3 Ways To Improve Knowledge Sharing
Learn what is knowledge management and how to promote knowledge sharing in your organization
Learn what is knowledge management and how to promote knowledge sharing in your organization
Key Takeaways
Knowledge management is getting WHAT you need WHEN you need it
2. It starts with culture, organization champions, and finally great tools
3. But the best way to start is to just do it! (be the change)
What Is Knowledge Management
Today, knowledge means everything. It helps us grow, succeed, become more efficient, and improve ourselves. Knowledge management is getting the required knowledge at the right time.
For example, let’s say I want to buy a car. First, I might need to know which models fit my needs. Later, I might want to know what is affordable and within my price range. Last, I want to know where I can get the best deal.
If someone called me before I started my research and suggested I’d go a take a look at a specific car shop, that’s excellent information but not at the right time. On the other hand, if someone would have called me suggesting a loan to buy a car before I start such a process, that’s not even the information I need.
It Starts With Culture
This era is known for its knowledge workers. Our IP (intellectual property) is what we KNOW. In other words, knowledge is power. Just think about how much time you could talk and explain how to do what you do (I bet it could be hours, if not days).
For this reason, we tend to keep our knowledge to ourselves (after all, it is our power). Our knowledge and expertise position us and makes us stand out. With that said, why would you want to share it with others?
Without a deep change in the organizational culture, in a top-down approach, you won’t. From my experience, a culture that promotes knowledge sharing should include –
Self example — while it might be obvious when was the last time your CEO, or other executives, shared some of their learnings and insights? It starts from the top.
Incentives — consider how social media incentivize sharing by promoting posts in the feed and even by paying the creator. Does an employee who shares, writes, contributes, and helps others get recognition for it?
Process — like other things, there should be a process in place to promote the sharing of knowledge. Surveys, rituals, self-assessments, and scheduled check-ins are some examples. In one place I worked, each quarter we spend a whole day validating our knowledge base up to date.
It Continues With Champions
Furthermore, culture empowers people. The organization should find its knowledge champions and let them lead this area. Being a champion doesn’t mean you know more than others, but that you are an example of someones who shares his knowledge.
One example I saw for it is a list of professional topics in the company domain and one expert in each. The same way you browse through written forms of knowledge, you could go and talk directly to the person who has the answer you’re looking for.
Following this point, champions needs a leader. The organization needs to find the leader of the knowledge management, and allow him to lead (informally) these champions.
I strongly believe this person should be high in the command chain, preferably an executive (or at least empowered by one). I saw it best fit with the HR department, though other options can work.
It Ends With Tools
Yes, we need tools. The problem with it is that there are too many. That’s why each company should define its ideal set of tools. The ideal blend of tools should –
Be part of the day-to-day work, so it would be easier to use it
Foster collaboration and visibility
Promote innovation and creativity
One implementation I did of Confluence was able to stand up. I managed to get the entire company to work on it (thus making it part of their day-to-day). Features like feed, comments, and reactions fostered collaboration. Lastly, integrating sketching tools promoted creativity.
Where To Start
Although I believe a true knowledge-sharing culture comes from the top, the way to start it is actually from the bottom.
Start sharing! It might be scary at first, but you will be appreciated by others. Find the tools that you believe work best for the company, and become the champion in your area.
As a known phrase says, “sharing is caring“.