Look upon my works ye mighty (Ozymandias) and know that I built it. I know how to rebuild it and if you want that information you have to come to the temple of knowledge and pay…

There are no bad ideas. It is something I learned as an elementary school teacher. You cannot effectively encourage creativity and problem solving if you act as though there are bad ideas. Or worse beyond acting actually behave as though there are bad ideas.

Bad ideas are not possible. There are buckets to consider, wrong time, requires resources we don’t have right now and so on. That is why you build out the IGKT system Parking lot. The better you get at brainstorming and parking lot meetings the more buy in your organization will get.

Creating an inclusive knowledge environment takes more however than just having brain storming sessions and a good parking lot infrastructure. There are two components to consider the first is the overall management goal of inter-generational knowledge transfer. Some drive towards an expert system. Expert systems are wonderful but hard to convert to an inclusive information gathering system. Expert systems are built around the knowledge in an expert’s head. Experts are encouraged to provide answers to specific problems. This traditional model is often the reality of consulting. Experts brought in to solve problems based on knowledge they have. That knowledge is required all the time by the consulting customer so it leaves with the consultant. Consulting companies often then create internal knowledge stores of information so they can recreate and solve problems quickly. However, this is where the expert culture often breaks down. I chased IP from smart people for 5 years in a past life. No matter how you approach the problem it exists. Hence this blog and my sharing openly of ideas. I got tired of the reality of consulting knowledge hoarding.

Inclusive systems don’t function with knowledge hoarders. They cause the system to break down by sending around Locked PDF files with their nuggets. They seldom submit concepts to the overall knowledge management system and they don’t participate in open Brain storming sessions. They are the exhausted high priests of the expert culture. We go to them when we can’t solve the problem any other way.

Back to the point does your organization drive towards an expert culture? The second problem is the reality of the technology. As we move to the information age (we are not there yet and have a while to go before we will be there). There is a growing amount of data. The reality of CPS (Cyber Physical Systems) which is the commercial IoT, or IIoT expanded to include the broader realities of integration and management as components of the things hosted in the internet. Those many sensors, devices and reporting systems generate 110 zB (Zettabytes) of information every year. The rise of data analytics comes out of the generated data that organizations need to quickly grab, shake and if no longer viable discard.

So the things that impact your inclusive system are the technology you need and the reality of organization culture. This doesn’t even consider the reality of language barriers; which translation programs are knocking down very quickly. What once was the great limiter of sharing (translation) isn’t as relevant now as it was. It continues to grow less and less relevant. Cultural differences are a critical component of an inclusive inter-generational knowledge transfer system. Culture, like the other factors should never be considered a part of measuring inbound knowledge. It should also be considering as a critical part of building a repository using the DLM© model. If someone says in my culture we like to submit information orally, then your inter-generational knowledge transfer system needs a podcast element. That way the cultural desire to submit information that is spoken can be supported.

My culture (personal) likes to submit information via blogs. Creating an easily consumed blogging system that supports external blogs as well as considers both the personal and professional aspects of blogs would be of value.

Many cultures. Many types of people. All of them building a new world by sharing information. The organizational cultural blockers are the people that see things as well, the way they are. I am going to throw that idea into my blog parking lot. I will be discussing it later as part of this series but for now I am going to close this up for today.

(my law of information – every time I have to stop and reach out for the expert is time I will never get back)!

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Inventor DLM© and The Edison Scale©