Diego Alvarado: Change management is key
Posted: Mon Jan 27, 2025 10:11 am
Mary Maida: My philosophy is to not invest too much time with knowledge hoarders and resistors. Instead, invest time and energy with people who champion knowledge sharing. Work with people who demonstrate the knowledge-sharing behaviors you want to see in others, and then share stories of these champions as examples of behaviors that lead to faster innovation, better decision-making, and smarter ways of working. The resistors may come along eventually.
Theresa Decker: Jim Collins says that great leaders “start by getting the right people on the bus.” Ideally, subject matter experts should be hired for more than just their expertise, but also their experience with and willingness to use their knowledge as a coach and educator. To engage long-time resistors, you may need to re-define success. Begin ukraine mobile numbers list acknowledging and honoring not only their expertise, but also their ability to transfer it. Use senior-level recognition, internal awards, expert profiles, performance reviews, and other incentives to encourage the behaviors you want to see.
Provide a safe environment in which knowledge sharing is both encouraged and recognized within the organization. Help knowledge hoarders see and understand how knowledge sharing translates into process improvements and ultimately impacts business results.
Natasha Levanti: Knowledge hoarders and resistors need to be influenced, not fought against. In global organizations, it’s unrealistic for the KM team to target individual knowledge hoarders. Therefore, it’s important to try to prevent resistance from occurring in the first place by emphasizing the mutual benefit of participating in knowledge sharing. This messaging should start as soon as someone joins the organization and continue till they choose to depart though retirement or otherwise.
At all levels of the organization, peer pressure is a strong influence on behavior. Identify KM champions across the organization and encourage them to vocalize the value of knowledge sharing to their peers.
Theresa Decker: Jim Collins says that great leaders “start by getting the right people on the bus.” Ideally, subject matter experts should be hired for more than just their expertise, but also their experience with and willingness to use their knowledge as a coach and educator. To engage long-time resistors, you may need to re-define success. Begin ukraine mobile numbers list acknowledging and honoring not only their expertise, but also their ability to transfer it. Use senior-level recognition, internal awards, expert profiles, performance reviews, and other incentives to encourage the behaviors you want to see.
Provide a safe environment in which knowledge sharing is both encouraged and recognized within the organization. Help knowledge hoarders see and understand how knowledge sharing translates into process improvements and ultimately impacts business results.
Natasha Levanti: Knowledge hoarders and resistors need to be influenced, not fought against. In global organizations, it’s unrealistic for the KM team to target individual knowledge hoarders. Therefore, it’s important to try to prevent resistance from occurring in the first place by emphasizing the mutual benefit of participating in knowledge sharing. This messaging should start as soon as someone joins the organization and continue till they choose to depart though retirement or otherwise.
At all levels of the organization, peer pressure is a strong influence on behavior. Identify KM champions across the organization and encourage them to vocalize the value of knowledge sharing to their peers.