Turbulence seems to be a way of life in many organizations at present. The issues raised by the aging of the baby boomers, the economic climate, global environment, regulatory pressures and shifting consumer needs seem to be creating the perfect storm for companies to take on water and run on chaos. During a time of challenge or struggle, it is natural for an organization to look for a way out, more often a band-aid then a true cure for the deeper ailments. They look for what they can see quickly to ease the pain and handle the symptoms. Sometimes organizations decide that better, quicker, faster managing of knowledge is what they need to help them create a more effective organization, build a better culture, address the economic and other challenges.
Frankly, consultants and consulting firms hoping to cash in on a new trend have helped to fuel that misguided belief.
Without a doubt effectively managing knowledge can assist a company turn toward better water, but it can not replace strong and wise leadership, good company practices, and a willingness to learn. Knowledge management can help build the tools, processes and methods of learning but it can not, on it's own, create a learning organization. That is a myth and a dangerous myth at that.
Persistent, authentic, and strong leadership is needed to create the organizational structure, culture and foundation for a learning organization. If knowledge can be quickly shared but no one dares talk about the missteps and mistakes, the knowledge can not be trusted or utilized. Bad behavior can not be changed by managing knowledge. We know this. Yet we wish for a quick fix and something to blame. It takes work and courage to lead an organization in a way where questioning is allowed, mistakes are not a fireable offense and learning is a way of life. It takes deep commitment to the future, not a driving need for short term gain.
My hope is to meet and work with more and more leaders who possess the vision, values and strength of character to lead for the future, rather than for this year's bonus. My fear is that there are fewer and fewer of those people in the driver's seat.
1 comment:
When you said, "My hope is to meet and work with more and more leaders who possess the vision, values and strength of character to lead for the future, rather than for this year's bonus. My fear is that there are fewer and fewer of those people in the driver's seat." I thought of a great post empowered to make a difference.
You post breathes.
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