Organizational Knowledge Management and Learning

Overview and Opportunities

Agenda

• Evolution of Organizational KM&L (Knowledge Management and Learning)

• Role of Organizational KM&L• Current State of KM&L

– Trends, Drivers, Enablers, Issues and Challenges• KM&L Strategies• KM&L Service Opportunities

Evolution of Organizational KM&L• 1880 - Agricultural to Industrial

– Training through apprenticeship, senior workers– Scientific Management

• 1910 - Mass Production Era– Increasingly formal production efficiency training

• 1940 - Rise of Bureaucracy – Training and Education for Formal Management– Organization is a social structure

• 1960 – Social Revolution– Learning is Individual

• 1980 – Information age– Lifelong Learning

• 1990 – Internet changes behaviour– Innovation

• 2000 – Social Media…– Natural Learning

Mechanical Complex

Evolution of KM&LFrom Training to Learning

•From Training to LearningA learning organization is not about 'more training'. While training does help develop certain types of skill, a learning organisation involves the development of higher levels of knowledge and skill. We have developed a 4-level model:Level 1.- Learning facts, knowledge, processes and procedures. Applies to known situations where changes are minor.Level 2.- Learning new job skills that are transferable to other situations. Applies to new situations where existing responses need to be changed. Bringing in outside expertise is a useful tool here.Level 3 - Learning to adapt. Applies to more dynamic situations where the solutions need developing. Experimentation, and deriving lessons from success and failure is the mode of learning here.Level 4 - Learning to learn. Is about innovation and creativity; designing the future rather than merely adapting to it. This is where assumptions are challenged and knowledge is reframed.Furthermore this model (or adaptation of it) can be applied at three levels - to the learning of individuals, of teams and of organisations. Organizations that achieve learning to Level 4 will "reinvent not just their organization but their industry" (Hamel and Prahaled in Competing for the Future)

Role of Organizational KM&L

Current State of KM&LTrends, Drivers, Enablers, Issues and

Challenges

Learning and Knowledge Management

Critical Thinking - Jarche

PKM in a NutshellHarold Jarache

PKM•PKM in a nutshellPosted on March 22nd, 2010by Harold Jarche Personal Knowledge Management:

•A way to deal with ever-increasing digital information.•Requires an open attitude to learning and finding new things (I Seek).•Develops processes of filing, classifying and annotating for later retrieval.•Uses open systems that enable sharing.•Aids in observing, thinking and using information & knowledge (I Sense).•Helps to share ideas with others (We Share).•“You know you’re in a community of practice when your practice changes” (We Use).•PKM prepares the mind to be open to new ideas (enhanced serendipity).PKM is related to Personal Learning Environments and Personal Learning Networks. They are different ways of addressing similar issues:

Formal Vs Informal Learning

Formal vs Informal

http://www.jarche.com/wp-content/uploads/2010/05/hart_cross_5_stages.jpg

Jay Cross View

Formal LearningTrainingFormal educationPublications

The Spending/Outcomes Paradox

Spending Learning

Informal LearningDay-to-day, on-jobCo-workersMentors & coaches

Jay Cross View

The True cost of Learning?

Jay Cross View

US Dept of Lab, Know Jump

KM&L Strategies

One week workshop

Selling at $5M/yr

E-learning

Sales Training Before

Sales Training After

Case study

Selling at $5M/yr

Coaching

6 months

Social Learning Strategy Model

21

Formal Training (Blended)

Informal Learning(Promote)

ContinuousLearning(Tools)

Learning Needs• New• Refresher • Refine• Just-in-time

Skill Requirements• Networking• Search & Find• Critical Thinking• Analytical Skills• Creative Thinking

Project Launch

Your learning journey……

KM&L Service Opportunities• Development of specific KM&L Plans:

– KM&L Audit and Analytics:• What are driving team acquisition of information and learning?• How are workers acquiring information? (tools, sources, etc)• How do they process information into knowledge?• Commonality/diversity of individual research and learning• Quality and consistency of tools, sources, etc• Recommendations on ways to improve efficiency of group

information acquisition, knowledge management and learning

– Stand alone plans for current operations– Part of broader change initiative, project, etc

How Smart Workers use Social media to learn

Learning - ServicesFormal (Blended )

TrainingInformal Learning Continuous

Learning Blended Learning Strategy Development

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