The document discusses intergenerational knowledge transfer in the context of arts organizations. It defines key terms, outlines research conducted, and provides examples of how knowledge transfer is implemented in corporations, cultures, non-profits, and some arts organizations. The research highlights the importance of knowledge transfer, different types of knowledge, barriers, and learning from other domains to develop strategies for the arts.

1. Intergenerational Knowledge Transfer Translated: The Dawson Research Initiative Wisconsin School of Business Bolz Center for Arts Administration Abby Ballain, Michal Fischer, Jess Main, Katie Waters

2. A moment of reflection…

3. Agenda Our Research Definitions and Relevance Types and Forms of Knowledge Barriers to Knowledge Transfer Learning from Other Domains Corporations Cultures Non-Profits Intergenerational Knowledge Transfer in the Arts

4. Our Research Knowledge Management Research Corporations Cultures Service Organizations Arts Organizations Expert Interviews Seasoned Leaders Emerging Leaders

5. Knowledge Management Research Studies Nonprofit Executive Leadership and Transition Survey 2004, Annie E. Casey Foundation, www.aecf.org Arts Leadership for the 21 st Century, Illinois Arts Alliance Foundation, 2002, www.artsalliance.org Bridging the Gap: How to Transfer Knowledge in Today’s Multigenerational Workplace , The Conference Board, 2008 www.conference-board.org Our Research

6. Agenda Our Research Definitions and Relevance Types and Forms of Knowledge Barriers to Knowledge Transfer Learning from Other Domains Corporations Cultures Non-Profits Intergenerational Knowledge Transfer in the Arts

7. Definitions Knowledge Management: The organization, creation, capturing or distribution of knowledge to ensure its availability for future users. Intergenerational Knowledge Transfer: Any interaction – whether one-on-one, in a group, or through written communication in print or online – that conveys facts, context, connections, processes, or other insights between two generations.

8. 77 million Baby Boomers in US workforce vs. 38 million Gen Xers to take their place 1 Nearly all Baby Boomers will be at average retirement age (62) by 2020 1 57% of Baby Boomers in nonprofit executive positions plan to leave current positions by 2010 1 70% of executives and 90% of staff in non-profit arts in Illinois expect to leave their current positions in the next 5 years 2 1—Nonprofit Executive Leadership and Transition Survey 2004, Annie E. Casey Foundation 2—Arts Leadership for the 21 st Century, Illinois Arts Alliance Foundation, 2002 Why is this Topic Relevant?

9. “ What really distinguishes an organization is the knowledge that its employees possess.” - The Conference Board

10. Agenda Our Research Definitions and Relevance Types and Forms of Knowledge Barriers to Knowledge Transfer Learning from Other Domains Corporations Cultures Non-Profits Intergenerational Knowledge Transfer in the Arts

11. Types of Knowledge Factual Knowledge Basic information

12. Types of Knowledge Process Knowledge “ Recipes for doing things well”

13. Types of Knowledge Catalog Knowledge Directories of expertise

14. Types of Knowledge Cultural Knowledge Invisible rules and norms Navigating organizational politics

15. Forms of Knowledge Tacit Unstated Sometimes too complex to put into words Explicit External knowledge Policy, rule, document

16. Agenda Our Research Definitions and Relevance Types and Forms of Knowledge Barriers to Knowledge Transfer Learning from Other Domains Corporations Cultures Non-Profits Intergenerational Knowledge Transfer in the Arts

17. Barriers to Knowledge Transfer Resources Perceived Importance Motivation for Participation Learning Techniques

18. Barriers to Knowledge Transfer Multi-tasking (Focus) “ You see people at the conference (APAP) trying to get work done at home, which ultimately negatively impacts both experiences.” Survey Respondent

19. Barriers to Knowledge Transfer Technology “ Electronic communication is an instantaneous and illusory contact that creates a sense of intimacy without the emotional investment that leads to close friendships.” Clifford Stoll

20. Barriers to Knowledge Transfer Fear “ I think one of the most important things is that I’m not afraid to connect with them (seasoned leaders). When you first enter the field, the idea of connecting with people at the executive director and CEO level can be very intimidating.” Survey Respondent

21. Distance Spatial Geographical location Conference call vs. in person meeting Temporal Knowing at the right time Social Learning techniques Hierarchical interaction

22. Social Distance: Four Generations in the Workplace Matures/Veterans (b. 1925-1945) Baby Boomers (b. 1946-1964) Classroom, printed text, verbal learners Gen X (b. 1965-1979) Action oriented, visual learners Gen Y/Millennials (b. 1980-1995) Team learning, networking Technology

23. Intergenerational Importance “ Personal dynamics and communication between source and receiver can make or break the transfer of knowledge, especially between generations.” - The Conference Board

24. Knowledge Transfer Learning Curve Bridging the Gaps: How to Transfer Knowledge in Today’s Multigenerational Workplace, The Conference Board, 2008

25. Agenda Our Research Definitions and Relevance Types and Forms of Knowledge Barriers to Knowledge Transfer Learning from Other Domains Corporations Cultures Non-Profits Intergenerational Knowledge Transfer in the Arts

26. Corporate Examples Eli Lilly (40,000+ employees) Centralized succession database 360-Degree Feedback Formal Mentoring Program

27. Corporate Take-Aways Strategies Connected to core business strategy Technology plays an essential role Continuous identification of potential Ongoing talent development Fields of study Knowledge Management Strategic Human Resource Management

28. Corporate Take-Aways “ Arts presenters lose knowledge and good talent when someone in an organization doesn’t see anywhere to go and so they leave.” - Survey Respondent

29. Cultural Examples West Africa Griots Responsible for holding culture’s history Keepers of knowledge Oral Tradition Song, Dance & Storytelling Provocateurs “ Stories can help us replace inadequate or outdated mental models by appealing to us at an emotional or intuitive level.” - The Conference Board

30. Cultural Examples Papua New Guinea Oral tradition carried on by one individual Value added by scarcity & ownership Severity of the potential loss Translating for documentation Serves own community and translates between cultures

31. Cultural Take-Aways Approaches Individual benefits the whole Community values its cultural preservation Specific role supported by community Match the tool to the task “ What is best for the organization should ultimately be what is best for the person; it’s a change of mindset.” - Survey Respondent

32. Non-Profit Example SCORE: “Counselors to America’s Small Business” Mentoring advice 24/7 In person mentoring – 389 offices Low-cost workshops How-to articles and business templates Online workshops and learning

33. Non-Profit Take-Aways Tailored approach Multiple tools Accessibility Collaboration “ How can I make my co-worker successful?” - Survey Respondent

34. Agenda Definitions and Relevance Our Research Types and Forms of Knowledge Barriers to Knowledge Transfer Learning from Other Domains Corporations Cultures Non-Profits Intergenerational Knowledge Transfer in the Arts

35. Challenges for Intergenerational Knowledge Transfer in Arts ‘Thin’ management Fragmented Discipline specific Service driven

36. What Are We Already Accessing? Arts service organization resources National and regional communities Higher education Organizational level Across organizations/partnerships “ It is important to volunteer with professional organizations and serve on boards and committees. This is a responsibility of all leaders in the field, but is also an opportunity to meet people.” - Survey Respondent

37. Arts Service Organizations Knowledge Transfer Tools Mentorship Site Visits Panels Websites Conferences Forums Webinars Fellowships Job Shadowing Roundtables Online Services Workshops Discussion Groups Seminars

38. Mentorship at Theatre Communications Group New Generation Program Both mentor and mentee incentivized Identifies future leaders in theater Opportunities in multiple areas Acting, arts administration/management, playwriting, tech work, etc “ I had an outstanding mentor that I could turn to with all of my doubts and fears. He helped me to know that I could be successful.” - Survey Respondent

39. Forums at Americans for the Arts MetLife Foundation National Arts Program Series Arts and Business Council of New York Nationwide discussions exploring issues facing both fields Overcomes spatial and social distance

40. Workshops at APAP Emerging Leader Institute Two and half day seminar Network building (class, alumni) Current and relevant issues “ In my day-to-day job, I had no colleagues, so ELI was particularly good for me because it gave me a network of people from whom to learn.” - Survey Respondent

41. Ideas From You Social Networking site for Arts Administrators Organizational Exchange program Post-event follow-up What else?

42. Key Take-Aways Make knowledge transfer a priority Ongoing Integrated and continuous Tied to mission Determine who keeps knowledge in your organization Understand barriers to knowledge transfer and different learning styles Match knowledge type to tool

43. “ I find it regrettable that certain colleagues have reached a level of success and have stopped providing for the next generation. We have a responsibility to emerging leaders and the field.” – Survey Respondent

44. Questions

45. Who are the Griots in your organization, your community, the field? Do they know that is their role? Is their role as Griot supported?

46. Do we in the arts think as a sector? How does that affect how we view the knowledge we collectively hold?

47. What if Arts Presenting was all under one umbrella? How would intergenerational knowledge transfer happen?

48. Thank you! www.bolzcenter.org/dawson