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Ten Big Ideas of Knowledge Management

Conversation Matters

So we start meetings with “small talk,” that is, getting to know more about one another, not just the weather, but what is important in their work right now, or what they have done recently that they are most proud of. Circles Connect (applicable when the virus is over and we are again able to meet in person). Circles represent unity.

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Knowledge Management That Makes a Difference

Conversation Matters

I have long held a conviction that the best way to understand knowledge management is to actually experience it, not listen to a presentation about it, or even read about it - but to experience it. We started with a dinner the night before where participants had a chance to meet informally. We learn when we talk.

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The Three Eras of Knowledge Management

Conversation Matters

In this video I describe the Three Eras of knowledge management that I have previously written about on this blog, Where Knowledge Management has Been and Where it is Going – Part One , Part Two , and Part Three. That support includes convening, cognitive diversity and transparency.

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The Three Eras of Knowledge Management - Summary

Conversation Matters

I have posted lengthy descriptions of each of the three eras of knowledge management and here I have made a brief summary of all three. Since the term “knowledge management” came into popular usage, there have been three significant changes in how organizations have thought about their knowledge.

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Why Knowledge Management Didn’t Save General Motors: Addressing Complex Issues By Convening Conversation

Conversation Matters

GM was brought down by a flawed strategy, but an organization’s strategy is clearly a product of the knowledge that exists within its walls. The knowledge existed within GM to develop a more competitive strategy. The knowledge management task is to bring together the collective knowledge of the organization to bear on complex issues.

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The Great Generational Shift: How Employers and Managers Can Prepare

Everwise

Flexible work conditions, learning/knowledge management, pay-for-performance, and coaching-style leadership will be the keys to being an “employer of choice” for in-demand talent. Managers will need to deal with and accommodate the growing needs and expectations of an increasingly diverse post-Boomer workforce.

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Bersin: Don’t overlook these 8 factors in creating your new hybrid plan

HRExecutive

For example, some companies may mandate meeting attendance with cameras on for remote workers or may require that employees come into the workplace on certain days. In our company, client meetings can always interrupt normal internal meetings.) Listening helps with productivity, inclusion, diversity and employee retention.