Steve Cranford, PriceWaterhouseCoopers KM office.
KM as a management philosophy to take organizations FROM an Industrial Economy TO a knowledge economy. From INTUITIVE decision making to INFORMED decision making.
OBJECTIVE: Fostering Innovation & Creating the Learning Organization
A knowledge culture is evidenced in an organization that encourages people to work together effectively, to collaborate and share to ultimately make organizational knowledge more productive. (Source unknown)
The challenge: Multi-Generational Expectations
Capturing the attention and providing incentives is a top organizational challenge.
Shaped by different experience.
Boomers - 78 Million, (1946-1964)
Gen X 26% of the workforce (1965-1981)
Gen Y 28% of the workforce (1982-2008) will be 47% of the workforce by 2014
The challenge is that each generation thinks differently about what the other generations think.
Estimates are that 60% of the US Federal Workforce will be eligible for retirement in the next 5 years...
How do we manage for that? What about the knowledge loss?
By age 38, a Gen Yer will hold 10-14 jobs.
How do we manage for that? How do we build knowledge into the people, process, and technology?
Moving to third generation KM: Third Generation KM still relies on technology, but puts equal emphasis on social networking and intentional collaboration including Wikis, blogs, collaboration workspaces and team rooms.
Now, we need to focus on building strategies around generational knowledge.
Generations dictate KM approach (See slide)
Boomers: "Build it and they will come"
Gen X "Tell them what they need to know"
Gen Y "Let them do whatever they want"
Risk Management Challenges
- Quality Assurance
Building a foundation for success:
1. Embrace Gen Y
2. Implement strong and effective KM governance
3. Develop realistic recruiting and retention policies
4. Structure thoughtful incentive and reward programs
5. Create an "ecosystem" where KM process is tightly woven into the core fabric of the organization.