{"id":167,"date":"2025-08-27T12:47:03","date_gmt":"2025-08-27T12:47:03","guid":{"rendered":"https:\/\/www.hrddanismanlik.com\/blog\/2025\/08\/27\/circumvenire-studium-ius-postea-studium-oppugnandum\/"},"modified":"2025-10-15T18:22:38","modified_gmt":"2025-10-15T18:22:38","slug":"sessiz-potansiyeller-fark-edilmeyen-calisanlarin-gucu","status":"publish","type":"post","link":"https:\/\/www.hrddanismanlik.com\/blog\/2025\/08\/27\/sessiz-potansiyeller-fark-edilmeyen-calisanlarin-gucu\/","title":{"rendered":"Sessiz Potansiyeller: Fark Edilmeyen \u00c7al\u0131\u015fanlar\u0131n G\u00fcc\u00fc"},"content":{"rendered":"<p><strong>Sessiz Potansiyeller: Fark Edilmeyen \u00c7al\u0131\u015fanlar\u0131n G\u00fcc\u00fc<\/strong><\/p>\n<p>Her kurumda sessiz ama i\u015fini istikrarl\u0131 bir \u015fekilde yapan insanlar vard\u0131r. Toplant\u0131larda \u00e7ok konu\u015fmazlar, \u00f6ne \u00e7\u0131kmak i\u00e7in \u00e7abalamazlar ama sorumluluk ald\u0131klar\u0131nda g\u00fcven verirler. Bu \u201csessiz potansiyeller\u201d, \u00e7o\u011fu zaman kurumlar\u0131n s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131s\u0131nda g\u00f6r\u00fcnmeyen kahramanlard\u0131r.<\/p>\n<p><strong>G\u00f6r\u00fcnmeyen G\u00fcc\u00fc Ke\u015ffetmek<\/strong><\/p>\n<p>Sessiz \u00e7al\u0131\u015fanlar\u0131 fark etmek, klasik performans \u00f6l\u00e7\u00fcmlerinde her zaman m\u00fcmk\u00fcn olmaz. \u00c7\u00fcnk\u00fc bu ki\u015filer genellikle kendilerini de\u011fil, i\u015flerini konu\u015ftururlar. Y\u00f6neticilerin dikkatini yaln\u0131zca sonu\u00e7lara de\u011fil,\u00a0<strong>s\u00fcre\u00e7teki tutarl\u0131l\u0131\u011fa<\/strong>\u00a0ve\u00a0<strong>ekip i\u00e7indeki etkile\u015fime<\/strong>\u00a0y\u00f6neltmesi gerekir.<br \/>360 derece geri bildirim uygulamalar\u0131, ekip arkada\u015flar\u0131n\u0131n g\u00f6zlemlerini s\u00fcrece dahil ederek bu potansiyelleri g\u00f6r\u00fcn\u00fcr k\u0131labilir. Ayr\u0131ca y\u00f6neticiler, sessiz \u00e7al\u0131\u015fanlar\u0131n fikirlerini birebir g\u00f6r\u00fc\u015fmelerde ya da yaz\u0131l\u0131 ortamda payla\u015fmalar\u0131na alan tan\u0131yarak onlar\u0131n sesini duyabilir.<\/p>\n<p><strong>Fark\u0131ndal\u0131kla Y\u00f6neten Liderler<\/strong><\/p>\n<p>Sessiz potansiyelleri fark edebilmek, liderlikte empati ve g\u00f6zlem becerilerinin \u00f6nemini g\u00f6sterir. \u0130yi bir lider sadece ne s\u00f6ylendi\u011fini de\u011fil\u00a0<strong>ne s\u00f6ylenmedi\u011fini<\/strong>\u00a0de duyar.<br \/><strong>Yetkinlik bazl\u0131 de\u011ferlendirmeler<\/strong>,\u00a0<strong>ki\u015filik envanterleri<\/strong>\u00a0ve\u00a0<strong>ko\u00e7luk g\u00f6r\u00fc\u015fmeleri<\/strong>, \u00e7al\u0131\u015fan potansiyelini do\u011fru analiz etmeyi sa\u011flar. B\u00f6ylece yaln\u0131zca y\u00fcksek sesli fikirleri de\u011fil, derin katk\u0131lar\u0131 da takdir eden kapsay\u0131c\u0131 bir liderlik anlay\u0131\u015f\u0131 geli\u015fir.<\/p>\n<p><strong>Sessiz G\u00fcc\u00fc A\u00e7\u0131\u011fa \u00c7\u0131karmak<\/strong><\/p>\n<p>Bir potansiyeli fark etmek kadar, onu desteklemek de \u00f6nemlidir. Sessiz \u00e7al\u0131\u015fanlar genellikle kendilerini g\u00f6stermekten \u00e7ok sonu\u00e7 \u00fcretmeye odaklan\u0131rlar; bu da onlar\u0131n liderlik yolunda ilerlemesini geciktirebilir.<br \/>Bu nedenle kurumlar,\u00a0<strong>mentorluk<\/strong>,\u00a0<strong>ko\u00e7luk<\/strong>\u00a0ve\u00a0<strong>g\u00f6lgeleme (shadowing)<\/strong>\u00a0programlar\u0131yla bu \u00e7al\u0131\u015fanlar\u0131n geli\u015fimini desteklemelidir. Kurum k\u00fclt\u00fcr\u00fcnde \u201cen \u00e7ok konu\u015fan\u0131 de\u011fil, en \u00e7ok katk\u0131 sa\u011flayan\u0131\u201d takdir eden bir anlay\u0131\u015f yerle\u015fti\u011finde, sessiz potansiyellerin parlamas\u0131 ka\u00e7\u0131n\u0131lmaz olur.<\/p>\n<p><strong>Sonu\u00e7<\/strong><\/p>\n<p>Sessiz potansiyelleri fark etmek, kurumlar\u0131n uzun vadeli ba\u015far\u0131s\u0131 i\u00e7in stratejik bir fark\u0131ndal\u0131kt\u0131r. Y\u00f6neticiler, sessiz \u00e7al\u0131\u015fanlar\u0131n potansiyelini ortaya \u00e7\u0131kard\u0131k\u00e7a kurum i\u00e7indeki\u00a0<strong>ba\u011fl\u0131l\u0131k, motivasyon ve g\u00fcven<\/strong>\u00a0de g\u00fc\u00e7lenir.<br \/>G\u00fcn\u00fcn sonunda g\u00fc\u00e7l\u00fc kurumlar, yaln\u0131zca en y\u00fcksek sesi duyanlar de\u011fil; en sessiz katk\u0131y\u0131 bile fark edebilenlerdir.<\/p>\n\n\n<p><strong>HRD Dan\u0131\u015fmanl\u0131k<\/strong>, i\u015fletmelere \u00f6zel <strong>bordro outsource (d\u0131\u015f kaynak kullan\u0131m\u0131)<\/strong> ve <strong>bordro dan\u0131\u015fmanl\u0131\u011f\u0131<\/strong> hizmetleri sunmaktad\u0131r.<br>T\u00fcm bordro s\u00fcre\u00e7leriniz; mevzuata tam uyum, veri gizlili\u011fi, yasal bildirim takibi ve profesyonel insan kaynaklar\u0131 deste\u011fiyle y\u00fcr\u00fct\u00fcl\u00fcr.<br>Amac\u0131m\u0131z, firmalar\u0131n bordro y\u00f6netimini sadele\u015ftirerek operasyonel y\u00fcklerini azaltmak, hatas\u0131z ve g\u00fcvenilir bir bordro sistemi kurmakt\u0131r.<\/p>\n\n\n\n<p>\ud83d\udc49 HRD Dan\u0131\u015fmanl\u0131k ile bordro s\u00fcre\u00e7lerinizi g\u00fcvenle d\u0131\u015f kaynak kullan\u0131m\u0131 modeline ta\u015f\u0131y\u0131n.<br>\ud83d\udcde <strong>Telefon:<\/strong> +90 0850 850 0 473 (HRD)<br>\u2709\ufe0f <strong>E-posta:<\/strong> <a>bilgi@hrddanismanlik.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Sessiz Potansiyeller: Fark Edilmeyen \u00c7al\u0131\u015fanlar\u0131n G\u00fcc\u00fc Her kurumda sessiz ama i\u015fini istikrarl\u0131 bir \u015fekilde yapan insanlar vard\u0131r. Toplant\u0131larda \u00e7ok konu\u015fmazlar, \u00f6ne \u00e7\u0131kmak i\u00e7in \u00e7abalamazlar ama sorumluluk ald\u0131klar\u0131nda g\u00fcven verirler. Bu \u201csessiz potansiyeller\u201d, \u00e7o\u011fu zaman kurumlar\u0131n s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131s\u0131nda g\u00f6r\u00fcnmeyen kahramanlard\u0131r. G\u00f6r\u00fcnmeyen G\u00fcc\u00fc Ke\u015ffetmek Sessiz \u00e7al\u0131\u015fanlar\u0131 fark etmek, klasik performans \u00f6l\u00e7\u00fcmlerinde her zaman m\u00fcmk\u00fcn olmaz. \u00c7\u00fcnk\u00fc bu ki\u015filer genellikle kendilerini de\u011fil, i\u015flerini konu\u015ftururlar. Y\u00f6neticilerin dikkatini yaln\u0131zca sonu\u00e7lara de\u011fil,\u00a0s\u00fcre\u00e7teki tutarl\u0131l\u0131\u011fa\u00a0ve\u00a0ekip i\u00e7indeki etkile\u015fime\u00a0y\u00f6neltmesi gerekir.360 derece geri bildirim uygulamalar\u0131, ekip arkada\u015flar\u0131n\u0131n g\u00f6zlemlerini s\u00fcrece dahil ederek bu potansiyelleri g\u00f6r\u00fcn\u00fcr k\u0131labilir. Ayr\u0131ca y\u00f6neticiler, sessiz \u00e7al\u0131\u015fanlar\u0131n fikirlerini birebir g\u00f6r\u00fc\u015fmelerde ya da yaz\u0131l\u0131 ortamda payla\u015fmalar\u0131na alan tan\u0131yarak onlar\u0131n sesini duyabilir. Fark\u0131ndal\u0131kla Y\u00f6neten Liderler Sessiz potansiyelleri fark edebilmek, liderlikte empati ve g\u00f6zlem becerilerinin \u00f6nemini g\u00f6sterir. \u0130yi bir lider sadece ne s\u00f6ylendi\u011fini de\u011fil\u00a0ne s\u00f6ylenmedi\u011fini\u00a0de duyar.Yetkinlik bazl\u0131 de\u011ferlendirmeler,\u00a0ki\u015filik envanterleri\u00a0ve\u00a0ko\u00e7luk g\u00f6r\u00fc\u015fmeleri, \u00e7al\u0131\u015fan potansiyelini do\u011fru analiz etmeyi sa\u011flar. B\u00f6ylece yaln\u0131zca y\u00fcksek sesli fikirleri de\u011fil, derin katk\u0131lar\u0131 da takdir eden kapsay\u0131c\u0131 bir liderlik anlay\u0131\u015f\u0131 geli\u015fir. Sessiz G\u00fcc\u00fc A\u00e7\u0131\u011fa \u00c7\u0131karmak Bir potansiyeli fark etmek kadar, onu desteklemek de \u00f6nemlidir. Sessiz \u00e7al\u0131\u015fanlar genellikle kendilerini g\u00f6stermekten \u00e7ok sonu\u00e7 \u00fcretmeye odaklan\u0131rlar; bu da onlar\u0131n liderlik yolunda ilerlemesini geciktirebilir.Bu nedenle kurumlar,\u00a0mentorluk,\u00a0ko\u00e7luk\u00a0ve\u00a0g\u00f6lgeleme (shadowing)\u00a0programlar\u0131yla bu \u00e7al\u0131\u015fanlar\u0131n geli\u015fimini desteklemelidir. Kurum k\u00fclt\u00fcr\u00fcnde \u201cen \u00e7ok konu\u015fan\u0131 de\u011fil, en \u00e7ok katk\u0131 sa\u011flayan\u0131\u201d takdir eden bir anlay\u0131\u015f yerle\u015fti\u011finde, sessiz potansiyellerin parlamas\u0131 ka\u00e7\u0131n\u0131lmaz olur. Sonu\u00e7 Sessiz potansiyelleri fark etmek, kurumlar\u0131n uzun vadeli ba\u015far\u0131s\u0131 i\u00e7in stratejik bir fark\u0131ndal\u0131kt\u0131r. Y\u00f6neticiler, sessiz \u00e7al\u0131\u015fanlar\u0131n potansiyelini ortaya \u00e7\u0131kard\u0131k\u00e7a kurum i\u00e7indeki\u00a0ba\u011fl\u0131l\u0131k, motivasyon ve g\u00fcven\u00a0de g\u00fc\u00e7lenir.G\u00fcn\u00fcn sonunda g\u00fc\u00e7l\u00fc kurumlar, yaln\u0131zca en y\u00fcksek sesi duyanlar de\u011fil; en sessiz katk\u0131y\u0131 bile fark edebilenlerdir. HRD Dan\u0131\u015fmanl\u0131k, i\u015fletmelere \u00f6zel bordro outsource (d\u0131\u015f kaynak kullan\u0131m\u0131) ve bordro dan\u0131\u015fmanl\u0131\u011f\u0131 hizmetleri sunmaktad\u0131r.T\u00fcm bordro s\u00fcre\u00e7leriniz; mevzuata tam uyum, veri gizlili\u011fi, yasal bildirim takibi ve profesyonel insan kaynaklar\u0131 deste\u011fiyle y\u00fcr\u00fct\u00fcl\u00fcr.Amac\u0131m\u0131z, firmalar\u0131n bordro y\u00f6netimini sadele\u015ftirerek operasyonel y\u00fcklerini azaltmak, hatas\u0131z ve g\u00fcvenilir bir bordro sistemi kurmakt\u0131r. \ud83d\udc49 HRD Dan\u0131\u015fmanl\u0131k ile bordro s\u00fcre\u00e7lerinizi g\u00fcvenle d\u0131\u015f kaynak kullan\u0131m\u0131 modeline ta\u015f\u0131y\u0131n.\ud83d\udcde Telefon: +90 0850 850 0 473 (HRD)\u2709\ufe0f E-posta: bilgi@hrddanismanlik.com<\/p>\n","protected":false},"author":1,"featured_media":239,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3,5],"tags":[20],"class_list":["post-167","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ik","category-sektor","tag-sessiz-potansiyeller-fark-edilmeyen-calisanlarin-gucu"],"magazineBlocksPostFeaturedMedia":{"thumbnail":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-150x150.webp","medium":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-300x169.webp","medium_large":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-768x432.webp","large":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-1024x576.webp","1536x1536":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-1536x864.webp","2048x2048":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864.webp","graceful-slider-full-thumbnail":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-1024x768.webp","graceful-full-thumbnail":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-1140x641.webp","graceful-column-thumbnail":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-500x330.webp","graceful-small-thumbnail":"https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-75x75.webp"},"magazineBlocksPostAuthor":{"name":"hrdadmin","avatar":"https:\/\/secure.gravatar.com\/avatar\/3fc59ff788899b08aa17d65e4fddf34d7d60073c485f20e60c85eb41fb345616?s=96&d=mm&r=g"},"magazineBlocksPostCommentsNumber":"0","magazineBlocksPostExcerpt":"Sessiz Potansiyeller: Fark Edilmeyen \u00c7al\u0131\u015fanlar\u0131n G\u00fcc\u00fc Her kurumda sessiz ama i\u015fini istikrarl\u0131 bir \u015fekilde yapan insanlar vard\u0131r. Toplant\u0131larda \u00e7ok konu\u015fmazlar, \u00f6ne \u00e7\u0131kmak i\u00e7in \u00e7abalamazlar ama sorumluluk ald\u0131klar\u0131nda g\u00fcven verirler. Bu \u201csessiz potansiyeller\u201d, \u00e7o\u011fu zaman kurumlar\u0131n s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131s\u0131nda g\u00f6r\u00fcnmeyen kahramanlard\u0131r. G\u00f6r\u00fcnmeyen G\u00fcc\u00fc Ke\u015ffetmek Sessiz \u00e7al\u0131\u015fanlar\u0131 fark etmek, klasik performans \u00f6l\u00e7\u00fcmlerinde her zaman m\u00fcmk\u00fcn olmaz. \u00c7\u00fcnk\u00fc bu ki\u015filer genellikle kendilerini de\u011fil, i\u015flerini konu\u015ftururlar. Y\u00f6neticilerin dikkatini yaln\u0131zca sonu\u00e7lara de\u011fil,\u00a0s\u00fcre\u00e7teki tutarl\u0131l\u0131\u011fa\u00a0ve\u00a0ekip i\u00e7indeki etkile\u015fime\u00a0y\u00f6neltmesi gerekir.360 derece geri bildirim uygulamalar\u0131, ekip arkada\u015flar\u0131n\u0131n g\u00f6zlemlerini s\u00fcrece dahil ederek bu potansiyelleri g\u00f6r\u00fcn\u00fcr k\u0131labilir. Ayr\u0131ca y\u00f6neticiler, sessiz \u00e7al\u0131\u015fanlar\u0131n fikirlerini birebir g\u00f6r\u00fc\u015fmelerde ya da yaz\u0131l\u0131 ortamda payla\u015fmalar\u0131na alan tan\u0131yarak onlar\u0131n sesini duyabilir. Fark\u0131ndal\u0131kla Y\u00f6neten Liderler Sessiz potansiyelleri fark edebilmek, liderlikte empati ve g\u00f6zlem becerilerinin \u00f6nemini g\u00f6sterir. \u0130yi bir lider sadece ne s\u00f6ylendi\u011fini de\u011fil\u00a0ne s\u00f6ylenmedi\u011fini\u00a0de duyar.Yetkinlik bazl\u0131 de\u011ferlendirmeler,\u00a0ki\u015filik envanterleri\u00a0ve\u00a0ko\u00e7luk g\u00f6r\u00fc\u015fmeleri, \u00e7al\u0131\u015fan potansiyelini do\u011fru analiz etmeyi sa\u011flar. B\u00f6ylece yaln\u0131zca y\u00fcksek sesli fikirleri de\u011fil, derin katk\u0131lar\u0131 da takdir eden kapsay\u0131c\u0131 bir liderlik anlay\u0131\u015f\u0131 geli\u015fir. Sessiz G\u00fcc\u00fc A\u00e7\u0131\u011fa \u00c7\u0131karmak Bir potansiyeli fark etmek kadar, onu desteklemek de \u00f6nemlidir. Sessiz \u00e7al\u0131\u015fanlar genellikle kendilerini g\u00f6stermekten \u00e7ok sonu\u00e7 \u00fcretmeye odaklan\u0131rlar; bu da onlar\u0131n liderlik yolunda ilerlemesini geciktirebilir.Bu nedenle kurumlar,\u00a0mentorluk,\u00a0ko\u00e7luk\u00a0ve\u00a0g\u00f6lgeleme (shadowing)\u00a0programlar\u0131yla bu \u00e7al\u0131\u015fanlar\u0131n geli\u015fimini desteklemelidir. Kurum k\u00fclt\u00fcr\u00fcnde \u201cen \u00e7ok konu\u015fan\u0131 de\u011fil, en \u00e7ok katk\u0131 sa\u011flayan\u0131\u201d takdir eden bir anlay\u0131\u015f yerle\u015fti\u011finde, sessiz potansiyellerin parlamas\u0131 ka\u00e7\u0131n\u0131lmaz olur. Sonu\u00e7 Sessiz potansiyelleri fark etmek, kurumlar\u0131n uzun vadeli ba\u015far\u0131s\u0131 i\u00e7in stratejik bir fark\u0131ndal\u0131kt\u0131r. Y\u00f6neticiler, sessiz \u00e7al\u0131\u015fanlar\u0131n potansiyelini ortaya \u00e7\u0131kard\u0131k\u00e7a kurum i\u00e7indeki\u00a0ba\u011fl\u0131l\u0131k, motivasyon ve g\u00fcven\u00a0de g\u00fc\u00e7lenir.G\u00fcn\u00fcn sonunda g\u00fc\u00e7l\u00fc kurumlar, yaln\u0131zca en y\u00fcksek sesi duyanlar de\u011fil; en sessiz katk\u0131y\u0131 bile fark edebilenlerdir. HRD Dan\u0131\u015fmanl\u0131k, i\u015fletmelere \u00f6zel bordro outsource (d\u0131\u015f kaynak kullan\u0131m\u0131) ve bordro dan\u0131\u015fmanl\u0131\u011f\u0131 hizmetleri sunmaktad\u0131r.T\u00fcm bordro s\u00fcre\u00e7leriniz; mevzuata tam uyum, veri gizlili\u011fi, yasal bildirim takibi ve profesyonel insan kaynaklar\u0131 deste\u011fiyle y\u00fcr\u00fct\u00fcl\u00fcr.Amac\u0131m\u0131z, firmalar\u0131n bordro y\u00f6netimini sadele\u015ftirerek operasyonel y\u00fcklerini azaltmak, hatas\u0131z ve g\u00fcvenilir bir bordro sistemi kurmakt\u0131r. \ud83d\udc49 HRD Dan\u0131\u015fmanl\u0131k ile bordro s\u00fcre\u00e7lerinizi g\u00fcvenle d\u0131\u015f kaynak kullan\u0131m\u0131 modeline ta\u015f\u0131y\u0131n.\ud83d\udcde Telefon: +90 0850 850 0 473 (HRD)\u2709\ufe0f E-posta: bilgi@hrddanismanlik.com","magazineBlocksPostCategories":["\u0130nsan Kaynaklar\u0131","Sekt\u00f6r Haberleri"],"magazineBlocksPostViewCount":55,"magazineBlocksPostReadTime":3,"magazine_blocks_featured_image_url":{"full":["https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864.webp",1600,900,false],"medium":["https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-300x169.webp",300,169,true],"thumbnail":["https:\/\/www.hrddanismanlik.com\/blog\/wp-content\/uploads\/2025\/08\/media_68eb490dc2864-150x150.webp",150,150,true]},"magazine_blocks_author":{"display_name":"hrdadmin","author_link":"https:\/\/www.hrddanismanlik.com\/blog\/author\/hrdadmin\/"},"magazine_blocks_comment":0,"magazine_blocks_author_image":"https:\/\/secure.gravatar.com\/avatar\/3fc59ff788899b08aa17d65e4fddf34d7d60073c485f20e60c85eb41fb345616?s=96&d=mm&r=g","magazine_blocks_category":"<a href=\"#\" class=\"category-link category-link-3\">\u0130nsan Kaynaklar\u0131<\/a> <a href=\"#\" class=\"category-link category-link-5\">Sekt\u00f6r Haberleri<\/a>","_links":{"self":[{"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/posts\/167","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/comments?post=167"}],"version-history":[{"count":2,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/posts\/167\/revisions"}],"predecessor-version":[{"id":240,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/posts\/167\/revisions\/240"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/media\/239"}],"wp:attachment":[{"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/media?parent=167"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/categories?post=167"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hrddanismanlik.com\/blog\/wp-json\/wp\/v2\/tags?post=167"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}