Knowledge is Power... How much of this do we believe in? If we do believe this, how do we go about ensuring that knowledge is contained in our organization? In fact, in today’s economy, in which knowledge, creativity and innovations are shaping, generating and sustaining our balance sheet and growth itself, we have no choice but to continue on this journey or be prepared to become insignificant.
A few facts about KM (knowledge management):
- It is about culture, not technology
- It is a journey, not a project
- It is a pursuit of organizational improvement by capitalizing on LIVING KNOWLEDGE CAPITAL
Below is a simple model of the Knowledge Management Model for your digestion.
- K-Identification
- K-Acquisition
- K-Application
- K-Sharing
- K-Development
- K-Creation
- K-Preservation
- K-Measurement
6 Key Enablers
Physical Architecture,
Structural Design,
Policy/Roadmap,
Culture-driven K-tools,
Innovative Knowledge Professionals,
Technology
A brief description of the key focus:
K-Identification: identifying the individual or team knowledge needs required for change or meeting company’s expectations.
K-Acquisition: identifying the sources of the knowledge, internal or external for acquirement eg. from suppliers, partnerships, portal or past records etc.
K-Application: applying the knowledge acquired either playing with ideas or real-time application or just contributing during discussions. | K-Sharing: strategizing on ways of sharing the knowledge acquired such as in teams, develop a policy or embed in management system.
K-Development: after acquirement, initiatives taken to increase overall competencies throughout the company.
K-Creation: creating or facilitating a solid knowledge breakthrough in innovation through collaboration, combining, generating and recommending or simply extracting from documents.
K-Preservation: identify tools, systems or ways of capturing the use or preservation of knowledge.
K-Measurement: identifying tools for the assessment or measurement of all knowledge applied successfully.
Key Enablers are tools, systems/policy or vehicle used to facilitate the practice of knowledge management.
How do you know where your people are in the practice of KM?
There are 4 levels of knowledge management:
Level 1 - Know-What: having the knowledge, calling him a learned person
Level 2 - Know-How: having developed the skills upon acquiring of knowledge
Level 3 - Know-Why: possessing the attitude, good mindset of knowledge
Level 4 - Care-Why: possessing the habits of knowledge management
Ultimate benefits of the systematic practice of KM
- Achieving significant and sustainable performance by having self driven mindset and habits - First Class Mentality employees
- Internalisation of these mindset and habits will transform individuals and teams to be more self driven, proactive, collaborative and innovative
If you want to know more, look out for the coming awareness session on knowledge management in 2009 organized by CEDR for your benefit.
Reference source: JT Frank Academy |