Changeland provides solutions
- Limited access to corporate knowledge, which is spread across different geographical locations
- Standardization of formalities
- Accessibility and Development of Knowledge Worldwide
- Creating Communities Knowledge based on experience and information sharing processes
- Common classification & list of people with comparable knowledge
- “Knowledge broker” to connect people to each other and / or information / skills
- Appropriate technology
- Corporate Knowledge drain
- Re-inventing the “wheel”
- High cost and great time to “fully activate” new employees.
- Adaptation of organizational structures conducive to knowledge sharing, continuous learning and innovation.
Institutionalize and implement workshops sharing experiences and knowledge after the end of each project.
- Establishing and conducting interviews with employees prior to their “retirement”
- Adapt incentive policies and procedures to employees so they want (a) to stay in the company, (b) share their knowledge and (c) innovate with their colleagues.
- Recognizing, filtering and assembling additional knowledge, and overlapping knowledge.
- Limited access to knowledge spread across different parts of the company.
Design and implement workshops based information and knowledge capture and exchange processes.
They aim to:
- The organization and implementation of experience exchange sessions after the end of the projects.
- Share how you implemented organizational processes, structures, technology, incentives, etc.
- Identifying overlaps, mismatches, and complementary areas in all of these issues.
- Learn from others in overlapping areas.
Participatory innovation where there is new knowledge, to develop new knowledge.
- Leveraging knowledge in complementary areas of knowledge.
- Reaching agreement on an ongoing knowledge sharing process.