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Monday, June 21, 2010

Knowledge Sharing in an Organization

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Knowledge Sharing in an Organization
Knowledge Sharing in an Organization - Three Types of People

In the past the knowledge that you know is your competitive advantage directly. Sharing knowledge is considered as an act of treason against himself. Today you are sharing knowledge is what differentiates you from your friends. Going from one culture to another best difficult, but knowing the kind of person who works with knowledge will help design strategies for change.

According to Karen Stephenson, a graduate of the Harvard School of Design, there are three types of people when it comes to sharing knowledge. Hub, pulse-takers, and gatekeepers, each type has a special role in how knowledge and information being transferred throughout the organization. A Knowledge Management System is generally set in place to help people share what they know for everyone to use.

The Hub - Think of this as the type of person who collects all sorts of information and offer up free. This type of person would be great as a change agent for preparing a new Knowledge Management System. Collect and store information on a system that can be accessed by anyone, so the total number of all the knowledge available to the entire organization.

Pulse-takers - people are building relationships with people within the organization. If they need to know something, they'll find someone who they know to get the information. Building the type of network can be time consuming. Network works only for the people who built it and the people that they have a relationship with. Someone new to the organization will be at a loss at the earliest.

Gatekeeper - gatekeeper is the person who controls the flow of information around the organization. Think about this man Police Information. They might know something, but not willing to give up information unless approved for distribution. In some cases the gatekeeper necessary. However, the gatekeeper is a barrier to sharing knowledge.

The three types of transfer of knowledge and information within an organization is far more efficient than a formal knowledge management systems. Most of this information is considered secret or knowledge which is transmitted from one person to another. The purpose of knowledge management systems is to transform tacit knowledge into explicit knowledge, knowledge that is written.

When you conduct an audit of how information and knowledge created and shared within your organization, keep in mind the type of person. Each has strengths and weaknesses that can help make changes to the organizational culture of knowledge.


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