The Knowledge Sharing Toolkit - - a great KM resource

The CGIAR/FAO/KM4Dev Knowledge Sharing Toolkit brings together knowledge sharing tools (such as blogs, micro-blogs, social network analysis tools) and methods (such as peer assist, world café, open space technology) in one place.

It was first started by CGIAR ICT-KM Program, in collaboration with Nancy White, and is a growing resource which is improved by over 100 different editors since. FAO and KM4Dev have also now joined in as official partners. Although the focus of the Wiki is on agriculture, forestry, fisheries, food safety and sustainable development, its content is extendable to other areas.

In the context of this Wiki, tools are classified as web-based software or offline physical tools that can be used to enhance collaboration and sharing; methods are group processes that people can use to interact with each other, both online or offline. For each tool/method, there is information about what it is, how to use/apply it, what have been lessons learned and, most importantly, who can tell you more about these methods. See:

• KS TOOLS
• KS METHODS
  

When considering a tool or method, it is important to understand the advantages and disadvantages of a tool/method as well as the context for which you are selecting it. The beauty of the KS Toolkit is that it provides a view of the tools based on the functions/tasks they serve. See:

• PLANNING, MONITORING, AND EVALUATION
• LISTENING, GATHERING INPUT, STAKEHOLDER INVOLVEMENT
• SUPPORTING COMMUNITIES AND NETWORKS
• WORKING, RESEARCHING AND COLLABORATING TOGETHER
• MEETING
• CREATING, PUBLISHING AND SHARING CONTENT
• ADVOCACY
• LEARNING AND TRAINING

Instead of creating similar resources for your own organization or teams, you can become part of this growing initiative. Additionally, if you feel that you can contribute to one or more topics, just request login and password (which gives you editing rights) and start contributing! Last but not least, remember to use it, link to it and share it!

Is being extrovert going to get you a job?

This morning I came across an interesting article which talks about using personality tests to hire people who are naturally "extroverts", and therefore enjoy interacting and being around people, to ensure a "flourishing knowledge management culture" within an organization. How to assess if someone is extrovert? According to them, more attention could be given to personality during the recruitment and selection process by asking the applicants to do psychological tests that give preview of personality type. As they add, although this needs to be done by a qualified professional, ensuring "sound analysis", it surely is only one element of the recruitment process and does not guarantee anything.

I know that many companies make new applicants go through aptitude and personality tests during the recruitment process before being selected for a face-to-face interview. My question is: do you think these tests should be part of HR's recruitment process?

Out of curiosity, I looked up personality test and found this one. The result: “Your score on this Introvert/Extrovert test is 20, which means that you are more on the balancing point between Introvert and Extrovert tendencies.” Would I be hired?... ;-)

Can you learn to trust?

In a recent World Café session around sharing knowledge within teams/units/organizations, trust was identified as a crucial factor in facilitating knowledge sharing and collaboration. Trust is often quoted as one of the prerequisites to successful dialogue, exchange and collaboration. One of the persons around the table I was on asked if it was possible to learn how to trust and the answer was "yes". You can create conditions for this to happen, for example, by ensuring colleagues interact on regular basis. Most participants agreed that informal ways to share knowledge, such as through regular group coffee meetings, encourage staff to get to know each other beyond the work environment and discover common hobbies and interests on which respect and trust can be developed. Another important comment was that managers should recognise and reward team achievements instead of individual achievements so that colleagues can trust and collaborate with each other.

What are other ideas for encouraging trust building within organizations?