“My dad is a knowledge worker!”

While I was reading Martin Roell’s Terminology: “Knowledge Worker”, a TV commercial I saw a while back came to mind: elementary school students were telling the class what their dads did for a living, and after a couple of well defined jobs (policemen, construction, etc.) were announced one boy proudly stood up and stated, “My […]

The stubborness, and flexibility, of memory and learning

In my last post I discussed the question of knowledge loss in the form of the impending retirement of baby boomers. I wrote, “Organizational memory, like human memory, can be a stubborn thing to change and often results in a this is how we’ve always done it syndrome,” and suggested that maybe we don’t want […]

Problem or Once in a Lifetime Opportunity

For many years now I’ve read about and been involved in discussions about the impending retirement of baby boomers, the effect this will have on institutional memory, and what can be done about it. Most of my interest in this at the time concerned the impact on the federal government workforce, which will be very […]

Individual needs vs. Organizational goals

Found this one languishing in my drafts pile from July 16. Ooops. In response to a comment I made to Maybe All KM is Personal KM, Tom Collins at Knowledge Aforethought wrote the following: That means we have to build team collaboration tools and enterprise information systems (not to mention tools for connecting outside the […]

Process, results, and a round of golf

Not too long ago I had a boss who, not unlike many leaders in organizations, had an established set of operating guidelines for the organization he was responsible for. Among the list of about 10-12 general principles was: Process is important, but it is results that matter. Which got me thinking about what “results” means. […]

Making Time to Learn

From Learning and Training Innovations magazine is the article Making Time to Learn. The author presents several approaches to overcome the problem “lack of time is the major impediment to learning,” including: Make learning an official, voiced company or unit goal (iow, Give your employees permission to learn) Link training explicitly to individual goals Tie […]