They can suck the energy from a brainstorming session with a few choice comments. Their bad mood frequently puts others in one, too. Their negativity can contaminate even good news. You bring your brain to work.
So, to get the most from your knowledge workers, and to create an environment where new ideas can flow and flourish, follow some of these basic leadership and management practices. They will help you build trust, and improve the link between the work your knowledge workers do and your organization's success.
This may help to create the competitive advantage you need. Link Technology to Knowledge There's a tremendous amount of knowledge out there, and new discoveries are made every day.
Knowledge workers have to use technology to keep track of everything they need to know. They don't have to create everything themselves, or waste time looking for information that may or may not exist.
As a manager, make sure your knowledge workers have access to appropriate technology. This could be something as straightforward as providing them with PDAs, or with access to the Internet.
However, simply providing the technology isn't enough. You'll need to train people to use the technology, and you may even require them to use it. For example, it's pointless if you buy a software program that automatically searches the Internet for new information on specific subjects, but your workers still spend hours doing their own web searches.
Find ways to provide the right technology, and make sure knowledge workers use it. This is the first way for managers to improve their knowledge workers' performance.
Manage Knowledge Develop a strategy to manage knowledge within your company. Create a wiki containing organizational knowledge, along with systems that support and encourage the sharing and retention of knowledge in your workplace.
It also helps to provide workspaces where knowledge workers can share and collaborate with their colleagues. And they often need space where they can go to think privately, without distractions.
Be a 'Coach,' Not a 'Boss' The nature of knowledge work varies with each profession — from software developers to lawyers to pharmaceutical researchers.
However, most knowledge workers like at least some level of autonomy. They usually don't want someone closely overseeing and supervising their work. Instead, they probably prefer managers to clear the way for them to work productively.
As a manager, you're responsible for things like budgeting and planning, and this takes you further away from 'doing' things yourself.
To maintain knowledge workers' trust and respect, stay aware of the work they're doing, and coach them as needed.Change is not the problem - resistance to change is the problem. The most common beliefs and reasons that people resist change Stretch a rubber band between the thumb and forefinger of each hand; you experience tension.
The right-hand represents a “healthy” tension, the positive energy that moves you forward. (i.e. a single action. We had hundreds of children sign up for the program, and I had reached so many people that we were able fully staff the camp, as well as have a backup supply of people who were willing to volunteer their time and services to the organization.
Give an example when you had to explain a complex technical issue to someone who hasn’t had any technical experience.
Describe a situation when you had to convince others. Give an example of when you had to present complex information in a simplified manner in order to explain it to others.
Managing Groups and Teams/Conflict. From Wikibooks, open books for an open world Numerous NASA staff members were aware of the possible failure of the O-ring in extreme temperatures, and they were also aware of the ramifications should the O-ring break.
However, most of us have had experience with the crippling side of conflict. . Do we have any form of agreement with new staff when they start? There weren’t any technical problems. The singer had a sore throat so they cancelled the concert. Not: Experience or experiment? Fall or fall down?
Far or a .
Give an example when you had to explain a complex technical issue to someone who hasn’t had any technical experience. Describe a situation when you had to convince others. Give an example of when you had to present complex information in a simplified manner in order to explain it to others. What relevant work experience do you have in this career field? be sure to tell the interviewer you have the knowledge and skills to successfully execute the job responsibilities. How do you propose to compensate for your lack of experience? Competency Based Interview Questions; Situational Interview Questions. Top 10 . Based on the experience the employees just practiced, they should now have the skills and a process in place to turn negative conflict into positive tension that propels them to deal with future.
What is providing supervision for staff and volunteers? Why should you supervise staff and volunteers? and suggest alternatives based on experience. (You wouldn’t, for instance, want a hospital administrator with a degree in business supervising the clinical practice of doctors.
How to minimize tension between paid staff and volunteers;.