Management

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• Identifying practices and incentives in our organizational cultures that promote knowledge hoarding.

• Working with senior management, line management, and human resources to develop an organizational culture that rewards the sharing of knowledge and frowns on the hoarding of it. In some instances, this involves new incentive systems. Some organizations offer tangible rewards for contributing to their knowledge bases, like Texas Instruments. Others expect contributions as a part of the job, such as the Big Four consulting firms and Buckman Laboratories, which base a significant percentage of an employees annual review on these contributions.

• Balancing expertise. Rather than allow a single person to become the sole expert in a subject, organizations can provide means of balancing expertise. In some instances, this involves cross-training others in the experts job. Training and performance improvement professionals have helped organizations cross-train employees for many years.. In other instances, this involves working with experts to increase their comfort in sharing knowledge and extending their expertise to other areas. As with cross-training, training and performance professionals have a long history of helping individual performers with specific learning challenges.

• Providing tools to capture experts knowledge. In some cases, these tools are templates that guide experts through the process of sharing information. Templates are forms of sorts that guide users through the process of providing information. They promote knowledge-sharing by structuring and simplifying the activity. Many people dont share knowledge because they dont know what to share or how. In other cases, more complex tools are needed to foster knowledge sharing.

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