Departing Knowledge #knowledge-retention
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Paulette,
This is very interesting and I am sure accelerates the development of your new people. Does your program extend to have mentoring right across the career path or just with the new joiners. What about experienced middle managers who join from other organisations? Do you match them up with experienced (slightly older?) Boeing personnel to accelerate their understanding of your orgnisation as well.
Is the purpose of the mentoring to be one way transfer of knowledge or both? Organisations often underestimate the value being brought in by the new generation, especially in the area of networking capabilities and social capital development that the younger recruits can teach the organisations how to improve in.
Regards Arthur Shelley From:
sikmleaders@... [mailto:sikmleaders@...] On Behalf Of DeGard, Paulette H
Hi Jerry, -----Original Message-----
From: Jerry Ash [mailto:jash@...] Sent: Thursday, September 04, 2008 6:08 PM To: sikmleaders@ Subject: [sikmleaders] Departing Knowledge Hi all. I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on "Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations. and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine. ------------ Yahoo! Groups Links
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DeGard, Paulette H <Paulette.H.Degard@...>
Hi Jerry,
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Here at Boeing in my group we have created an entire toolkit for Knowledge Transfer between the generations. The toolkit includes an electronic survey to determine how to match people up for mentoring purposes, a matrix that is used to match people based on their survey answers, an analysis of usage for the different tools such as wikis, blogs, and other electronic means of communicating, a training for managers on the differences between the generations, and a process for helping managers support their employees by creating business goals that address knowledge transfer between the generations. This toolkit is being integrated into our larger knowledge management toolkit for capturing, retaining and retrieving knowledge and information in the engineering environment. One of the things we have learned is that matching senior people with new hires really doesn't work all that well. The gap between mentor and mentee should be closer to 5 years because the language between the generations is often mismatched and additionally, a new hire to Boeing would have had a totally different experience in hiring into Boeing than someone who hired in 20+ years ago. Our matrix is being used to help with these particular issues. We are still early in the deployment of the Knowledge Transfer toolkit, but so far it appears to be helping. The Knowledge Management System has been hugely successful and is being deployed across all parts of Boeing as well as our Research Center in Sheffield, England. I look forward to seeing the article in Inside Knowledge on these generational issues. Regards, Paulette Dr. Paulette DeGard Knowledge Strategist Lead, Process and Efficiency Team Flight Deck 425-717-9238 (voice) 360-550-4099 (telecommute number on Fridays) -----Original Message-----
From: Jerry Ash [mailto:jash@...] Sent: Thursday, September 04, 2008 6:08 PM To: sikmleaders@... Subject: [sikmleaders] Departing Knowledge Hi all. I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on "Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations." Clearly, the incoming/outgoing communication and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine.com | www.kwork.org ------------------------------------ Yahoo! Groups Links |
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Jerry,
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I would be happy to talk in detail about some for the initiatives we were putting in place before I left Cadbury Schweppes. I have remained in touch with them on a regular basis and whilst they have slowed a little because of the restructures going on, they are still active. Before going public with the details on these I would like to verify with CS it is OK to share more widely - not my program to give away any more:) However, if Bob wants to make contact with me directly I can discuss some of the things we were doing whilst I gat the approval for my former leaders. Best regards Arthur Regards Arthur Shelley Author: The Organizational Zoo A Survival Guide to Workplace Behavior www.organizationalzoo.com Ph +61 413 047 408 -----Original Message-----
From: sikmleaders@... [mailto:sikmleaders@...] On Behalf Of Jerry Ash Sent: Friday, 5 September 2008 11:08 AM To: sikmleaders@... Subject: [sikmleaders] Departing Knowledge Hi all. I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on "Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations." Clearly, the incoming/outgoing communication and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine.com | www.kwork.org ------------------------------------ Yahoo! Groups Links -- No virus found in this incoming message. Checked by AVG. Version: 7.5.524 / Virus Database: 270.6.16/1653 - Release Date: 5/09/2008 6:57 AM |
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Jerry Ash <jash@...>
Hi all.
I met Bob Wendover of the Center for Generational Studies at the APQC KM meeting in Chicago recently and was very interested in his thoughts on the communication breakdown between older and younger generational cultures at the point of departing/arriving knowledge. I have commissioned him to write a special feature for Inside Knowledge magazine on “Sharing Departing Knowledge in Ways that will Appeal to the Emerging Generations.” Clearly, the incoming/outgoing communication and cultural gaps are a major problem. How do you get the revolving generations to respect one another and share/accept knowledge transfer? Bob has just now asked me if I am aware of any organizations that are actively practicing the following (or other) methods that he might be able to access to ask about their methods, challenges and successes: 1. An exploration of how the characteristics of the knowledge being transferred impacts the delivery methods and reception of younger workers. These include the type of knowledge, the relevance of the knowledge, the passion for the topic, the communication style of the present knowledge holder, and so on. 2. An exploration of platforms and methods for transferring the knowledge in an appealing way to young workers including wikis, podcasts, self-directed training sessions, games, and so on. If you would like to discuss it here, that would be great. If not, and some of you have some thoughts, please contact me back channel: jash@... Thanks. Jerry Ash -- Jerry Ash * Managing Editor, Inside Knowledge magazine * Author, 'New Generation Knowledge Management' series * Founder, Association of Knowledgework (AOK) * KM Coach Email: jash@... Phone: 813.634.4397 URLs: www.IKmagazine.com | www.kwork.org |
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