Share Now!

Since my ARP revolves around stimulating knowledge transfer, I keep thinking about ways get force my group to share their practices. Share now or you’re fired! However, I need to continue to remember that this is about changing my practice. However, I guess changing my practice includes changing the way I manage. So I can set expectations around knowledge transfer. But I want to engage them in ideas on how to do it. One thing that occurred as I was thinking about this is that no one ever really shared with me how to do my job. Plus, if I were to suddenly leave, the next person would learn in the same way I did: osmosis, trial and error (and for me it was lots of error!). That would be fine if I wasn’t working with a large dollar budget. So I need to begin thinking also about how I am going to transfer my own knowledge if I am not physically available.

Changing the Names to Protect the Guilty

Our face to face ARP meeting was great. It was good to talk with each other about the people that can help us and the challenges we face. I really feel like each of us can contribute and give ideas to each other. Just talking about my project and hearing their reaction is helpful. I hope I am providing useful feedback as well. One area I spoke openly about was some people issues that I need to work through. However, as we went about documenting our meeting, I realized that I really need to speak of some of the problems I face, especially people problems, in generalities. Negative employee performance is not something I can share openly without legal ramifications. This will be something I need to keep in mind as I work through the entire process. I may have to use general examples or use fictitious names when addressing employee issues.