In order for knowledge-sharing to work, team members need to do two things.

  1. They have to want to share, and
  2. They have to make sharing part of the work they do every day.

So, how do you know if your team is embracing knowledge-sharing practices? Where does your organization fall in aligning people, process and technology to make those practices most effective? Regardless of whether you have been a knowledge-sharing organization for a while or if you are just getting started, it’s often hard to know.

In our experience, most organizations fall along a continuum from active resistance to full engagement. Knowing where you are along this continuum will help you design, enhance and support your knowledge-sharing program over the long haul. Because, it’s often what you don’t know before you begin a new initiative – or relaunch a new program – that might trip you up.

What a good benchmark does is help you direct your efforts. Are your challenges around leadership, technology, processes or culture? Focusing on your weaknesses and drawing on your strengths will greatly improve the likelihood of success. Uncover your team’s perceptions of your organization around 14 vital factors for knowledge sharing success. Rather than face that uncertain future, find out where you are today, establish a focused action plan to address gaps and challenges, and measure again in three or six months.

The answers will give you a view into how the team perceives your culture, leadership, processes and technology. Their perception is critical, because they are the ones that have to make knowledge-sharing practices work. Their perceptions will directly influence buy-in, engagement and long-term success.

The 14 vital factors fall into 4 groups: process, technology, culture, and people and leadership.

Process

1 – Leadership invests as many resources in training and developing the team as it invests in the knowledge tool.

2 – Leadership clearly communicates the importance of knowledge and learning.

3 – Knowledge sharing is embedded into how we do our work.

Technology

4 – The technology we have makes it easy to share information within the company.

5 – Most people would agree that we need to invest in knowledge-sharing processes before purchasing technology.

Culture

6 – We have a process for using and acting on information in our knowledge bases.

7 – We invest as much time in fixing the root causes of the fires as we do in fighting fires.

8 – We have a culture that values collaboration more than command and control.

9 – We reward people who solve problems in a scalable way rather than individuals who perform heroics over and over.

10 – It is easy to get help from anyone in any department.

People/Leadership

11 – Leadership promotes the importance of continuous learning.

12 – Employees routinely recommend to their professional colleagues that our company is a good place to work

13 – Customers routinely recommend our company’s products or services to others

14 – We have easy access to lessons learned by others in the same organization

We invite you to complete the complimentary Klever Assessment that includes 14 questions to uncover your own perceptions about knowledge sharing readiness and aptitude in your organization. The results are based on a survey instrument developed by Klever to gauge knowledge-sharing practice readiness. It draws on more than five decades of experience in knowledge management programs and the experiences of dozens of companies.

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