0131la\u015ft\u0131rmal\u0131s\u0131n\u0131z. Liderler, sadece ortalama puanlara bakarlarsa ba\u015far\u0131l\u0131 olmak i\u00e7in fazla \u00e7aba sarf etmelerine gerek olmad\u0131\u011f\u0131na inanma riskiyle kar\u015f\u0131 kar\u015f\u0131ya kal\u0131rlar.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Bir liderlik geli\u015fim program\u0131 uygulay\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">30 y\u0131l sonra bile 70-20-10 kural\u0131 en pop\u00fcler liderlik yap\u0131s\u0131d\u0131r. Evet:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">70 i\u015f ba\u015f\u0131nda \u00f6\u011frenme; zorlu \u00f6devler<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">20 di\u011fer liderlerden mentorluk<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">10 zorlu e\u011fitim<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00c7o\u011fu y\u00f6netim okulu, bu \u00f6\u011frenme y\u00f6ntemlerinin kar\u0131\u015f\u0131m\u0131n\u0131n, \u00f6zerkli\u011fe ve sorumlulu\u011fa s\u0131n\u0131f e\u011fitiminden daha fazla de\u011fer veren \u00e7o\u011fu lidere uygun oldu\u011fu konusunda hemfikirdir. Deneyimler e\u015fit \u015fekilde yarat\u0131lmaz.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0130htiya\u00e7lar\u0131na ba\u011fl\u0131 olarak \u00f6\u011frenme a\u00e7\u0131s\u0131ndan zengin deneyimleri belirleyin. Y\u00fcksek potansiyelli veya kariyerinin ba\u015f\u0131ndaki liderler i\u00e7in d\u00f6n\u00fc\u015f\u00fcml\u00fc programlar olu\u015fturun. Burada \u00e7al\u0131\u015fanlar liderlik becerilerini ve i\u015f gruplar\u0131n\u0131n nas\u0131l kesi\u015fti\u011fini ve i\u015fbirli\u011fi yapt\u0131\u011f\u0131n\u0131 \u00f6\u011frenirler.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00dcst d\u00fczey y\u00f6neticileri e\u011fitim ve deneyimlerin geli\u015ftirilmesine dahil ederek, firman\u0131n 5, 10 veya 20 y\u0131l i\u00e7inde nerede olmas\u0131 gerekti\u011fini ve liderlerin bu \u00e7er\u00e7evede nas\u0131l performans g\u00f6sterece\u011fini tan\u0131mlamalar\u0131na g\u00fcvenmeyi d\u00fc\u015f\u00fcn\u00fcn.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">\n<h3><span style=\"font-weight: 400;\">Liderlerle ki\u015fisel geli\u015fim planlar\u0131 yap\u0131n<\/span><\/h3>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Mevcut liderleriniz i\u00e7in g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerine ve i\u015flerini yapmak i\u00e7in ihtiya\u00e7 duyduklar\u0131 becerilere dayal\u0131 ki\u015fisel geli\u015fim planlar\u0131 yapabilirsiniz. Bu planlar sadece insanlar\u0131n insan olarak b\u00fcy\u00fcmelerine yard\u0131mc\u0131 olmak i\u00e7in kullan\u0131lmal\u0131d\u0131r. Bunlar bir \u015feyleri d\u00fczeltmenin yollar\u0131 olarak g\u00f6r\u00fclmemeli veya kullan\u0131lmamal\u0131d\u0131r.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">E\u011fer <a href=\"https:\/\/usqa.questionpro.com\/blog\/top-traits-of-a-good-leader\/\">iyi liderleriniz<\/a> varsa, <a href=\"https:\/\/usqa.questionpro.com\/blog\/workplace-stress\/\">i\u015fyeri<\/a> onlar\u0131n g\u00fc\u00e7l\u00fc y\u00f6nlerini geli\u015ftirmenin ne kadar \u00f6nemli oldu\u011funu <a href=\"https:\/\/usqa.questionpro.com\/blog\/workplace-stress\/\">vurgular<\/a>. Liderler kendi alanlar\u0131nda zirvede kalmaya ve kurulu\u015flar\u0131ndaki di\u011fer \u00e7al\u0131\u015fanlara \u00f6rnek olmaya odaklanmal\u0131d\u0131r.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Sonu\u00e7<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Kariyerinizin herhangi bir noktas\u0131nda liderlik becerilerinizi geli\u015ftirmek i\u00e7in \u00e7al\u0131\u015fmay\u0131 taahh\u00fct edebilirsiniz. Ancak bunu daha erken yapmak, \u00f6d\u00fcllerin tad\u0131n\u0131 daha uzun s\u00fcre \u00e7\u0131karman\u0131z\u0131 sa\u011flayacakt\u0131r. Liderlik geli\u015fiminin \u00f6nemini art\u0131k bildi\u011finize g\u00f6re ekibinize yat\u0131r\u0131m yapt\u0131\u011f\u0131n\u0131zdan emin olun.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Profesyonel olarak nerede oldu\u011funuzu ele\u015ftirel bir \u015fekilde de\u011ferlendirerek ve nereye gitmek istedi\u011finizi ciddi bir \u015fekilde d\u00fc\u015f\u00fcnerek, ilgi alanlar\u0131n\u0131z\u0131 y\u00f6nlendirmenize ve kariyerinizde daha etkili olmak i\u00e7in gerekli yetenekleri geli\u015ftirmenize yard\u0131mc\u0131 olacak bir liderlik geli\u015fim plan\u0131 olu\u015fturabilirsiniz.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0130\u015fg\u00fcc\u00fc stratejisini vurgulamak istiyorsan\u0131z, QuestionPro Workforce, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 anketlerinden elde edilen bilgilerden \u00f6\u011frenmenize yard\u0131mc\u0131 olabilecek g\u00fc\u00e7l\u00fc bir anket ve analiz \u00e7\u00f6z\u00fcm\u00fcd\u00fcr.<\/span><\/p>\n<p style=\"text-align: center;\"><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/\" target=\"_blank\" rel=\"noopener\"><br \/>\n  <button>DEMO REZERVASYONU YAPIN<\/button><br \/>\n<\/a>       <a href=\"https:\/\/www.questionpro.com\/workforce\/\" target=\"_blank\" rel=\"noopener\"><br \/>\n  <button>DAHA FAZLA BI\u0307LGI\u0307 EDI\u0307NI\u0307N<\/button><br \/>\n<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\">5<\/span> <span class=\"rt-label rt-postfix\">minutes read<\/span><\/span> Liderlik geli\u015fiminin de\u011ferini belirlemek ve firman\u0131zda bir sonraki lider dalgas\u0131n\u0131 te\u015fvik etmek i\u00e7in bir program olu\u015fturmak \u00e7ok \u00f6nemlidir. Hemen ba\u015flarsan\u0131z [&hellip;]<\/p>\n","protected":false},"author":48,"featured_media":720167,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[1162],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Liderlik Geli\u015fimi: Nedir ve Nas\u0131l Uygulan\u0131r? | QuestionPro<\/title>\n<meta name=\"description\" content=\"Liderlik geli\u015fimi, bireyin kurumsal liderlik rollerinde hizmet etme kapasitesini art\u0131r\u0131r. 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