Wieneke & Wieneke, Inc. / Copyright 2013
Often knowledge management interventions are, in large part, organizational
change and development interventions as well. Culture, behavior, incentives,
recognition, organizational structure, roles and responsibilities must be considered
to sustain a habit of managing and growing an organizations’ product and process
In many organizations, knowledge is effectively invisible. There is no conscious
association that doing a job is managing and applying the organization’s process
and product information and knowledge.
The first phase of a knowledge management intervention is facilitating either
enterprise learning awareness or knowledge awareness, depends on the
organization. Both states ultimately need to coexist.
Solutions - Culture...