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Scooped by Deb Nystrom, REVELN
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New Report: The Internet’s Latest Disruption – Knowledge 2.0

New Report: The Internet’s Latest Disruption – Knowledge 2.0 | Agile Learning | Scoop.it

Know or die: risk and opportunity of Knowledge 2.0

“And the web stormed the enterprise and disrupted roles, tasks and jobs: it cast speed, openness, flexibility and efficiency throughout, sparing no business processes: manufacturing, logistic, accounting, customer relation management, lead generation…”

The digital mutation is also profoundly disrupting how knowledge is acquired, organized and shared. Knowledge is an intangible, yet strategic asset of any enterprise. With businesses becoming more virtual and dematerialized, its value is patently and rapidly growing. 


What do we do? From cognizant to savvy via social curation

The new knowledge sharing paradigm in the enterprise is real-time information, in an open world, with pervasive expertise.
 

...The benefits of a Knowledge Sharing solution

Deploy a consistent solution that involves (most) employees and leverages expertise - this yields lots of tangible benefits:

  • It increases the performance of each individual, by means of personal education; it is the most effective way to develop the enterprise human capital

  • It increases the performance of each group within the enterprise, by means of collaboration; and also through better understanding of each other, by better synchronization of knowledge throughout the enterprise

  • It increases the global business intelligence of the enterprise, by means of better monitoring and better filtering of real-time web content

  • It increases the amount of relevant content available to the enterprise content strategy. Indeed, qualified knowledge is quality content and can be redistributed externally to demonstrate thought leadership, feed a community and an audience. And every enterprise needs lot of it.

    
  • It helps detect, develop and reward internal thought leaders

    
  • It helps nurture brand advocates

    

... it does not cost much resource, since everyone in the enterprise is already an expert who discovers, reads, analyzes, filters lots of content… it is just a matter of adding this effort to capture and share the best of it!

Sharing of third party content in the enterprise:

  • Educates employees for 96%

  • Makes organization more efficient for 87%

  • Helps convince teammates for 69%

  • Helps convince clients for 84%

Deb Nystrom, REVELN's insight:

Is this knowledge management ramped up with curation tools?   Sharing with the Knowledge Management Institute to get their perspective.  ~  Deb

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Rescooped by Deb Nystrom, REVELN from Change Management Resources
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Change Management featured at the KM Solutions Showcase™ in Arlington, VA - March 27, 2014

Change Management featured at the KM Solutions Showcase™ in Arlington, VA - March 27, 2014 | Agile Learning | Scoop.it
From the KM Institute…
   
A reminder about the upcoming KM Solutions Showcase™ Conference & Expo, March 27, at the Westin Arlington
   
The Showcase is a fun, one-day conference covering the hottest topics in Knowledge Management: Change Management, Culture Change, KM Methods; Knowledge Capture & Retention, Taxonomy/Search, and more.
    
It's FREE for all Government and Military, and low-cost for Industry.  Located at the beautiful Westin Arlington, just two blocks from the Ballston Metro Stop.  
    
Includes gourmet boxed lunch, prizes, vendor exhibits, materials and Happy Hour.
   
The Agenda is set, our acclaimed Speakers are booked… and we hope you can join us!  
   
Register soon!  Also feel free to forward to friends/colleagues who may be interested.  Groups are welcome!

The change management track includes me:

Deb Nystrom
President of Reveln Consulting, Deb's expertise and service offering is three-fold: 1) Aligning Data, People, and Passion,
2) Solutions in Change Facilitation and Leadership, and

3) Social Media, to empower Change Leaders, consultants, and coaches, using her popular "Social Media Learning Lab" (SMLL).


Deb will discuss how to FRAME an approach to adaptive, people-centered change and knowledge management.  
Deb Nystrom, REVELN's insight:

I'll be presenting at this KM conference in the change management track.   My LinkedIn profile info is here.  Feel free to look at my background or connect with me before the conference.  

Come join us for a good day of learning and exchange in Arlington, Virginia, near D.C.   My other speaking events are:

Recent speaking events are here. ~  Deb 

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Deb Nystrom, REVELN's curator insight, March 17, 2014 11:05 AM

I'll be presenting at this KM conference in the change management track.   My LinkedIn profile info is here.  Feel free to look at my background or connect with me before the conference.  

Come join us for a good day of learning and exchange in Arlington, Virginia, near D.C.   My other speaking events are:

Recent speaking events are here. ~  Deb 

Deb Nystrom, REVELN's curator insight, March 17, 2014 11:28 AM

There's still time to attend this one day Knowledge Management conference in lovely Arlington, Virginia.  I'll be presenting in the Change Management track.  My LinkedIn profile info is here.  Feel free to look at my background or connect with me before the conference.  ~  Deb

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Create-Learning » Results vs. Process. Achieving Goals While Improving the Work

Create-Learning » Results vs. Process. Achieving Goals While Improving the Work | Agile Learning | Scoop.it

A video is listed that examines process, vs. problems with Management by Objectives (MBOs) - it's not all about results.  LEAN is about process.   ...Have PDCA, Plan-Do-Check-Act within the leadership team.


___________________
   
Most scoreboards are focused on results.  If we don't have the results we need, what are we going to do about it?

  

___________________
    


Most scoreboards are focused on results.  If we don't have the results we need, what are we going to do about it?


It's not about, like losing weight, measuring more frequently.   What processes do we need to consider?   ...MBO meetings would sometimes includes, "I don't care how you do it, just do it (get the numbers.]"


"Results without a process is luck. Process without results is waste. How are your processes driving the goals you work to achieve?"
 

The need to have people fall in love with the process of working to achieve goals as opposed to the goal itself will allow quick change and more innovation.
 

The goal is not and should not be ignored…the challenge is that the processes being used to achieve the goal need to be evaluated to ensure you are working to achieve the goal.

Deb Nystrom, REVELN's insight:

This timeline shows missing elements with problematic MBOs.  it's good to see this Knowledge Management piece on putting process & results together.

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David Hain's curator insight, February 3, 2014 2:46 AM

Nice matrix on intentional success.

Rescooped by Deb Nystrom, REVELN from Maximizing Business Value
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Learning is the Work ~ The Future of Jobs

Learning is the Work ~ The Future of Jobs | Agile Learning | Scoop.it

"...automation is replacing most routine work...[leaving] customized work, which requires initiative, creativity and passion."

Valued work, and the environments in which it takes place, is becoming more complex. Professionals today are doing work that cannot be easily standardized.


______________________________

...the optimal way to do work is to constantly probe the environment and test emergent practices...[which] are dependent on the cooperation of all workers [and]... the free flow of knowledge.

______________________________

 

"In complexity, we can determine the relationship between cause and effect only in retrospect. ...[This] puts into question most of our management frameworks that require detailed analysis before we take action. It also shows that identifying and copying best practices is pretty well useless.


"In complex work environments, the optimal way to do work is to constantly probe the environment and test emergent practices. This requires an engaged and empowered workforce. Emergent practices are dependent on the cooperation of all workers (and management) as well as the free flow of knowledge.

 

"Work in complex situations requires a greater percentage of implicit knowledge,...Research shows that sharing complex knowledge requires strong interpersonal relationships. But discovering innovative ideas usually comes through loose social ties. Organizations need both, and communities of practice can help to connect tight work teams with loose social networks.

    

...this new world of work needs individuals who are adept at sense-making. One framework for this is personal knowledge management."


The most effective learning in the new world of work will be when engaged individuals, working out loud, share their knowledge. Training and education will remain inputs, but minor ones. 


See the other ScoopIt featuring and earlier post from the same author:      Pushing and Pulling Tacit Knowledge


As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.
 

Related posts by Deb:
    

     

    


  

       

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

     


Via Jim Lerman, midmarketplace
Deb Nystrom, REVELN's insight:

Harold Jarche make the point of loose -tight structure and customization, dependent on open, sharing environments.  Curation, such as these newsletters on ScoopIt, is a type of personal knowledge management.

Other posts shared in this stream offer the types of open networks and giving, learning, helping environments that can create the needed loose - tight structures for learning.    ~  D

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Laura Rosillo's curator insight, October 13, 2013 8:52 AM

Sobre el futuro del trabajo y la Gestión del Conocimiento: El aprendizaje es el trabajo de Harold Jarche: Muy recomendable su lectura

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How to make Knowledge Management Sexy Again

How to make Knowledge Management Sexy Again | Agile Learning | Scoop.it

Two articles surfaced recently that reinforce that point to how to make KM sexy again:


BBC – Did Minsky find the secret behind the financial crashes?


Time – Google’s flu project shows the failings of big data


If you want to make KM sexy again it means a shift in thinking!

Deb Nystrom, REVELN's insight:

The second article reference would probably cause Nassim Nicholas Taleb to say, of big data, "Of course!"  One of his quotes, "The fooled-by-data effect is accelerating. There is a nasty phenomenon called “Big Data” in which researchers have brought cherry-picking to an industrial level."

That said, I'm just back from the Knowledge Management Institute Showcase (next post) where "sensemaking" and combining narrative and social science methods was exactly what we were doing.  


My version of it, using "Open Space Technology" as a process technique to FRAME for enrichment, exchange, commitment will be in the next post.   ~  D

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Marie Jeffery's curator insight, April 9, 2014 2:09 PM

Deb's presentation at the KM Solutions Showcase was stellar!

 

www.kminstitute.org

Rescooped by Deb Nystrom, REVELN from Talent and Performance Development
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Wirearchies = Adaptive, Two Way Flow of Power, Knowledge, with a Focus on People , then Results

Wirearchies = Adaptive, Two Way Flow of Power, Knowledge, with a Focus on People , then Results | Agile Learning | Scoop.it

Harold Jarche features Chee Chin Liew’s presentation on moving from hierarchies to teams at BASF.  It shows how IT Services used their technology platforms to enhance networking, knowledge-sharing, and collaboration.  


It features an approach to “building flows of information into pertinent, useful and just-in-time knowledge” so that...  knowledge can flow in order to foster trust and credibility.

      

______________________________

    

In complex environments, weak hierarchies and strong networks are the best organizing principle.   ...It means giving up control. 

   

_______________________________
       
Creating this two-way flow of dialogue, practice, expertise, and interest, can be the foundation of a 
wirearchy.

In complex environments, weak hierarchies and strong networks are the best organizing principle.


....many companies today have strong networks...coupled with strong central control. Becoming a wirearchy requires new organizational structures that incorporate communities, networks, and cooperative behaviours. It means giving up control. The job of those in leaderships roles is to help the network make better decisions. 

Related tools & posts by Deb:


See the companion post about Holacracy, here.


As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.

    

Related posts by Deb:
 

     

    

    

     

  • Stay in touch with Best of the Best news, taken from Deb's  9 multi-gold award winning curation streams, delivered once a month via email.  Preview it here, via REVELN Tools.

         

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

 

Deb Nystrom, REVELN's insight:

I just featured the called out quote above about complexity (over complicated, bureaucratic), and less hierarchy, more communication via networks in my most recent post about letting go of industrial age thinking via the command and control nature of performance appraisals.  

Wirearchy and holacracy (think Zappos) are alternatives that embrace networked learning.  One is arguably a set of principles, the latter is an organization design approach that deemphasizes management.

~  Deb

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Deb Nystrom, REVELN's curator insight, February 26, 2014 2:50 PM

Holacracies, wirearchies and feedback rich cultures are one of the key ways organizations can adapt to disruptive change, or so it is beginning to look.   It will take solid leadership to change the nature of control and power in new millenium organizations, with unconventional larger organizations. like Zappos, leading the way.  ~  D

Helen Teague's curator insight, March 6, 2014 1:46 PM

well worth the reading time.

InflatableCostumes's curator insight, March 7, 2014 7:26 AM

 Manufacturers of Custom Shaped Cold Air Inflatables including Giant Character shapes and  Product Replicas also Rooftop Balloons specializing in custom inflatables for advertising, manufactured in Hyderabad city, India - http://www.inflatablecostumes.com

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Knowledge Management Failure Factors

Knowledge Management Failure Factors | Agile Learning | Scoop.it

Alan Frost provides an introduction to his collection of the most widespread failure factors in knowledge management including:

 Causal Failure Factors:

  • Lack of performance indicators and measurable benefits
  • Inadequate management support
  • Improper planning, design, coordination, and evaluation
     

Resultant Failure Factors:

  • Lack of widespread contribution
  • Lack of relevance, quality, and usability
  • Overemphasis on formal learning, systematisation, and determinant needs
  • Improper implementation of technology
  • Improper budgeting and excessive costs
  • Lack of responsibility and ownership
  • Loss of knowledge from staff defection and retirement


The full reference, using the author's 2013 & 2014 research is here. 

Deb Nystrom, REVELN's insight:

This site has many tools to help explore knowledge management as a field.  It's worth a look as well as a few thoughts about how the KM field compares to other approaches including action research and role of experience in scholarship and learning.  ~  D

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