“Sharing is caring” OR can we say “Knowledge sharing is knowledge gaining” a new outlook that can be adopted in life to carry out something different and worthwhile. Knowledge sharing is an activity through which knowledge is exchanged among people, friends, or members of a family, a community or an organization.
~ Sharing knowledge is not about giving people something, or getting something from them. That is only valid for information sharing. Sharing knowledge occurs when people are genuinely interested in helping one another develop new capacities for action; it is about creating learning processes. ~[/i][/i]
Organizations have recognized that knowledge constitutes a valuable intangible asset for creating and sustaining competitive advantages. Knowledge sharing activities are generally supported by knowledge management systems. However, technology constitutes only one of the many factors that affect the sharing of knowledge in organizations, such as organizational culture, trust, and incentives. The sharing of knowledge constitutes a major challenge in the field of knowledge management because some employees tend to resist sharing their knowledge with the rest of the organization.
Today we talk about the information age brought about as a result of the Internet and the new communication and business models that it opened up. In the simplest terms, in companies today, information flows freely, almost uncontrollably through many different channels. The old problem of lack of information has turned into the opposite, yet just as critical a problem, having access to the information but not being able to find what's relevant to you
Knowledge is somewhat more complicated than information though as it includes an additional component beyond information, an individual’s added understanding of information based on their experience and skills; "why" and "how" applied to information.
Let us have a look at the 3C’s of knowledge sharing:
The very first one is Culture
Culture change is never easy and takes time. Culture is "the way we do things around here". There is no one place to start, but most interventions are based on a simple layered model that portrays how people's observable actions and behaviors are influenced by reportable attitudes and values based on more deep-rooted beliefs. Therefore to change people's actions you have to address the more fundamental underlying layers. This can be done as an organization-wide programme or in small groups or even individually. In order to bring about a change in culture you can take help of the following:
A culture audit
Challenge the improper behaviour
Involve the best
Use role models
Team building
Rewards and recognition
The next C is Competition:
Human beings are at the same time social cooperative beings and have a competitive streak. We all like to do better than our peers and excel in something. Yet, in today's complex world, we need help from them to achieve our aims. But competition must be done in a healthy manner.
And the 3 C is Commitment:
Commitment to knowledge sharing must be demonstrated throughout the organization. It is apparent through what the leaders of the organization say and do. It is shown by commitment in the organizations' processes, reward systems, development programmes etc.
Various mediums of knowledge sharing are as follows:
Blogs – event blogs
Chats
Collaborative workspaces
Content management system
Discussion forums
Emails
Intranets
Google docs
Micro blogging
Podcasting
RSS
Shared spreadsheets
Social networking sites etc
So knowledge sharing is the new power play in the enterprise. Getting to a knowledge sharing culture and implementing systems that will help facilitate this approach to business isn't easy but the rewards can be very high. In a recent survey we did at IDC companies reported 11-30% productivity gains from using social collaboration tools, results that should get the attention of even the most conservative executive. What do you think, how do you build a knowledge sharing corporate culture?
~ Often, we are too slow to recognize how much and in what ways we can assist each other through sharing such expertise and knowledge. ~[/i][/b][/i][/b]
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~ Sharing knowledge is not about giving people something, or getting something from them. That is only valid for information sharing. Sharing knowledge occurs when people are genuinely interested in helping one another develop new capacities for action; it is about creating learning processes. ~[/i][/i]
Organizations have recognized that knowledge constitutes a valuable intangible asset for creating and sustaining competitive advantages. Knowledge sharing activities are generally supported by knowledge management systems. However, technology constitutes only one of the many factors that affect the sharing of knowledge in organizations, such as organizational culture, trust, and incentives. The sharing of knowledge constitutes a major challenge in the field of knowledge management because some employees tend to resist sharing their knowledge with the rest of the organization.
Today we talk about the information age brought about as a result of the Internet and the new communication and business models that it opened up. In the simplest terms, in companies today, information flows freely, almost uncontrollably through many different channels. The old problem of lack of information has turned into the opposite, yet just as critical a problem, having access to the information but not being able to find what's relevant to you
Knowledge is somewhat more complicated than information though as it includes an additional component beyond information, an individual’s added understanding of information based on their experience and skills; "why" and "how" applied to information.
Let us have a look at the 3C’s of knowledge sharing:
The very first one is Culture
Culture change is never easy and takes time. Culture is "the way we do things around here". There is no one place to start, but most interventions are based on a simple layered model that portrays how people's observable actions and behaviors are influenced by reportable attitudes and values based on more deep-rooted beliefs. Therefore to change people's actions you have to address the more fundamental underlying layers. This can be done as an organization-wide programme or in small groups or even individually. In order to bring about a change in culture you can take help of the following:
A culture audit
Challenge the improper behaviour
Involve the best
Use role models
Team building
Rewards and recognition
The next C is Competition:
Human beings are at the same time social cooperative beings and have a competitive streak. We all like to do better than our peers and excel in something. Yet, in today's complex world, we need help from them to achieve our aims. But competition must be done in a healthy manner.
And the 3 C is Commitment:
Commitment to knowledge sharing must be demonstrated throughout the organization. It is apparent through what the leaders of the organization say and do. It is shown by commitment in the organizations' processes, reward systems, development programmes etc.
Various mediums of knowledge sharing are as follows:
Blogs – event blogs
Chats
Collaborative workspaces
Content management system
Discussion forums
Emails
Intranets
Google docs
Micro blogging
Podcasting
RSS
Shared spreadsheets
Social networking sites etc
So knowledge sharing is the new power play in the enterprise. Getting to a knowledge sharing culture and implementing systems that will help facilitate this approach to business isn't easy but the rewards can be very high. In a recent survey we did at IDC companies reported 11-30% productivity gains from using social collaboration tools, results that should get the attention of even the most conservative executive. What do you think, how do you build a knowledge sharing corporate culture?
~ Often, we are too slow to recognize how much and in what ways we can assist each other through sharing such expertise and knowledge. ~[/i][/b][/i][/b]
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