Knowledge sharing

This is from Wikipedia:

Knowledge sharing is an activity through which knowledge (namely, information, skills, or expertise) is exchanged among people, friends, peers, families, and communities (for example, Wikipedia), or within or between organizations. It bridges the individual and organizational knowledge, improving the absorptive and innovation capacity and thus leading to the sustained competitive advantage of companies as well as individuals. Knowledge sharing is part of the Knowledge management process.

Organizations have recognized that knowledge constitutes a valuable intangible asset for creating and sustaining competitive advantages. The sharing of knowledge constitutes a major challenge in the field of knowledge management because some employees tend to resist sharing their knowledge with the rest of the organization.

This is from me:

As an organization, to attract and retain top talent, you must give your team a way to quickly and effectively share knowledge. In addition to everything Wiki says, I’ll use one of my favorite statistics from GEMS, peer teaching has a 90% retention rate (vs. 5% for lecture-based training).

Training every day

This is my favorite article of the day from Forbes by Sundararajan Narayanan Forbes Councils Member:

” Building a high-performing team requires a combination of skills, but those skills are constantly evolving. The only way to remain relevant and get out in front from a skills- and capability-based perspective is to get serious about training and commit to it for the future. Training isn’t an annual exercise or quarterly assessment. It needs to be part of your company’s core values and reinforced daily — at all levels of an organization.”

Sat down

I used to be a runner. It was my peace and my solace. I used to figure things out on the road until an injury forced me to hang up my running shoes about five years ago. And then a few months back, I had the idea to return to my favorite sport and talked a friend into training for the Twin Cities 10k. We found a very reasonable training plan online and began the two-month training regimen for the race. I was so excited to get back to it. My fav sport was back and, this time for good. A 10k this year, next year a half marathon! The next ten years would be full of destination marathons and running with friends.

Not really. One month in, while on a morning run, my feet decided that my fifty (something) year old body wasn’t up for running on the sand. One month and a foot surgery later, I have been forced to slow down, a lot.

It was super stressful at first, but two weeks into it, I am finding a huge blessing in seeing more of what is going on around me. Looking and listening to my husband when he speaks and actually seeing people’s faces when I am out in the world. Asking questions about other people’s day and life, and actually listening to their answers.

There is a lot to be said for burning the candle at both ends. I have done it my entire life until a little mishap sat me down. While devastated at first, I am now seeing that it may be one of the best things that has happened to me in a while.

Our new world

It’s coming. The world revised by COVID. I have told my clients that this fall marks the tide of a completely new world that requires a new way to train and upskill teams. Employees are changing industries and leadership is either hiring or needing to eliminate the productivity gap with leaner teams.

On the eve of this change, it is my belief that those who are ready will rise and, those who are not will get left behind. Are you ready?

Improve the outcome for your training spend

It cost $3.4k per person, per day to train a highly specialized technical salesperson using the traditional approach. For a sales team of 25, that’s a total of $170,000 for a two day event.

Data shows that participants in traditional classroom training loose 65% of what they have learned in a week. 90% is gone in 6 months.

Anyway you slice it, that is a terrible ROI.

Change how you train. We suggest converting at least one-third of all development material into a digital format. Using digital material before hands-on sessions increases retention dramatically. When used as a refresher, your team gets the right information at the right time.

Increase the impact of your training spend. Remodel your training programs to include one-third digital material.

Hello world!

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