Ilk Sarkilar...Fazil Say'dan

İnsan insan dedikleri
İnsan nedir şimdi bildim
Can can deyü söylerlerdi
Ben can nedir şimdi bildim

...

Muhiddin Abdal

Dirilis

'Oldugu ve olmak istedigi arasindaki fark ne kadar buyuk olursa olsun; uyanmis bir ruhsal varlik icin olanaksiz diye birsey yoktur'

"Her insan, bir isi yapabilmek icin bu isin iyi ve onemli bir is oldugunu kabul etmek zorundadir.Bu yuzden de insan hangi konumda olursa olsun yaptigi isin kendisine onemli ve iyi gorunecegi bir yasam gorusu olusturur mutlaka."

"Insanlar irmaklar gibidir.Hepsinde su ayni sudur, heryerde birbirinin aynidir. ama bir irmak dar,hizli,genis,sakin,temiz,soguk,bulanik,ilik olabilir.Insanlar da boyledir.Her insan icinde tum insan ozelliklerinin ilk belirtilerini tasir ve zaman zaman bu belirtilerin bazilarini, zaman zaman da digerlerini osterir, sik sik da her seyiyle ayni kaldigi halde kendine hic benzemeyen bir insan olur."

"Fakat o kadar cok isi vardi ki, ne kadar bos zamani olursa olsun bu isleri hic bitiremeyecegini hissediyordu.Oncekinin tam tersi bir duurm konusuydu.Onceden yapacak isi uydurmak gerekirdi ve isin konusu her zaman ayniydi, Ivanovic Nehludovdu; butun ilgisi o zamanlar yalnizca Nehludov uzerinde yoplanmis olsada butun isler sikiciydi.Simdi yaptigi islerin hepsi Nehludov degil baska insanlari ilgilendiriyordu, hepsi de ilginc ve cekici islerdi.O kadar coktu ki isler, icine dusen kaybolurdu."

"Esyalara karsi sevgisiz davranilabilir, sevgisiz agac kesilebilir,tugla yapilabilir; demir dovulebilir ama tipki arilara karsi dikkatsiz davranilamayacagi gibi insanlara da sevgisiz davranilamaz."

"Tum insanlar kismen kendi dusuncelerine gore, kismen de baskalarinin dusuncelerine uygun olarak yasarlar ve hareket ederler.Insanlar arasindaki en onemli farklardan biri,insanlarin ne dereceye kadar kendi, ne dereceye kadar baskalarinin dusuncelerine gore yasadiklari konusunda ortaya cikar."

"Insanlar kendilerine degil baskalarina inandiklari icin cesit cesit din var.Bende insanlara inandim ve taygada gibi yolumu sasirdim, hem oyle sasirdim ki bulabilecegimi hic ummuyordum.Her inanis bir tek kendini over, goklere cikarir. Inanc cok ama ruh bir tanedir.Sende de, bende de,onda da. Demek ki her birimiz kendi ruhumuza inansak hepimiz birlesmis olacagiz.Her insan kendine inansa herkes bir araya gelecek."

"Kendi kendinin efendisi olursan efendilere gerek kalmaz."

"Hapishanelerde tanik oldugu butun o kotuluklerin; kendileride kotu davranarak kotulugu duzeltmek istemelerinden kaynaklandiginida simdi cok acik bir sekilde anliyordu."

L.N. Tolstoy

Insan neyle yasar...

Kivilcimi sondurmeyen atesi zapt edemez.


-L.N. Tolstoy

Biraz Muzik...(Alihan Samedov - Sen Gelmez Oldun)

The Right Way to Answer “What’s Your Greatest Weakness?"

Thomas Jefferson once said that “honesty is the first chapter in the book of wisdom”.

Dishonesty can be taught. In my experience, I’ve noticed that, of all culprits, college career centers are exceptional traffickers of such miseducation. In the process, they’re hurting their brightest students’ chances of making it in the world of startups by convincing them to give dishonest answers to tough interview questions.

” Boston College advises students to “Turn your weakness into a positive (for example) ‘Because I tend to procrastinate, I have learned to work well under pressure in order to always get work done on time.’”

This is terrible advice. Responses like these tell me little about how a candidate faces challenges and immediately implies a lack of sincerity. It doesn’t demonstrate to me how they think — beyond their ability to creatively avoid being honest or self-critical. It indicates to me that they’re not willing to stand up and say what’s not working — the opposite of what a startup needs. That’s why my recent interviews with college graduates have all started to follow the same pattern. I start with two sentences: “Forget what your career center has taught you about interviews. I want to have a real conversation with real answers, and I promise to do the same.” The candidates take a minute to evaluate whether I’m somehow tricking them. If they lean into their discomfort and take me at my word, the level of conversation improves dramatically — we have a great time getting to know one another in an authentic way. I’m not really looking to find out whether their organizational skills could use improvement, or that they struggle with presenting to large groups or even leading large teams. I’m trying to find out whether they have self-awareness; whether they are able to be critical; and most importantly, whether they’re able to tell the truth — when it’s difficult.

http://blogs.hbr.org/2014/01/the-right-way-to-answer-whats-your-greatest-weakness/

The Hidden Skills in Your Most Reliable People

When you need something done — and done right — you probably know who you can count on. Even at work, most people have someone they can call on at a moment’s notice.

If you gave your team a basic personality test, the reliable people would probably score high in conscientiousness, one of the five basic personality dimensions.It reflects how organized, disciplined, thorough, and careful someone tends to be. Starting in the 1990′s, organizational research has found that people displaying these traits tend to succeed in management roles.

Here are three suggestions for keeping a closer eye on your conscientious employees, and helping develop their critical hidden skills:

• Keep track of assignments. Make sure that you’re not loading them up with extra tasks just because you know that they’ll do them. 
• Reward them. Give them time to work on projects they value personally. The autonomy and appreciation strengthens their bond to the company and increases the chances they’ll stick around. 
• Watch them closely. You know you can take the hands-off approach with conscientious employees, but closely observing their work will give them a chance to display their strengths. 

Remember: Don’t rush anyone into management based on how conscientious they are, which is fairly easy to see. Some of the other abilities may be harder to observe. Give yourself a little more time to get to know what people can do well. This way, you’ll allow them to not only demonstrate how reliable they are, but all the ways they can contribute to your company.

http://blogs.hbr.org/2012/03/the-hidden-skills-in-your-most/

Gorulmesi gereken kutuphaneler

Avrupada ki kutuphaneler icin faydali bir site:
http://www.bookstoreguide.org/







Virgin Megastore
Selexyz Dominicanen Bookstore
Shakespeare and Company, Paris
El Ateneo Grand Splendid
Le Bal des Ardents Bookstore
John W. Doull Bookseller
Kid’s Republic Book Store
Livraria Lello & Irmão
Lutyens & Rubinstein
The Last Bookstore