knowledge agenda
DESCRIPTION
Describes a knowledge agenda that extends knowledger management beyond it's traditional boundaries in an organizational context. Considers the extent to which knowledge and knowledge work can be managed.TRANSCRIPT
Albert SimardKnowledge ManagerDefence R&D Canada
Presented to 17th Conference on Knowledge-Based organizations November 24-26, 2011
Becoming a Knowledge Organization
2
Knowledge-Based Organizations
KBOs are in the knowledge business. Creating and using knowledge is their
core activity.Knowledge is a KBOs most valuable
asset. They often spend 10 to 15 times more to create and use knowledge than on facilities, equipment, and infrastructure.
KBOs must become knowledge organizations to remain relevant.
They must create, manage, and use knowledge as a strategic resource.
3
Outline
• Management Levels
• Knowledge Flow– Creation
– Validation
– Organization
– Authorization
• Management Regimes
4
Knowledge Management Levels
Knowledge Assets
Knowledge Sharing
Knowledge Work
Knowledge Transfer
Knowledge Infrastructure
Stock
Flow
Business
National Defence, National Security, Public Safety
Defence R&D Canada
Markets
Resources Government
LevelsLevels
5
Knowledge Infrastructure
Processes
work routineslessons learned, best practices,
Peoplelearning, motivation,
rewards, incentives,
staffing, skills
Governance roles, responsibilities, authorities, resources
Content, Services
data, risk analysis, reports, monitoring, operations, policies
Toolssystems to capture, store, share, and process content
LevelsLevels
6
Knowledge Assets
• Capture: Represent explicit or tacit knowledge on reproducible media
• Inventory: Find, list, and describe knowledge; map to business needs, value and prioritize
• Needs: What needs to be known to accomplish organizational goals; identify core knowledge
• Gaps: Difference between what is known and what needs to be known
• Preserve: organize, store, search & retrieval, maintain and migrate throughout life-cycle
LevelsLevels
7
Knowledge Sharing
• Exchange: Develop & implement internal systems to enable people to find and retrieve knowledge.
• Integrate: Combine diverse knowledge from many sources to create a holistic view of complex issues.
• Transfer: Disseminate knowledge from the organization to enable its use by partners, clients, and stakeholders.
• Monitor: Acquire knowledge from the environment to identify events and developments of interest to the organization.
• Monitor: Acquire knowledge from the environment to identify events and developments of interest to the organization.
LevelsLevels
8
DRDC Knowledge Work
Inputs
Direction
Monitoring
Intelligence
Needs
Priorities
Establishment
Transformation
Programs
Services
Acquire
Create
Develop
Mobilize
Learn
Output Report
Integration
Innovation
Mitigation
Advice
Adaptation
Clie
nts
DND
(management)
(R & D)
LevelsLevels
9
Knowledge Transfer• Communications: one-way dissemination of
approved messages and positions.
• Transaction: two-way exchanges of knowledge products & services.
• Parallel: Transferring knowledge products & services from or to two or more providers or users.
• Sequential: Multiple organizations sequentially produce and transfer knowledge products & services.
• Cyclic: Knowledge service “value chains” continuously create and transfer new knowledge.
• Network: Interactions among large numbers of participants in a “knowledge ecosystem.”
LevelsLevels
10
Outline
• Management Levels
• Knowledge Flow– Creation
– Validation
– Organization
– Authorization
• Management Regimes
11
Organizational Knowledge Flow
CreationCreation ValidationValidation
OrganizationOrganizationAuthorizationAuthorization
FlowFlow
12
Incentives
• Compliance (you will)– Pay, job security, duty, work ethic, penalties– Military, manufacturing, law, regulation, policies– Meet quotas, minimum standards, routine tasks
• Motivation (you’ll be rewarded)– Ambition, challenges, bonuses, rewards, recognition– Efficiency, productivity, quality– Increases, improvements
• Engagement (would you like to?)– Meaningfulness, ownership, self-esteem, enjoyment– Creativity, innovation, discovery– Commitment, involvement, willingness, enjoyment
Flow-Creation
Flow-Creation
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Engagement• Autonomy: (agreed task, flexible schedule, select
technique, choose team)
• Mastery: (is a mindset, it takes time and effort, it is asymptotic)
• Purpose: (meaningful goals, words are important, policies)
Daniel Pink (2009)Daniel Pink (2009)
Flow-CreationFlow-Creation
14
Eliciting Methods
• Conversations, discussions, dialogue (colleagues, peers)
• Questions & answers, problems & solutions (novice/expert)
• After-action reviews, lessons learned (event/group)
• Capture, document, interview, record (expert/facilitator)
• Extraction, identify, codify, organize (expert/know engineer)
• Advising, briefing, recommending (subordinate/superior)
• Teaching, educating, training (teacher/student)
• Storytelling, narratives, anecdotes (teller/listener)
• Explaining, demonstrating, describing (technician/user)
• Presentations, lectures, speeches (speaker/audience)
Flow-CreationFlow-Creation
15
Communities Create & Validate Knowledge
• Knowledge exists in the minds of people. Experience is as important as formal knowledge.
• Knowledge is tacit as well as explicit. Transferring tacit knowledge is more effective through human interaction.
• Knowledge is social as well as individual. Today’s knowledge is the result of centuries of collective research.
• Knowledge is changing at an accelerating rate. It takes a community of people to keep up with new concepts, practices, and technology.
Flow-CommunitiesFlow-Communities
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Participants- Help with their work- Solve problems- Find experts- Receive feedback- Place to learn- Latest information- Enhance reputation
Participants- Help with their work- Solve problems- Find experts- Receive feedback- Place to learn- Latest information- Enhance reputation
Management- Connect isolated experts- Coordinate activities- Fast problem solving- Reduce development time- Quickly answer questions- Standardize processes- Develop & retain talent
Management- Connect isolated experts- Coordinate activities- Fast problem solving- Reduce development time- Quickly answer questions- Standardize processes- Develop & retain talent
Community Benefits
Outputs- - Tangible: documents, reports, manuals,
recommendations, reduced innovation time and cost- - Intangible: increased skills, sense of trust, diverse
perspectives, cross-pollinate ideas, capacity to innovate, relationships, spirit of enquiry
Outputs- - Tangible: documents, reports, manuals,
recommendations, reduced innovation time and cost- - Intangible: increased skills, sense of trust, diverse
perspectives, cross-pollinate ideas, capacity to innovate, relationships, spirit of enquiry
Flow-CommunitiesFlow-Communities
17
Harvesting Methods
• Service Center: repository for community outputs; interface with communities, minimize duplication, inform communities
• Leader: transfer community outputs; Identify emerging trends, prioritize issues
• Sponsor: endorse community outputs; bridge between the community and the organization, provide support, minimize organizational barriers
• Champion: ensure adoption of community outputs; communicate purpose, promote the community
Flow-CommunitiesFlow-Communities
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Organizational Structure
Technology
support
Manage
InterfaceContent
Research
Social
Common
Flow-OrganizationFlow-Organization
Governance
direction
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Knowledge Services Value Chain
Use Internally
Use Professionally
Use Personally
Generate
Transform
Add Value
Transfer
EvaluateManage
Extract
Advance
Embed
Legend
S&T PartnersCentre for Security Science
Practitioners & Stakeholders
Flow-OrganizationFlow-Organization
20
Knowledge Creation Process
Statistical Apps.
Store
Analyze
Body of knowledge Review
Literature
Experimental design
Test
Experiment
inadequate
adequate
Write
Review
Publish
EditHypothesisHypothesis
DataData
TacitTacit
ExplicitExplicit
ProductProduct
GapGap
Legend: Work Output Service
Legend: Work Output Service
Library, Web, Search Expertise
Office App.
Data management Analysis Apps.
Interface
CollaborationCollaboration
Flow-OrganizationFlow-Organization
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Organizing Knowledge
• Classification systems
• Indexes, catalogues
• Thesauri, Taxonomies
• Ontologies, Mind maps
• Folksonomies
• Automated methods
• Artificial intelligence
• Interdisciplinary issues
• Linguistic issues
Flow-OrganizationFlow-Organization
22
Service Governance Framework
Negotiation
Negotiation
Negotiation
Flow-AuthorizationFlow-Authorization
Direction, Authority, ResourcesProgram
Governance
Project Governance
Work
Systems
Reports, Advice, Issues
Corp. Service Governance
Centre Service Governance
KIT Services
Technology Content
Reports, Advice Issues
Other services: science, HR, finance, purchasing…
Mandate Resources ConstraintsAuthority Responsibility Accountability
Budget Staff Capacity
Laws TB Policies DND Policies
Corporate Governance
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Authorization
• Understanding – Keep it simple; one message with stories and multiple analogies from different perspectives.
• Experience – Do your homework; pre-brief decision makers, solicit opinions, negotiate objections (to a point).
• Resources – Pick low-hanging fruit; plan low cost, small effort, low impact activities.
• Management – Think big, start small; divide into small projects with measurable, high-impact deliverables.
• Submission – Leadership is essential; bypass unjustified objections, accept majority vote, authorize work.
Flow-AuthorizationFlow-Authorization
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Sustainability
• Leadership – Outputs must be delivered within a leader’s tenure; preferably, get them institutionalized.
• Governance – Representative, federated decision making is the only sustainable governance for knowledge work.
• Reorganization – Align a project/activity with the organizational business model.
• Priorities – Align the project/activity with the organization’s long-term strategy
• Support – Deliver initial outputs when & as promised; be prepared to adapt to changing priorities.
• Culture – Develop favorable policies, reward desired behavior, leverage work, implement helpful systems.
Flow-AuthorizationFlow-Authorization
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Outline
• Management Levels
• Knowledge Flow– Individuals
– Communities
– Organization
– Authorization
• Management Regimes
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Management Regimes
Authoritative Hierarchy
Organizational Structure
Negotiated Agreement
Responsible Autonomy
Purpose (Why) Authorize Organize Collaborate Create
Entity (What) Decisions & Actions
Objects & Tasks
People & Connectivity
Environment & Interests
Process (How) Decide & Act Capture & Structure
Connect Communities
Engage people
Interactions Hierarchy Work Process Agreements Dialogue
Knowledge Authoritative Explicit Tacit Innate
RegimesRegimes
KnowledgeKnowledge
AuthorityAuthority
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Definitions
• Authoritative Hierarchy: Knowledge creation, management, and use can be completely, totally, or entirely mandated, governed, structured, and evaluated.
• Organizational Structure: Knowledge creation, management, and use can be predominantly, generally, or mostly mandated, governed, structured, and evaluated.
• Negotiated Agreement: Knowledge creation, management, and use can be partly, nominally, or incompletely mandated, governed, structured, and evaluated.
• Responsible Autonomy: Knowledge creation, management, and use can be slightly, minimally, or not mandated, governed, structured, and evaluated.
RegimesRegimes
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DRDC Knowledge Agenda
Management levels
Authoritative Hierarchy
Organizational Infrastructure
Negotiated Agreement
Responsible Autonomy
Knowledge Transfer
Promulgate Products & Services
Exchange Knowledge markets
Knowledge Work
Mandate Structure Agreement Self-interest
Knowledge Sharing
Vertical Horizontal Community Network
Knowledge Assets
Embed Sole IP rights Joint IP rights Open source
Knowledge Infrastructure
Authorize Organize Collaborate Create
Management RegimesManagement Regimes
RegimesRegimes
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Management Regimes and Strategic Trends
Authoritative Hierarchy
Organizational Structure
Partnership Agreement
Responsible Autonomy
knowledge assets
generation capacity
structured processes
individual abilities
Re
lativ
e Im
por
tanc
ehigh
low
Management Regime
Competitiveness
Sustainability
RegimesRegimes
30
Key Messages
Key Messages
Management authorizes the use of knowledge to enable action.
Management authorizes the use of knowledge to enable action.
A knowledge organization engages people to enhance creativity
A knowledge organization engages people to enhance creativity
Community collaboration validates individual knowledge
Community collaboration validates individual knowledge
Community knowledge must be put into an organizational context.
Community knowledge must be put into an organizational context.