Date   

Re: The alliance of learning and development to knowledge management #learning

Paul McDowall
 

Hi Stephen,
I will be pleased to send it to you if you send me your email address.  Yes it was extremely successful in addressing primary, secondary and tertiary objectives.  In short, the primary and secondary objectives pertained to getting individuals to a functional level of performance just in time/as soon as possible and to increase overall performance through significant increases in collaboration.  I developed a multi-leveled approach for measurement and evaluation but in the end, all the metrics and anecdotal information was important as supporting 'hard data' and reference, but of significantly lesser relevance to senior leaders than the knowledge and confidence that their people were performing well.  When very senior leaders (Assistant Deputy Ministers), middle managers and staff tell you that they (and their people) could not do what they need to do without you, that is the greatest testament to success I've seen.  
Best
Paul


Paul McDowall
Know How Works Consulting Ltd
Ottawa, Canada
Cell: 613-796-7257
LinkedIn: Paul McDowall

 



Re: The alliance of learning and development to knowledge management #learning

Paul McDowall
 

Hi Bill,
I will send it to you directly. Yes, it's a case study of the program I developed and ran in a central government agency over a number of years.  Due its success it was officially recognized at the highest levels of government as an exemplary practice.  
Best
Paul


Paul McDowall
Know How Works Consulting Ltd
Ottawa, Canada
Cell: 613-796-7257
LinkedIn: Paul McDowall

 



Faculty Opening for the Goodyear Professor in Knowledge Management at Kent State University #jobs #learning

Thomas J. Froehlich
 

The Kent State University School of Library and Information Science (SLIS) seeks a thought leader in knowledge management from academic, corporate, non-profit or government ranks, for appointment as distinguished Goodyear Professor in the area of Information Architecture and Knowledge Management (IAKM).  Although the formal job posting indicates a non-tenure track (NTT) position, faculty appointment level may be tenure-track (TT) or non-tenure-track (NTT), at the Associate or Full Professor rank, commensurate with experience and/or with expected or achieved doctorate.  An endowment from the Goodyear Tire and Rubber Company supports the position and provides additional research support.

 

SLIS launched the IAKM program  in 2001, and has developed a national reputation with rapid growth. The Goodyear Professorship offers the opportunity to combine the strengths of this established program with a vision for advancement of the discipline and the development of new leaders in professional practice. The ideal candidate will have significant experience in practice and demonstrated leadership in the field. We are particularly interested in candidates who seek to build bridges between professional practice and academic practice in collaboration with allied units within the university, and among practitioners in industry, government, and other institutions.

 

The Master’s of Science program in Information Architecture and Knowledge Management is a unique, innovative program with three concentrations: Health Informatics, Knowledge Management, and User Experience Design.  All three concentrations of the Master’s program are offered fully online. In addition, post-Bachelor’s Graduate Certificates are offered in the areas of Health Informatics and Knowledge Management..  Our Knowledge Management program regularly offers courses in: communities of practice; organizational learning; organizational culture; knowledge organization systems; business narrative and storytelling; semantic analysis methods; document management; and knowledge assessment and evaluation. We seek a colleague interested in framing and enhancing the scope of the program, including the development of new course offerings.

 

Facilities include a state-of-the-art usability lab , fully-digital classrooms with the most current hardware and software, a broad range of state-of-the-art distance education tools, including interactive television and web-based synchronous and asynchronous learning technologies, such as Blackboard, as well as instructional design support.

 

Qualifications include (1) a Ph.D. degree in Library and Information Science, Knowledge Management or a related field; or (2) in special cases with significant professional experience and visibility, a Master’s degree in Information Science, Knowledge Management or related field with substantial experience and demonstrated leadership and scholarship in knowledge management in industry, business, non-profits or government.  As noted above,the formal job posting indicates a non-tenure track (NTT)position; however, faculty appointment level may be tenure-track or non-tenure-track, at the Associate or Full Professor rank, commensurate with experience and/or with expected or achieved doctorate.   Salary is competitive; benefits are excellent. The position is available for the Fall 2016.  Applications will be accepted until the position is filled; review of applicants will begin in the early Spring, 2016.  

 

About Applying

A letter of interest and vitae should be submitted online at https://jobs.kent.edu/postings/7278.  (Look for position #998000.) Names of at least three references should be provided with the application. For additional information about the position, interested parties should contact:

 

David Robins, Chair, Search Committee

School of Library and Information Science

Kent State University

P.O. Box 5190

Kent, Ohio 44242-0001

Phone (SLIS): 330/672-2782

Phone (Robins): 330/672-5852

Fax: 330/672-7965

 

Kent State University supports equal opportunity, affirmative action and diversity in

education and employment.  Applications from minority group members and women are

encouraged.

 

About The School of Library and Information Science

The School of Library and Information Science (SLIS) has a proud tradition of commitment to the professional LIS community in Ohio, with resources and newly renovated facilities at two locations in the state -- on the main campus of Kent State University in Kent and in the State Library of Ohio in Columbus. The School competes in the national arena through its quality online degree programs that boast strong, healthy enrollment. Creative, innovative, collaborative and highly productive faculty puts the School in the international spotlight with an excellent record of scholarship, teaching and obtaining grants. SLIS offers an ALA-accredited Master of Library and Information Science (MLIS), a Master of Science (MS) in Information Architecture and Knowledge Management (IAKM), and a number of certificates. The School also offers specialized areas of study as part of the college-wide, interdisciplinary Ph.D. in Communication and Information. The MLIS is ranked 18th in the nation by U.S. News and World Report, and the youth services specialization ranks 10th. Program strengths include a concentration in K-12 school librarianship and specializations in public librarianship, children's and young adult librarianship, organization of information, digital preservation, and museum studies, among others. The MS in IAKM offers concentrations in the emerging fields of health informatics, knowledge management, and user experience design. Both degrees are offered fully online.

 

About Kent State University

Kent State University is:

 

·         Ranked among the nation's top 74 public high-research universities by the Carnegie Foundation for the Advancement of Teaching;

·         Recognized as a "Great College to Work For" three times by The Chronicle of Higher Education;

·         Characterized by the classic-yet-modern main campus, with beautiful buildings surrounded by park-like landscaped green spaces;

·         Located in Kent, Ohio, where a city renaissance of new restaurants and specialty shops have brought a renewed energy to an already vibrant downtown;

·         Within 40 minutes of world-class dining, museums, professional sports and Fortune 500 companies in major metropolitan areas (Cleveland, Akron, Canton and Youngstown);

·         The alma mater of more than 214,000 alumni worldwide.

 

Additional information about the university is available at http://www.kent.edu/.

 

Kent State University is committed to the creation and nurturing of a diverse community of individuals through inclusive excellence. Diversity involves recognizing the value of differences and the inclusion of all members of the community. This is one of several core values we embrace as we strive for a culturally diverse student body, faculty and staff that reflect the multicultural nature of Ohio, the nation, and our world. Our diverse community reflects the unique strengths and abilities, which contribute to our pursuit of Inclusive Excellence in Action.



Re: The alliance of learning and development to knowledge management #learning

Randhir Pushpa
 

Hi Ruth,

 

This is very relevant area and I had mentioned about this in one of my earlier mails. Through my KM  practices I am realising that KM is disruptive and one of the functions that will be impacted will be the learning and training department as a formal function in organizations. When an organization manages and builds its knowledge proactively, the need of this function will cease to exist. Basically it will become redundant.

 

Last year when I was promoting a culture of self-learning, I had many instances where I worked closely with the Learning department.

The tools that we came out with to assess knowledge gaps ended up feeding into the training requirements. I realised that most of the traditional function can be automated through tools, when a culture of self-learning kicks in and the rest of the activities can be managed by a generalists.

 

Regards

 

Randhir


On Tue, Mar 8, 2016 at 1:25 AM, rkustoff@... [sikmleaders] <sikmleaders@...> wrote:
 

I am a learning strategist. One of my goals in helping clients is to improve employee performance through better information sharing and knowledge management. As informal learning in the organization continues to grow, it is important to capture knowledge and index it for easy searching and retrieval. 


I recently wrote a blog about the value and necessity of learning and development partnering with knowledge management. You can read it here 


I would welcome your comments and thoughts on how the line between learning and KM is narrowing and that the two functions should begin to foster a co-existence. 


If this is already underway at any of your organizations I'd be very interested to know about it. 


thank you. 



Re: The alliance of learning and development to knowledge management #learning

andrewmuras
 

KM and Collaboration have been a part of our learning and organization design efforts at BAE Systems for the past 3-4 years.  After having experienced KM reporting through many different chains, the HR/Learning/OD chain might be one of the better fits for KM - particularly when you consider changes in today's learning environment and expectations.  While the original post primarily referenced learning, there's also a close tie between OD and KM, particularly when considering SNA/ONA and many other common KM techniques.  Here's a link to an article we published about our initial efforts in KM and learning from the Training Institute Quarterly, http://www.slideshare.net/andrewmuras/speeding-the-business-of-learning-through-collaboration-and-km-training-quarterly. Thank you.  Andrew


Re: The alliance of learning and development to knowledge management #learning

 

Arthur

 

Simply. Well said!

 

Bill

 

 

 

  

 

Learn more about the solutions and value we provide at www.workingknowledge-csp.com

 

 

 

From: sikmleaders@... [mailto:sikmleaders@...]
Sent: March 08, 2016 21:42
To: sikmleaders@...
Subject: RE: [sikmleaders] The alliance of learning and development to knowledge management

 

 

Ruth and Wendy,

 

In the best environments KM and Learning are completely interdependent (and creativity, leadership and innovation are also part of this essential network).

 

Optimal learning is not the just passing of existing knowledge from one experienced person to other parties, it is the co-creation of knowledge through facilitating the exchange of diverse perspectives in a constructive environment. KM is about leveraging that newly created knowledge to generate value.  Sadly most organisations do not make these links.

 

Regards

Arthur Shelley

Intelligent Answers

Founder: The Organizational Zoo Ambassadors Network

Author: The Organizational Zoo & Being a Successful Knowledge Leader

New Book due out 2016: KNOWledge SUCCESSion

Mb. +61 413 047 408  Skype: Arthur.Shelley  Twitter: @Metaphorage

LinkedIn: https://www.linkedin.com/profile/view?id=4229168

Free behavioural profiles: www.organizationalzoo.com

Blog: www.organizationalzoo.com/blog

 

From: sikmleaders@... [mailto:sikmleaders@...]
Sent: Tuesday, 8 March 2016 7:58 AM
To: KM Leaders <sikmleaders@...>
Subject: RE: [sikmleaders] The alliance of learning and development to knowledge management

 

 

Ruth Kustoff and all,

The certainty of a strong link between L&D and KM is one of my favorite topics.   I think of it this way:  L&D and KM share the objective of getting the right know-how to the right person at the right time.....in the most effective way possible.  The most effective way will be a combination of classroom instruction AND strong ability to track down folks with the wisdom and experience you need.

I read  your blog - it's good.

Where we may differ in views:  collecting and tagging information so that folks are no longer spending 25% of their day looking {searching} for it is only one piece of the puzzle.  Much of this is personal; i.e. Training and KM allow someone who needs insight to gain it from someone else...whether it be an instructor or a fellow member of a network of people that share that person's discipline.

Every employee needs to understand that -- for every challenge they are about to undertake -- there is a person or group of people that has already taken on a similar challenge and learned from it.  So why reinvent the wheel or start from scratch - right?   The Learning & Development / KM - combo revelation is knowing the knowledge already exists out there.  Well-organized files is part of the answer.  But that's the tip of the iceberg compared to the 'live' wisdom and insight waiting --- again, either via an instructor OR via colleagues and peers who daily share similar challenges.

kind regards,
Wendy


To: sikmleaders@...
From: sikmleaders@...
Date: Mon, 7 Mar 2016 11:55:48 -0800
Subject: [sikmleaders] The alliance of learning and development to knowledge management

 


I am a learning strategist. One of my goals in helping clients is to improve employee performance through better information sharing and knowledge management. As informal learning in the organization continues to grow, it is important to capture knowledge and index it for easy searching and retrieval. 


I recently wrote a blog about the value and necessity of learning and development partnering with knowledge management. You can read it here 


I would welcome your comments and thoughts on how the line between learning and KM is narrowing and that the two functions should begin to foster a co-existence. 


If this is already underway at any of your organizations I'd be very interested to know about it. 


thank you. 


Re: The alliance of learning and development to knowledge management #learning

Albert Simard
 

I have always considered learning to be part of knowledge management.  I note, however, that a number of comments seem to focus on individual learning.  From a KM perspective, my view is that learning takes place at three levels: individual, group, and organizational.  The latter two are social rather than cognitive processes.  Further, double-loop learning takes place when an organization adapts its goals or processes based on what it learns.  Unless learning is applied, it is primarily an academic effort.

 

Al


Re: The alliance of learning and development to knowledge management #learning

Murray Jennex
 

a further thought, is it possible that management considers KM a substitute for learning rather than KM and learning being interdependent?  If so could this be a reason why learning is dropped in many KM initiatives?....murray e. jennex
 

In a message dated 3/9/2016 12:54:30 A.M. Pacific Standard Time, sikmleaders@... writes:


To second what is said below in my 2005 paper on KM Success Models we identified 12 critical success factors of which two, having an organizational culture that supports learning and having a learning organization are directly related to learning and KM.  Also, my track at the Hawaii International Conference on Systems Sciences started as a minitrack on Organizational Learning that morphed to a minitrack on Organizational Learning and Organizational Memory which morphed into a minitrack on KM which morphed to a track on KM which morphed into a track on Knowledge Systems which today is now a track on Knowledge, Innovation, and Entrepreneurial Systems.  The point I'm making is that the roots of KM are in learning and I agree that yet we seem to have to relearn this every few years.  Perhaps because organizational management wants technical solutions and tends to not want to have to recognize the need for learning.  Thanks....murray e. jennex, san diego state university, editor in chief international journal of knowledge management
 
In a message dated 3/8/2016 5:17:28 A.M. Pacific Standard Time, sikmleaders@... writes:


I've seen, first-hand, literally hundreds of KM attempts across government over a nearly 20-year period and in the truly effective instances of KM, Organizational Learning and Knowledge Management have almost always been integrated to the extent that it isn't clear whether it's one or the other.  The program I developed in 2000 for a central government agency, recognized two years in a row as an exemplary practice across government, was indeed an integration of the two. To many of my clients I was often known as 'the learning guy', a label I wore proudly.  Organizations like APQC have long advocated the philosophical and practical links between the two.  IMHO it's obvious, but it's also obvious that here in 2016 there are still many KM practitioners who don't really understand it.  One of my hobby-horses is that we as KM practitioners have not been good at learning about the integration of learning and KM.  Oh sure, we attend conferences where case studies are presented and we read journals and we attend workshops and even certification courses, but there are still many KM practitioners for whom KM is more about developing a repository than fostering (organizational) learning, and then we wonder why people aren't using the repository.  It smacks of square pegs and round holes.

I wonder if we focussed more on the true objective (learning) and only secondarily on the enabling practices, if we'd would have a greater track record of successful KM initiatives.  

Thanks for stimulating this conversation.
Best
Paul         


Re: The alliance of learning and development to knowledge management #learning

Murray Jennex
 

To second what is said below in my 2005 paper on KM Success Models we identified 12 critical success factors of which two, having an organizational culture that supports learning and having a learning organization are directly related to learning and KM.  Also, my track at the Hawaii International Conference on Systems Sciences started as a minitrack on Organizational Learning that morphed to a minitrack on Organizational Learning and Organizational Memory which morphed into a minitrack on KM which morphed to a track on KM which morphed into a track on Knowledge Systems which today is now a track on Knowledge, Innovation, and Entrepreneurial Systems.  The point I'm making is that the roots of KM are in learning and I agree that yet we seem to have to relearn this every few years.  Perhaps because organizational management wants technical solutions and tends to not want to have to recognize the need for learning.  Thanks....murray e. jennex, san diego state university, editor in chief international journal of knowledge management
 

In a message dated 3/8/2016 5:17:28 A.M. Pacific Standard Time, sikmleaders@... writes:


I've seen, first-hand, literally hundreds of KM attempts across government over a nearly 20-year period and in the truly effective instances of KM, Organizational Learning and Knowledge Management have almost always been integrated to the extent that it isn't clear whether it's one or the other.  The program I developed in 2000 for a central government agency, recognized two years in a row as an exemplary practice across government, was indeed an integration of the two. To many of my clients I was often known as 'the learning guy', a label I wore proudly.  Organizations like APQC have long advocated the philosophical and practical links between the two.  IMHO it's obvious, but it's also obvious that here in 2016 there are still many KM practitioners who don't really understand it.  One of my hobby-horses is that we as KM practitioners have not been good at learning about the integration of learning and KM.  Oh sure, we attend conferences where case studies are presented and we read journals and we attend workshops and even certification courses, but there are still many KM practitioners for whom KM is more about developing a repository than fostering (organizational) learning, and then we wonder why people aren't using the repository.  It smacks of square pegs and round holes.

I wonder if we focussed more on the true objective (learning) and only secondarily on the enabling practices, if we'd would have a greater track record of successful KM initiatives.  

Thanks for stimulating this conversation.
Best
Paul         


Re: The alliance of learning and development to knowledge management #learning

Arthur Shelley
 

Ruth and Wendy,

 

In the best environments KM and Learning are completely interdependent (and creativity, leadership and innovation are also part of this essential network).

 

Optimal learning is not the just passing of existing knowledge from one experienced person to other parties, it is the co-creation of knowledge through facilitating the exchange of diverse perspectives in a constructive environment. KM is about leveraging that newly created knowledge to generate value.  Sadly most organisations do not make these links.

 

Regards

Arthur Shelley

Intelligent Answers

Founder: The Organizational Zoo Ambassadors Network

Author: The Organizational Zoo & Being a Successful Knowledge Leader

New Book due out 2016: KNOWledge SUCCESSion

Mb. +61 413 047 408  Skype: Arthur.Shelley  Twitter: @Metaphorage

LinkedIn: https://www.linkedin.com/profile/view?id=4229168

Free behavioural profiles: www.organizationalzoo.com

Blog: www.organizationalzoo.com/blog

 

From: sikmleaders@... [mailto:sikmleaders@...]
Sent: Tuesday, 8 March 2016 7:58 AM
To: KM Leaders
Subject: RE: [sikmleaders] The alliance of learning and development to knowledge management

 

 

Ruth Kustoff and all,

The certainty of a strong link between L&D and KM is one of my favorite topics.   I think of it this way:  L&D and KM share the objective of getting the right know-how to the right person at the right time.....in the most effective way possible.  The most effective way will be a combination of classroom instruction AND strong ability to track down folks with the wisdom and experience you need.

I read  your blog - it's good.

Where we may differ in views:  collecting and tagging information so that folks are no longer spending 25% of their day looking {searching} for it is only one piece of the puzzle.  Much of this is personal; i.e. Training and KM allow someone who needs insight to gain it from someone else...whether it be an instructor or a fellow member of a network of people that share that person's discipline.

Every employee needs to understand that -- for every challenge they are about to undertake -- there is a person or group of people that has already taken on a similar challenge and learned from it.  So why reinvent the wheel or start from scratch - right?   The Learning & Development / KM - combo revelation is knowing the knowledge already exists out there.  Well-organized files is part of the answer.  But that's the tip of the iceberg compared to the 'live' wisdom and insight waiting --- again, either via an instructor OR via colleagues and peers who daily share similar challenges.

kind regards,
Wendy


To: sikmleaders@...
From: sikmleaders@...
Date: Mon, 7 Mar 2016 11:55:48 -0800
Subject: [sikmleaders] The alliance of learning and development to knowledge management

 


I am a learning strategist. One of my goals in helping clients is to improve employee performance through better information sharing and knowledge management. As informal learning in the organization continues to grow, it is important to capture knowledge and index it for easy searching and retrieval. 


I recently wrote a blog about the value and necessity of learning and development partnering with knowledge management. You can read it here 


I would welcome your comments and thoughts on how the line between learning and KM is narrowing and that the two functions should begin to foster a co-existence. 


If this is already underway at any of your organizations I'd be very interested to know about it. 


thank you. 


Re: The alliance of learning and development to knowledge management #learning

rkustoff@...
 

Hi Paul - 
Thank you for sharing your insights and experience. I appreciate it. 

Since I'm on the learning side, I am so pleased to hear you recognize the importance of learning working together with KM for real success. To you point towards the end of your comments, I think it's so important to look at the people side of things and knowledge management. Before implementing technology or repositories, we need to understand what individuals need and want in them to be able to set them up accordingly. Then, there needs to be an "introductory" period where users of the repository or technology learn and understand how it works, and why. If the logic behind it can be explained, I think using it becomes more integrated into work routines. 


Re: The alliance of learning and development to knowledge management #learning

Stephen Bounds
 

Hi Paul,

I'd also like to see the full case study if possible.

The excerpt you provided is interesting but it didn't obviously answer the question I'm really interested in: did you end up increasing the period staff stayed in their roles, decreasing the time required to become competent, or both?

Cheers,
-- Stephen.

====================================
Stephen Bounds
Director & Principal Consultant
knowquestion Pty Ltd
E: sb@...
M: 0401 829 096
====================================

On 9/03/2016 2:16 AM, 'bill@...' bill@... [sikmleaders] wrote:
Yes, would you please? Thank you.

Is it about this client in the public sector mentioned?

Best

Bill

*From:*sikmleaders@... [mailto:sikmleaders@...]
*Sent:* March 08, 2016 10:06
*To:* sikmleaders@...
*Subject:* RE: [sikmleaders] Re: The alliance of learning and
development to knowledge management

Hi Bill,

It's a fascinating (to me at least) story of the highs and lows of an
extremely successful KM program that, in the end, suffered from a
well-intentioned but ill-informed executive decision taken at the higest
levels without asking for input. I wrote a case study on it entitled
/The Rise and Fall of Exemplary Practice in Government: A Case Study of
the Learning and Knowledge Management Program in the Treasury Board of
Canada Secretariat/, for the ArkGroup publication /Gaining Buy-in For
KM/, Ark Group, 2014. I also placed an excerpt of the case study on my
website (www.knowhowworks.com <http://www.knowhowworks.com>), and here's
a direct link to the excerpt -
http://media.wix.com/ugd/a7bc43_efdbd6e469f54c98ac1d5f41d668457f.pdf.
If this case study is of interest, please let me know and I can send
you the full document.

Best

Paul


Re: The alliance of learning and development to knowledge management #learning

 

Yes, would you please? Thank you.

 

Is it about this client in the public sector mentioned?

 

Best

 

Bill

 

From: sikmleaders@... [mailto:sikmleaders@...]
Sent: March 08, 2016 10:06
To: sikmleaders@...
Subject: RE: [sikmleaders] Re: The alliance of learning and development to knowledge management

 

 

Hi Bill,

It's a fascinating (to me at least) story of the highs and lows of an extremely successful KM program that, in the end, suffered from a well-intentioned but ill-informed executive decision taken at the higest levels without asking for input.  I wrote a case study on it entitled The Rise and Fall of Exemplary Practice in Government: A Case Study of the Learning and Knowledge Management Program in the Treasury Board of Canada Secretariatfor the ArkGroup publication Gaining Buy-in For KM, Ark Group, 2014.  I also placed an excerpt of the case study on my website (www.knowhowworks.com), and here's a direct link to the excerpt - http://media.wix.com/ugd/a7bc43_efdbd6e469f54c98ac1d5f41d668457f.pdf.  If this case study is of interest, please let me know and I can send you the full document. 

Best

Paul

 


Re: The alliance of learning and development to knowledge management #learning

Paul McDowall
 

Hi Bill,
It's a fascinating (to me at least) story of the highs and lows of an extremely successful KM program that, in the end, suffered from a well-intentioned but ill-informed executive decision taken at the higest levels without asking for input.  I wrote a case study on it entitled The Rise and Fall of Exemplary Practice in Government: A Case Study of the Learning and Knowledge Management Program in the Treasury Board of Canada Secretariatfor the ArkGroup publication Gaining Buy-in For KM, Ark Group, 2014.  I also placed an excerpt of the case study on my website (www.knowhowworks.com), and here's a direct link to the excerpt - http://media.wix.com/ugd/a7bc43_efdbd6e469f54c98ac1d5f41d668457f.pdf.  If this case study is of interest, please let me know and I can send you the full document. 
Best
Paul
 


Re: The alliance of learning and development to knowledge management #learning

 

Hi Paul

 

What was the outcome of sustaining this program referenced below? (The program I developed in 2000 for a central government agency, recognized two years in a row as an exemplary practice across government, was indeed an integration of the two.”

 

I work a lot in the public sector and I would be interested in which agency this was and what happened over time and the reasons for the outcome(s).  Would you share this?

 

Many thanks

 

Bill

 

 

 

 

  

 

Learn more about the solutions and value we provide at www.workingknowledge-csp.com

 

 

 

From: sikmleaders@... [mailto:sikmleaders@...]
Sent: March 08, 2016 08:17
To: sikmleaders@...
Subject: [sikmleaders] Re: The alliance of learning and development to knowledge management

 

 

I've seen, first-hand, literally hundreds of KM attempts across government over a nearly 20-year period and in the truly effective instances of KM, Organizational Learning and Knowledge Management have almost always been integrated to the extent that it isn't clear whether it's one or the other.  The program I developed in 2000 for a central government agency, recognized two years in a row as an exemplary practice across government, was indeed an integration of the two. To many of my clients I was often known as 'the learning guy', a label I wore proudly.  Organizations like APQC have long advocated the philosophical and practical links between the two.  IMHO it's obvious, but it's also obvious that here in 2016 there are still many KM practitioners who don't really understand it.  One of my hobby-horses is that we as KM practitioners have not been good at learning about the integration of learning and KM.  Oh sure, we attend conferences where case studies are presented and we read journals and we attend workshops and even certification courses, but there are still many KM practitioners for whom KM is more about developing a repository than fostering (organizational) learning, and then we wonder why people aren't using the repository.  It smacks of square pegs and round holes.

 

I wonder if we focussed more on the true objective (learning) and only secondarily on the enabling practices, if we'd would have a greater track record of successful KM initiatives.  

 

Thanks for stimulating this conversation.

Best

Paul         


Re: The alliance of learning and development to knowledge management #learning

Paul McDowall
 

I've seen, first-hand, literally hundreds of KM attempts across government over a nearly 20-year period and in the truly effective instances of KM, Organizational Learning and Knowledge Management have almost always been integrated to the extent that it isn't clear whether it's one or the other.  The program I developed in 2000 for a central government agency, recognized two years in a row as an exemplary practice across government, was indeed an integration of the two. To many of my clients I was often known as 'the learning guy', a label I wore proudly.  Organizations like APQC have long advocated the philosophical and practical links between the two.  IMHO it's obvious, but it's also obvious that here in 2016 there are still many KM practitioners who don't really understand it.  One of my hobby-horses is that we as KM practitioners have not been good at learning about the integration of learning and KM.  Oh sure, we attend conferences where case studies are presented and we read journals and we attend workshops and even certification courses, but there are still many KM practitioners for whom KM is more about developing a repository than fostering (organizational) learning, and then we wonder why people aren't using the repository.  It smacks of square pegs and round holes.

I wonder if we focussed more on the true objective (learning) and only secondarily on the enabling practices, if we'd would have a greater track record of successful KM initiatives.  

Thanks for stimulating this conversation.
Best
Paul         


Re: The alliance of learning and development to knowledge management #learning

Matt Moore <innotecture@...>
 

Hi,


When I was @ IBM Business Consulting Services in the early 00s, L&D and KM were combined. It was a great learning experience. If you look at the work of the late Jay Cross in Informal Learning, most of what he recommends was already being done by some KM groups.

At their best, both KM and L&D are about improving individual and collective performance. With a focus on value.

At their most primitive, L&D people churn out courses (either classroom or eLearning) and KM people look after content databases. With a focus on volume. Unfortunately many organisations are still at this stage.

702010 appears in a lot of slide decks but it's more honored in the breach than the observance.

Regards,

Matt


Re: The alliance of learning and development to knowledge management #learning

Wendy Valot <wcvalot@...>
 

Ruth Kustoff and all,

The certainty of a strong link between L&D and KM is one of my favorite topics.   I think of it this way:  L&D and KM share the objective of getting the right know-how to the right person at the right time.....in the most effective way possible.  The most effective way will be a combination of classroom instruction AND strong ability to track down folks with the wisdom and experience you need.

I read  your blog - it's good.

Where we may differ in views:  collecting and tagging information so that folks are no longer spending 25% of their day looking {searching} for it is only one piece of the puzzle.  Much of this is personal; i.e. Training and KM allow someone who needs insight to gain it from someone else...whether it be an instructor or a fellow member of a network of people that share that person's discipline.

Every employee needs to understand that -- for every challenge they are about to undertake -- there is a person or group of people that has already taken on a similar challenge and learned from it.  So why reinvent the wheel or start from scratch - right?   The Learning & Development / KM - combo revelation is knowing the knowledge already exists out there.  Well-organized files is part of the answer.  But that's the tip of the iceberg compared to the 'live' wisdom and insight waiting --- again, either via an instructor OR via colleagues and peers who daily share similar challenges.

kind regards,
Wendy


To: sikmleaders@...
From: sikmleaders@...
Date: Mon, 7 Mar 2016 11:55:48 -0800
Subject: [sikmleaders] The alliance of learning and development to knowledge management

 

I am a learning strategist. One of my goals in helping clients is to improve employee performance through better information sharing and knowledge management. As informal learning in the organization continues to grow, it is important to capture knowledge and index it for easy searching and retrieval. 


I recently wrote a blog about the value and necessity of learning and development partnering with knowledge management. You can read it here 


I would welcome your comments and thoughts on how the line between learning and KM is narrowing and that the two functions should begin to foster a co-existence. 


If this is already underway at any of your organizations I'd be very interested to know about it. 


thank you. 


The alliance of learning and development to knowledge management #learning

rkustoff@...
 

I am a learning strategist. One of my goals in helping clients is to improve employee performance through better information sharing and knowledge management. As informal learning in the organization continues to grow, it is important to capture knowledge and index it for easy searching and retrieval. 


I recently wrote a blog about the value and necessity of learning and development partnering with knowledge management. You can read it here 


I would welcome your comments and thoughts on how the line between learning and KM is narrowing and that the two functions should begin to foster a co-existence. 


If this is already underway at any of your organizations I'd be very interested to know about it. 


thank you. 


Re: Knowledge migration - high level advice #call-center

Louis-Pierre Guillaume
 

Hi Michael

I would sample their knowledge base.

Solution 1: select randomly a small proportion of their article, say 5%. For the random selection, list all their article by ID. If you have 1000 articles, you take one article every 20 (50 articles in total) .

Solution 2: make a stratified sampling, by dividing the articles into several homogeneous groups. You select randomly 5% of the articles in each group (same as in solution 1). This solution gives a better result.

Best regards,
Louis-Pierre

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