by statistically validated I mean we surveyed KM practitioners and researchers on what they saw as success on a KM initiative as well as how they judged the success of that project/initiative. we

Matt - Re: Personal agency and going too far - Agreed it's not one sided. I make the assumption if a healthy person walks into a toxic environment they'll adapt to it or they'll reject it and find

Arthur – I don’t equate social interactions with emotions directly. There is definitely research on the increased retention based on group work but I’ve never seen that connected to

Re: LaLoux's work - It goes too far. In some of the follow up research I did, I think while reading Red Goldfish

Robert, "As for fear of reprimands, I think this where we look at how to help/support people into being more wholly human filled with self-efficacy and resilience. When we do this they have a

Hello SIKMers, I have been watching this thread with great interest and reflecting on the insights being shared. Yesterday I finished an article on the importance of social interactions in knowledge

Hi Sachin, KM4Dev Journal was recently good enough to publish a journal article on mine on the topic. It is my view that relative return on investment (RROI) is generally the correct

Hi Murray, What do you mean by "statistically validated"? Surely saying something like "Changes to the organization's KM goals is a measure of KM success" is tautological at best?

April, "This work that we do in KM is very much dependent on the management behaviours and the measurements and KPIs that often provoke competition rather than collaboration." Well said! I have had

Murray, Some comments on virtual vs classroom learning and our current pandemic. - Many students are pretty stressed. A lot have lost sources of income or have had to move back in with their parents.

Robert, "In my review of The Fearless Organization, I basically mentioned that fear is an inherent part of being human. It’s not possible for an organization to remove all fear from the equation

My belief is that the recognition at work isn’t in place to support any desire to change at work. And, If work is sending them to training, do they even want to be there, themselves? There’s the

In addition to what Stan has shared, some members have also filled out their member profiles. if you are looking at this group via the Groups.io website, you can click on the member directory to

Hello, Alan is the founder of industry analyst firm Deep Analysis and author of Amazon bestseller “Practical Artificial Intelligence - An Enterprise Playbook” - Alan has over 20 years experience

This has been my Go-To book for emotions: "Emotions and Life" https://www.amazon.com/dp/1557989494 There are lots of theories and models provided, international comparisons, cognitive connections, and

Murray – When people are uneasy their fear will prevent (discourage) them from taking risks – and both change and learning are risks. It might be helpful to think of it this way. People

Thanks for your reply, Valdis. In this community, here a few ways to locate people who know about a particular topic: Search the messages for the topic, and then take note of which members share the

Would also be very useful to know "Who to go to for a topic". Search and links are fine, but you often need to inquire further to match your context. "OK, I found X on Google, and a few links to it

Matt, you make the statement below about the huge consumption of business books and seminars and it struck me that just because people read them, it doesn't mean they can take that knowledge and put

Tom, I mostly agree with the points you make - and I think that they can be applied to not just psychological safety but to many management techniques. Most organisations and their managers say