Executives and Project Managers – anybody responsible for managing changes within their organizations
What is so important about Knowledge?
Knowledge is the fuel that powers the knowledge economy; processes are the engine that converts the fuel into value; leadership pulls it all together and sets the direction.
Organizations with the most fuel (knowledge) and most powerful engine (effective processes) and best leadership, will deliver the most value.
Unfortunately, many organizations are losing knowledge faster than it can be replaced. Their knowledge management initiatives, if they exist at all, are little more than token “kumbaya” exercises that inevitably fail. Similarly, the core operational processes of many organizations are a mishmash of barely comprehensible documents and flowcharts dumped into SharePoint and forgotten. It’s all a lot of blah blah blah and everyone knows it.
What is a Digital Knowledge Hub?
Talking about productivity, change and innovation is easy. Making it happen is very difficult because the levers organizations have at their disposal to make change happen are slow and ineffective.
A Digital Knowledge Hub is an agile, web based system that allows organizations to compete and thrive in a knowledge economy. It is an efficient, flexible, easy to use solution that allows organizations to manage their:
- Business know-how (an understanding of why we do what we do)
- Business processes (how to get things done)
- Leadership capabilities (ability to transfer / modify know-how or processes to accommodate changes)
Digital Knowledge Hubs are a mechanism for rapid change. They
- Make it easier for people to get their work done by reducing the staggering amounts of complexity, clutter and process fog that kills productivity and engagement.
- Help organizations adapt to changes in people, policies, processes and regulations quickly
- Become an accessible and actionable repository of corporate memory and know-how dramatically improving time to competency and lessening risk.
- Engage staff by providing a mechanism to harvest, share, evaluate and implement new ideas, learning and innovations.
What does it do?
Digital Knowledge Hubs eliminate complexity:
- Complexity is “designed out”. Our change execution engine contains powerful tools for analyzing, visualizing and valuing processes so that “junk work” can be eliminated. This includes the problem of too many handoffs and approval steps and undefined or ill-defined responsibilities and accountabilities.
- Complexity is masked. Hubs provide a common layer of elegant HTML that sits on top of your existing and confusing legacy infrastructure and hiding much of the underlying complexity.
Digital Knowledge Hubs Eliminate Clutter:
- It is designed out. Policies, procedures and processes are integrated in a common, easy to understand format. No more searching through masses of documents “dumped” into a document repository just to determine how to get something done.
- There is once authoritative source of truth. Hubs provide a single point of access for key documents, form and training materials. These materials can be changed in real time without impacting the processes and procedures that use them.
How does it work?
Hubs harvest and transfer “know-how”:
- Operational knowledge is baked into the process. Tacit knowledge therefore gets transformed into explicit knowledge dramatically improving time to competency. Coupled with training and mentoring, this capability yields tremendous results.
- Hubs provide a community of practice, where interested parties can share and evaluate their ideas and issues with respect to improving operations. This is especially useful for larger, geographically dispersed organizations. The harnessing of the energy and ingenuity of your staff is profoundly important in managing in the knowledge economy. The best ideas can be used to improve the existing operational processes and distributed almost immediately. This creates a virtuous circle of continuous improvement and innovation, which for many if not most organizations, is only a dream.
Digital knowledge hubs have three components:
- The Process Knowledge Layer (PKL): A thin layer of automatically generated HTML that sits on top of your existing infrastructure, providing an elegant and simple interface to the complexity and clutter that lies below. We refer, somewhat jokingly, to this infrastructure, which generally consists of an ERP/Financial System, an HRIS system, a document management system and various other legacy systems as the deep, dark swamp or Mordor. The process execution layer helps the user successfully navigate this infrastructure with minimal training and frustration. The process execution layer consists of a series of “Authoritative Guides”, each one managing a particular process or function. Hubs are one of the components involved in knowledge transfer. The PXL is an output of Control Hub which is described below.
- The Control Room: This is the “flight deck” where changes to operational processes and procedures are made. The Control Room is often managed by a team of process and knowledge specialists guided by top management and based on feedback and input from users. Their job is to ensure that all processes are up-to-date, actionable, accessible and fully compliant with all rules and regulations. The team uses a simple yet sophisticated design application to help them ensure that simplicity, clarity and process effectiveness are ensured. The changes made by the team are immediately reflected in the Process Knowledge Layer (PKL) without any IT intervention.
- The Community of Practice Hub: This is where ideas and issues are discussed and mentoring and training occur. The CoP Hub consists of individual rooms focused on a specific aspect of the operation. Hubs are led by a curator who moderates the discussions. The Community of Practice Hubs act as a feeder for new ideas and innovations that get incorporated into the process execution layer.