How do you encourage people to
share knowledge in an environment
where knowledge is power?
|
As a facilitator how do you manage
different perspectives / opinions?
|
Promoting life-long learning culture
in an organization?
|
Little steps we can take to help
management manage from a point of
abundance over scarcity?
|
What is knowledge?
- Failures
- Facts
- People / contacts
- Decision-making process
- Reasons
How to make people share?
- Recognition / reward
- Common goal / gain
- Values
- Creating a mindset
How to bring passion out?
- Environment / culture
- Self-discovery
- Are you attracting the right type of
people
- How are you developing your
employees / partners?
What makes knowledge potential?
- Science patent
- Training - methodology / content
- Organizational expertise
- Red tape / IP
- Safe environment
- Management
Mindet:
- Helping people see the bigger
outcome "see the club" (e.g. TCM and
western medicine)
- Confidence: Sharing as a means of
personal breakthroughs
- Team as an extension of self
|
Be neutral, unbiased facilitator
Outcome be clear? Options, A-B, A, B,
--
Listen / manage contexts / meanings,
flow of discussions
Summarize
Set ground rules to encourage
communication / participation
Manage the energy of the discussion -
criticism, gossip, constructive
Keep discussions on track
Don't let one party dominate
Know your audience
- Want to be heard
- Want to be accepted
- To sell their ideas
How to bring about closure to the
different perspectives?
Clarify the meaning of what people are
saying / keep track / relevance
|
Experiential learning
- Experience
- Subject that they are passionate
about
- Simulations
- Fun way
Realize the benefits:
- Reflections of learnings
- Reskilling
- Looking at "intangible" ROI
Beginning --> Opening / mindset,
motivation
- Expectations
- Play a game upfront - sets mindset
- Game --> Shifting mindset from
positive to negative
- Story / parable --> learnings
behind it
Upbringing of the person
NLB --> views from the public
Mandatory enforcement through KPIs
Build into the PMS / contract of
development
|
Let management suffer a but (let
them do all the thinking and doing)
Help / show (pay $$) --> Equality -->
Abundance
Where possible, recommend
long-term perspective and action.
Reflect on history / immediate past
--> Goal-Setting? Reward structure?
Promoting people who model the way
We have to see from the point of
abundance before anything / any
action (refer to quote from today)
|
How do we measure ROI on T&D?
|
When is life abundant?
|
How do we consciously and consistently act out of abundance rather than
deficit mentality
|
Use wages as base of measurement
Hard (direct) cost and indirect cost
Assess confidence and isolation costs
Pre- and post-course assessment
(follow-up)
Learning needs and course objectives
clearly spelt out
|
Mindet --> Half- full? Half-empty?
Bring out the spirit of participants
Getting people to talk about what
they are passionate about.
Bring out collective wisdom of the
participants
Taking action, start learning,
experiential learning
Thinking and inquiring vs rote-learning
in education system
|
Abundance:
Example: Water in S'pore
Innovation opens new H2O
resources (unlimited supply)
(innovation driven = "endless
possibilities")
Inclusive mentality
Synergy (1+1 > 2)
- Fearlessness
- Unlimited potential
- Accepting of failures, ups and
downs in life
--> Self-mastery
"Living in the moment?" + "Plans for
the future"
Not sustainable?
Winning oneself
Thinking win-win
Half-full
Looking outwards --> opportunities,
space!
Adding value
Long-term focus / good
Everyone can contribute good ideas
"More blessed to give than to
receive"
Spirit, heart (unlimited)
Generosity
|
Scarcity:
Focuses on "fresh H2O only" (limited
supply)
Fear of lack (fear driven)
Exclusive mentality
"Kiasu"' zero-sum game
Sustainable?
Winning against others
Win-lose
Competitive, half-empty
"Is universe a friendly place?"
Limiting self
Profit-focused
Short-term focus
Only me / us have good ideas
Physical, material ego (limited)
Self-centred
|