Date   

Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

John Hovell <jhovell@...>
 

We have a four step "knowledge transfer" process, happy to share anytime...


On 15 Jul 2016, at 14:09, David Smith davidlamarsmith@... [sikmleaders] <sikmleaders@...> wrote:

 

We are in agreement. I was just providing my experience. The Master Classes is an excellent way to pass knowledge to peers and others who seek knowledge from the retiree. Anything done to save the knowledge for easy retrieval is a plus.


David Smith

On Jul 14, 2016, at 9:28 PM, Wendy Valot wcvalot@... [sikmleaders] <sikmleaders@...> wrote:


I can't quite tell, David, if you are agreeing with some of the insight I shared or not.
 
To clarify, I wasn't condoning documents or videos, either.....especially if they are not utilized.
 
To clarify:
a) With Knowledge categorization -- it would be critical knowledge.  So we agree there.  I was adding that it should, ideally, be sorted [on line, searchable] in your company or client's existing taxonomy.  For me that it usually by major discipline and roles within that discipline.  
b) With Masters Classes -- again -- it's meant to be live with the benefit of the insight being what it passed along in that session.  I think of it as a type of accelerated apprenticeship.... to give a small group / audience insight into how that expert thinks and makes decisions.
 
I hope that helps!
Wendy Valot
 

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 19:14:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool -- for Maximum future value

 
I’ve done videos with retirees and various elicitation sessions and ended with documents and videos that are really not used. Concentrating on the critical knowledge needed by peers and the retiree’s organization at least solves their initial worries.  
 
Good luck.
David Smith


On Jul 14, 2016, at 4:51 PM, Wendy Valot wcvalot@... [sikmleaders] <sikmleaders@...> wrote:


Jeffrey, David and All,
 
This is a great conversation stream, and much needed in organizations -- not just for retirees, but for all organizations that are or will be in flux.
 
I wanted to continue this discussion stream with points on two topics: a) knowledge categorization and b) masters classes.
 
a) Knowledge Categorization
To add to David Smith's great insight below -- I would say 'begin with the end in mind' -- i.e.  the template will have the most future value if it includes a way to organize the insight for future use.  With that in mind - my key question would be:  
  • What are the top 5 to 10 job responsibilities for which the expert is accountable?  
  • And then -- within those 5 to 10 accountabilities -- add David's questions.
 
Example:  If the expert's #1 job responsibility focused around developing cost or time estimates, "Estimating" could be the first level of knowledge categorization.  THEN we'd add as requirements on the template:
  • critical knowledge from retiree viewpoint - 
  • resources (documents & people) of knowledge {AKA - Knowledge Source}
  • who seeks support from retiree  {Audience}
  • etc.
  • etc.
 
b) Masters Classes
Jeffrey -- I am hoping you have at least a few weeks time with this retiree, because -- as you know -- some of the best knowledge can't be written down or stored.  And David definitely addresses that when with his bullet item of "Build plan to transfer knowledge and fill gaps".   What I've seen work well for tacit transfer = a Masters Class....and maybe you are already planning one.  This class is not about a slide presentation by the expert.  It's about a small group of folks, the future audience for the expert's insight, getting with the expert and seeing how they truly think and solve problems.   Ideally -- the expert helps come up with scenarios in which a problem needs to be solved and there are alternative actions to take...and the audience / participants 'work' with the expert while they reason through to the correct scenario.
 
I hope some or all of this is helpful!   Please let me know if you'd like more insight on either the categorization scheme idea above or the Masters Class info.
 
Best regards,
Wendy Valot
  

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 15:00:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool
 
Here is my general outline
 
Planning session with retiree
  • Determine critical knowledge from retiree viewpoint
  • Define resources (documents & people) of knowledge
  • List who seeks support from retiree
 
  • Determine plan to collect and store retiree knowledge library
  • Planning session with people who seek support from retiree
  • Include retiree peers and organization + include replacement
  • Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide
  • Compare knowledge needs with retiree knowledge list and determine knowledge gaps
  • Build plan to transfer knowledge and fill gaps

David Smith

On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this. 

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you. 


Jeffrey












Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

David Smith <davidlamarsmith@...>
 

We are in agreement. I was just providing my experience. The Master Classes is an excellent way to pass knowledge to peers and others who seek knowledge from the retiree. Anything done to save the knowledge for easy retrieval is a plus.

David Smith

On Jul 14, 2016, at 9:28 PM, Wendy Valot wcvalot@... [sikmleaders] <sikmleaders@...> wrote:


I can't quite tell, David, if you are agreeing with some of the insight I shared or not.
 
To clarify, I wasn't condoning documents or videos, either.....especially if they are not utilized.
 
To clarify:
a) With Knowledge categorization -- it would be critical knowledge.  So we agree there.  I was adding that it should, ideally, be sorted [on line, searchable] in your company or client's existing taxonomy.  For me that it usually by major discipline and roles within that discipline.  
b) With Masters Classes -- again -- it's meant to be live with the benefit of the insight being what it passed along in that session.  I think of it as a type of accelerated apprenticeship.... to give a small group / audience insight into how that expert thinks and makes decisions.
 
I hope that helps!
Wendy Valot
 

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 19:14:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool -- for Maximum future value

 
I’ve done videos with retirees and various elicitation sessions and ended with documents and videos that are really not used. Concentrating on the critical knowledge needed by peers and the retiree’s organization at least solves their initial worries.  
 
Good luck.
David Smith


On Jul 14, 2016, at 4:51 PM, Wendy Valot wcvalot@... [sikmleaders] <sikmleaders@...> wrote:


Jeffrey, David and All,
 
This is a great conversation stream, and much needed in organizations -- not just for retirees, but for all organizations that are or will be in flux.
 
I wanted to continue this discussion stream with points on two topics: a) knowledge categorization and b) masters classes.
 
a) Knowledge Categorization
To add to David Smith's great insight below -- I would say 'begin with the end in mind' -- i.e.  the template will have the most future value if it includes a way to organize the insight for future use.  With that in mind - my key question would be:  
  • What are the top 5 to 10 job responsibilities for which the expert is accountable?  
  • And then -- within those 5 to 10 accountabilities -- add David's questions.
 
Example:  If the expert's #1 job responsibility focused around developing cost or time estimates, "Estimating" could be the first level of knowledge categorization.  THEN we'd add as requirements on the template:
  • critical knowledge from retiree viewpoint - 
  • resources (documents & people) of knowledge {AKA - Knowledge Source}
  • who seeks support from retiree  {Audience}
  • etc.
  • etc.
 
b) Masters Classes
Jeffrey -- I am hoping you have at least a few weeks time with this retiree, because -- as you know -- some of the best knowledge can't be written down or stored.  And David definitely addresses that when with his bullet item of "Build plan to transfer knowledge and fill gaps".   What I've seen work well for tacit transfer = a Masters Class....and maybe you are already planning one.  This class is not about a slide presentation by the expert.  It's about a small group of folks, the future audience for the expert's insight, getting with the expert and seeing how they truly think and solve problems.   Ideally -- the expert helps come up with scenarios in which a problem needs to be solved and there are alternative actions to take...and the audience / participants 'work' with the expert while they reason through to the correct scenario.
 
I hope some or all of this is helpful!   Please let me know if you'd like more insight on either the categorization scheme idea above or the Masters Class info.
 
Best regards,
Wendy Valot
  

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 15:00:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool
 
Here is my general outline
 
Planning session with retiree
  • Determine critical knowledge from retiree viewpoint
  • Define resources (documents & people) of knowledge
  • List who seeks support from retiree
 
  • Determine plan to collect and store retiree knowledge library
  • Planning session with people who seek support from retiree
  • Include retiree peers and organization + include replacement
  • Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide
  • Compare knowledge needs with retiree knowledge list and determine knowledge gaps
  • Build plan to transfer knowledge and fill gaps

David Smith

On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this. 

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you. 


Jeffrey











Re: Job Opportunity: Sr. Director, Knowledge Management at Jhpiego.org (Baltimore, MD) #jobs

Susan Hanley
 

The position at Jhpiego has been filled.


Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

Wendy Valot <wcvalot@...>
 

I can't quite tell, David, if you are agreeing with some of the insight I shared or not.
 
To clarify, I wasn't condoning documents or videos, either.....especially if they are not utilized.
 
To clarify:
a) With Knowledge categorization -- it would be critical knowledge.  So we agree there.  I was adding that it should, ideally, be sorted [on line, searchable] in your company or client's existing taxonomy.  For me that it usually by major discipline and roles within that discipline. 
b) With Masters Classes -- again -- it's meant to be live with the benefit of the insight being what it passed along in that session.  I think of it as a type of accelerated apprenticeship.... to give a small group / audience insight into how that expert thinks and makes decisions.
 
I hope that helps!
Wendy Valot
 

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 19:14:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool -- for Maximum future value

 
I’ve done videos with retirees and various elicitation sessions and ended with documents and videos that are really not used. Concentrating on the critical knowledge needed by peers and the retiree’s organization at least solves their initial worries.  
 
Good luck.
David Smith


On Jul 14, 2016, at 4:51 PM, Wendy Valot wcvalot@... [sikmleaders] <sikmleaders@...> wrote:


Jeffrey, David and All,
 
This is a great conversation stream, and much needed in organizations -- not just for retirees, but for all organizations that are or will be in flux.
 
I wanted to continue this discussion stream with points on two topics: a) knowledge categorization and b) masters classes.
 
a) Knowledge Categorization
To add to David Smith's great insight below -- I would say 'begin with the end in mind' -- i.e.  the template will have the most future value if it includes a way to organize the insight for future use.  With that in mind - my key question would be:  
  • What are the top 5 to 10 job responsibilities for which the expert is accountable?  
  • And then -- within those 5 to 10 accountabilities -- add David's questions.
 
Example:  If the expert's #1 job responsibility focused around developing cost or time estimates, "Estimating" could be the first level of knowledge categorization.  THEN we'd add as requirements on the template:
  • critical knowledge from retiree viewpoint - 
  • resources (documents & people) of knowledge {AKA - Knowledge Source}
  • who seeks support from retiree  {Audience}
  • etc.
  • etc.
 
b) Masters Classes
Jeffrey -- I am hoping you have at least a few weeks time with this retiree, because -- as you know -- some of the best knowledge can't be written down or stored.  And David definitely addresses that when with his bullet item of "Build plan to transfer knowledge and fill gaps".   What I've seen work well for tacit transfer = a Masters Class....and maybe you are already planning one.  This class is not about a slide presentation by the expert.  It's about a small group of folks, the future audience for the expert's insight, getting with the expert and seeing how they truly think and solve problems.   Ideally -- the expert helps come up with scenarios in which a problem needs to be solved and there are alternative actions to take...and the audience / participants 'work' with the expert while they reason through to the correct scenario.
 
I hope some or all of this is helpful!   Please let me know if you'd like more insight on either the categorization scheme idea above or the Masters Class info.
 
Best regards,
Wendy Valot
  

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 15:00:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool
 
Here is my general outline
 
Planning session with retiree
  • Determine critical knowledge from retiree viewpoint
  • Define resources (documents & people) of knowledge
  • List who seeks support from retiree
 
  • Determine plan to collect and store retiree knowledge library
  • Planning session with people who seek support from retiree
  • Include retiree peers and organization + include replacement
  • Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide
  • Compare knowledge needs with retiree knowledge list and determine knowledge gaps
  • Build plan to transfer knowledge and fill gaps

David Smith

On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this. 

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you. 


Jeffrey









Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

David Smith <davidlamarsmith@...>
 

I’ve done videos with retirees and various elicitation sessions and ended with documents and videos that are really not used. Concentrating on the critical knowledge needed by peers and the retiree’s organization at least solves their initial worries.  

Good luck.

David Smith


On Jul 14, 2016, at 4:51 PM, Wendy Valot wcvalot@... [sikmleaders] <sikmleaders@...> wrote:


Jeffrey, David and All,
 
This is a great conversation stream, and much needed in organizations -- not just for retirees, but for all organizations that are or will be in flux.
 
I wanted to continue this discussion stream with points on two topics: a) knowledge categorization and b) masters classes.
 
a) Knowledge Categorization
To add to David Smith's great insight below -- I would say 'begin with the end in mind' -- i.e.  the template will have the most future value if it includes a way to organize the insight for future use.  With that in mind - my key question would be:  
  • What are the top 5 to 10 job responsibilities for which the expert is accountable?  
  • And then -- within those 5 to 10 accountabilities -- add David's questions.
 
Example:  If the expert's #1 job responsibility focused around developing cost or time estimates, "Estimating" could be the first level of knowledge categorization.  THEN we'd add as requirements on the template:
  • critical knowledge from retiree viewpoint - 
  • resources (documents & people) of knowledge {AKA - Knowledge Source}
  • who seeks support from retiree  {Audience}
  • etc.
  • etc.
 
b) Masters Classes
Jeffrey -- I am hoping you have at least a few weeks time with this retiree, because -- as you know -- some of the best knowledge can't be written down or stored.  And David definitely addresses that when with his bullet item of "Build plan to transfer knowledge and fill gaps".   What I've seen work well for tacit transfer = a Masters Class....and maybe you are already planning one.  This class is not about a slide presentation by the expert.  It's about a small group of folks, the future audience for the expert's insight, getting with the expert and seeing how they truly think and solve problems.   Ideally -- the expert helps come up with scenarios in which a problem needs to be solved and there are alternative actions to take...and the audience / participants 'work' with the expert while they reason through to the correct scenario.
 
I hope some or all of this is helpful!   Please let me know if you'd like more insight on either the categorization scheme idea above or the Masters Class info.
 
Best regards,
Wendy Valot
  

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 15:00:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool
 
Here is my general outline
 
Planning session with retiree
  • Determine critical knowledge from retiree viewpoint
  • Define resources (documents & people) of knowledge
  • List who seeks support from retiree
 
  • Determine plan to collect and store retiree knowledge library
  • Planning session with people who seek support from retiree
  • Include retiree peers and organization + include replacement
  • Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide
  • Compare knowledge needs with retiree knowledge list and determine knowledge gaps
  • Build plan to transfer knowledge and fill gaps

David Smith

On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this. 

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you. 


Jeffrey








Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

Wendy Valot <wcvalot@...>
 

Jeffrey, David and All,
 
This is a great conversation stream, and much needed in organizations -- not just for retirees, but for all organizations that are or will be in flux.
 
I wanted to continue this discussion stream with points on two topics: a) knowledge categorization and b) masters classes.
 
a) Knowledge Categorization
To add to David Smith's great insight below -- I would say 'begin with the end in mind' -- i.e.  the template will have the most future value if it includes a way to organize the insight for future use.  With that in mind - my key question would be: 
  • What are the top 5 to 10 job responsibilities for which the expert is accountable? 
  • And then -- within those 5 to 10 accountabilities -- add David's questions.
 
Example:  If the expert's #1 job responsibility focused around developing cost or time estimates, "Estimating" could be the first level of knowledge categorization.  THEN we'd add as requirements on the template:
  • critical knowledge from retiree viewpoint -
  • resources (documents & people) of knowledge {AKA - Knowledge Source}
  • who seeks support from retiree  {Audience}
  • etc.
  • etc.
 
b) Masters Classes
Jeffrey -- I am hoping you have at least a few weeks time with this retiree, because -- as you know -- some of the best knowledge can't be written down or stored.  And David definitely addresses that when with his bullet item of "Build plan to transfer knowledge and fill gaps".   What I've seen work well for tacit transfer = a Masters Class....and maybe you are already planning one.  This class is not about a slide presentation by the expert.  It's about a small group of folks, the future audience for the expert's insight, getting with the expert and seeing how they truly think and solve problems.   Ideally -- the expert helps come up with scenarios in which a problem needs to be solved and there are alternative actions to take...and the audience / participants 'work' with the expert while they reason through to the correct scenario.
 
I hope some or all of this is helpful!   Please let me know if you'd like more insight on either the categorization scheme idea above or the Masters Class info.
 
Best regards,
Wendy Valot
  

To: sikmleaders@...
From: sikmleaders@...
Date: Thu, 14 Jul 2016 15:00:47 -0500
Subject: Re: [sikmleaders] Knowledge Transfer Tool
 
Here is my general outline
 
Planning session with retiree
  • Determine critical knowledge from retiree viewpoint
  • Define resources (documents & people) of knowledge
  • List who seeks support from retiree

 

  • Determine plan to collect and store retiree knowledge library
  • Planning session with people who seek support from retiree
  • Include retiree peers and organization + include replacement
  • Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide
  • Compare knowledge needs with retiree knowledge list and determine knowledge gaps
  • Build plan to transfer knowledge and fill gaps

David Smith

On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this.

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you.


Jeffrey






Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

Russell Van liew
 

Hi Jeffrey,

I don’t have a specific process or a list, but I have used mind mapping tools to walk through the activity and resources around what someone has been doing.  Using a mind map is a starter to understanding all the areas, functions, teams, tools, services, etc.. that someone may use.  This usually prompts more questions and by calling out certain bubbles, I can go back and contact other teams, people or resources to dig deeper if I need to.  Mind map tools also let you highlight, link, connect and note information, which will help in your mapping for others.

When using the tool the conversation usually starts out as a what they do in a day and then expands out as the person is talking.  You start with what ‘usually’ happens and as they are talking other topics come up around what doesn’t happen as often or conversation triggers for knowledge that has been gained over the years.  Start with your center – your employee- then map out from there.  People then tend to start remembering other areas they need to ‘mention’ to you.

Once you have the map “mapped” out – you can then validate again with the employee.  As you validate what you have document you can use a list like what David posted to make sure you have main areas.  Chances are you aren’t going to get everything, but starting with a ‘day in the life’ can lead you down the path of the most important items and using mind map tool can help you capture as you go along.  You then have a nice mapping that you can show other employees who need to work on or understand the process.

Just my thoughts – hope it helps.

I have been using FreeMind to do this.  You may end up with multiple maps, but it really helps to map out an unknown process.

-Russell

 

From: sikmleaders@... [mailto:sikmleaders@...]
Sent: Thursday, July 14, 2016 2:01 PM
To: sikmleaders@...
Subject: Re: [sikmleaders] Knowledge Transfer Tool

 

 

Here is my general outline

 

Planning session with retiree

Determine critical knowledge from retiree viewpoint

Define resources (documents & people) of knowledge

List who seeks support from retiree

Determine plan to collect and store retiree knowledge library

Planning session with people who seek support from retiree

Include retiree peers and organization + include replacement

Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide

Compare knowledge needs with retiree knowledge list and determine knowledge gaps

Build plan to transfer knowledge and fill gaps


David Smith


On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this.

Does anybody have a standard tool for this that I can borrow as a template and then adapt?

 

Thank you.

 

Jeffrey

 


Re: Job Opportunity: Sr. Director, Knowledge Management at Jhpiego.org (Baltimore, MD) #jobs

Marcia Robinson
 

We have 2 open positions in knowledge management at Mercer:
 

Digital Visual Designer                                

https://mmc.taleo.net/careersection/2/jobdetail.ftl?job=NEW0072M&lang=en#.VvvUVZKzMk4.email

 

Global Knowledge Manager                               

https://mmc.taleo.net/careersection/2/jobdetail.ftl?job=NEW0072I&lang=en#.VvvUFR54StE.email



On Thu, Jul 14, 2016 at 2:30 PM, eleanorschlage@... [sikmleaders] <sikmleaders@...> wrote:
 

Are these positions still unfilled?  Thank you!



Re: Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

David Smith <davidlamarsmith@...>
 

Here is my general outline

Planning session with retiree

Determine critical knowledge from retiree viewpoint

Define resources (documents & people) of knowledge

List who seeks support from retiree

Determine plan to collect and store retiree knowledge library

Planning session with people who seek support from retiree

Include retiree peers and organization + include replacement

Determine critical knowledge needed from their viewpoint – Critical Knowledge Form is a guide

Compare knowledge needs with retiree knowledge list and determine knowledge gaps

Build plan to transfer knowledge and fill gaps


David Smith

On Jul 14, 2016, at 2:28 PM, jeffrey.keefer@... [sikmleaders] <sikmleaders@...> wrote:

 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this.

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you.


Jeffrey



Knowledge Transfer Tool #knowledge-transfer #knowledge-retention

jeffrey.keefer@...
 

I was asked to develop and use a knowledge transfer tool for a retiring senior staff member who has a lot of specialized knowledge we need to capture before he leaves (and before his replacement gets hired). This is similar to some knowledge audit work I am doing, though I think it requires more of a checklist that will then lead to conversations or at least prework to conversations we will then need to have about all of this.

Does anybody have a standard tool for this that I can borrow as a template and then adapt?


Thank you.


Jeffrey



Re: Job Opportunity: Sr. Director, Knowledge Management at Jhpiego.org (Baltimore, MD) #jobs

Eleanor Schlage
 

Are these positions still unfilled?  Thank you!


Re: What's new in KM? #hot-topics

Albert Simard
 

As some of you know, I’ve been wrestling with the structured / unstructured (technical / social) dichotomy in KM for a while.  My quest is to bring these two disparate approaches closer together by describing organizational social structures using enterprise architecture and systems analysis techniques.  Some time ago, I presented a social interaction framework to KM, consisting of sharing, collaboration, negotiation, and competition.  Well, I just submitted a book chapter on a social context framework that underlies the interaction framework.  I’m scheduled to present the social context to SIKM later this year. 

 

The social context framework stems from a review of the social science literature (75 authors).  The review found more than 1200 terms, 90% of which were used only once.  This indicates that there is no consensus on an overall paradigm that we can use to help us understand the essential social aspect of KM.  No wonder that KMers haven’t figured this out yet.    

 

The terms were clustered into a 3-dimensional framework (attributes, scale, and manageability), which is subdivided into 9 components, which are further divided into 77 criteria. The overall message of the framework is that social structures are a lot more complex than most of us realize.  For example trust (one sub-dimension) is not a simple entity, but a set of processes that are almost as complex as KM itself.  Trying to fix just one element without understanding how it connects to everything else is unlikely to work.

 

Although the idea is to use the framework as a whole, because many elements are connected to many other elements,  the framework is too complex to implement all at once.  So the framework is presented in a way that facilitates filtering out a handful of criteria most in need of improvement.  Others will, no doubt, find ways to simplify the framework for operational use (a good thing), but the comprehensive list of indicators and management actions is a pretty good place to start.

 

See you (virtually) in the fall!

 

Al Simard


KM opportunities #personal

Stephanie Barnes
 

Hi Everyone,


Just thought I would put it out there, that I'm looking for KM opportunities. I relocated to Berlin from Toronto last October (2015), and it's been more disruptive than I anticipated, so if you know anyone that needs a hand with a KM project/activity/facilitation, feel free to get in touch.


For those of you who don't know me, I have been doing KM for 16 years, have written one book and co-authored a second, written numerous articles and chapters and presented at KM conferences globally. I have presented on the SIKM call twice.


Thanks,

Best Regards,

Stephanie Barnes

Missing Puzzle Piece Knowledge Management Consulting



Onboarding Research - Help Please #research #survey #onboarding

Cayly Dixon
 

Hello SIKM Group

Thank you all for the continually enriching discussion in this group!

Through my Columbia University research at on high-performing companies, our team of three students is researching about what we’re calling “performance support” which we’re defining as how companies support their employees’ work to support their strategic objectives. 

As KM practitioners, you perspective is valuable to us.

In exchange for your time to complete a 5-7min survey, we provide both a collection of three inspiring papers that have informed our work in this area as well as a carefully anonymized summary of findings.

The survey is located here: https://goo.gl/wR5fRB

If you have questions before completing the survey, please call or email me at the information below.

Thank you in advance,

Cayly Dixon

Cayly.dixon@...
480-310-1382


Re: Canceling the July 2016 SIKM Call #monthly-call

Phil Barnett
 

Thanks for the heads up Stan.

Phil
 


Sent from Yahoo Mail. Get the app


On Wednesday, July 6, 2016 1:58 PM, "stangarfield@... [sikmleaders]" wrote:


 
Due to schedule conflicts, the July 19 SIKM Leaders Community call will not be held.  The next call will be on August 16, 2016 when Arthur Shelley will lead an Interactive session: creative knowledge co-creation.



What's new in KM? #hot-topics

Stan Garfield
 

The topic scheduled for this month's call has been rescheduled to April 18, 2017:
- Steve Denning & Stan Garfield - Frank discussion on where KM stands in the world these days

Given that the discussion will not take place until next year, let's discuss this online.  I posted the following today in response to a question in Quora:

What are new ideas in knowledge management?

 

What do you think is in new in KM these days?  What new ideas have you had?  Which new ideas of others have you found useful?


Canceling the July 2016 SIKM Call #monthly-call

Stan Garfield
 

Due to schedule conflicts, the July 19 SIKM Leaders Community call will not be held.  The next call will be on August 16, 2016 when Arthur Shelley will lead an Interactive session: creative knowledge co-creation.


Looking for KM experts for USAID opportunity

Beeta Tahmassebi
 

Dear SIKM community members,

 

My firm is recruiting for a Senior KM advisor (see job description below) for an upcoming USAID bid.  Please share with anyone who you think might fit the qualifications. We are also looking for mid-level KM specialists and mid-level communications specialists for short term assignments. Let me know if you have any thoughts. Thanks!

 

Senior KM Advisor

EnCompass LLC is currently seeking a Senior Knowledge Management Advisor for a potential USAID project providing a wide range of KM and communications activities for the gender office. The KM Advisor will be responsible for assessing KM needs, identifying and implementing appropriate KM activities, programs and tools; and creating a strategic KM strategy. The position may be full-time or contract based and located in the Washington, DC area. 

 

Position Requirements 

  • Advanced degree in communications or KM, or other relevant field.
  • 10 years professional experience in KM, including researching, creating and implementing KM products and tools. 
  • Experience creating and implementing KM strategy plans.
  • Familiarity with basic usability interface concepts and practices (especially for database design) and familiarity with Google docs (or other cloud technologies). 
  • Experience supervising the work of data analysts, KM specialists and database specialists.
  • Knowledge of USAID gender policy and programming.

 

If you are interested in this opportunity or know of friends or colleagues to recommend please email me at btahmassebi@... ASAP. The proposal is due in the next few weeks.

 

Thanks so much,

Beeta 

______________________________

Beeta Tahmassebi, Associate Director
EnCompass LLC │ 1451 Rockville Pike, Suite 600, Rockville, MD 20852
Direct: +1 301-287-8715 │ Skype: beetatahmassebi

 

 


Re: ESN threatening KM function? #ESN

Albert Simard
 

Is KM a function?  Is it a capability?  Is it a process?  Is it a way of working?  Yes, - all of the above and others.

 

Like HR, finance, communications and many other things that organizations do, KM does work (asset management, sharing, collaboration…), has ways of doing it (manual, technological, social…), reasons for doing it (increased productivity, competitiveness, sustainability…), and resources to do it with (budgets, technology, knowledge…). 

 

The bottom line is that KM is a way of working that includes most everything that an organization does.  Although not essential to immediate survival (as evidenced by the number of organizations that don’t do it), It enhances success when an organization does it well.  Although KM may shift it’s ways of working as technology evolves, it will always have work to do.

 

Al Simard


Re: ESN threatening KM function? #ESN

Randhir Pushpa
 

Hi Paul,

Agree that ESN is not a potential threat. I see it only as a tool that has to be leveraged to manage knowledge effectively. Challenge is with organizations adopting ESN without understanding how it should be leveraged. Organizations are acquiring ESN platform due to herd mentality and the push from ESN vendors. It is now very easy to have ESN platforms, thanks to cloud enabled packages. 

Regards

Randhir

On Thu, Jun 30, 2016 at 9:14 PM, paul_mcdowall@... [sikmleaders] <sikmleaders@...> wrote:
 

Hi Randhir,

It's good that you've been working with them.  Building strong and effective relationships/partnerships is critical for KM to have some success.  ESN is just another step in the tech evolution in business workplaces and we can learn from the same potential risks for KM that emerged when Intranets first came along, and when company databases (a la Lotus Notes) came along, and when Web 2.0 came along, and when ...   

KM is and always should be about helping business people achieve business goals using whatever technique, tool, capability, technology, etc is in place or could be put in place.  The key is to focus on achieving specific business goals, opportunities and needs.  ESN is no more a potential threat to KM than any of the other technologies.  Similarly, other workplace initiatives like Employee Engagement, Stakeholder Management, etc, are more of a potential ally than a threat.  Other disciplines like Project Management, Human Resources, Learning and Development, Internal Communications, etc. are also great potential allies.  So the key is to build and sustain strong working alliances wherever possible and help focus all the efforts on key specific business value.  

If KM is truly successful it won't be needed as a distinct function or group because the management and workforce will be doing it themselves, naturally, as the way they manage and work. 
Best
Paul


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