Академический Документы
Профессиональный Документы
Культура Документы
2012
The views expressed in this presentation are the views of the author/s and do not necessarily reflect the views or policies of the Asian Development Bank, or its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this presentation and accepts no responsibility for any consequence of their use. The countries listed in this presentation do not imply any view on ADBs part as to sovereignty or independent status or necessarily conform to ADBs terminology.
A knowledge management solution should not focus on one or two activities in isolation.
Share Knowledge
Knowledge Assets
Explicit Knowledge
Is codified knowledge Can be expressed in writing, drawings, computer programs, etc. Can be transmitted in various forms
Tacit Knowledge
Is hard to communicate but can be shared in discussions, storytelling, and personal interactions
Knowledge Assets
Explicit Knowledge = Media-based
Paper-based, multimedia, digitally indexed, digitally active, etc.
Learning
Learning is the acquisition of knowledge or skills through instruction, study, and experience.
Learning is driven by organization, people, knowledge, and technology working in harmonyurging better and faster learning, and increasing the relevance of an organization.
Learning is an integral part of knowledge management and its ultimate end.
Data Information Knowledge Wisdom
Know What
Reductionist
Know How
Know Why
Systemic
Triple-Loop Learning
Context Assumptions Actions Results
Single-Loop Learning (Are we doing things right?) Double-Loop Learning (Are we doing the right things?) Triple-Loop Learning (How do we decide what is right?)
Organizational Learning
Learning is the key to successsome would even say survival in todays organizations.
Organizational learning is the activity and the process by which organizations reach the ideal of a learning organization. Organizational learning is the ability of an organization to gain insight and understanding from experience through experimentation, observation, and analysis, and a willingness to examine successes and failures.
Organizational learning promotes organizational health and consequently increases organizational performance.
Organizational Learning
Every person has the capacity to learn, but:
organizational structures and systems in which each functions are not automatically conducive to reflection and engagement.
Cultural Bias
Complexity
Undiscussables
False Images
Knowledge Inaction
Multiplying Agendas
A Learning Organization
A learning organization highlights experience as a source of learning. It emphasizes the means and ability to exploit its track record, using field operations as a primary source of learning, while drawing from elsewhere.
A learning organization is built around peopletheir know-what, know-how, and know-why are central to the undertaking. Conscious, continuous, experiential, and effective learning is centered on human interaction and community building.
Organizational Context
Strategic alignment, management processes, institutional processes, funding cycles, historical evolution, etc.
Organizational Knowledge
Identification, creation, storage, sharing and use; forms and locations; key activities and tools; relevance; monitoring and evaluation, etc.
Source: Adapted from Ramalingam, Ben. 2005. Implementing Knowledge Strategies: Lessons from International Development Agencies. Working Paper 244. Overseas Development Institute. Available: www.odi.org/uk/rapid/publications/doc uments/wp244.pdf.
Areas of Competence
Strategy Development Management Techniques
Collaboration Mechanisms
Communities of practice are groups of like-minded, interacting people who filter, amplify, invest, and provide, convene, build, and learn and facilitate to ensure more creation and sharing of knowledge in their domain.
Organizational boundaries have been stretched, morphed, and redesigned to a degree unimaginable 10 years ago.
Networks of practice have come of age. The learning organization pays attention to their forms and functions, evolves principles of engagement, circumscribes and promotes success factors, and monitors and evaluates performance with knowledge performance metrics.
Wikis are websites that invite voluntary contributions to organize information. They harness the power of collaborative minds to innovate faster, cocreate, and cut costs. They are now serious business.
A web log enables groups of people to discuss electronically areas of interest and to review different opinions and information surrounding a topic.
Committing to Learning
Every Single One of Us Working in Teams As a Community
Ask
Learn
Share
Further Reading
ADB. 2008 Notions of Knowledge Management. Available: www.adb.org/publications/notions-knowledge-management ADB. 2009. Building a Learning Organization. Available: www.adb.org/publications/building-learning-organization ADB. 2010. Compendium of Knowledge Solutions. Available: www.adb.org/publications/compendium-knowledge-solutions ADB. 2010. Seeding Knowledge Solutions Before, During, and After. Available: www.adb.org/publications/seeding-knowledge-solutions-during-and-after ADB. 2010. Learning in Development. Available: www.adb.org/publications/learningdevelopment ADB. 2010. Learning for Change. Available: www.adb.org/publications/learning-changeadb
Olivier Serrat
Principal Knowledge Management Specialist Knowledge Management Center Regional and Sustainable Development Department Asian Development Bank
knowledge@adb.org www.adb.org/knowledge-management www.facebook.com/adbknowledgesolutions www.scribd.com/knowledge_solutions www.twitter.com/adbknowledge