Finding talent isn’t easy. In fact it can be very hard. But talent isn’t always something that you find. Encouraging people to succeed is far more effective. Helping people become their best possible them is a more effective way to build great people and then find them. It is much easier to find your keys when you know you drove home last night. It is much easier to find people you build than it is to find them in the wild.
I have long been an advocate of training and of knowledge management. The first because I still believe you can help anyone be better. The second because people need to know there is a failsafe they can fall back to. I have been talking about the DLM© system I designed as a KM system. The full description of the DLM© system is in my book Transitional Services. But there is another side to the concept of KM. It is the reality of training and information sharing.
I’ve found over the years that information has a funny problem. Some people as I have mentioned before are information brokers and some are information hoarders. They hoard information because they use that as their advantage – why are you employing me? Al the information I have about how things are done. In the DLM© system there is an actual way to get around that. With SME’s charged with improving the data store seeking information hoarders and publishing that information centrally so that everyone can use it without having to contact the information hoarder every time. You want information hoarders in your company. You just want SME’s who know them and how to get the information they hoard.
The other side of training is information flow. There are a number of learning styles and learning requirements that exist. The modalities of training are many and varied. You need to have a flexible system that allows people to operate in the training modality that fits how they learn. I was fortunate enough in a previous job to be exposed to a concept that was brilliant, execution wasn’t the best but the concept was golden. In my next job I took that concept and with the help of a brilliant team we were able to create a second version of the training vehicle. That also had a few bugs but it was closer than the first one.
I’ve spent some time thinking about the concept and have moved it even further in the past few weeks. The initial concept is the creation of a unified DLM© and training system that encompasses multiple training delivery avenues. The first is the integration of training and IoT. Perhaps we should create the Internet of things for training (IoTT). IoTT merges the traditional point and delivery training modality (see the image) with the newer web based video and web based interactive training. Add to this the new reality of web meeting style interactive training as well.
In this new model the person in red is the SME. They spend a chunk of their time feeding the KM beast. They know where the answers to the tough questions are and include that in the training. They are comfortable in creating content and in sharing it. They are capable of operating in two distinct interactive modes.
I know so many people that can do the last one but at best fail at the first one. Listening means you are the scribe, the note taker the hearer of information. A SME that can move between these two modes will quickly create value in the DLM© infrastructure. Why you ask? They will by listening hear the names of the information hoarders. The first person says “I have a problem with X” the second person responds “Oh talk to person A, they solved problem X a month ago.” The listening SME then knows who to talk to and capture the information from.
The rest is in my head waiting for a SME to figure out how to get it out!