The New Workplace Weekly Digest 05/13/2016

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Every Friday, we prepare for you a short digest with news covering subjects related to employee engagement, collaboration, organizational culture, knowledge sharing, leadership and the future of work.

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Here’s this week’s brief:

Regardless of an overall organizational…

…culture, individual managers, supervisors, and team leaders can nurture high levels of collaboration within their own work group or staff. One of the leadership tips that Carol Kinsey Goman shares is to capture knowledge. “There are two kinds of knowledge that are key to the collaborative process. Explicit knowledge can be transferred in a document or presentation. Tacit knowledge (our instincts, hunches, experiences) is brought out in a conversation, a story, or a relationship. Make sure you are developing strategies to capture both. Capitalize on the power of mini-culture leadership. Regardless of an overall organizational culture, individual managers, supervisors, and team leaders can nurture high levels of collaboration within their own work group or staff.“. Read Carol’s article None Of Us Is Smarter Than All Of Us: Collaborative Leadership From A To Z for Forbes.

Seek and share knowledge to be both…

…respected and well-liked , John Rampton advices. “Leaders must become learners. They have to be constantly learning and bettering themselves. This is what will allow them to share what knowledge they have and help others. Leaders can seek knowledge through books, listening to others, engaging in activities like presentations, and joining workshops. But, that’s only part of the job. Leaders must then take this recently obtained knowledge and pass it along to others.”. John also quotes Larry Peterson, “Great leaders don’t just make happy followers — they inspire more leaders with their examples. Just as important: They’re thrilled, not threatened, when members of their teams go on to even bigger and better things in life.”. Read John’s post 10 Things You Can Do Every Day That Earn Respect for Entrepreneur to learn more.

“If only digital transformation could be…

…as easy as installing an app” James Dellow starts one of his latest articles. “The urgency for digital transformation varies across different businesses and sectors. Many find themselves thrust unwillingly into the spotlight of transformation when a clear threat to an existing business model or market emerges. We tend to talk about digital transformation in abstract terms, but ultimately it comes down to people’s desire and capacity to change, not the technology. Once you understand how to reconcile the emotional and rational response by leaders to the technology-based changes required to make a digital strategy work, you can put in place the appropriate tools and resources to help them make the personal transition. Every organization will eventually find itself on a path to digital transformation — it’s inevitable.”. Read James’ post First Things First: Are Your Leaders Ready for Change? for CMSWire for extra tips on the subject.

Future leaders will “combine…

…multidisciplinary knowledge with superlative people skills and original, creative thinking. They will share a vision with the people they work with and their goal will be to make the world a better place as they create value for their shareholders. Roy Green, dean of UTS Business School says “Organisations, large or small, need to behave like start-ups because otherwise they will be replaced by them. The business models, as well as the products and services that an organisation supplies, are going to have to be constantly renewed. There will have to be a process of relentless innovation but the innovation will be about engaging, connecting with and making the best use of [staff] talent and creativity.” Read What kind of leaders will Gen Y be? by Theo Chapman to learn more about future leadership.

“There are three main challenges in…

…introducing KM. We can call them Awareness, Willingness, and Ability. The Awareness challenge can be summed up as follows: The people who have the crucial knowledge, are often unaware that they have it, are unaware how valuable it is, are unaware who needs to know it, and would not know how to go about sharing it anyway. The people who need the knowledge are often unaware that they lack it, unaware that they need it, unaware that it exists already, are unaware of who holds that knowledge, and would not know how to go about acquiring it anyway.“ Nick Milton says. “To address these challenges, you need to make the case for KM and raise the awareness, analyse and address the cultural aspects behind any unwillingness, and introduce a framework which provides the ability to seek and share.“. Read Nick’s post The three core challenges in KM for his blog, Knoco stories.

Happy Knowledge Sharing!

Looking for a great way to ask questions and build knowledge with your co-workers? Quandora enables simple, efficient knowledge sharing with your team, way more fun than a mailing list or a forum. Try Quandora

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