Date   

Re: Recommendation for KMS with specific features #tools

Robert M. Taylor
 

Lisa Austin, good summary. Yes, Tami, ruling out M365 you’re ruling out the best integrated ‘base’ but you’d still have way loads of work to do to get what you describe. The other option is to integrate open source or best of breed components and for that you need a skilled team. You might want to see what you already have. For instance, for a sales team using Salesforce.com just for pipeline, a team I worked with got a long way working with the vendor and leveraging its Chatter chat channel and content management capabilities. Even tho I do like tech, I’m content enough to have something in the IT space because there are way more important things for me to focus on. I will read with interest and check up on any products others recommend though! Thanks for sparking the thread. 

Robert Taylor
Sent from mobile

On 15 Jul 2021, at 13:47, Lisa Austin <lbaustin8@...> wrote:

Hi Tami,
I haven’t replied to a post in ages, but for some reason your request caught me this morning.  I’m going to give my opinion, from my 20 years of working with KM systems…. you are looking for the holy grail.  You don’t provide enough info of how large an organization, or $ constraints..  however,  there is no one “KM system” that does all of that.  1 may do some of it, but then you will have to integrate with something else.  More than likely you will have multiple options for the content management, visualization/usability, web based + responsive..  and maybe some of the others, but the smart search engine will definitely have to be a separate tool…. And, on top of all that, to get the tools and to integrate them will be in the millions.  My recommendation would be to not look for a “KM system”.. but focus on which KM capabilities your organization has the capacity to deal with and focus on that.  Your KM system that you describe would be trying to solve at least 5 or 6 different KM problems (if not more).  I recommend an agile approach of minimum viable product is best.  Choose 1 problem you are trying to solve and start there.  Yes, it might be throw away if the tool doesn’t scale, but better to see if your organization is willing to use a cheap tool, then to spend the time and effort to deliver an all encompassing tool and find out they really don’t care about any of it, and you wasted millions.
That’s just my opinion having worked on the exact same thing for 3 different large corporations.   


Re: What is the current/future role of AI in the KM processes? #methods #AI #art-of-KM #collaboration #knowledge-capture

 

Ginetta - a couple of thoughts.

1. AI on its own still needs experts to tell it what to do! 
It’s unclear to me whether AI will have any particularly different role in enterprise KM than it does anywhere else its being successfully applied. Namely, AI provides a way to encode heuristics (from human experts) that are then used to process vast amounts of data at rates and volumes that are beyond the capabilities of a human. For example, UC Davis is working with wild land fire protection agencies to develop AI-based fire detection systems. https://wifire.ucsd.edu/commons. These systems rely heavily on experts to tell the AI what to look for. Without that initial seeding, the AI would be more prone to errors.

2. ML+AI = ??  
Adding ML (machine learning) to the wild land fire application might be effective, helping the AI get better at distinguishing between conditions that represent an imminent threat and those which do not. And perhaps that is where there might be an interesting impact on KM: an AI coupled with ML could teach itself to do things that an expert human operator would not have ever figured out (viz AlphaGo, for instance). Here, a KM function in an enterprise setting might be tasked with identifying the best use cases and opportunities to apply an AI+KM solution using criteria like speed, accuracy, cost-avoidance, etc. 


3.
 KM: it’s all about re-use! 
You wrote: >>>knowledge managers in their job within organizations, facilitating and improving knowledge mining, management and dissemination<<<

As a side note I’d add re-use to your list here. Collecting, organizing, and disseminating doesn’t result in value creation until re-use occurs. So monitoring, tracking and encouraging re-use is an important part of the knowledge manager’s job, I believe. 

Good luck with your efforts - let us know what you conclude and how it goes!
--
-Tom
--

Tom Short Consulting
TSC
+1 415 300 7457

All of my previous SIKM Posts


Re: Recommendation for KMS with specific features #tools

Lisa Austin
 

Hi Tami,
I haven’t replied to a post in ages, but for some reason your request caught me this morning.  I’m going to give my opinion, from my 20 years of working with KM systems…. you are looking for the holy grail.  You don’t provide enough info of how large an organization, or $ constraints..  however,  there is no one “KM system” that does all of that.  1 may do some of it, but then you will have to integrate with something else.  More than likely you will have multiple options for the content management, visualization/usability, web based + responsive..  and maybe some of the others, but the smart search engine will definitely have to be a separate tool…. And, on top of all that, to get the tools and to integrate them will be in the millions.  My recommendation would be to not look for a “KM system”.. but focus on which KM capabilities your organization has the capacity to deal with and focus on that.  Your KM system that you describe would be trying to solve at least 5 or 6 different KM problems (if not more).  I recommend an agile approach of minimum viable product is best.  Choose 1 problem you are trying to solve and start there.  Yes, it might be throw away if the tool doesn’t scale, but better to see if your organization is willing to use a cheap tool, then to spend the time and effort to deliver an all encompassing tool and find out they really don’t care about any of it, and you wasted millions.
That’s just my opinion having worked on the exact same thing for 3 different large corporations.   


Recommendation for KMS with specific features #tools

Tami Dubi
 

Hi everyone,
I am looking for a knowledge management system that includes these features (and I am excluding the options of SharePoint and Confluence):
  • a smart search engine that can search other software in the organization so that the user is not concern about the location of the information.
  • content management, including standardization and templates
  • dynamic Q & A with validation by the users
  • applying visualization and usability experience
  • forums/ chats/ supports community of practice
  • decision support features
  • web-based system + responsive

any suggestions would be highly appreciated.

Thanks,
Tami


Re: Combining multiple repositories via one search #search

Eudald Camprubi
 

Hi Jay, Flaps (getflaps.com) is to offer a neural & natural language understanding search engine for companies with files in different languages, formats, and data sources. I think it might cover your needs. 



On Wed, 14 Jul 2021 at 08:26, Pavel Kraus <p.kraus@...> wrote:
Hi Jay,

we at AHT.ch have developed an «Advanced Search Tool» combining five search concepts into one tool. It is used to search across thousands folders and subfolders with files coming from any source - mainly legacy documents stemming from shared drives, abandoned SharePoint sites etc.

The condition is to have these documents static at least for some time. It has been implemented several times at global pharmaceutical companies in the past.

If interested we can discuss this.

Regards, Pavel

 
I've been speaking with Scio about setting up a pilot using their search tool. So I haven't gotten hands-on with it just yet; however, it seems really promising as they're attempting to solve for exactly this kind of use case. They're a newer start-up, just exiting stealth mode - but their solution is certainly worth looking into if you have a plethora of sources to scour. 

On Wed, Jul 14, 2021 at 12:33 AM Jay Kreshel <jkreshel@...> wrote:
I have several data sources being used in my organization, with multiple groups inputting knowledge files (documents, videos, notes, articles, etc.). This content comes from Seismic, Help Juice, Zendesk, as well as a learning management system, plus the possibility of others. 

I am looking for a means to search in one location for information across each of those repositories.

Does anyone have a recommended solution?

Jay.

-- 
Dr. Pavel Kraus
Präsident SKMF
SWISS KNOWLEDGE MANAGEMENT FORUM
www.skmf.net




Re: Combining multiple repositories via one search #search

 

Hi Jay,

we at AHT.ch have developed an «Advanced Search Tool» combining five search concepts into one tool. It is used to search across thousands folders and subfolders with files coming from any source - mainly legacy documents stemming from shared drives, abandoned SharePoint sites etc.

The condition is to have these documents static at least for some time. It has been implemented several times at global pharmaceutical companies in the past.

If interested we can discuss this.

Regards, Pavel

 
I've been speaking with Scio about setting up a pilot using their search tool. So I haven't gotten hands-on with it just yet; however, it seems really promising as they're attempting to solve for exactly this kind of use case. They're a newer start-up, just exiting stealth mode - but their solution is certainly worth looking into if you have a plethora of sources to scour. 

On Wed, Jul 14, 2021 at 12:33 AM Jay Kreshel <jkreshel@...> wrote:
I have several data sources being used in my organization, with multiple groups inputting knowledge files (documents, videos, notes, articles, etc.). This content comes from Seismic, Help Juice, Zendesk, as well as a learning management system, plus the possibility of others. 

I am looking for a means to search in one location for information across each of those repositories.

Does anyone have a recommended solution?

Jay.

-- 
Dr. Pavel Kraus
Präsident SKMF
SWISS KNOWLEDGE MANAGEMENT FORUM
www.skmf.net


Re: Combining multiple repositories via one search #search

Curtis A. Conley
 

I've been speaking with Scio about setting up a pilot using their search tool. So I haven't gotten hands-on with it just yet; however, it seems really promising as they're attempting to solve for exactly this kind of use case. They're a newer start-up, just exiting stealth mode - but their solution is certainly worth looking into if you have a plethora of sources to scour. 


On Wed, Jul 14, 2021 at 12:33 AM Jay Kreshel <jkreshel@...> wrote:
I have several data sources being used in my organization, with multiple groups inputting knowledge files (documents, videos, notes, articles, etc.). This content comes from Seismic, Help Juice, Zendesk, as well as a learning management system, plus the possibility of others. 

I am looking for a means to search in one location for information across each of those repositories.

Does anyone have a recommended solution?

Jay.


Combining multiple repositories via one search #search

Jay Kreshel
 

I have several data sources being used in my organization, with multiple groups inputting knowledge files (documents, videos, notes, articles, etc.). This content comes from Seismic, Help Juice, Zendesk, as well as a learning management system, plus the possibility of others. 

I am looking for a means to search in one location for information across each of those repositories.

Does anyone have a recommended solution?

Jay.


Re: File/folder security education resources #resources

Michael Hutchens
 

Thanks for the response Robert :)

A major challenge we have with Delve is a perception issue - users are presented with aggregated or suggested Delve content and some don't really understand that what they are seeing is content that they already have access to. However, there is a degree of more legitimate PII-related concerns from some sectors as well, including HR and finance. User education will help with both of those factors.

This challenge is happening in the context of a recent and very high profile cyberattack in our country (https://www.newsroom.co.nz/ideasroom/a-cyberattack-lesson-from-waikato-dhb) which has raised the profile of information security significantly.

On Sun, Jul 11, 2021 at 9:03 AM Robert L. Bogue <rbogue@...> wrote:

Michael –

 

I’ve got specific detailed stuff on my web site about how it works and how to plan it – but nothing that will help users directly.

 

However, that being said, what is the content that’s “too open?”  Is it protected content (PII/PHI)?

 

Rob

 

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

Robert L. Bogue

O: (317) 844-5310  M: (317) 506-4977 Blog: http://www.thorprojects.com/blog

Want to be confident about your change management efforts?  https://ConfidentChangeManagement.com

Are you burned out?  https://ExtinguishBurnout.com can help you get out of it (for free)

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Michael Hutchens via groups.io
Sent: Saturday, July 10, 2021 1:32 AM
To: main@SIKM.groups.io
Subject: [SIKM] File/folder security education resources #resources

 

Hi folks,

I'm hoping someone might be able to point me in the right direction.

I work for a local government IT department. Our users have a huge variance in terms of IT awareness and skills - everyone from regional park rangers and dog control officers who are out in the field 95% of the time and rarely touch emails to finance and procurement staff in our main offices who are quite IT-savvy.

We have an Office365 implementation, with Delve turned on. Delve has highlighted for us that there is a lack of understanding within elements of our user base about file/folder permissions and personal IT security best practices. So I'm looking around for tools-agnostic resources (videos, web pages, documents) that I can share with my users that describe:

 

-What permissions are

-Why users need to be mindful of them/why they are important

 

Any hints and tips would really be appreciated (as well as more abstract advice about how to educate non-IT users about file/folder security) :)


Job opening at Americares #jobs

Nancy Dixon
 

I have a cconsultancy  with Americares.org, a non-profit , to help them get started with KM. They are looking for a permanent KM employee, who I can work with for a period of time and then they would be on their own. The job description is here https://americares.csod.com/ux/ats/careersite/1/home/requisition/975?c=americares

Nancy


Nancy M Dixon


Building a democratic voice into organizations


Re: File/folder security education resources #resources

Robert L. Bogue
 

Michael –

 

I’ve got specific detailed stuff on my web site about how it works and how to plan it – but nothing that will help users directly.

 

However, that being said, what is the content that’s “too open?”  Is it protected content (PII/PHI)?

 

Rob

 

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

Robert L. Bogue

O: (317) 844-5310  M: (317) 506-4977 Blog: http://www.thorprojects.com/blog

Want to be confident about your change management efforts?  https://ConfidentChangeManagement.com

Are you burned out?  https://ExtinguishBurnout.com can help you get out of it (for free)

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Michael Hutchens via groups.io
Sent: Saturday, July 10, 2021 1:32 AM
To: main@SIKM.groups.io
Subject: [SIKM] File/folder security education resources #resources

 

Hi folks,

I'm hoping someone might be able to point me in the right direction.

I work for a local government IT department. Our users have a huge variance in terms of IT awareness and skills - everyone from regional park rangers and dog control officers who are out in the field 95% of the time and rarely touch emails to finance and procurement staff in our main offices who are quite IT-savvy.

We have an Office365 implementation, with Delve turned on. Delve has highlighted for us that there is a lack of understanding within elements of our user base about file/folder permissions and personal IT security best practices. So I'm looking around for tools-agnostic resources (videos, web pages, documents) that I can share with my users that describe:

 

-What permissions are

-Why users need to be mindful of them/why they are important

 

Any hints and tips would really be appreciated (as well as more abstract advice about how to educate non-IT users about file/folder security) :)


File/folder security education resources #resources

Michael Hutchens
 

Hi folks,

I'm hoping someone might be able to point me in the right direction.

I work for a local government IT department. Our users have a huge variance in terms of IT awareness and skills - everyone from regional park rangers and dog control officers who are out in the field 95% of the time and rarely touch emails to finance and procurement staff in our main offices who are quite IT-savvy.

We have an Office365 implementation, with Delve turned on. Delve has highlighted for us that there is a lack of understanding within elements of our user base about file/folder permissions and personal IT security best practices. So I'm looking around for tools-agnostic resources (videos, web pages, documents) that I can share with my users that describe:

 

-What permissions are

-Why users need to be mindful of them/why they are important

 

Any hints and tips would really be appreciated (as well as more abstract advice about how to educate non-IT users about file/folder security) :)


Re: Need Help with Onboarding #onboarding #knowledge-retention

Barbara Fillip
 

Apologies if this was already suggested.  I confess I have not read every message in this thread.
New employees get all kinds of information and even training and in my experience, they are eager to explore available internal training opportunities.  What they often lack, however, is a long-term approach to learning on the job.  Too often, the definition of on-the-job learning in organization is a variation on training on the job.  I would like to see more emphasis on guiding people towards an effective approach to personal knowledge management within the context of a broader organizational KM framework.  It's both personal/individual, and it needs to be somewhat tailored to the organizational context.  If an organization doesn't have a formal mentoring program, there may still be opportunities to find an informal mentor or systematically reach out to more senior people as a personal growth strategy and to accumulate knowledge about the company a little faster.  
Best,
Barbara Fillip

On Tue, Jul 6, 2021 at 3:58 AM Lydia Jamenya <lydia.jamenya@...> wrote:

Dear KMers,

 

I need help with putting in place and onboarding and OffBoarding package for a large organisation.

 

I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.

 

Lydia



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need Help with Onboarding #onboarding #knowledge-retention

Patrick Lambe
 

Thanks for sharing that Andrew, I will read the article with great interest.

A couple of things you said resonated with me. Working from home (and hybrid working, however that shapes up in the next few years) has - as you say, removed a lot of the informal support that new hires could rely on just from being in an environment where people can notice needs and give ad hoc support - we’ve noticed that onboarding is getting renewed emphasis in organisations we talk to, precisely because video conferencing is so thin,a medium, that new hires brought on during the pandemic have really been suffering. So ironically, while the pandemic has really accelerated the adoption and use of digital collaboration tools, it has also created a new emphasis on the value of “soft” KM, because so much of the informal organisation has been stripped away. Here are some insights we have had from the past couple of months and from some sharing at a virtual conference we ran this week:

  • Onboarding as we’ve said - we have to get better at it and more deliberate about it, because the means of helping are so limited at the moment;
  • Change management in rolling out new programmes/platforms is another one - when we know that everybody is working remotely, we all have to try that much harder to support the rollout and ironically, we are doing a better job of supporting change than if we were face to face in the same space;
  • We have had to become more deliberate and prepared about virtual meetings and facilitated events, and HOPEFULLY that will have a backwash effect to improve the way we conduct face to face meetings.

On hybrid meetings/events, I shared a blog post from Bev Wenger-Trayner on KM4Dev a week or so ago, on some principles to abide by for these events - it’s really good. I don’t think I shared it here, apologies if I’m repeating myself. One of the key principles is to make sure that each remote attendee has a “buddy” in the room to support their presence there. 

And Nick Milton gave a great session on “post-Covid KM” at our conference this week (all virtual) - the recording and materials are at https://www.mykmroundtable.org/2021_1_milton_keynote.html

P

Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com


On 9 Jul 2021, at 9:11 PM, Andrew Trickett via groups.io <andrewtrickett@...> wrote:

A lengthy topic, but thought to add to the debate a recent article this month in the Sloan management Review.

 

Although its about social capital and hybrid work, there are a couple of issues that would help around on-boarding.

 

It highlights that on-boarding is a critical part of workforce development that we all say yes to. one of the main issues that I've seen and discussed with new starters can be the lack of implicit knowledge transfer about the norms, the way we do things around here and the general norms that can't always be picked up via a video call. A bit like the late Donald Rumsfeld's quote they face a lot of unknown unknowns.

The article also reminds us of the importance of weak ties and how the pandemic has eroded some of these for existing people and the inability to form them for those new starters. The article recommends that leaders prioritise those new/younger starters and their development as a priority in any return to work planning. The article says the following

"We recommend that any in-person solutions leaders come up with include the opportunity for young people to interact both with one another and with older, more experienced mentors. While it is important that new employees bond together as peers, it is also critical that they have the chance to develop relationships with established staff members who can provide real answers to their questions about organisational norms and culture."

There is also an interesting observation around trying to do hybrid  team/project meetings with some people are face to face and some on video link. One organisation has taken the view that if everyone can;'t be in the room then it goes to online. The article states " they’ve found that the team functions better, and all members of the team can contribute more equally, when every individual attends the meeting virtually on their own screen.."






As KM professionals "How can we Nurture KM economy" ? #video #state-of-KM

Santhosh Shekar
 

Dear all,

I had recently launched an online "Knowledge Management Awareness Week" from June 13th to 20th as a KM practitioner to propagate importance of KM; I wanted to thank all my peers who supported me directly and indirectly in this event ! 
The videos are short 10 mins videos posted everyday for 8 days with one primary question. As KM professionals "How can we Nurture KM economy" ? 

I thought it would be a good idea to share the same here and also learn from this forum about how one sees KM Field shaping by 2040 ?

 "How can we as KM professionals nurture the KM economy in this pandemic ? ( I am not talking about KM-IT systems)
How do we establish Formal KM as one of the core functions/disciplines in organizations ? How many more decades will it take  ?

Video Links- KM awareness week ::
1. How do we expand the KM economy ? How to improve opportunities for KM/IM professionals 
2. How do we sell KM standards to "bottom of Pyramid "  organizations ?

1. What is "world of knowledge constraints" for a knowledge worker ?
Distinction between KM system and KM- IT system 
Whichever role you play, whatever Industry you are in, start KM? 

Where Can we apply KM practices ?
Which Business area should I pick to start designing KM strategy ?
What are KM approaches - Ad-Hoc, Stand-alone, Functions etc?

Who are you and what role do you play ?
How do you start building your first KM system ?

What is Knowledge Management Architecture w.r.t organizational resilience ?
What are the common knowledge management areas across industry ?


Th two decades of ROI for KM-IT system & 
The Need of KM system in this pandemic ?
How can KM and Innovation contribute to a Knowledge Based Economy ?
How Stronger Knowledge Management practices can create a huge industry ?

Bonus Video Guest Speaker - https://youtu.be/bt-4JwPGyRI

What are the Key requirements of ISO 30401 KMS ?
What are the basic principles on which the KM standards are developed ? 

What is Macro Knowledge Management ?
What is Stand-Alone Knowledge Management ?
What actions can we take at our level to propagate KM ?


Regards,
KM Architect - Oil and Gas, OmanISO Accredited 30401 KMS standard - Auditor
Published Author - "Design Knowledge Management System" | KnowledgeDesk Host - Knowledgewebcast 
www.santhoshshekar.com | +968 92609559 | +919632893411 | santhoshshekar@...


Re: Need Help with Onboarding #onboarding #knowledge-retention

Andrew Trickett
 

A lengthy topic, but thought to add to the debate a recent article this month in the Sloan management Review.

 

Although its about social capital and hybrid work, there are a couple of issues that would help around on-boarding.

 

It highlights that on-boarding is a critical part of workforce development that we all say yes to. one of the main issues that I've seen and discussed with new starters can be the lack of implicit knowledge transfer about the norms, the way we do things around here and the general norms that can't always be picked up via a video call. A bit like the late Donald Rumsfeld's quote they face a lot of unknown unknowns.

The article also reminds us of the importance of weak ties and how the pandemic has eroded some of these for existing people and the inability to form them for those new starters. The article recommends that leaders prioritise those new/younger starters and their development as a priority in any return to work planning. The article says the following

"We recommend that any in-person solutions leaders come up with include the opportunity for young people to interact both with one another and with older, more experienced mentors. While it is important that new employees bond together as peers, it is also critical that they have the chance to develop relationships with established staff members who can provide real answers to their questions about organisational norms and culture."

There is also an interesting observation around trying to do hybrid  team/project meetings with some people are face to face and some on video link. One organisation has taken the view that if everyone can;'t be in the room then it goes to online. The article states " they’ve found that the team functions better, and all members of the team can contribute more equally, when every individual attends the meeting virtually on their own screen.."





Re: New KM or related books? Seen any good ones? #books #KMWorld

Santhosh Shekar
 

Thank you so much Arthur for sharing about the book!

Jane, 

Sharing a little more info on the book..
The book title is " Design Knowledge Management System" : available on Amazon

The book provides concepts and illustrations to develop KM framework, toolkit,  KM Architecture, Marketing and sales function - onboarding and knowledge Assets use case; practical guide to start KM program in organization from scratch...

ISO 30401 requirements checklists, mapping KM to your organisational KM ; KM approaches - standalone, enterprise, etc; - it provides individuals and organizations guidance to harness Organizational intelligence !

Again, the book is useful for every knowledge worker, regardless of their stand/opinion on KM standard.

Thank you,
Santhosh Shekar
KM Architect - Oil and Gas, Oman| ISO Accredited 30401 KMS standard - Auditor
Published Author - "Design Knowledge Management System" | KnowledgeDesk Host - Knowledgewebcast 
www.santhoshshekar.com | +968 92609559 | +919632893411 | santhoshshekar@...






On Wed, 7 Jul 2021, 4:46 am Arthur Shelley, <arthur@...> wrote:
I also think that Santhosh Sekar's book on pragmatic implementation of ISO30401 is worth highlighting

Arthur Shelley
Founder, Intelligent Answers
Producer Creative Melbourne
@Metaphorage
+61 413 047 408

On 7 Jul 2021, at 10:32, Arthur Shelley <arthur@...> wrote:

Hi Jane,

Several of the topics in Stans list are covered in an interdependent way in my 2 most recent books:
KNOWledge SUCCESSion, released a few years ago now
and 
Becoming Adaptable, to be released globally in the next month or so. Becoming Adaptable is very pertinent to cocreating new knowledge in the current uncertain world. It also advises people on how to choose and act on most appropriate knowledge and behaviours in novel situations. 

Arthur Shelley
Founder, Intelligent Answers
Producer Creative Melbourne
@Metaphorage
+61 413 047 408

On 7 Jul 2021, at 09:07, Patrick Lambe <plambe@...> wrote:

Learning to make a difference: value creation in social learning spaces by Etienne and Bev Wenger-Trayner


P


Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com

<SK18th_Anniv2020_emailfooter (2).jpg>

On 7 Jul 2021, at 4:26 AM, Stan Garfield <stangarfield@...> wrote:

Jane, here are ten to consider:
  1. A Research Agenda for Knowledge Management and Analytics edited by Jay Liebowitz
  2. The Gig Mindset Advantage: Why a Bold New Breed of Employee is Your Organization’s Secret Weapon in Volatile Times by Jane McConnell
  3. The Journey Beyond Fear: Leverage the Three Pillars of Positivity to Build Your Success by John Hagel
  4. Lead. Care. Win.: How to Become a Leader Who Matters by Dan Pontefract
  5. Build Your Community: Turn your connections into a powerful online community by Richard Millington
  6. Beyond Collaboration Overload: How to Work Smarter, Get Ahead, and Restore Your Well-Being by Rob Cross
  7. Learning to Make a Difference: Value Creation in Social Learning Spaces by Etienne Wenger-Trayner and Beverly Wenger-Trayner
  8. The Knowledge Services Handbook: A Guide for the Knowledge Strategist by Guy St. Clair and Barrie Levy
  9. The Value of Knowledge: The Economics of Enterprise Knowledge and Intelligence by Tim Powell
  10. Handbook of Community Management: A Guide to Leading Communities of Practice by Stan Garfield


What is the current/future role of AI in the KM processes? #methods #AI #art-of-KM #collaboration #knowledge-capture

Ginetta Gueli
 

Dear SIKM leaders,
my name is Ginetta Gueli and I am information and Knowledge Manager.  I am currently co-working on a university research project in collaboration with prof. Luna Leoni (University of Rome Tor Vergata, Italy).
As you may know, Industry 5.0 calls for the adoption of a human-centric approach for digital technologies (including artificial intelligence) that requires an upskilling and deskilling of the workers, particularly in terms of digital skills. All of this have an impact on the knowledge management of organizations and so on firms performance. However, it is still not clear if and how these new digital technologies may practically help knowledge managers in their job within organizations, facilitating and improving knowledge mining, management and dissemination. This is particularly true when referring to the role that Artificial intelligence (AI) may play in terms of Knowledge management (KM) practices within organizations. So our key starting question is: what is the current role of AI in the KM processes? And if none, what role AI will play in the future of KM? 
The topic is hot, and we aim to build a practical and concrete report (i.e. a paper) that can be useful to understand the status quo and the way forward.
In this respect we are looking for Knowledge Manager/KM professionals who are concretely implementing AI solutions in their organizations (no restrictions of size, country, type of business, etc.) and would like to get in contact with them to set up an interview.
If you are interested to know more on content, timing, privacy of the interview, etc., or you know anyone that could be, please drop me an email or answer to this thread by 31st July 2021. 
We are very much looking forward to hearing from you. 
Thank you for the positive consideration and kind regards,
Ginetta
NB: to know more us, please visit our IN profiles :-)
---
Ginetta Gueli
Information & Knowledge Manager | Project Manager


Re: Need Help with Onboarding #onboarding #knowledge-retention

Lydia Jamenya
 

Wonderful!

 

From: main@SIKM.groups.io <main@SIKM.groups.io> On Behalf Of Fred Nickols via groups.io
Sent: 08 July 2021 21:50
To: main@sikm.groups.io
Subject: Re: [SIKM] Need Help with Onboarding

 

Years ago, long before “onboarding” was of interest, I developed for the old AT&T Yellow Pages organization, what was called a “Getting Up to Speed” manual. We called it “GUTS” for short managers used to give it to new hires and newly assigned people. Some would say, “Here, let’s see if you’ve got the guts to work here.” Managers and employees both valued the manual.

Fred Nickols

Solution Engineer & Chief Toolmaker

Distance Consulting LLC

 



On Jul 8, 2021, at 2:40 PM, Murray Jennex via groups.io <murphjen@...> wrote:



I'd add a couple of things:

1. What the organizational values and how they impact work

2  How does the organization make decisions (do this a little later in the process)

3. What are the strategic goals and how do you specifically fit into them

thanks....murray

-----Original Message-----
From: Stephen Bounds <km@...>
To: main@SIKM.groups.io
Sent: Thu, Jul 8, 2021 5:52 am
Subject: Re: [SIKM] Need Help with Onboarding

Thanks for your thoughts Tami, Murray, and Patrick.

So what I'm hearing is that a well-run onboarding process consists of:

  1. structural awareness of an organisation (org chart, supervisory arrangements, timesheets, policies, etc)
  2. cultural awareness activities and support for cultural integration
  3. identifying and addressing any foundational skill or knowledge gaps
  4. knowledge transfer about responsibilities and relationships
  5. knowledge transfer about role processes including how to apply role-specific skills

Some people might split (3) - (5) into an "induction" process separate from "onboarding", but let's assume they are all part of the same basic process for now.

I'm sure many people have experienced what might be termed a "shadow" induction as well - "The clipboards they give us are rubbish, go to Officeworks and get one of the $20 ones there instead. Don't talk to Bob for anything, he's incompetent but won't get fired because he is friends with the boss; get Sally's help if you can instead. Oh, and only ever claim 30 minutes of lunch even if you take the full hour - everyone does it."

Did I miss anything major? Would you drop any of these?

While the specifics of onboarding may differ, I still think it's worth thinking about why these categories of activities matter, how they can be objectively performed better or worse, and organisational factors that might warrant a change in approach.

Cheers,
Stephen.

====================================
Stephen Bounds
Executive, Information Management
Cordelta
E: stephen.bounds@...
M: 0401 829 096
====================================

On 8/07/2021 9:51 am, Patrick Lambe wrote:

It is also to help people get up to speed in their new roles, and again that’s as varied as the roles themselves.

 

P

 

Patrick Lambe
Partner
Straits Knowledge

phone:                                              +65 98528511

web:                                                  www.straitsknowledge.com
resources:                                        www.greenchameleon.com
knowledge mapping:          www.aithinsoftware.com

<SK18th_Anniv2020_emailfooter (2).jpg>

 

On 8 Jul 2021, at 7:17 AM, Murray Jennex via groups.io <murphjen@...> wrote:

 

I'll think more on this Stephen but the first question that comes to mind is what in the purpose of onboarding and is it the same in all organizations? At the base level the purpose should be to introduce the new person to the basics of the organization and I can see that being a common standard, but at the high level it should also be to introduce the new person to the organizational culture and that I don't see as a standard approach....murray jennex

-----Original Message-----
From: Stephen Bounds <km@...>
To: main@SIKM.groups.io
Sent: Wed, Jul 7, 2021 7:43 am
Subject: [SIKM] META: Need Help with Onboarding

Hi all,

I have been reading these super-useful exchanges with great interest and feel compelled to ask the question: As a KM community, how do we move beyond anecdote and sharing of individual experience in this area?

Onboarding and induction is surely one of the most universal and impactful knowledge practices any organisation implements. I can hardly think of a more useful place for us to develop and systematize a 'best practice' KM approach (with staff exit likely coming second).

In terms of the six "S" factors required to demonstrate a clinical approach:

  • Can we precisely specify the parts of an organisation that participate in induction?
  • Are there studies of induction practices and processes and their effectiveness we can draw upon?
  • Can we quantify standards (benchmarks) that could demonstrate where induction is working as it should?
  • Can we meaningfully talk about symptoms of poor induction? Can we map these to potential diagnoses of organisational dysfunction (diseases, disorders, syndromes, or conditions) using validated tools and a differential diagnosis approach?
  • Based on our diagnosis, can we document indications and contraindications for the deployment of known solutions to address suboptimal induction practices?
  • How do we capture and share all of this in a long-term, meaningful, and evolving way among the KM community?

I see lots of great information to draw on already. How do we take this to the next level?

Cheers,
Stephen.

====================================
Stephen Bounds
Executive, Information Management
Cordelta
E: stephen.bounds@...
M: 0401 829 096
====================================

On 6/07/2021 5:58 pm, Lydia Jamenya wrote:

Dear KMers, 

 

I need help with putting in place and onboarding and OffBoarding package for a large organisation.

 

I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.

 

Lydia



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.

 

<SK18th_Anniv2020_emailfooter (2).jpg>



The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.


Re: Need Help with Onboarding #onboarding #knowledge-retention

Stephen Bounds
 

Thanks Fred,

Interestingly (but likely non-coincidentally!), using "getting up to speed" when searching for onboarding materials uncovers a plethora of well-written takes on the onboarding process:

Despite having some clickbait-y aspects (what is it with the number "six"?) I found it interesting to read through these and see points of agreement and difference in their treatment of the problem. The last one in particular tries to systematise and gamify the process through technology, which I'm noting is an increasingly popular approach.

Cheers,
Stephen.

====================================
Stephen Bounds
Executive, Information Management
Cordelta
E: stephen.bounds@...
M: 0401 829 096
====================================
On 9/07/2021 4:49 am, Fred Nickols wrote:

Years ago, long before “onboarding” was of interest, I developed for the old AT&T Yellow Pages organization, what was called a “Getting Up to Speed” manual. We called it “GUTS” for short managers used to give it to new hires and newly assigned people. Some would say, “Here, let’s see if you’ve got the guts to work here.” Managers and employees both valued the manual.

Fred Nickols
Solution Engineer & Chief Toolmaker
Distance Consulting LLC


On Jul 8, 2021, at 2:40 PM, Murray Jennex via groups.io <murphjen@...> wrote:


I'd add a couple of things:
1. What the organizational values and how they impact work
2  How does the organization make decisions (do this a little later in the process)
3. What are the strategic goals and how do you specifically fit into them

thanks....murray

-----Original Message-----
From: Stephen Bounds <km@...>
To: main@SIKM.groups.io
Sent: Thu, Jul 8, 2021 5:52 am
Subject: Re: [SIKM] Need Help with Onboarding

Thanks for your thoughts Tami, Murray, and Patrick.
So what I'm hearing is that a well-run onboarding process consists of:
  1. structural awareness of an organisation (org chart, supervisory arrangements, timesheets, policies, etc)
  2. cultural awareness activities and support for cultural integration
  3. identifying and addressing any foundational skill or knowledge gaps
  4. knowledge transfer about responsibilities and relationships
  5. knowledge transfer about role processes including how to apply role-specific skills
Some people might split (3) - (5) into an "induction" process separate from "onboarding", but let's assume they are all part of the same basic process for now.
I'm sure many people have experienced what might be termed a "shadow" induction as well - "The clipboards they give us are rubbish, go to Officeworks and get one of the $20 ones there instead. Don't talk to Bob for anything, he's incompetent but won't get fired because he is friends with the boss; get Sally's help if you can instead. Oh, and only ever claim 30 minutes of lunch even if you take the full hour - everyone does it."
Did I miss anything major? Would you drop any of these?
While the specifics of onboarding may differ, I still think it's worth thinking about why these categories of activities matter, how they can be objectively performed better or worse, and organisational factors that might warrant a change in approach.
Cheers,
Stephen.
====================================
Stephen Bounds
Executive, Information Management
Cordelta
E: stephen.bounds@...
M: 0401 829 096
====================================
On 8/07/2021 9:51 am, Patrick Lambe wrote:
It is also to help people get up to speed in their new roles, and again that’s as varied as the roles themselves.

P

Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com

<SK18th_Anniv2020_emailfooter (2).jpg>

On 8 Jul 2021, at 7:17 AM, Murray Jennex via groups.io <murphjen@...> wrote:

I'll think more on this Stephen but the first question that comes to mind is what in the purpose of onboarding and is it the same in all organizations? At the base level the purpose should be to introduce the new person to the basics of the organization and I can see that being a common standard, but at the high level it should also be to introduce the new person to the organizational culture and that I don't see as a standard approach....murray jennex


-----Original Message-----
From: Stephen Bounds <km@...>
To: main@SIKM.groups.io
Sent: Wed, Jul 7, 2021 7:43 am
Subject: [SIKM] META: Need Help with Onboarding

Hi all,
I have been reading these super-useful exchanges with great interest and feel compelled to ask the question: As a KM community, how do we move beyond anecdote and sharing of individual experience in this area?
Onboarding and induction is surely one of the most universal and impactful knowledge practices any organisation implements. I can hardly think of a more useful place for us to develop and systematize a 'best practice' KM approach (with staff exit likely coming second).
In terms of the six "S" factors required to demonstrate a clinical approach:
  • Can we precisely specify the parts of an organisation that participate in induction?
  • Are there studies of induction practices and processes and their effectiveness we can draw upon?
  • Can we quantify standards (benchmarks) that could demonstrate where induction is working as it should?
  • Can we meaningfully talk about symptoms of poor induction? Can we map these to potential diagnoses of organisational dysfunction (diseases, disorders, syndromes, or conditions) using validated tools and a differential diagnosis approach?
  • Based on our diagnosis, can we document indications and contraindications for the deployment of known solutions to address suboptimal induction practices?
  • How do we capture and share all of this in a long-term, meaningful, and evolving way among the KM community?
I see lots of great information to draw on already. How do we take this to the next level?
Cheers,
Stephen.
====================================
Stephen Bounds
Executive, Information Management
Cordelta
E: stephen.bounds@...
M: 0401 829 096
====================================
On 6/07/2021 5:58 pm, Lydia Jamenya wrote:
Dear KMers, 
 
I need help with putting in place and onboarding and OffBoarding package for a large organisation.
 
I work for an organisation that has over 1000 staff, and where there are usually many reassignments. The problem is that, while we have a package, it is over 20 pages, which means new people don’t take the time to read it when they come to the country. Any advise on how this can be improved? We also don’t have an offboarding process that helps us retain knowledge from people leaving, any advice on how to go about this? Any insights will be highly appreciated.
 
Lydia


The information contained in this electronic message and any attachments is intended for specific individuals or entities, and may be confidential, proprietary or privileged. If you are not the intended recipient, please notify the sender immediately, delete this message and do not disclose, distribute or copy it to any third party or otherwise use this message. The content of this message does not necessarily reflect the official position of the World Food Programme. Electronic messages are not secure or error free and may contain viruses or may be delayed, and the sender is not liable for any of these occurrences. The sender reserves the right to monitor, record and retain electronic messages.

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