How to recruit the experts in support of KM
The Experts can sometimes be resistant to KM, seeing it as a threat or a burden, with little personal reward. How can we address this?
|Image from wikimedia commons|
The reason is, that because knowledge is scarce, they are busy “doing the job”, and have no time to teach others or to share their knowledge. The fewer experienced practitioners the company has, the busier they are in actually performing the work.
Many experienced staff enjoy their expertise, and they see KM as a distraction or an added burden. They often feel that KM “is not my job”.
Make KM “the job of the expert”
The answer to this, of course, is to make Knowledge Management (or at least a component of knowledge management) the expert’s job, and to give them time and space to do this job..
You can’t expect busy people, in demand from all over the organisation, to add to their burdens with work that isn’t in their job description. But if their knowledge is vital to company performance, then acting as a steward of the knowledge of the organisation needs to be in their job description. It needs to be recognised as part of their job, and they need to be given the space, the resources, the assistance, and (if necessary) the training to allow them to share their knowledge with the next generation – the apprentice generation.
The old career progression from past centuries was Apprentice – Journeyman – Master.
Knowledge Companies need to rediscover this progression, so that the Masters (of both sexes) – the Subject Matter Experts – can see their role as Teaching as well as Doing, and as passing on their skills to those who need them, through the tools of KM (wikis, community forums, peer assists etc) as well as through the traditional tools of apprenticeship (coaching, mentoring, training).
The pinnacle of an expert’s career is to be a Master (or as Rolls Royce calls them, a Fellow). Mastery, or Fellowship, is an honour, and with that honour comes responsibility; responsibility for knowledge. This includes being the Practice Owner for their domain of practice and responsible for the documented knowledge, playing a coaching role in the relevant Community of Practice, partly responsible for the community of apprentices.