Good KM entails paying attention to what works well or what works better (performance improvement, improvisation, creativity and work innovation) and to continuously reflecting about and learning from work (self-improvement, continuous learning and professional advancement). If a person values productivity, innovation and learning, then he or she will derive personal satisfaction from organizational KM. Using any KM tool that shortens work time or learning curves, reduces chances of mistakes, or enhances quality and productivity of work outputs can be personally satisfying.
Will KM disrupt my normal work process and habits?
The effort of designing and setting up new KM systems, such as a portal or a resource center, distracts from normal work processes and habits. But done correctly and well, the subsequent benefit of KM systems is easier and faster performance of work. Abraham Lincoln said, “if I had eight hours to cut down a tree, I will spend the first six sharpening my axe.”
What is the link between personal learning and organizational learning?
Personal learning is part of organizational learning. An organization that had adopted policies and procedures towards organizational learning will develop a culture and various habits of personal learning. The initial stages of learning new habits can be personally challenging and demanding. As an organizational learning culture set in, the personal habits of examining what went wrong, accepting and learning from mistakes, suspending judgement and listening, open inquiry to re-examine personal and group assumptions, disclosing doubts and one’s ladder of inference, etc. – are worthwhile personal skills and attitudes that can serve the knowledge worker well in his/her personal career.