Creating a Knowledge Sharing Culture
One of the biggest obstacles to creating a Knowledge Sharing Culture within organizations is the fact that most competent professionals are appreciated and rewarded for what they know. Their expertise determines their value to the organization. Therefore, they have no incentive to share that expertise broadly with other professionals, as doing so might diminish their own value to the organization as it bolsters “competing” experts.
Other obstacles to creating a Knowledge Sharing Culture in an organization are a misaligned performance appraisal and reward systems. Knowledge Sharing is not considered important enough to feature among the criteria which staff members are evaluated on. There is no reward for sharing knowledge either, as this is perceived as potentially taking time away from “more important” tasks.
Finally, even in scenarios where business or technical professionals are seeking answers to questions, they don’t quite know who to go to aside from their small entourage of colleagues they know fairly well. Vitesse Solutions’ experience implementing KM Programs in large and complex global organizations shows that 70% of answers to questions/problems come from unexpected sources, i.e., do not come from our small entourage but from other sources within the broader organization. This is why it is so important to break down the barriers that prevent knowledge sharing, and to put in place processes and technology that support it.
Vitesse Solutions’ team of very senior consultants has helped organizations embrace, manage and sustain change on massive scales, across organizational and geographical boundaries. We know what it takes to neutralize and overcome resistance to change, and transform that into buy-in for change. From leadership through management and down to staff, we work with all levels of the organization to establish the foundation for a culture of sharing and trust. Our methods and approach have proven successful time and again in many different countries and industries. We remain faithful to the essence of our methodologies while adapting to the culture and style of every client’s leadership team and organization. Ultimately, the goal of this type of engagement is to transfer our skills to your own people to empower them as change agents who can help embed and sustain the new culture.
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