Last week I published a post titled Mining for Knowledge where I discussed some of the research that I’ve been doing in my doctorate program.
One of the favorite lines from the article, and one that resonated with a few others as well. The line was:
…converting tacit (i.e., internal) knowledge to explicit (i.e., external) knowledge is one of the most difficult things to do.
I’ve been thinking about this (and reading A LOT of articles, papers and books on the subject) and have come to the conclusion that trying to force someone to convert tacit knowledge to explicit knowledge is a wasted effort.
Can I truly convert 100% of my knowledge into the written form? Will the context of my knowledge be converted? Perhaps a good portion of my knowledge can be converted, but can my experiences, thoughts and believes that shaped that knowledge be converted? Can I ‘write down’ the knowledge that I have and truly make it meaningful to others? I don’t think (feel free to disagree here).
Does that mean that an organization should stop trying to gather an individual’s internal knowledge to add to overall organizational knowledge-base? Nope…. definitely not.
Rather than forcing a conversion from tacit to explicit (which is darn near impossible), are there ways to manage the internal knowledge of people? Managing that knowledge is a much easier process that converting that knowledge.
Knowledge is best internalized when wrapped in context
Nonaka and Takeuchi, the godfathers of Knowledge Management, argue in their book The Knowledge-Creating Company: How Japanese Companies Create the Dynamics of Innovation (affiliate link) that tacit knowledge can be converted into explicit knowledge only through externalization and describes this process as being one of dialogue, discussion and reflection.
Basically, they’re saying that in order to share internal knowledge, you’ve got to start a dialogue with others. That’s why activities like storytelling, mentoring and other forms of social interaction can play a huge role in knowledge managment…they help to start and maintain dialogue and discussion on various topics. These activities help to provide context around knowledge, which helps a person internalize that knowledge and make it their own.
In my previous article I talked about ‘mining for knowledge’. I talked about using web 2.0 platforms to capture knowledge and to share knowledge. All good stuff (and still interesting to me) but I’m looking at other methods to make these platforms more social. Make dialog and discussion a more active portion of these tools.
If we can find ways to create dialogue and discussion within the enterprise, knowledge sharing would happen much more naturally. This is why I like the idea of Enterprise 2.0. While some people hate E2.0, I think there’s some real value there. Of course, E2.0 won’t solve world hunger and probably will never truly win over its detractors, there are many aspects to the idea that make sense.
What would it mean for an organization’s knowledge managements capabilities if a system could be implemented that found indexed the many disparate repositories of structured and unstructured data sources found throughout the enterprise and then provided that information in a socially aware platform that could wrap context around the indexed knowledge as well as provide a mechanism for dialogue, discussion and reflection? You’d have a platform that could capture and share explicit and tacit knowledge.
Anyone know of any companies with products in this space? I know SocialText is out there but I don’t think they have a platform as robust as the one above. SharePoint also has some aspects to this but not everything.