TO: SIKM Leaders Community

Yesterday we held our 41st monthly call, this one with Richard McDermott on "Developing, Deepening and Retaining Expertise."

Richard's presentation is available at McDermott - Developing, Deepening & Retaining Expertise 2.ppt .  The call was recorded.

Thanks to Richard for presenting.  You can continue the discussion by replying to this thread.

Future Calls

• November 18, 2008: John Hovell of ManTech - "KM at ManTech International"
• December 16, 2008 Raj Datta of MindTree - "Building a knowledge Ecosystem"
• January 20, 2009 Bernadette Boas - "A Day in the Life of Business Workflow"
• February 17, 2009 Arthur Shelley - "Impacts of behavior on project outcomes (with an emphasis on knowledge transfer)"
• March 17, 2009 Al Simard of Canadian Food Inspection Agency - "Knowledge services framework developed by Natural Resources Canada"

• April 21, 2009 Carl Gaertner of State Farm - "Interviewing Skills for Identifying Business Rules"

• May 19, 2009 Chris Johannessen of NBC Universal (GE) - "Knowledge Technology"

• June 16, 2009 Andrew Gent - "Adaptive Knowledge Architectures" or "Sustainable KM"

Dear Professionals,   NCSI-Net, an informal association comprising of NCSI staff, trainees,and its alumni, cordially invites you to the fourth National level Dr. TBR Memorial Seminar, in memory of Late Dr. T.B. Rajashekar, erstwhile Associate Chairman, NCSI, IISc. It is a one day seminar targeted exclusively for the benefit of students of Library and Information Science course or its equivalent and budding information professionals.   The details of the seminar are given below:   Seminar Title: Dr. TBR Memorial Seminar on Content Management Date: November 08, 2008 (Saturday) Venue: Choksi Hall, Indian Institute of Science (IISc), Bangalore - 560012 Target audience: Students of Library & Information science course or its equivalent & budding information professionals.   Seminar coverage: The Seminar is conducted with an intention to create an awareness amongst the students and budding information professionals about the latest developments in the field of Information and Communication technologies applicable to LIS profession. This year's Seminar will give an overview of Content Management with special reference to Drupal- a content management software. There will also be a session dealing with career building strategies and job opportunities for LIS professionals.   Registration fee: Rs. 150/- for Students and Rs. 300/- for budding professionals. Please do note that no arrangements for accommodation are being made.   Kindly bring this to the attention of the budding professionals and encourage them to attend the seminar. Participants will get an opportunity to interact with professionals working in the industry and academia.   For further information, please visit the Seminar website at: http://ncsi-net.ncsi.iisc.ernet.in/workshop/ Registration form is available at: http://ncsi-net.ncsi.iisc.ernet.in/workshop/2008seminar/HowtoRegsiter.html  For further queries, please contact:   Arumugam: arumugam.pitchai@... Ramya: ramya@... Regards Arumugam Pitchai & S Krishna Ramya NCSI-NET Coordinators

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This is a reminder of tomorrow's monthly call from 11 am to 12 noon EDT. Dial-in numbers are included below.

 

October 21, 2008: Richard McDermott - "Developing, Deepening and Retaining Expertise"

 

Richard's presentation will be available in the Files folder of our Yahoo! Group later today.

 

Regards,

Stan

 

-----Original Appointment-----

Subject: SIKM Leaders Monthly Con Call

When: Tuesday, October 21, 2008 11:00 AM-12:00 PM Eastern Time (US & Canada)

Where: US 866-434-1117 (see below for other countries) Conference code: 580720#

 

US 866-434-1117 Conference code: 580720#

*6 mute / #6 unmute

 

Team Space http://tech.groups.yahoo.com/group/sikmleaders/

Files http://tech.groups.yahoo.com/group/sikmleaders/files/

Previous Calls http://tech.groups.yahoo.com/group/sikmleaders/database?method=reportRows&tbl=1&sortBy=1&sortDir=up

 

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David,

 

I recommend first determining the human information processing preferences of each individual in your department. This can be accomplished through a short individual survey. When analyzed your department will quantitatively know the relative ease each individual will likely experience when working together, including the vulnerabilities and misunderstandings inherent in human relationships.

 

The analyses will determine each individual preferred decision strategy to include...

 

        the amount of input information each requires,

        the kind of input information each prefers,

        the method they use to process information, and

        the action each will typically take (like sharing, hording, early adoption, hands-on action, etc.).

 

One of the advantages of this process is that team effectiveness is immediate because people do not have to change, just understand and appreciate each others differences. The theory behind the survey and analyses is a sociological phenomenon, not the psychology of understanding, measuring and predicting human behavior.

  

The second phase would be to look at existing structure, processes and reward mechanisms. I would be happy to review this technique in more detail at your convenience.

 

Best Regards,

 

Steven Wieneke

President

elka enterprise learning and knowledge awareness

a branch of Wieneke & Wieneke, Inc.

steven.wieneke@...

248.535.0427

 

"Hodgson, David" Sent by: sikmleaders@... 10/15/2008 02:25 PM Please respond to sikmleaders@...

To cc Subject [sikmleaders] Knowledge Culture Audit - How to?

 

Do you know of anyone who could conduct an assessment of department to summarize how well its culture supports knowledge sharing?

As many of us would agree, a culture that already rewards knowledge sharing and reuse has the best chances of reaping benefits from employing knowledge management methods and technology. Without an explicit system of such rewards, where people have implicit incentives for hoarding, it is extremely difficult to get any kind on KM program going.

I have an internal department that would like an independent assessment, conducted by in person interviews and/or survey, to report on its current culture. And so Im looking for a consultant or such to help.

Thanks in advance for any leads.

Sincerely,

Dave.

--

Dave Hodgson

Site Head, Group Research Information &

Global Head, Group Knowledge Exchange
Roche Pharmaceuticals

david.hodgson@...

David,

As Dave Snowden points out, you will not experience a dearth of
responses to your question. I suspect that given the membership here,
you will also receive many quality responses.

So rather than to bore everyone with a commercial, I will simply
mention that APQC conducts this type of assessment on a routine basis.
Please feel free to contact me directly if you have an interest in
learning more at jlee@.... In any event, I'm sure you'll be able
to triangulate on a good solution based upon your colleagues here. Good
luck!

jim lee

--- In sikmleaders@..., "Hodgson, David"
<david.hodgson@...> wrote:

Do you know of anyone who could conduct an assessment of department to
summarize how well its culture supports knowledge sharing?

Hello again all,

CNBC is running a 5 part, weekly series on Collaboration -
strategies as well as technologies. The first episode was on October
12th.

The series episodes will be archived online at CNBC.Com for your
convenience, here is a link to the first episode:

http://www.cnbc.com/id/26944360


The final episode, The Future of Collaboration, will focus on
collaborative technologies; one of the guests on the final episode
is Richard Florida, author of "The Creative Class" (a book that has
influenced my work as a knowledge theorist), see details here:

http://www.cnbc.com/id/26944392



Cheers,

CJ @ GE

You're going to regret asking that question in a forum with so many consultants!

We use an approach originally developed under DARPA funding to gather hundreds of stories from employees and then present the results in quantitative terms. That includes providing a three D representation over the overall culture of an organisation which includes the ability to drill down from the representation to the raw stories. Recently described by a UK Government Anthropologist as the "first ever field ethnographic tool" it provides richer material than a survey, but without the costs and inevitable bias that goes with field interviews. The DARPA interest was in the field of understanding the root causes of terrorism, weak signal detection and pre-emptive action. However it used now in industry and government alike to map cultures, identify the ways in which culture can be evolved (rather than changed top down). Once installed it can provide continuous monitoring of change without the need to redo a survey, or re-employ consultants. If you
are interested please contact my colleague Michael (michael.cheveldave@...)

Oh, and we have talked with Valdis about using the quantitative output to feed into his tools.

Dave,

Employees are often surveyed about their opinions re: culture/work/ learning, but it is often better to see the actual behavior/
relationships that make it happen.

Sounds like an organizational network analysis would give you some of
this insight. ONA/SNA would allow you to see where sharing and
learning are actually taking place, and where they are not.

This screen shot [URL below], was actually taken from a project where
the consultant was looking at informal/emergent learning in a large
Fortune 50 firm. This network map shows many learning links within
each region, but very little across regions. Metrics to right of map
show E/I Ratio which reveals how open/closed a group is to others --
i.e. it is a "silo-ness" measure. A value near -1.0 shows a very self-
focused group [highly silo-ed].

You can map the knowledge exchange relationships [what is shown on map
below] -- a non-directional link is drawn if both people agree they exchange knowledge. You can also map the Go-To people for any
particular knowledge/expertise. That map would show directional
links: A-->B A seeks out B for knowledge/feedback/opinion/expertise
on X. There we run a different metric to find the key nodes in the
network.

As a result the client, realizing that the regions had much in common,
decided to improve the information flow across silos.
http://orgnet.com/inflow3.html

Valdis

Adding to Allan's comments, at Fluor, we follow a formal process for
launching a community which includes identification of the community leader
and other key positions. We call our communities "knowledge communities"
and structure them to work within our organization rather than try to meet
someone else's definition of a community interest/practice/etc. Our key
positions include community leader (leads the community of people), the
knowledge manager (manages the tool aspect of the community), a core
leadership team, subject matter experts, and members.

Our roles are assigned. In fact these roles are one (of several) criteria
reviewed for candidates for our technical fellow and executive ranks. The
role of knowledge manager is seen as an excellent developmental position
for up-and-coming employees.

We see a direct correlation between active and involved leadership and
community performance. If a community is not performing, we work with
other parts of the organization to get new leadership in place, or we will
decommission it.

- John

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John,

I was working with a client using the CC book and the client was concerned about the
acronyms so they made up a book mark that translated acronyms like CP = command
post. I have been putting a book mark in the books I send out and would be glad to send
a handful to you if you send you post address. I also made a PDF file of both sides of the
book mark and posted it to https://groups.io/g/SIKM/files/CC%20book%20mark%20with%20acronyms.pdf

I like your solution a lot - using it as a lessons of seeing the world through another lens.

Nancy