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Creating and Sharing Knowledge


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  • Waking the Sleeping Giant: Empowering Change in your Organization 2005 TACRAO Annual Conference Logan Faris
  • Transcript

    • 1. Commitment (Internal & external) More good things happen; Fewer bad things happen Hope Moral Purpose Under-standing Change Coherence Making Knowledge Creation & Sharing Relationship Building Leaders Members Results Source: Michael Fullan, 2001 Energy Enthusiasm
    • 2.
      • Model of How to Manage Change
      • “ Leading in a Culture of Change”
      • Fullan points out that the process does not happen overnight. In fact it may not happen over a year, or two or three. It is a slow process that must be primarily focused on a strong moral purpose with the knowledge that learning, sharing, adjusting and understanding are all part of the process
    • 3. How do you do it?
    • 4. Which Style?
      • Coercive
      • Authoritative
      • Affiliative
      • Democratic
      • Pacesetting
      • Coaching
    • 5. Golman’s Leadership Styles
      • Coercive
      • Authoritative
      • Affiliative
      • Democratic
      • Pacesetting
      • Coaching
      • “ Do what I tell you.”
      • “ Come with me.”
      • “ People come first.”
      • “ What do you think?”.
      • “ Do as I do, now.”
      • “ Try this.”
    • 6. Understanding Change
      • Leading in a culture of change means creating a culture (not just a structure) of change . It does not mean adopting innovation, one after another; it does mean producing the capacity to seek, critically assess, and selectively incorporation new ideas and practices – all the time, inside the organization as well as outside it. pg. 44
    • 7.
      • The structure and culture of the school gain expression through systems of norms . Both structure and culture determine the capacity of the school to accept and incorporate new technologies.
      • (The structure of the school refers to existing systems of rules, roles, and relationships. The culture refers to the values, commitments, tradition, lore, and shared meanings of the school.)
    • 8.  
    • 9.  
    • 10.  
    • 11.  
    • 12.  
    • 13. Working Together
      • Knowledge Exchange
    • 14.
      • All organizations would be better off if they
      • also strengthen their capacity to access and leverage hidden knowledge.
      • Skills
      • Beliefs
      • Understanding
    • 15.
      • Knowledge Creation and Sharing
      • Dixon (2000) – “It is a kind of chicken-or-egg issue: which comes first, the learning culture or the exchange of knowledge? Given the many organization’s rather abysmal success rate at changing their culture, I would put my money on having exchange (of knowledge) impact the culture rather than waiting for the culture to change [pg.5-6]
    • 16. Adult Learning
    • 17. Knowledge Sharing Business and Education Models
      • Peer Assist
      • After Action Learning
      • Fishbowl
      • Best Practices
      • Lessons Learned
      • Learning Fair
      • Inter-visitation
    • 18. Principles of Adult Learning
      • Adults learn best when…
        • They’re motivated . Motivation comes from the context, relevance & involvement level of the work.
        • Learning is conducted as a partnership .
        • Learning involves the learner’s primary learning mode & is interactive & experiential .
      © 2005 MSU PROM/SE Promoting Rigorous Outcomes in Mathematics and Science Education, Supported by NSF Cooperative Agreement EHR-0314866
    • 19. Principles of Adult Learning
      • Adults learn best when…(cont.)
        • There is an understandable structure & reinforcement .
        • People’s attention & energy stay engaged & focused .
      © 2005 MSU PROM/SE Promoting Rigorous Outcomes in Mathematics and Science Education, Supported by NSF Cooperative Agreement EHR-0314866
    • 20. Creating and Sharing Knowledge Types of Knowledge
      • Explicit
      • Tacit
      • Craft
      My Successful Strategies:
    • 22.
      • Creating & Sharing
      • Knowledge:
      • Generate & increase
      • knowledge both inside &
      • outside your school
      • Create a collaborative culture
      • that encourages knowledge
      • sharing
    • 23. Collaborative Cultures
      • Collaborative cultures, which by definition have close relationships, are indeed powerful, but unless they are focusing on the right things, they end up being powerfully wrong.
    • 24. Information and Knowledge
    • 25. Sharing Knowledge
      • Access to individuals’ knowledge and skills
      • Share beliefs
      • Develop professional development opportunities
      • Share up and down as well laterally