{"id":671,"date":"2024-01-21T19:48:40","date_gmt":"2024-01-21T16:48:40","guid":{"rendered":"https:\/\/egitim.solaunitas.com\/?page_id=671"},"modified":"2026-07-21T10:36:50","modified_gmt":"2026-07-21T07:36:50","slug":"is-yasaminda-psikolojik-guven","status":"publish","type":"page","link":"https:\/\/egitim.solaunitas.com\/en\/egitimler\/kurumsal-egitimler\/is-yasaminda-psikolojik-guven\/","title":{"rendered":"Psychological Safety in the Workplace"},"content":{"rendered":"\t\t
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\u0130\u015f Ya\u015fam\u0131nda Psikolojik G\u00fcven<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Anasayfa<\/a><\/span><\/span><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\u0130\u015f Ya\u015fam\u0131nda Psikolojik G\u00fcven (Psychological Safety) K\u00fclt\u00fcr\u00fc<\/h1>

Ekiplerin cezaland\u0131r\u0131lma veya yarg\u0131lanma korkusu duymadan risk alabildi\u011fi, hatalar\u0131ndan \u00f6\u011frendi\u011fi ve fikirlerini \u00f6zg\u00fcrce payla\u015ft\u0131\u011f\u0131 y\u00fcksek performansl\u0131 bir g\u00fcven iklimi in\u015fa etmek.<\/p><\/header>

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Google\u2019\u0131n Aristoteles Projesi dahil olmak \u00fczere d\u00fcnya \u00e7ap\u0131ndaki ara\u015ft\u0131rmalar, en y\u00fcksek performansl\u0131 ekiplerin ortak \u00f6zelli\u011finin “Psikolojik G\u00fcven” oldu\u011funu g\u00f6steriyor. Bu e\u011fitim; \u00e7al\u0131\u015fanlar\u0131n alay edilme, d\u0131\u015flanma veya cezaland\u0131r\u0131lma kayg\u0131s\u0131 ya\u015famadan fikir belirtebildi\u011fi, soru sorabildi\u011fi ve yap\u0131c\u0131 riskler alabildi\u011fi yenilik\u00e7i bir kurumsal iklim kurman\u0131n metodolojisini sunar.<\/p>

  • E\u011fitim S\u00fcresi:<\/strong> 1 G\u00fcn (veya 2 Yar\u0131m G\u00fcn)<\/li>
  • Hedef Kitle:<\/strong> Tak\u0131m liderleri, departman y\u00f6neticileri, \u00e7evik (agile) tak\u0131m ko\u00e7lar\u0131, \u0130K profesyonelleri ve inovasyon\/AR-GE odakl\u0131 ekipleri y\u00f6neten t\u00fcm liderler.<\/li>
  • E\u011fitim Y\u00f6ntemi:<\/strong> Tak\u0131m psikolojik g\u00fcven endeksi analizi, interaktif grup \u00e7al\u0131\u015fmalar\u0131, kriz ve hata y\u00f6netimi sim\u00fclasyonlar\u0131.<\/li><\/ul><\/section>

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    E\u011fitim Mod\u00fclleri<\/h2>
    1. Mod\u00fcl: Psikolojik G\u00fcvenin Anatomisi<\/div>
      Kavramsal Temeller ve Yan\u0131lg\u0131lar<\/div>
      • Psikolojik G\u00fcven Nedir, Ne De\u011fildir?:<\/strong> “Kibar olmak” veya “performans standartlar\u0131n\u0131 d\u00fc\u015f\u00fcrmek” ile aras\u0131ndaki farklar.<\/li>
      • Korku K\u00fclt\u00fcr\u00fcn\u00fcn Maliyeti:<\/strong> Saklanan hatalar\u0131n, sessiz kal\u0131nan toplant\u0131lar\u0131n ve “sessiz istifan\u0131n” organizasyona getirdi\u011fi g\u00f6r\u00fcnmez maliyetler.<\/li>
      • Google Aristoteles Projesi ve \u0130nsan Beyni:<\/strong> Tehdit alg\u0131s\u0131n\u0131n (amigdala) zihinsel performans\u0131 ve yarat\u0131c\u0131l\u0131\u011f\u0131 nas\u0131l fel\u00e7 etti\u011fi.<\/li><\/ul><\/li>
      • Mod\u00fcl: D\u00f6rt A\u015famal\u0131 G\u00fcven Modeli<\/div>
        K\u00fclt\u00fcrel Basamaklar\u0131 T\u0131rmanmak (Dr. Timothy Clark Modeli)<\/div>
        • 1. Dahil Olma G\u00fcveni (Inclusion Safety):<\/strong> \u00c7al\u0131\u015fan\u0131n oldu\u011fu gibi kabul edildi\u011fi ve hissetti\u011fi ilk a\u015fama.<\/li>
        • 2. \u00d6\u011frenme G\u00fcveni (Learner Safety):<\/strong> Hata yapmaktan ve soru sormaktan \u00e7ekinmeden geli\u015fim g\u00f6sterebilmek.<\/li>
        • 3. Katk\u0131 Sa\u011flama G\u00fcveni (Contributor Safety):<\/strong> Becerilerini \u00f6zg\u00fcrce sergileme ve anlaml\u0131 fark yaratma alan\u0131.<\/li>
        • 4. Meydan Okuma G\u00fcveni (Challenger Safety):<\/strong> Stat\u00fckoyu, mevcut s\u00fcre\u00e7leri ve hatta y\u00f6neticinin fikirlerini sayg\u0131 \u00e7er\u00e7evesinde sorgulayabilme cesareti.<\/li><\/ul><\/li>
        • Mod\u00fcl: Hatalardan \u00d6\u011frenme \u0130klimi Olu\u015fturmak<\/div>
          Su\u00e7lu Aramaktan \u00c7\u00f6z\u00fcm \u00dcretmeye Ge\u00e7i\u015f<\/div>
          • Hata Tipolojisi:<\/strong> \u00d6nlenenebilir hatalar ile deneysel\/inovatif hatalar\u0131 birbirinden ay\u0131rmak.<\/li>
          • “Post-Mortem” Analizleri:<\/strong> Ba\u015far\u0131s\u0131zl\u0131klar\u0131 ki\u015fiselle\u015ftirmeden, s\u00fcre\u00e7 odakl\u0131 bir \u00f6\u011frenme arac\u0131na d\u00f6n\u00fc\u015ft\u00fcrmek.<\/li>
          • K\u0131r\u0131lgan Liderlik (Vulnerability):<\/strong> Liderin “bilmiyorum” diyebilmesinin ve kendi hatalar\u0131n\u0131 sahiplenmesinin ekip \u00fczerindeki d\u00f6n\u00fc\u015ft\u00fcr\u00fcc\u00fc etkisi.<\/li><\/ul><\/li>
          • Mod\u00fcl: Liderin Psikolojik G\u00fcven Alet \u00c7antas\u0131<\/div>
            Pazartesi G\u00fcn\u00fc Uygulanacak Somut Ad\u0131mlar<\/div>
            • Kapsay\u0131c\u0131 \u0130leti\u015fim Dili:<\/strong> Toplant\u0131larda i\u00e7e d\u00f6n\u00fck ve sessiz \u00e7al\u0131\u015fanlar\u0131n fikirlerini su y\u00fcz\u00fcne \u00e7\u0131karma teknikleri.<\/li>
            • Yap\u0131c\u0131 Muhalefeti Te\u015fvik Etmek:<\/strong> Ekip i\u00e7inde “\u015eeytan\u0131n Avukatl\u0131\u011f\u0131” rol\u00fcn\u00fc g\u00fcvenli \u015fekilde oynatmak.<\/li>
            • Geri Bildirimi G\u00fcvenle Vermek ve Almak:<\/strong> Bireysel ili\u015fkilerde psikolojik emniyet subaplar\u0131 olu\u015fturmak.<\/li><\/ul><\/li><\/ol><\/section>

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              Kuruma ve Kat\u0131l\u0131mc\u0131ya Kazan\u0131mlar\u0131<\/h2>
              Geli\u015ftirilen Yetkinlikler (Kat\u0131l\u0131mc\u0131)<\/th>Kurumsal \u00c7\u0131kt\u0131lar (\u015eirket)<\/th><\/tr><\/thead>
              Korku k\u00fclt\u00fcr\u00fcn\u00fcn yaratt\u0131\u011f\u0131 kurumsal k\u00f6rl\u00fc\u011f\u00fc engelleyerek sorunlar\u0131 ve riskleri erkenden su y\u00fcz\u00fcne \u00e7\u0131karabilme.<\/td>\u00c7al\u0131\u015fanlar\u0131n yenilik\u00e7i \u00f6neri sunma oranlar\u0131nda ve kurumsal **inovasyon kapasitesinde do\u011frudan art\u0131\u015f**.<\/td><\/tr>
              Hatalar\u0131 gizlemek yerine h\u0131zla \u00e7\u00f6z\u00fcme kavu\u015fturan **”\u00f6\u011frenen organizasyon”** zihniyetini benimseme.<\/td>“Sessiz istifa” (quiet quitting) riskinin azalmas\u0131 ve **nitelikli \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131n (retention) g\u00fc\u00e7lenmesi**.<\/td><\/tr>
              Farkl\u0131 ve ayk\u0131r\u0131 fikirleri bir tehdit de\u011fil, zenginlik olarak y\u00f6netebilme yetkinli\u011fi.<\/td>Departmanlar aras\u0131 ileti\u015fim engellerinin kalkmas\u0131 ve **y\u00fcksek performansl\u0131 tak\u0131m sinerjisi**.<\/td><\/tr><\/tbody><\/table><\/section>

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              Neden Sola Unitas?<\/strong>
              Psikolojik g\u00fcveni sadece teorik bir \u0130K kavram\u0131 olarak anlatm\u0131yoruz; Dr. Umut K\u0131sa ve Sola Unitas’\u0131n insan davran\u0131\u015f bilimindeki uzmanl\u0131\u011f\u0131yla, \u015firketinizdeki “korku bazl\u0131 stat\u00fckoyu” k\u0131r\u0131p yerine \u00f6l\u00e7\u00fclebilir bir y\u00fcksek performans k\u00fclt\u00fcr\u00fc in\u015fa ediyoruz.<\/blockquote><\/article>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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              \u0130leti\u015fime Ge\u00e7in!<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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