The caution was 'be careful, once you enter this site you'll want to spend a lot of time there'-- and it is oh so true.
Nearly every day I hear people say they are challenged to get people to be interested in the information/knowledge they want to share or perplexed about how to present what people really want to know.
The answer, they proclaim, is that if it is not immediately usable, people will not be interested in the information
WARNING: This site will debunk at least some of those ideas.
The site I reference here is 'Structurae: An International Database and Gallery of Structures' http://en.structurae.de/index.cfm
In knowledge management we spend a great deal of time talking about immediate relevancy and how important it is to make the information usable at the moment people want it or they will not take the time to look.
Well folks, I am no architect, nor am I a structural engineer and I have no desire to build or remodel a home. Yet I am fascinated to learn about the structural details and construction methods of everything from a refurbished apartment building in Paris to the Pyramids.
Why? Because we are all curious, at least to some extent, about the world around us.
We forget that people are people and that around the globe we DO have some common experiences. One of those is that we are surrounded by structures that peak our curiosity or grab our attention. Those structures we do not experience in person, we see in pictures and this is a place to learn about them in a level of detail that feels as though we are voyeuristically looking in on a personal database, something we are not usually allowed to see.
Is it perfect? No. Do I care that it is not perfect? Not in the least.
Let's do more in our own work to tap each other's creativity and curiosity and let go, just a bit, of the immediacy we are so addicted to. We all need to look up and look out-- look at our world not just at what sits on top of our desk or is articulated in our goals. Let our goal be to explore the world around us. This site is a great place to begin that journey.
Showing posts with label building trust. Show all posts
Showing posts with label building trust. Show all posts
Thursday, October 07, 2010
Friday, November 21, 2008
Characteristics of a KM Change Agent
Jim Markowsky posted results of a survey he did using the social networking site LinkedIn. Jim surveyed the audience of various LinkedIn groups, asking for the top 10 characteristics of an organizational change agent. I found reviewing the survey results to be quite interesting and it made me consider how these characteristics might change if we focused on KM change agents.
Two characteristics not mentioned here which I believe crucial for KM change agents are trust and respect of their colleagues and leaders. I am surprised they did not show up here but I think it is well worth a bit of discussion.
Trust, as I consider it, has 3 attributes:
1. Sincerity-- knowing the person means what they say or promise. 2. Competency--knowing the person can do what they say or promise. 3. Reliability-- witnessed over time, you know the person does what they say or promise. Those whom you trust you often also respect.
As we continue in a time of uncertainty, trust becomes more and more important. As individuals or as leaders, we must never underestimate the value or impact of having or holding trust. If we want to bring forward the knowledge critical to organizational sustainability and success, trust is the ultimate enabler.
http://linkedin.com/
Posting of Survey Results (Organizational Change Network on LinkedIn): What are the Top 10 Characteristics of an Organizational Change Agent?
Survey Results: Based on a 1 - 10 rating scale, 10 being highest.
Average score:
1. Skilled Communicator 7.13 / 10
2. Emotionally Intelligent 6.45 / 10
3. Strong Leader 5.92 / 10
4. Excellent Problem Solver 5.81 / 10
5. Persuasive 5.41 / 10
6. Courageous 5.22 / 10
7. Strong Analytical Skills 5.04 / 10
8. Effective Educator 5.03 / 10
9. Flexible 4.79 / 10
10. Accomplished Project Manager 4.23 / 10
Survey Participants: There were 159 global participants in the survey. The survey was posted on the following Discussion Boards: Organizational Change Network, Network of Organizational Change Managers, Innovative Leadership & Change Management Expert Innovators Network, Change Agents, SAP/ERP Training & Change Practitioners, Organizational Change Practitioners, Organization Development Network, Change Consulting. Survey close date: October 30, 2008. Survey conducted by: Jim Markowsky, X-Factor Business Solutions
Two characteristics not mentioned here which I believe crucial for KM change agents are trust and respect of their colleagues and leaders. I am surprised they did not show up here but I think it is well worth a bit of discussion.
Trust, as I consider it, has 3 attributes:
1. Sincerity-- knowing the person means what they say or promise. 2. Competency--knowing the person can do what they say or promise. 3. Reliability-- witnessed over time, you know the person does what they say or promise. Those whom you trust you often also respect.
As we continue in a time of uncertainty, trust becomes more and more important. As individuals or as leaders, we must never underestimate the value or impact of having or holding trust. If we want to bring forward the knowledge critical to organizational sustainability and success, trust is the ultimate enabler.
http://linkedin.com/
Posting of Survey Results (Organizational Change Network on LinkedIn): What are the Top 10 Characteristics of an Organizational Change Agent?
Survey Results: Based on a 1 - 10 rating scale, 10 being highest.
Average score:
1. Skilled Communicator 7.13 / 10
2. Emotionally Intelligent 6.45 / 10
3. Strong Leader 5.92 / 10
4. Excellent Problem Solver 5.81 / 10
5. Persuasive 5.41 / 10
6. Courageous 5.22 / 10
7. Strong Analytical Skills 5.04 / 10
8. Effective Educator 5.03 / 10
9. Flexible 4.79 / 10
10. Accomplished Project Manager 4.23 / 10
Survey Participants: There were 159 global participants in the survey. The survey was posted on the following Discussion Boards: Organizational Change Network, Network of Organizational Change Managers, Innovative Leadership & Change Management Expert Innovators Network, Change Agents, SAP/ERP Training & Change Practitioners, Organizational Change Practitioners, Organization Development Network, Change Consulting. Survey close date: October 30, 2008. Survey conducted by: Jim Markowsky, X-Factor Business Solutions
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