Change Management in Knowledge Management

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Please find below the script used for this video for your ease of reference and understanding :

1
This video will help you relate the importance
of Change Management in any KM activities
and its relationship with each other.

Ref : http://acmp.info/conference/files/Murphy-2010.pdf

2
If we look at organisations that are
exemplars in Knowledge Management
we can see one clear theme emerging:
successful KM is about people and
information first and technology second.
It is important, therefore to build
essential change management activities
into the KM implementation. Citing
Emma Murphy from Mouchel
Management Consulting – One
approach by to change management
incorporates four key steps in the
change toolkit: Align, Define, Enable
and Sustain Change.

3
KM framework is the backbone of KM in
organisations, we need to have
Change Management initiatives to
support this framework.
We need to start first by Measuring
what needs Changing
At the Organisational Level
At the Process and Program Level
At People Level
And only last once the above has
been determined decide what
needs changing at the Technology
level

4
William Bridges and Susan Mitchell Bridges
mentioned these points on “Leading
Transition: A New Model for Change”
Leader to Leader.You will see that we have
to learn to engage people in why change
must happen keeping in mind all their
sensitivities around the subject. Its crucial
that the changes are planned and you
identify what is ending for whom and vice
versa. Always ensure all steps are taken to
help people respectfully let go of the past.
Here’s some further example on how you
can help people with handling Change
Initiatives Crucial for KM , using the 4Ps.

5
Lets now look at the
4Ps to help people
with the transitions
related to KM.

6
Change doesn’t happen without
Transitions.
Lets see this example : As Law firm A
grows bigger , there is no more easy
sharing between the lawyers.
This expertise locator is an example
system for sharing knowledge. Ensure
that everyone is aware of the purpose of
this system. This will ensure their buy in
to contribute in future. The steps as
shown here should also be conveyed to
all stake holders.

7
Make sure attorneys and staff
are able to see the big picture
of this sharing — communicate
this picture out to them. Let
them know that they will be
using a Web based system
able to search by expertise or
the knowledge needed

8
Next step would be to
communicate the plan on how to
get this system going. In this
example we see that a team of
attorneys and staff will be
assembled to determine critical
issues. Let the team know that
once the design has been
finalized their next step will be to
work on testing the system.

9
End Users are the final piece
of the pie — communicate out
to them what is expected from
them and what they stand to
gain in return. In this example
, the end users can participate
in the previous stages and in
the end can benefit from the
end product.

10
Now we have a complete solution to getting
People to buy in to our expertise locator system.
Help people through the neutral zone with
communication (rather than simple information)
that emphasizes connections with and concern
for the followers
The “4 P’s” of transition communications:
The purpose: Why we have to do this
The picture: What it will look and feel like
when we reach our goal
The plan: Step-by-step, how we will get
there
The part: What you can (and need to) do to
help us move forward

Lets conclude by looking at an example KM
Change Model

11
You can use any on of these
models when starting any Change
Management Initiative.

Top-Down Models: “It’s all about leadership”
Capacity-Building Models:Transformational learning
Strategic Models: Follow the steps

12
Let’s look at again at Emma Murphy’s model —
Mouchel KM Change Management Approach.
They started with building leadership alignment
and put KM teams in place to oversee both the
technical and business related components of
the project. Leadership alignment, stakeholder
management and clear, concise
communications are instrumental along the
journey of change leading to a new knowledge
sharing culture.
One important key point , this particular team
have learnt that its important to keep things
simple, visual and interesting to get the buy in
from the stakeholders. Here’s wishing you good
luck in any similar endeavor you may take.

Comments

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