What a Nice Mistake You Made

Recently, I heard a story from Stephen Glenn about a famous research scientist. This scientist had new and very important discoveries in medicine. A newspaper reporter asked him when he was interviewing how he became a different and creative person from the average person. What is the distinguishing feature?
The scientist answered this question “due to the experience my mother had when I was two years old.” While the scientist was trying to get the milk bottle out of the refrigerator, the bottle fell from his hand and turned into a milk lake.

When his mother came into the kitchen, instead of yelling, yelling or punishing her: “Robert, what a great mistake you made! I’ve never seen such a beautiful lake of milk before. Yeah, it’s done. Now before we clean this place together, do you want to play some milk on the floor?” He bent down and played with the spilled milk. A few minutes later his mother said, “Robert, when you do this kind of thing, you know you have to clean it up and put everything back to normal? How would you like to do this? Shall we use a sponge or a towel or cloth? Which one do you want? “Robert chose the sponge and they cleaned the spilled milk on the floor.

Later, her mother said, “You know, what we had here was a bad experience where you couldn’t carry a milk bottle with your two little hands. Now let’s go out to the backyard and fill the bottle with water and let you carry a full bottle without dropping it.” The little boy learned that if he held the bottle by his throat with both hands, he could carry it without dropping it. He understood that the mistakes made were good opportunities to learn something new. Experiments in scientific research are based on this basis anyway.

Even if an experiment fails, very valuable information is obtained from that experiment.
Jack Canfield


The Unbearable Lightness of Not Producing…

…or, the Extreme Attractiveness of Copying…..?

As I research what has happened in the world of Human Resources and Organizational Development lately, I realize how similar the themes discussed are, with some curiosity and some surprise. “What is there to be so surprised about?” I seem to hear you ask… You are right, actually there is nothing to be surprised about. We are discussing and addressing similar issues as similar people in the same environment, three more or less. This being the case, we can naturally get into a vicious circle and cook and cook the same food and bring it before each other.

While I was discussing this issue with some of my friends, I recently found myself thinking about the following question: “So why? Why can’t we take an issue that someone else has taken up further? Why don’t we build a building on the foundation, but try to lay a new foundation on the land next door?”

While I was searching for the answer to this question, I read an article by Michael Yarbrough on why we tend to imitate others. According to Yarbrough, we all tend to imitate the actions of the people we love, and we do so subconsciously. This behavior of ours is called “Projection” and it has been known and studied by psychologists for a long time. As a rule, “mirroring” meant that the interlocutors enjoyed communication. There was some level of agreement between them. The topic of discussion would be equally interesting to both people and they knew their interests were being met.

Yarbrough’s article does not end there, of course, and continues with interesting explanations. (For those who are curious and want to read, the original English title of the article is “The Surprising Truth About Why We Tend To Imitate Others” – Michael Yarbrough) However, of course, I still wanted to make some assumptions about our subject in addition to Yarbrough’s explanations:

We can choose to copy rather than produce, because

Tried and proven, therefore safer.
What if I am criticized for what I produce, how do I respond?
Why waste my time when it’s ready? Time is precious.
I will also have a share in the production, so I will not be able to offer any excuse if negative criticism comes.
Well, I’m going to present a better version of this topic now. The other one wasn’t so good anyway…
and so on and so on

I’m sure you have more excuses to add to this list. And I will say that instead of copying, let’s produce, develop, develop, set an example and lead the way. Because I humbly know from my own experience that the pleasure of producing and developing is completely different…

See you ????

– Ebru Ölçer


Mentoring Program Continues: Supporting the Future Today – PMI Magazine March 2019

PMI Turkey Chapter has been providing voluntary mentoring support to university and graduate students with its PMI certified members since 2012. Work continues to expand and deepen the scope of the Mentoring Program in 2019-2020. The first step of these studies is to increase mentoring competencies.
determined. For this purpose, on February 23, 2019, Ka Consulting Managing Director Mr. With the contributions of Sami Bugay Master Certified Coach – ICF, Mentor Coach – ICF, NCC, the training on “Supporting the Future Today: Mentoring” took place at the ING Innovation Center.

This training, in which all the participants were past mentors and future mentor candidates, attracted great attention from participants from distant regions and from outside the city, despite the fact that it was a profitable Istanbul weekend.

During the training, Mr. Sami Bugay shared very valuable information about the competencies required by mentoring. Important exchanges, including the self-awareness of mentors, on the importance of behaviors, thoughts and feelings that affect results in both mentoring and team communication, and on beliefs and values ​​that limit them.
there was. The interactive nature of the training, which was thought deeply and sometimes laughed with laughter, created a special value. The mentoring process training ended with practical suggestions on the process and the structuring of the interviews.

For his valuable contributions, Mr. We would like to thank Sami Bugay and Ka Danışmanlık, the ING Innovation Center for the venue and their friendly support, and our mentors for their sharing participation in the training.
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Boredom in Institutions – Milliyet Newspaper

There are various reasons why institutions resist change. Below we see the main causes and prevalence of this resistance.

  • 80% resistance to change,
  • 70 percent of the lead person is not ready for change,
  • 60 percent unrealistic expectations,
  • 55% change project is not enough,
  • 45% of the reasons for the change are not adequately explained,
  • The 42 percent change is not perfectly designed,
  • Uncertainties of 40 percent have not been eliminated,
  • Insufficient software support by 35%.

What is corporate culture?
The way things are done in an institution, the ability to solve problems inside and outside, and the cooperation in reaching goals and creating strategies create the culture of that institution.

The tendency of disorder and ineffectiveness in an institution is called “Cultural Entropy”. Decreased efficiency and wasted energy are due to this tendency. Intra-team conflicts and boredom (burnout) show themselves. Naturally, it is possible that such frustrations are influenced by general economic and political conditions. “Cultural Entropy” is measurable and has a significant impact on both employee loyalty and turnover. Lower levels of “Cultural Entropy” are considered better.

According to the calculations, if the cultural inadequacy falls below 10 percent, it provides a 32.87 percent increase in corporate incomes within 3 years. If the cultural inadequacy rises above 29 percent, the income increase decreases to 11.07 percent in the same period.

Insufficiency study
“KA Danışmanlık” carries out the most result-oriented studies on cultural inadequacy in institutions in our country. First, deficiencies are identified, needs analysis is made; Then, where and where the institution wants to go is planned. Then, an internal communication plan is created and many actions such as leader coaching, team coaching, and development design are taken in this regard.

It can take 3 to 7 years to completely reduce the disorder, disconnection and ineffectiveness in an institution and to solve the problems in this regard. In this period, both the increase in employee morale and the increase in profitability create a visible and measurable result.

During the work, not only objective measures are taken, but also psychological and energy-enhancing measures are applied. As the miscommunication and ineffectiveness in the institution decreases, the income against the capital invested increases rapidly. In the researches, it has been observed that thanks to the measures taken in this regard, the corporate share prices have also increased rapidly. -2844102/


Beraber BİRLİKTE Olmak

We request you to share and disseminate a systemic flow that we have prepared with our international volunteer working group to support Healthcare Professionals, enabling them to more easily manage their difficulties during this loyal process. You can download the relevant file from the link below and send it to your environment.

#evdekal #destekverorg

Sami Bugay


Alumni Development Talks to #Evdekalan İTÜ Students: Maintaining the Serenity Within

Together with COVID19 O, we entered a transformation process that we had never expected, and the most worrying thing is that this is only the beginning… we have not seen the financial effects of the process yet, and the second wave that may come seems to worsen the difficult and challenging conditions ahead of us. stands.

We tried to summarize the answers to the question of how we can deal with these and similar situations in our webinar, “Maintaining Our Calmness in Turbulent Times”.


Leadership Development Mini MBA Certificate Program


The Leadership Development Mini MBA Program, organized in cooperation with Bahçeşehir University and Yenibirlider Association, aims to lay the foundations of a sustainable leadership ecosystem for the participants and to spread the leadership approach that can be effective in all areas of life,

The “Leadership Development Mini MBA Certificate Program”, a pioneering training program in which professionals from various leading companies take part as trainers, is also designed as a graduate course (in certain programs) for our graduate students.

The fee of the program, which will be held between 15 February – 23 May 2020 in the 2019-2020 Spring Term, is 4900 TL. BAU graduates and students will be able to enroll in the Yenibirlider Ecosystem with 50% scholarship.


Sorularınız için program koordinatörü Büşra BÜRLÜKKARA (0212-381-57-35 ve ile irtibata geçebilir ya da formu doldurabilirsiniz.


  • Aret Vartanyan, Yaşam Atölyesi
  • Derya İren, Siemens Türkiye
  • Emre Başkan, Azor Brand & People Solutions
  • Emre Gür, CİFE Türkiye
  • Esra Şengülen Ünsür, Artı İletişim Yönetimi
  • İzlem Erdem, Türkiye İş Bankası
  • Sami Bugay, KA Danışmanlık
  • Sezgin Lüle, Türkiye İş Bankası
  • Tal Garih, Alarko Holding
  • Tuğçe Aslan, Bahçeşehir Üniversitesi
  • Tuncer Köklü, Ata Holding
  • Jülide Erdoğan, Yenibirlider Derneği
  • Rana Birden, Kale Grubu

MOLPED’den Kız Sözü

There is something we can all do today to support our future!

Supporting our youth, especially our young girls, is our priority as both parents and professionals. We would like to thank all our coaches with whom we had the opportunity to work together in this project and Hayat Holding, who opened this field to us.

Project Team


Sami Bugay

Master Certified Coach MCC- ICF, NCC Leadership and Team Coach, Facilitator

Damla Koçman

Professional Certified Coach PCC - ICF

Esra Miller

Professional Certified Coach PCC - ICF

Deniz Balıkçı

Professional Certified Coach PCC - ICF

Esin Esen

Professional Certified Coach PCC - ICF

Burak Akalın

Associate Certified Coach ACC - ICF

Zuhal Yiğit

Associate Certified Coach ACC - ICF

Utkan Kolat

Associate Certified Coach ACC - ICF

Ayçin Teker

Associate Certified Coach ACC - ICF