Transition ITC09 Session
- 2. ObjectivesThe role of Knowledge Management in the organizationTransition as the element of KMThe importance of running transition at all the levels of the organization like AIESECDesigning the transition process on local/national levelDivision of responsibilities while running the transitionAdjusting the transition process to national/local realitiesImpact of ITC on the network!22.12.20092
- 3. Knowledge Management22.12.20093“The capabilities by which communities within an organisation capture the knowledge that is critical to them, constantly improve it and make it available in the most effective manner to those people who need it, so that they can exploit it creatively to add value as a normal part of their work” (From Royal/Dutch Shell)
- 5. Why Knowledge Management?22.12.20095Increased EfficiencyLess Duplication (no more reinventing the wheel) Better Access to InformationSavings in time and moneyAs a result:To generate value from the intelectualand knowledge-basedassets
- 6. What is NOT KM?Knowledge Management is notequal to information systems.Knowledge Management is not folder management.22.12.20096
- 7. Our GCPs/ideas – KM solutionsMaking the backup of all the needed informationWikis of myaiesec.net with links to the documents/materialsHaving a serwer for MC/LCMake standard structure for the documents you have, so it is easy to findStandarize names of filesStore the documents on the office computer22.12.20097
- 8. 22.12.20098KM - references“Introductionto KM Guide”, 2002, Paul Coffey (AI), and others, AIESEC.net“KM Introfor AIESEC”, 2002, Paul Coffey (AI), CEMOS 2002 & AIESEC.net“The ABCs of Knowledge Management”, Megan Santosus & Jon Surmacz, 2002, “BilgiYonetimiBelge,YonetimiDegildir”, MeliksahKarakas, www.bilgiyonetimi.orgBilgiYonetimi, IsmetBarutcugil, KariyerYayincilik, Istanbul
- 9. TransitionThe period of time when all knowledge, information, experience, attitude, global, national direction are trasfered to new people in charge.22.12.20099
- 10. Keep in mind!Transition is an ethic responsibility towards the future well being and success of the incomers!It is not about judging you or your term, it is about preparing your successors!22.12.200910
- 12. 22.12.200912PREPARATION Plan it for the whole LC/MC (think how you can engage your members into the process and build their responsibility)
- 13. Build the accountability of your team members – they have to support you with the delivery
- 14. Gather all the knowledge that should be delivered22.12.200913DELIVERY What should be delivered?
- 15. What should be discussed?
- 16. Strategic and structural transition
- 17. What are the most effective methods of delivery?
- 18. Check on every EB/MC meeting how the transition is going
- 19. Organize the meeting with alumni and externals to pass the contacts22.12.200914COACHINGUse mentoring or coaching as a way to support your successor
- 20. Offer your help in moments, which were the toughest in your term
- 21. Give constant feedback22.12.200915EVALUATION/FEEDBACK Ask for feedback after every meeting
- 22. Ask for successors’ evaluationRole of incomers – output of group discussionPreparation:Set expectations and deliver to the currentsAsk and answer questions about agenda, plan of transitionResearch on the area and general knowledgeFeedback the planAssess your skills, competenciesDeliveryAsk questionsClarify and participate, study by yourselfPropose new solutions, ask for feedback of your ideasUse all people with the knowledge, use different networksUse shadowing 22.12.200916
- 23. Coaching:Ask for feedbackAsk for more support/coaching/mentoringBe honnest about what you don’t understandDon’t become dependantSet expectations about what kind of the support you need (direct/indirect)22.12.200917Role of incomers – output of group discussion
- 24. Role of outgoers - output of group discussionPreparation:Gather expectationsSet objectivesAssess the level of knowledge and competencies of your successor, ensure common AIESEC understandingPlan the transition processGather GCPsDeliverySupport in building a new teamIndividual, team meetingsUse diverse methods of delivery Evaluate and track the process and progress of incomersGive homeworkPass all the files and documents22.12.200918
- 25. Coaching:Provide the toolsSupport, motivate, give positive thinkingChallenge the perspectiveAgree on what kind of the coaching the incomers needHelp in planning22.12.200919Role of outgoers - output of group discussion
- 26. Role of an outgoing LCP/MCPSetting objectives and outcomesDeveloping the agenda and topicsDefining timeline, roles and responsibilitiesTrack the team if they are delivering the transitionDesigning the frame for functional transition planEnsuring transition is happening at all organizational levels: MC, NST, EB, Coordinators, OCPs, other LC membersMaking sure evaluation and feedback are taken into consideration22.12.200920
- 27. Role of incoming LCP/MCPSetting expectations Defining personal learning outcome and for the teamGiving feedback to topics, esp. based on ideas and thoughts for the new teamGiving feedback to delivery method based on personal learning styleChecking with EB/MC members if they are satisfied with the transition that is being delivered22.12.200921
- 28. 22.12.200922BOTH: incoming and outgoing teams have to take responsibility for the transition process!Play an active role!