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How to Help Employees to Create Knowledge

How to Help Employees to Create Knowledge

Many leaders see organizational learning simply as sharing existing knowledge. This isn’t surprising given that this is the primary focus of educational institutions, training programs, and leadership development courses. It’s the “sage on the stage” model, in which an expert shares what they know with those who are assumed not to know it. These “best practices” are presumed to work in a variety of different contexts and situations.
Without diminishing the value of knowledge sharing, recent research would suggest that the most valuable form of learning today is actually creating new knowledge. Organizations are increasingly being confronted with new and unexpected situations that go beyond the textbooks and operating manuals and require leaders to improvise on the spot, coming up with new approaches that haven’t been tried before. In the process, they develop new knowledge about what works and what doesn’t work in specific situations. The old, “scalable efficiency” approach to knowledge needs to be replaced with a new, more nimble kind of “scalable learning.” To foster the latter, managers should understand five essential distinctions:

  • Explicit versus tacit knowledge
  • Individuals versus workgroups and networks
  • Learning versus performance improvement
  • Learning versus unlearning
  • Skills versus capabilities

For more information, please, read following article in Harvard Business Review: