Date   

Re: Best practices for new employees engagement #CoP #engagement

Tammy Bearden
 

How about a new employee welcome email on day 2 (or first day of second week) to ask how their first day (or week) went?
 
Make it all about them....ask if they have any unanswered questions still lingering, based on what they were exposed to in orientation or first day/week from a corporate perspective (non-job function specific, unless you want those Qs too.)  Assure them you will get back to them (and follow through.) Then tell them there are experts and others with similar interests and roles they can tap to get questions answered or to just connect with (can be a lonely world the first day/week), then list the CoPs offered, with clickable links to read about each one and to join.
 
Another option would be to have them complete a skills and interests profile at orientation.  That would identify which CoP(s) might be a good fit for them, then reach back out suggesting those CoPs. If using a system for your CoPs with employee profiles, like Yammer, or Sharepoint, or Chatter(?) it should be easy to automate.  If your # of new employees and # of CoPs is moderate, even a more manual effort would likely pay off for the level of engagement you can gain while catching them early.
 
Ideally, you could subscribe all new employees to a "first year" CoP that offers new employees a chance to connect with other new employees and a few more veteraned SMEs that have a passion for engaging the new employees in all that your company has to offer them.
 
I'll be curious after you gather all the feedback how you will mesh the collective ideas together to develop your own solution that fits your culture and context best. 
 
Best of luck!
 
Tammy
 

--- On Wed, 10/10/12, bahramiroxana wrote:

From: bahramiroxana
Subject: [sikmleaders] Best practices for new employees engagement
To: sikmleaders@...
Date: Wednesday, October 10, 2012, 4:41 PM

 

I am looking for best practices for engaging new employees to communities of practice in our organization. One simple idea would be adding some general information to the new employee's orientation....any other thoughts?
Thank you in advance- Roxana


Best practices for new employees engagement #CoP #engagement

Roxana Bahrami
 

I am looking for best practices for engaging new employees to communities of practice in our organization. One simple idea would be adding some general information to the new employee's orientation....any other thoughts?
Thank you in advance- Roxana


IKNS master's thesis interview request #research

Alexis Adair
 

I have to say, I'm almost overwhelmed by how many people have already responded to my request for interviewees, both volunteering to be interviewed, and providing research suggestions, resources and guidance. Thank you all so much!

If you've emailed me or replied on-list and I haven't responded yet, please forgive me, and know that I will respond soon. I was pleasantly surprised by the volume of replies, and am steadily working my way through them.

Thank you again - I am incredibly grateful to you all and to this group!

Alexis


Re: IKNS master's thesis interview request #research

Arthur Shelley
 

Alexis,

I am happy to chat with you about your research. The short answer is, in my experience, most passionate KM practitioners get a real mix of feelings resulting from their professional activities. 
This is very aligned with Amabile's findings...

We greatly enjoy delivering value with and for others. This "meaningful work" is what drives us to do more, along with the social and professional relationships we build with others who think and behave like us. To a significant extent these two factors are what keeps groups like SIKM Leaders, KM4Dev, actKM, KMLF etc together. They develop a strong sense of community identity around these values and common views about what is meaningful & worthwhile.

At the same time (also discussed by Amabile) is the strong sense of frustration that commonly occurs when (seemingly intelligent) decision-makers are not supportive. Yes, I agree it up us to "sell" the benefits of our initiatives and demonstrate the performance improvements this brings. However, too often good ideas are killed before they can be delivered through lack of support (or worse lip service).

So KM work both makes us happy and also can cause sadness and frustration. Being successful at KM requires a great deal of passion & persistence. It requires a very thick skin and a good understanding that attention spans (maintaining mind space) are very short - as are the timeframes in which decision-makers operate (and how we are measured).

Arthur
Tweeting as Metaphorage

On 07/10/2012, at 20:11, Zorica Uzelac <lelauzelac@...> wrote:

 

Dear Alexis,
 I am professor of Mathematics and  Knowledge Management at Faculty of technical Sciences, University of  Novi Sad, Serbia, Europe (www.ftn.uns.ac.rs). I think it would be interesting to establish communication and cooperation. We could   organize similar research here and compare the results.   I expect that the results would be different given that our economies are quite different.

Prof. dr Zorica Uzelac
Faculty of Technical Sciences
University of Novi Sad
Serbia


--- On Sat, 10/6/12, Alexis <alexisadair@...> wrote:

From: Alexis <alexisadair@...>
Subject: [sikmleaders] IKNS master's thesis interview request
To: sikmleaders@...
Date: Saturday, October 6, 2012, 6:27 PM

 

Greetings, SIKM Leaders,

As you may recall from my earlier introduction, I'm a master's degree candidate in Columbia University's Information and Knowledge Strategy program. I'm studying possible connections between KM practices and employee happiness. For those of you who may have seen my requests in a LinkedIn Group or the SIKM Boston group, I apologize for the duplication, and beg your indulgence.

I'm seeking interview subjects, and am interested in speaking with either KM leaders or practitioners, to find out what KM practices your organization uses, and how they impact employees' work and their feelings and perceptions of the work and/or the organization. Interviewees and their organizations can, of course, remain anonymous, although I would appreciate it if I can gather at least some basic demographic information (company size, industry, your role within the organization).

If you're willing to donate approximately 1/2 an hour of your time to a master's graduate student studying knowledge management and employee happiness, please contact me at one of the following: alexisadair@...; aea2146@...; (646) 369-0492.

I may not be able to offer much in return, but any interviewee will be entitled to a copy of the completed capstone paper, if you would like one. I'm also on the schedule for October 2013 to speak to the SIKM Leaders group regarding my research results.

Thank you for considering my request. And to those of you I've already interviewed or am scheduled to interview - thank you! I've had several wonderful, fruitful conversations already.

Regards,

Alexis Adair

P.S. To offer a preliminary illustration, research by Teresa Amabile and Steven Kramer has identified the single biggest factor in a positive inner work life as "making progress in meaningful work." So to the extent that KM approaches might help an employee make progress (perhaps by automating a process on an intranet), remove barriers to progress (say, by making it easier to find experts on a topic), and/or provide meaning to the work, then those KM approaches may be contributing to employee "happiness". Amabile's research also identified seven catalysts for a positive inner work life, one of which is "learning from problems and successes," which happens to be a common KM practice (lessons learned, after action reviews, sharing best practices), thus providing a clear connection to producing "happiness".


Re: IKNS master's thesis interview request #research

Zorica Uzelac
 

Dear Alexis,
 I am professor of Mathematics and  Knowledge Management at Faculty of technical Sciences, University of  Novi Sad, Serbia, Europe (www.ftn.uns.ac.rs). I think it would be interesting to establish communication and cooperation. We could   organize similar research here and compare the results.   I expect that the results would be different given that our economies are quite different.

Prof. dr Zorica Uzelac
Faculty of Technical Sciences
University of Novi Sad
Serbia


--- On Sat, 10/6/12, Alexis wrote:

From: Alexis
Subject: [sikmleaders] IKNS master's thesis interview request
To: sikmleaders@...
Date: Saturday, October 6, 2012, 6:27 PM

 

Greetings, SIKM Leaders,

As you may recall from my earlier introduction, I'm a master's degree candidate in Columbia University's Information and Knowledge Strategy program. I'm studying possible connections between KM practices and employee happiness. For those of you who may have seen my requests in a LinkedIn Group or the SIKM Boston group, I apologize for the duplication, and beg your indulgence.

I'm seeking interview subjects, and am interested in speaking with either KM leaders or practitioners, to find out what KM practices your organization uses, and how they impact employees' work and their feelings and perceptions of the work and/or the organization. Interviewees and their organizations can, of course, remain anonymous, although I would appreciate it if I can gather at least some basic demographic information (company size, industry, your role within the organization).

If you're willing to donate approximately 1/2 an hour of your time to a master's graduate student studying knowledge management and employee happiness, please contact me at one of the following: alexisadair@...; aea2146@...; (646) 369-0492.

I may not be able to offer much in return, but any interviewee will be entitled to a copy of the completed capstone paper, if you would like one. I'm also on the schedule for October 2013 to speak to the SIKM Leaders group regarding my research results.

Thank you for considering my request. And to those of you I've already interviewed or am scheduled to interview - thank you! I've had several wonderful, fruitful conversations already.

Regards,

Alexis Adair

P.S. To offer a preliminary illustration, research by Teresa Amabile and Steven Kramer has identified the single biggest factor in a positive inner work life as "making progress in meaningful work." So to the extent that KM approaches might help an employee make progress (perhaps by automating a process on an intranet), remove barriers to progress (say, by making it easier to find experts on a topic), and/or provide meaning to the work, then those KM approaches may be contributing to employee "happiness". Amabile's research also identified seven catalysts for a positive inner work life, one of which is "learning from problems and successes," which happens to be a common KM practice (lessons learned, after action reviews, sharing best practices), thus providing a clear connection to producing "happiness".


IKNS master's thesis interview request #research

Alexis Adair
 

Greetings, SIKM Leaders,

As you may recall from my earlier introduction, I'm a master's degree candidate in Columbia University's Information and Knowledge Strategy program. I'm studying possible connections between KM practices and employee happiness. For those of you who may have seen my requests in a LinkedIn Group or the SIKM Boston group, I apologize for the duplication, and beg your indulgence.

I'm seeking interview subjects, and am interested in speaking with either KM leaders or practitioners, to find out what KM practices your organization uses, and how they impact employees' work and their feelings and perceptions of the work and/or the organization. Interviewees and their organizations can, of course, remain anonymous, although I would appreciate it if I can gather at least some basic demographic information (company size, industry, your role within the organization).

If you're willing to donate approximately 1/2 an hour of your time to a master's graduate student studying knowledge management and employee happiness, please contact me at one of the following: alexisadair@...; aea2146@...; (646) 369-0492.

I may not be able to offer much in return, but any interviewee will be entitled to a copy of the completed capstone paper, if you would like one. I'm also on the schedule for October 2013 to speak to the SIKM Leaders group regarding my research results.

Thank you for considering my request. And to those of you I've already interviewed or am scheduled to interview - thank you! I've had several wonderful, fruitful conversations already.

Regards,

Alexis Adair

P.S. To offer a preliminary illustration, research by Teresa Amabile and Steven Kramer has identified the single biggest factor in a positive inner work life as "making progress in meaningful work." So to the extent that KM approaches might help an employee make progress (perhaps by automating a process on an intranet), remove barriers to progress (say, by making it easier to find experts on a topic), and/or provide meaning to the work, then those KM approaches may be contributing to employee "happiness". Amabile's research also identified seven catalysts for a positive inner work life, one of which is "learning from problems and successes," which happens to be a common KM practice (lessons learned, after action reviews, sharing best practices), thus providing a clear connection to producing "happiness".


Government Information Analytics Conference 2012 #conferences #analytics

Simard, Albert <albert.simard@...>
 

Greetings SIKM Leaders -

 

For those who might have been considering attending the Government Information Analytics Conference in Washington DC Nov 28-29, I’ll be giving a paper in the KM track.  So….?  The significance is that when you register, if you use the “code” word “SPEAKER, ” you can get a $200. discount.

 

If anyone is going to the conference, it would be good to get together.

 

Al Simard

 

 


Job opening: Director of Knowledge Management #jobs

Stan Garfield
 

Search for the Director of Knowledge Management

Center for Devices & Radiological Health (CDRH) / Office of Surveillance & Biometrics (OSB)

Food and Drug Administration (FDA)

Silver Spring, MD (Washington DC metropolitan area)

September 2012

 

The Food and Drug Administration (FDA) is responsible for protecting and promoting the public health, through theregulation and supervision of food safetytobacco products, medications, vaccinesblood productsveterinary products,medical devices, and electromagnetic radiation emitting devices.  In the Center for Devices and Radiological Health (CDRH, "the Center"), we focus on activities and outcomes that protect and promote public health, so that patients and providers have timely and continued access to safe, effective, and high-quality medical devices and safe radiation-emitting products.  We provide consumers, patients, their caregivers, and providers with understandable and accessible science-based information about the products we oversee.  We facilitate medical device innovation by advancing regulatory science, providing industry with predictable, consistent, transparent, and efficient regulatory pathways, and assuring consumer confidence in devices marketed in the U.S.

 

CDRH is seeking a talented Knowledge Management (KM) expert to lead the new KM program for the Center.  This is an exciting opportunity to advance knowledge-sharing in the Center, as the Center fulfills its responsibility for assuring the safety and effectiveness of medical devices and electronic radiation-emitting products produced or marketed in the United States.  By leading the change that fosters a culture of sharing, the KM Director can have a significant impact on how CDRH does work that has significant impact on the public health.

 

As Director of KM, the incumbent will be responsible for serving as the principal advisor to the Center Director, and the Director of the Office of Surveillance and Biometrics (OSB), and other key officials on the development and implementation of the Center's KM program.  A comprehensive KM program is expected to make the most current and highest quality knowledge readily available and easily accessible to all Center staff, to enable fully informed and timely decisions about medical devices, to characterize their risks and benefits, and to frame the gaps in understanding of the current state of medical devices.  The KM Director will help change the culture to minimize knowledge gaps and maximize knowledge flows across the entire organization.

 

The Director will lead the development of an overarching KM framework, a key Center strategic priority, from which all KM activities will follow.  This framework will ensure all KM activities meet certain criteria and requirements to ensure maximum knowledge flow across the Center, that content created and captured is managed and governed to ensure credibility and findability, that best practices are shared Center-wide, and that processes and methodologies are leveraged as much as possible to minimize redundancies and conserve resources.  The KM Director will develop and implement other related processes and methodologies to manage certain knowledge types and make these available to the Center for implementation.

 

The KM Director will participate on various Center committees and working groups to maximize exposure and awareness of Center activities, which will lead to greater understanding of knowledge flow requirements and bottlenecks.  The KM Director will assure education and training of CDRH staff on KM practices and behaviors that will lead to institutional sharing and collaboration, increase staff awareness and knowledge about collaboration processes and technologies, and drive personal and organizational KM adoption and use.  The education and training will directly support the KM program, and, therefore, will support the CDRH strategic priorities. 

 

The KM Director will advocate for increased knowledge flow and transfer activities within and across CDRH, the FDA, the Department of Health and Human Services, the federal government, and their constituents.

 

 

Bill Permison

FDA Contract Recruiter

A+ Government Solutions, Inc.

1900 N. Beauregard Street

Suite 105

Alexandria, VA 22311

301-570-4095 voice

301-366-3661 cell

bpermison@...

www.aplusgov.com


Re: Yammer (or other similar tools) usage policies? #Yammer

Nicky Hayward-Wright
 

As a business and enterprise Yammer client you get access to the Yammer Community Network (YCN) - ask your Customer Success Manager for access. Within YCN there are plenty of examples of usage policies for both internal and external networks. 

Our Parent Network (internal) usage policy is based on our 10 Principles of Online Behaviour, which I developed and the verified with staff at a social media knowledge cafe. This guideline is support by our Social Media Policy.


Only Do Good .... follow the 10 Principles of Online Engagement

At a glance:

1. Follow relevant policies and guidelines 
2. Be a good GS1 Australia ambassador (relevant for external Networks) 
3. Be transparent (relevant for external Networks) 
4. Protect your own privacy 
5. Add value to build a sense of community 
6. Consider what you say before you say it 
7. Respect people's privacy 
8. Admit a mistake and fix it 
9. Consider copyright and use discretion when publishing content 
10. Make sure your personal online activities don’t interfere with your job performance

The external networks' usage policy is based on the above, however modified for the group and if required regulatory requirements; i.e. includes Trade Practice's Act.

Welcome to GS1 Australia XXX Network! Our goal is to provide a collaborative environment for you to connect with other members of the GS1 Australia XXX Network, post questions and comments, provide feedback, share resources, store and access meeting material.

This Network is 'self moderating' with community management support.

Rules of online Conduct:

Your activity on GS1 Australia XXX Network is governed by the following guidelines:

  • Everything that said in this Network remains in this Network. Members share confidential information and stories; this confidentially must be respected.

  • Don’t do anything that may reflect negatively on you or your company.

  • Remain respectful - Consider what you say before you say it. Use clear, friendly language. Remember when challenging, you are challenging the opinion or argument and not the person.

  • Respect people’s privacy.

  • Add value to build a sense of community. News is informative, statements are interesting, questions provoke thought and judgments limit exploration; use each one wisely.

  • Admit a mistake and fix it.

  • Consider intellectual property (including copyright) and use discretion when publishing content.

Trade Practices Notice:

Participants on GS1 work groups, or other similar bodies, must always remember the purpose of the work group is to enhance the ability of all industry members to compete more efficiently and effectively to provide better value to the consumer or end user.

GS1 activity almost always involves the cooperation of competitors; therefore great care must be taken to assure compliance with trade practices laws in Australia and in other jurisdictions.

Hope the above is useful. 

Regards
Nicky Hayward-Wright
Senior Advisor, Knowledge Management
GS1 Australia


Re: Yammer (or other similar tools) usage policies? #Yammer

Brennan, Sharon F <sharon.f.brennan@...>
 

This is the video that Telstra developed as part of their social media policy.  It covers not only Yammer but external sites such as Twitter etc.  http://exchange.telstra.com.au/3rs/.  We also have an elearning course, but I believe the video is more useful/engaging for staff and of course easier to share with SIKM.  The Dept of Justice here also has a very good video for their staff: http://www.youtube.com/watch?v=8iQLkt5CG8I

 


Sharon Brennan  Manager Collaboration & Knowledge
Program Office | Customer Sales & Service | IT  |  Telstra Operations

P  03 8649 4462  |  M  0419 135 404  |  E  sharon.f.brennan@... |  W  www.telstra.com

 

This communication may contain confidential or copyright information of Telstra Corporation Limited (ABN 33 051 775 556).  If you are not an intended recipient, you must not keep, forward, copy, use, save or rely on this communication, and any such action is unauthorised and prohibited. If you have received this communication in error, please reply to this email to notify the sender of its incorrect delivery, and then delete both it and your reply.

 

From: sikmleaders@... [mailto:sikmleaders@...] On Behalf Of hanley1995
Sent: Tuesday, 2 October 2012 11:47 AM
To: sikmleaders@...
Subject: [sikmleaders] Re: Yammer (or other similar tools) usage policies?

 

 

I don't know if this is exactly what you are looking for, but I think you could get some inspiration and great ideas from the publicly available social media policies. The link below is an incredibly comprehensive list (with links) to the most comprehensive collection of social media policies I've ever seen. I have several clients who have used the policies from Coca Cola and Intel as the basis of their guidelines for Yammer-type tools. You can find the links for both of these excellent documents at the site below.

http://socialmediagovernance.com/policies.php

Sue Hanley

--- In sikmleaders@..., Sean Fox <sfoxca@...> wrote:
>
>
> Hello all,
>
> We've just purchased the enterprise version of Yammer and are just starting our project planning. Would anyone be willing to share their usage policies for enterprise collaboration tools such as Yammer or Jive? Thanks in advance,
>
> Sean Fox
> Washington, DC
>


Re: Yammer (or other similar tools) usage policies? #Yammer

Susan Hanley
 

I don't know if this is exactly what you are looking for, but I think you could get some inspiration and great ideas from the publicly available social media policies. The link below is an incredibly comprehensive list (with links) to the most comprehensive collection of social media policies I've ever seen. I have several clients who have used the policies from Coca Cola and Intel as the basis of their guidelines for Yammer-type tools. You can find the links for both of these excellent documents at the site below.

http://socialmediagovernance.com/policies.php

Sue Hanley

--- In sikmleaders@..., Sean Fox <sfoxca@...> wrote:


Hello all,

We've just purchased the enterprise version of Yammer and are just starting our project planning. Would anyone be willing to share their usage policies for enterprise collaboration tools such as Yammer or Jive? Thanks in advance,

Sean Fox
Washington, DC


Yammer (or other similar tools) usage policies? #Yammer

Sean Fox
 

Hello all,
 
We've just purchased the enterprise version of Yammer and are just starting our project planning.  Would anyone be willing to share their usage policies for enterprise collaboration tools such as Yammer or Jive?  Thanks in advance,

Sean Fox
Washington, DC


Re: 4th Annual SIKM Leaders KMWorld Dinner 2012 #KMWorld

Susan Hanley
 

You don't have to be attending KM World 2012 to attend the dinner! If you are based in the DC area or will be in town on October 18, please RSVP and join us!

Sue Hanley

--- In sikmleaders@..., "StanGarfield" <stangarfield@...> wrote:

Thanks to Sue Hanley for once again arranging our annual dinner. Please
RSVP directly to her, and don't reply to this post.
Thanks also to John Hovell for coordinating a meeting of the local
Unstructured Happy Hour with the dinner event.
Headed to KMWorld 2012 in Washington, DC? Please join us for the fourth
annual SIKM Leaders KMWorld dinner!


If you are planning to come to KMWorld in Washington DC in November,
please plan on joining fellow members of the SIKM Leaders Community and
the Unstructured Happy Hour for dinner on Thursday night, October 18,
2012. We've had a great time and great conversation in previous
years, so RSVP soon - you don't want to miss this!

Here are the details:

Place: McCormick & Schmick's Seafood Restaurant 901 F Street NW,
Washington DC 20004

http://www.mccormickandschmicks.com/locations/washington-dc/washington-d\;
c/fstreetnw.aspx
<http://www.mccormickandschmicks.com/locations/washington-dc/washington-\;
dc/fstreetnw.aspx>

Time: 6:30 pm, Thursday, October 18, 2012

Price: approx. $40 per person (inclusive of tax and tip – does not
include adult beverages) Everyone will pay their own way and get their
own receipt (cash is appreciated by the restaurant but not required)

Menu: TBD (but there will an option for vegetarians)

Please RSVP to Sue Hanley at sue@...
<mailto:sue@...> no later than Monday, October 15. When you
RSVP, be sure to indicate how many are in your party.


Knowledge Engineer #learning

Karen Campbell
 

Colleagues,
I was interested in taking online the Knowledge Engineer course with EKnolwedge Cenre. I emailed them with questions, but received no response. Do you know if they are still active?

Karen P. Campbell
Knowledge Co-ordinator


4th Annual SIKM Leaders KMWorld Dinner 2012 #KMWorld

Stan Garfield
 

Thanks to Sue Hanley for once again arranging our annual dinner. Please RSVP directly to her, and don't reply to this post.

Thanks also to John Hovell for coordinating a meeting of the local Unstructured Happy Hour with the dinner event.

Headed to KMWorld 2012 in Washington, DC? Please join us for the fourth annual SIKM Leaders KMWorld dinner!

If you are planning to come to KMWorld in Washington DC in November, please plan on joining fellow members of the SIKM Leaders Community and the Unstructured Happy Hour for dinner on Thursday night, October 18, 2012. We've had a great time and great conversation in previous years, so RSVP soon - you don't want to miss this!

Here are the details:

Place: McCormick & Schmick's Seafood Restaurant 901 F Street NW, Washington DC 20004

http://www.mccormickandschmicks.com/locations/washington-dc/washington-dc/fstreetnw.aspx 

Time: 6:30 pm, Thursday, October 18, 2012

Price: approx. $40 per person (inclusive of tax and tip – does not include adult beverages) Everyone will pay their own way and get their own receipt (cash is appreciated by the restaurant but not required)

Menu: TBD (but there will an option for vegetarians)

Please RSVP to Sue Hanley at sue@... no later than Monday, October 15. When you RSVP, be sure to indicate how many are in your party.


Opening in our monthly presentation schedule #monthly-call

Stan Garfield
 

There is an opening for a new presenter for the June 18, 2013 monthly call.  If you are willing to fill this slot, please let me know. Three options:
  1. You are currently scheduled to present (see http://tech.groups.yahoo.com/group/sikmleaders/database?method=reportRows&tbl=2 ) and would like to change dates.
  2. You are not currently scheduled to present, but would like to - please provide the topic.
  3. You don't wish to present, but would like to suggest a topic for a discussion or for someone else to present.

Thanks for your help.


KIM2013 #conferences

Brian Brian <brian1042@...>
 


 
 
KIM2013, Knowledge and Information Management Comference
 
www.theorsociety.com/kim2013




Re: Recommended Reading on Mentoring #mentor

Marcia Conner <marcia@...>
 

Cory,

I'd recommend Teach What You Know: A Practical Leader's Guide to Knowledge Transfer Using Peer Mentoring by Steve Trautman. I worked with Steve at Microsoft in the late 80s/early 90s, and he's truly wonderful. This book distills down all he's learned while working with organizations over the years.


He also offers some resources on his website. Here's a link directly to the tools: http://j.mp/P3Ed3B

In learning,

- Marcia

----

Marcia Conner
marcia@...
http://marciaconner.com
1+540-849-9011 (mobile)
@marciamarcia


On Mon, Sep 17, 2012 at 8:11 PM, Stuart French <sjfrenc@...> wrote:
 

I have a book at home Cory, I'll see if I can find it tonight.


Business Victoria have a Small Business mentoring program that I have heard is quite good at linking people up.  Details here and I am sure these sorts of services exist in most cities:  http://www.business.vic.gov.au/business-contacts-and-advisers/mentors 

Stu French.


On 17 September 2012 22:52, Cory Banks <cory.banks@...> wrote:
 

Fellow KMers,


I will be running a workshop in a few weeks on designing mentoring programs that work.

Whilst applying my experiences with program design, change management and knowledge transfer, I was wanting to provide a list of specific reading on mentoring models and practices.

What would you recommend as far as books, blogs or articles on mentoring?

I have sites from:
I'll be updating the Mentoring page on the Knowledge Bucket (http://bit.ly/kbucket) with the references I collect and your contributions. 

Thanks in advance!

Cory Banks




--
Kind regards,

Stuart French
Blog: http://www.deltaknowledge.net/
www.linkedin.com/in/stuartfrench

.


Re: Recommended Reading on Mentoring #mentor

Jeff Stemke <jstemke@...>
 

One of the most practical books on mentoring I've seen is "Teach What You Know" by Steve Trautman. It helps the expert create an effective mentoring plan that breaks work down into manageable chunks and can demonstrate measurable learning results. Steve includes many tips for setting a great mentor/mentee relationship.

-- Jeff



 
Email: jeff@...


Re: Who are Best-in-class Companies for Lessons Learned Reuse? #lessons-learned

James Robertson
 

This year's Intranet Innovation Award winners will include an
organisation that has done some very nice work re: lessons learnt
on their intranet.

With the Award winners not officially announced until next week,
I can't say more than that. Watch this space!

Cheers,
James

Does anyone have opinions on what companies are best examples for reusing lessons learned? We are most interested in US and European based companies at this time.

In our context it is about applying technical learnings from past projects into new projects. Project management, team dynamics and process based learnings are all good, but technical learnings is our current focus.

Thanks!
Dean Testa
The Goodyear Tire & Rubber Company
Manager - RDE&Q Knowledge Management Office



------------------------------------

Yahoo! Groups Links


--
-------------------------
James Robertson, Managing Director
Step Two Designs

Email: jamesr@...
Web: www.steptwo.com.au
Phone: +61 2 9319 7901

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