Knowledge diversity
Today I would like to discuss something about knowledge. The first thing I would like to mention about knowledge, is that there are many understandings about the concept. This post does not try to explain knowledge, nor my view of knowledge. It is a concept that is difficult to grasp. Many research has shown that knowledge is difficult to transfer either, for various reasons. Knowledge is often partly codifiable, and partly (perhaps mostly) tacit. Many companies have tried to codify as much tacit knowledge as possible, assuming that this codified ‘knowledge’ is easy to transfer and easy for others to internalize it. This not only feels unrealistic, research has shown this as well.
Acquiring knowledge is just not possible from just reading books, blogposts, manuals, documentation, etc. Acquiring knowledge is learning and experiencing from codified information and takes much time participating in the practices and getting your hands dirty. Inspired by John Tropea’s post, (and Harold Jarche’s, Rob Paterson’s and Tony Karrer’s as well) I would like to elaborate on that some more. Context is important in knowledge management (is it possible to manage knowledge? or is it outdated? what is it anyway? aren’t we just talking about learning? well, food for thought and perhaps another story…), even as knowledge creating and eventually decision-making. This is very well outlined and written by Chun Wei Choo in his book ‘The Knowing Organization’.
I’d like to explore the concept of ‘Knowledge diversity’ here. Not only because knowledge is experienced in such a diverse way, but because many knowledge workers (I hate these words) are operating in an environment where many disciplines come together. In a place where you are surrounded by people who have different skills than you have, it is less important to share and transfer all that knowledge (if possible at all), it becomes more important to know where to find specific knowledge, if you do not have the skills or resources nearby. If your network is vast and becomes vaster, you might be able to locate resources that can help you out.
The question I ask here implicitly (well, I just externalized it in a way I suppose) is how to organize yourself in an environment where knowledge is located at many places (scattered), and where that knowledge is diverse. You can be quite sure that the person or persons you need are out there, so it should become easier to locate these resources whenever you need them. Is this ‘knowledge management’ (again, a very diffuse term)? Or is it a step to self-organization in an environent where the required ‘knowledge’ is out there?
Assuming that such a scenario is desirable, the next question would be how to reach such a situation. However tempting to explore the latter, I think the former deserves some more attention. Therefore I should be somewhat conservative, make a step backwards and ask:
Are we in an environment where knowledge is diverse (considering people, location and type of knowledge), and is it important/desired to be able to locate this knowledge somehow?
I hope this blogpost leads to making this question better, more relevant, or even obsolete, and can help me to a next step: organize yourself in an environment where knowledge is located at many places (scattered), and where that knowledge is diverse.
Participation
This post is about participation. The comments on the last posts inspired me to have a look in that direction (thanks Tim and Stephen). Earlier, I mentioned the theories of Etienne Wenger about communities of practice. Some key elements are meaning, participation and reification. For a detailed summary on communities of practice I refer the blog of Tim Hoogenboom, a recommended read. Here I will try to focus on participation. The following is an introduction from Wenger, where he describes the assumtion on which the communities of practice theory is built:
Communities of Practice presents a theory of learning that starts with this assumption: engagement in social practice is the fundamental process by which we learn and so become who we are. The primary unit of analysis is neither the individual nor social institutions but rather the informal “communities of practice” that people form as they pursue shared enterprises over time.
This assumption correspondents with the thoughts of Stephen Billing, that you cannot design or manipulate the organization-wide patterns that emerge from these interactions – you can only participate yourself as a human being. I agree, designing an organization does not result in something foreseen, but people can respond to an organizational design such as a vision and strategies. A context is created for people to respond to, and to participate in. This duality of design and ‘the practice’ both influence each other. This alignment is constantly renegotiated because circumstances change, the formation of people change, and people learn.
I believe that participation is the most important variable in his framework. Participation is about communication, interaction, experience and the like. Participation is the process of taking part and also to the relation with others that reflect this process, as Wenger puts it. Participation is a starting point, when communication and coordination is settled. Self-organization is a process as well, as my definition points out, or more probable, my current definition. Maybe participation is a candidate to make it to the next version of the definition.
Wenger uses the term participation to describe the social experience of living in the world in terms of memberships in social communities and active involvement in social enterprises. It is both a personal and social process that combines doing, talking, thinking, feeling and belonging, and involves the whole person, including the body, the mind, emotions and social relations. Participation is quite complex.
Why do I make participation so important? I really believe that self-organization can not completely be designed, because it’s a process that depends on both the organization and people. This process maybe can be described similar to participation. Wenger always uses dualities in his framework. Participation and reification is one of them. The can be seen on their own, but are also interrelated and influence each other. Maybe I have to look for such dualities as well when I try to find answers for supporting self-organization and finding ways to imbed online collaborative spaces in organizations to empower employees for self-organization. Perhaps it will be easier.
Bas Reus' quest on self-organization and online collaborative spaces 
4 comments