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Re: Identifying Subject Matter Experts - any structured methodology/guideline
#expertise-location
Peter Dorfman <pdorfman@...>
If "thought leaders" intrigue you, do some networking in the Pharmaceutical
toggle quoted messageShow quoted text
industry. Drug companies maintain a function called Medical Affairs that is largely devoted to networking among "Key Opinion Leaders" -- thought leader physicians who are influential in the treatment of specific diseases, who can often make or break a drug brand in the marketplace. They have this down to a science; there is a whole class of software applications specifically designed to manage KOL networks. How they do this translates nicely to address the needs of organizations in lots of other industries that have to manage influence networks. Peter Dorfman KnowledgeFarm http://pdorfman.wordpress.com On Mon Sep 8 13:17 , 'Albert Simard' <simarda@...> sent:
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Identifying Subject Matter Experts - any structured methodology/guideline
#expertise-location
Mark D Neff <mneff@...>
Srinivas, Here is the crux of the question. What do you define as a SME? (academic, experience, recognized thought leader, the one everyone else goes to for advice, the greatest communicator, the best teacher, the most productive, the most published, the most patents, all of the above?) What do you want these SMEs to do? What is the purpose of identifying them? Do you want to point to them in proposals as leads in particular subject areas? Do you want them to form the basis for establishing a mentoring program? Are you trying to identify a starting point for collecting their knowledge? Are you trying to give them recognition? Are you testing your senior management to see who they go to for particular expertise so that their social network becomes more visible? Do you see them as a possible way to influence senior management? Are you afraid that unless senior management recognizes their expertise in a particular area, then they are not really SMEs? All of these questions and more will actually influence your methodology for identifying SMEs. It also depends on what areas you are trying to id expertise in because depending on the level of expertise and topic, senior management may be the worst place to start. Just some thoughts for you to consider. Mark 706.447.8522
All, Probably one of the crude/easiest ways to identify SME’s in an organization would be through (a top-down approach) nominating associates who have accumulated knowledge in specific area. Just a devil’s advocate thought, could this be the right approach? Views could be biased based on experience, communication skills or other qualities. Hence, would want to learn from this group if anybody followed a structured methodology/broad guideline to identify subject matter experts. Please do share… Thanks & Regards Srinivas Prasad
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Identifying Subject Matter Experts - any structured methodology/guideline
#expertise-location
sjagannath@...
All, Probably one of the crude/easiest ways to identify SME’s in an organization would be through (a top-down approach) nominating associates who have accumulated knowledge in specific area. Just a devil’s advocate thought, could this be the right approach? Views could be biased based on experience, communication skills or other qualities. Hence, would want to learn from this group if anybody followed a structured methodology/broad guideline to identify subject matter experts. Please do share… Thanks & Regards Srinivas Prasad
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Re: Departing Knowledge
#knowledge-retention
Paulette,
This is very interesting and I am sure accelerates the development of your new people. Does your program extend to have mentoring right across the career path or just with the new joiners. What about experienced middle managers who join from other organisations? Do you match them up with experienced (slightly older?) Boeing personnel to accelerate their understanding of your orgnisation as well.
Is the purpose of the mentoring to be one way transfer of knowledge or both? Organisations often underestimate the value being brought in by the new generation, especially in the area of networking capabilities and social capital development that the younger recruits can teach the organisations how to improve in.
Regards Arthur Shelley From:
sikmleaders@... [mailto:sikmleaders@...] On Behalf Of DeGard, Paulette H
Hi Jerry,
-----Original Message-----
From: Jerry Ash [mailto:jash@...] Sent: Thursday, September 04, 2008 6:08 PM To: sikmleaders@ Subject: [sikmleaders] Departing Knowledge Hi all. I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on "Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations. and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine. ------------ Yahoo! Groups Links
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Re: MOOC on Knowledge, Learning and Connectivity
#learning
Matt Moore <laalgadger@...>
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Re: MOOC on Knowledge, Learning and Connectivity
#learning
Valdis Krebs <valdis@...>
Very interesting Dave.
toggle quoted messageShow quoted text
From my work with social/organizational/knowledge networks I have come to the conclusion of "What you know depends on Who you know" [and vice versa] -- this course aligns well with that thinking. I will "sit in" on the course... thanks! Valdis Krebs http://www.orgnet.com http://www.thenetworkthinker/com
On Sep 6, 2008, at 4:02 PM, Dave Pollard wrote:
I've enrolled in the Massive Open Online Course on Connectivism.
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MOOC on Knowledge, Learning and Connectivity
#learning
Dave Pollard <dave.pollard@...>
I've enrolled in the Massive Open Online Course on Connectivism. It's a
credit course offered through the University of Manitoba by two old
hands at KM/OL, George Siemens
and Stephen Downes, but it has 1200 enrolees from around the world
working simultaneously in 5 languages. At its heart, it's all about
knowledge, knowledge transfer and learning, but, carrying my "content
to context and collection to connection" argument one step further,
basically argues that the 'capturing' and 'acquisition' and 'transfer'
of knowledge are meaningless concepts. If you're interested in joining,
signup and full details are here, it's fully online, free, starts Monday and runs for 3 months.
What Connectivism Is: (article by Stephen Downes):
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Open Position
#jobs
giovanni.piazza@...
Dear Friends, I am looking for a Search Expert (Search as in Search Engine, not Executive Recruitment.....). I do not need a techie, but a strong Program Manager, with a high degree of expertise in Search Engines and in all the business and Information Management functions that are necessary to get a SE to perform at its best in the enterprise environment. Cleveland or Boston are preferred locations, but - as they say - in the presence of the right candidate i can be flexible. A detailed job description is below, as well as my contact information. Feel free to circulate, and thanks a million for any lead (sorry, no finder fee, but the next time we get together, drinks are on me....) G. -------------------------------------------------------------------------------------------------------------- Search Engine Program Manager Summary: The Search Engine Program Manager is responsible for all business aspects of the Ernst & Young Intranet Search Engine, including evaluating search engine effectiveness and user search experience, identifying means to improve search engine effectiveness, and implementing ongoing improvement plans, with the goal of optimizing users' search experience. Search is embedded in a variety of tools and applications, as well as in Ernst & Young's internal home page. The SEPM will work closely with other members of the knowledge team, including the User Experience Program and Taxonomy Program; Global Information Technology, including the search engine technical team; and business stakeholders, to articulate requirements, prioritize releases, and manage user and stakeholder expectations. Essential functions: · Develops an ongoing program of search engine improvement: · Works with other knowledge team members and information technology to define requirements for search engine releases · Defines processes and standards for incorporating new content into the search engine · Defines, implements, maintains and improves search engine features such as Best Bets, synonyms, advanced query guidance, thesaurus, etc. · Implements ongoing relevancy testing and improvement program · Works with information technology team to continuously improve search engine performance · Works with knowledge team members globally to test and improve search engine effectiveness in a variety of languages and content types · Collaborates with User Experience Program on periodic usability evaluations of the search engine · Reviews user feedback, stakeholder input, log file analysis, and other inputs to formulate plans for continuous search engine improvement · Identifies metrics for ongoing measurement and evaluation of search engine effectiveness Knowledge and skill requirements: · excellent written and verbal communications skills · strong presentation skills · strong analytical skills · the ability to complete multiple projects and meet deadlines in a fast-paced environment · the ability to interface with all levels of management and organize/manage virtual work teams · an understanding of teaming with culturally diverse business groups and the ability to influence diverse technical teams · proficiency in MS Office; Lotus Notes preferred · project management skills Education: · Master's degree preferred (for example, business, library science, or computer science). Experience: · 5-10 years experience in knowledge management or information management, with significant experience in search engine product management · Experience working with Autonomy's IDOL search engine highly desired · Project management experience · Experience working in professional services industry desirable Other: · This position may require some travel.
Any U.S. tax advice contained in the body of this e-mail was not intended or written to be used, and cannot be used, by the recipient for the purpose of avoiding penalties that may be imposed under the Internal Revenue Code or applicable state or local tax law provisions. ________________________________________________________________________ The information contained in this message may be privileged and confidential and protected from disclosure. If the reader of this message is not the intended recipient, or an employee or agent responsible for delivering this message to the intended recipient, you are hereby notified that any dissemination, distribution or copying of this communication is strictly prohibited. If you have received this communication in error, please notify us immediately by replying to the message and deleting it from your computer. Notice required by law: This e-mail may constitute an advertisement or solicitation under U.S. law, if its primary purpose is to advertise or promote a commercial product or service. You may choose not to receive advertising and promotional messages from Ernst & Young LLP (except for Ernst & Young Online and the ey.com website, which track e-mail preferences through a separate process) at this e-mail address by forwarding this message to no-more-mail@.... If you do so, the sender of this message will be notified promptly. Our principal postal address is 5 Times Square, New York, NY 10036. Thank you. Ernst & Young LLP
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Re: Departing Knowledge
#knowledge-retention
DeGard, Paulette H <Paulette.H.Degard@...>
Hi Jerry,
toggle quoted messageShow quoted text
Here at Boeing in my group we have created an entire toolkit for Knowledge Transfer between the generations. The toolkit includes an electronic survey to determine how to match people up for mentoring purposes, a matrix that is used to match people based on their survey answers, an analysis of usage for the different tools such as wikis, blogs, and other electronic means of communicating, a training for managers on the differences between the generations, and a process for helping managers support their employees by creating business goals that address knowledge transfer between the generations. This toolkit is being integrated into our larger knowledge management toolkit for capturing, retaining and retrieving knowledge and information in the engineering environment. One of the things we have learned is that matching senior people with new hires really doesn't work all that well. The gap between mentor and mentee should be closer to 5 years because the language between the generations is often mismatched and additionally, a new hire to Boeing would have had a totally different experience in hiring into Boeing than someone who hired in 20+ years ago. Our matrix is being used to help with these particular issues. We are still early in the deployment of the Knowledge Transfer toolkit, but so far it appears to be helping. The Knowledge Management System has been hugely successful and is being deployed across all parts of Boeing as well as our Research Center in Sheffield, England. I look forward to seeing the article in Inside Knowledge on these generational issues. Regards, Paulette Dr. Paulette DeGard Knowledge Strategist Lead, Process and Efficiency Team Flight Deck 425-717-9238 (voice) 360-550-4099 (telecommute number on Fridays)
-----Original Message-----
From: Jerry Ash [mailto:jash@...] Sent: Thursday, September 04, 2008 6:08 PM To: sikmleaders@... Subject: [sikmleaders] Departing Knowledge Hi all. I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on "Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations." Clearly, the incoming/outgoing communication and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine.com | www.kwork.org ------------------------------------ Yahoo! Groups Links
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Re: Departing Knowledge
#knowledge-retention
Jerry,
toggle quoted messageShow quoted text
I would be happy to talk in detail about some for the initiatives we were putting in place before I left Cadbury Schweppes. I have remained in touch with them on a regular basis and whilst they have slowed a little because of the restructures going on, they are still active. Before going public with the details on these I would like to verify with CS it is OK to share more widely - not my program to give away any more:) However, if Bob wants to make contact with me directly I can discuss some of the things we were doing whilst I gat the approval for my former leaders. Best regards Arthur Regards Arthur Shelley Author: The Organizational Zoo A Survival Guide to Workplace Behavior www.organizationalzoo.com Ph +61 413 047 408
-----Original Message-----
From: sikmleaders@... [mailto:sikmleaders@...] On Behalf Of Jerry Ash Sent: Friday, 5 September 2008 11:08 AM To: sikmleaders@... Subject: [sikmleaders] Departing Knowledge Hi all. I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on "Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations." Clearly, the incoming/outgoing communication and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine.com | www.kwork.org ------------------------------------ Yahoo! Groups Links -- No virus found in this incoming message. Checked by AVG. Version: 7.5.524 / Virus Database: 270.6.16/1653 - Release Date: 5/09/2008 6:57 AM
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Departing Knowledge
#knowledge-retention
Jerry Ash <jash@...>
Hi all.
I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on “Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations.” Clearly, the incoming/outgoing communication and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine.com | www.kwork.org
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Following the Recipe -- with Disastrous Results
#knowledge-capture
When I was a KMer, I often used the analogy of recipes to try to
explain how knowledge could be captured and shared. Here's a vivid example of the dangers blindly following a recipe. (The recipe called for 20 whole nutmegs instead of 2 pinches of ground nutmeg.) See https://www.thelocal.se/20080829/14000/ The comments about the error are quite interesting. If you use this example in a teaching context, here are two questions you may want to ask. 1) How would you have reacted if your spouse gave you this recipe and asked you to make it for them for their birthday? How would your answer differ if she/he gave you the recipe and 20 fresh nutmegs at the same time? 2) If your boss invited you to his/her home for dinner for the first time and served this horribly overspiced cake, would you have eaten your entire portion? How about if your mom served it? These questions get at the topics of 1) what kind of idiot would make this cake? and 2) what kind of idiot would eat it? The answer is, naturally, "Idiots just like you and me!" but the discussion should be fun. Cheers, Bruce Karney SolarCity (formerly of HP's KM Organization) bkarney@...
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Bangkok, London, Paris, Tokyo and... Bognor Regis
#personal
Matt Moore <laalgadger@...>
Hi,
Following on from the US/Canada excursion earlier this year, I will be in Bangkok (subject to civil unrest & flight cancellations), London, Paris, various parts of Japan and, yes, Bognor Regis over the course of the next few weeks. Bangkok - 12-14 Sept London - 15/22/23/24 Sept Paris - 16-19 Sept Japan - 24-30 Sept Let me know if anyone fancies a coffee and a rant. Matt
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Graduate schools for KM?
#learning
alicemacgillivray <alice@...>
Several years ago, Michael Sutton compiled a report of about 30 pages
about graduate programs in KM. I know it is out of date, but he may be willing to share it; I know you are both on LinkedIn. I am in the final stages of a PhD program at Fielding Graduate University in a concentration they call "Information Society and Knowledge Organizations." There is enough flexibility to make that any variation on KM that would interest a scholar practitioner. Alex Bennet and Juanita Brown are two of the graduates. --- In sikmleaders@..., "Stan Garfield" <stangarfield@...> wrote: <http://groups.yahoo.com/group/sikmleaders/files/Community%20of%20Consul\; ting%20%20SI%20KM%20Leaders%20%20-%20Member%20List.doc> in the Files
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Re: August 2008 SIKM Call: Marc Solomon of PRTM - Content Supply? Meet Knowledge Demand! The Case for Knowledge Planners
#monthly-call
Marc Solomon <spinvillage@...>
SIKMers,
As follow-up to last week's "densely delivered" one-way discussion on Knowledge Planning I've blogged some of the presentation notes for the purpose of sparking the responses that had no chance to air on our call last week. The first two posts can be found at: http://attspin.blogspot.com/2008/08/case-for-knowledge-planners-sikm- forum.html http://attspin.blogspot.com/2008/08/case-for-knowledge-planners-part- 2.html For the purposes of continuity and mapping can attendees post any questions or comments to this thread instead of the blog? Thanks for your participation, Marc Solomon spinvillage@... http://attspin.blogspot.com 617.549.9022 --- In sikmleaders@..., "Stan Garfield" <stangarfield@...> wrote: PRTM on "Content Supply? Meet Knowledge Demand! The Case for Knowledge20and%2\ 0Knowledge20Demand.pdf20and%\ 20Knowledge20Demand.pdf> . The call was recorded and can belistened to at http://www.divshare.com/download/5207514-648participant: discussion regarding some KM initiatives in their early, vulnerable stages, sothis call, as always, was encouraging."this thread.send a note to stangarfield@...postID=lM8V8gFhJnuT\ NLh1T61getRn5c6Wctt0yw_F3xNrAut8CjdhB8HRCM9EyH7nB0FLs6DlwMfHgSo7XD4sOy c> with the topic and the desired month.the New Enterprise"and Retaining Expertise"knowledge ecosystem"Business Workflow"project outcomes (with an emphasis on knowledge transfer)"developed by Natural Resources Canada"method=reportRo\ ws&tbl=1&sortBy=1&sortDir=up>20Consul\ ting%20%20SI%20KM%20Leaders%20%20-%20Member%20List.doc>to use a Yahoo! email address. In fact, you can use any email address youlike. If you used an email address which you don't regularly check, andwould like to change to a better one, follow these instructions.sent to (you can add an email address if the one you want is not listed).
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Re: Graduate schools for KM?
#learning
Patti,
We include KM as one of the 12 courses in our MBA program at RMIT University (Melbourne Australia). RMIT also facilitates PhD and Doctorate programs in Project management and several of the candidates have had a strong Knowledge management emphasis in them.
Andre Saito is probably your best contact. He was completing a PhD at the Japan Advanced Institute of Science and Technology on post graduate KM courses, 4 of them PhD and 40 masters level courses. He summarised postgraduate courses and classified the courses into themes of Strategy, Information, Human and Computing. I have not been on contact for about 18 months, but his email at the time was
Another interesting experiment about to start is an on-line collaborative “KM course” facilitated by George Siemens at the University of Manitoba. See: http://ltc.umanitoba.ca/connectivism/
Sounds like you are doing some interesting research, is it part of a larger program or just personal interests? Regards Arthur Shelley From:
sikmleaders@... [mailto:sikmleaders@...] On Behalf Of Patti Anklam
Hi,
I’d appreciate any information, suggestions, recommendations for universities (US and other) that offer PhDs in knowledge management.
Thanks,
/patti
Patti Anklam http://www.pattiank Net Work: A Practical Guide to Creating and Sustaining Networks at Work and in the World is now available at Amazon.com and other online booksellers.
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Re: Graduate schools for KM?
#learning
Bill Dixon
Hello Patti,
Walden University offers a PhD in Applied
Management and Decisions Sciences with an option for an emphasis in
KM.
I will presenting a subset of my dissertation from
that program at the World Congress on Computing next month. My personal
web page has background information and a link to the book chapter I'll be
discussing.
http://home.comcast.net/~wm_dixon/.
Besides looking forward to the trip to Milan, I am looking forward to
exploring the feasiblity of applying the research methodology and conclusions
outside the US. I got some very intriguing feedback during the
peer-review process.
Regards,
Bill Dixon
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Re: Graduate schools for KM?
#learning
Steve Denning
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Re: Graduate schools for KM?
#learning
Patti, See The Knowledge Management Education Wiki at http://knowledge-management-education.wikispaces.com/ and in our Member list in the Files folder under Universities. We also have some members who are currently pursuing their degrees, and I invite them to reply with details. Regards,
--- In sikmleaders@..., "Patti Anklam" wrote: > > I'd appreciate any information, suggestions, recommendations for > universities (US and other) that offer PhDs in knowledge management.
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Re: Graduate schools for KM?
#learning
Allan Crawford
Patti,
There are at least two master’s degree programs in the US. One at Cal State Northridge – which is an online program. And one at Kent State.
I know that a couple of the Army guys that are now teaching at West Point did their PhD’s in KM at George Washington in DC. I think that the program was in the Engineering Department. Kent Greenes is now involved with GW and may have more insights into what they have to offer.
From:
sikmleaders@... [mailto:sikmleaders@...] On Behalf Of Patti Anklam
Hi,
I’d appreciate any information, suggestions, recommendations for universities (US and other) that offer PhDs in knowledge management.
Thanks,
/patti
Patti Anklam http://www.pattiank Net Work: A Practical Guide to Creating and Sustaining Networks at Work and in the World is now available at Amazon.com and other online booksellers.
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