Essential Question: What is the role of knowledge creation and sharing in a healthy educational organization?
I think all stakeholders in a healthy organization should have a large part in knowledge creation and sharing. If a district or school wants to improve then this should be part of it. People who feel part of an organization will put effort into making it a better place because they will have a sense of ownership of the organization’s success. One way to accomplish this “buy-in” is through knowledge creation and sharing.
Fullan (2014) writes, “Knowledge enabling includes facilitating relationships and conversations as well as sharing local knowledge across an organization. This relies on a sense of emotional knowledge and care in the organization, one that highlights how people treat each other and encourage creativity.”I think an organization that shares together, grows together. When people share, they are trusting the other people in the organization. This builds trust among the workers and unifies the community of workers. “Good relationships purge a knowledge-creation of distrust, fear, and dissatisfaction, and allow members to feel safe enough to explore”(Fullan, 2014).
I believe what Fullan says, that sharing creates a learning culture. Once people begin to share, others will begin to as well. In my school, our staff believes in sharing of knowledge. In addition to knowledge sharing, good leadership is one of the main characteristics of a healthy organization (Johnson, 2015). Our principal is one that we can trust. I believe that he is leading us in the right directions. We meet together as a staff about once a month and also as a team almost daily. Our principal just this last week took us in others’ classrooms so we could focus on Danielson 2B.. This is helping us learn what is 2B and what does it look like. He gave a list of things to look for when we were in the classroom. Once we left we talked about it as a team and agreed that these were some examples of 2B. It gave me more insight of what 2B was to see it in action and talk about it with others.
Nabong (2015) lists some of the many benefits of a cultivated learning culture in an organization. These include, but are not limited to:
•Increased efficiency, productivity and profit
•Increased employee satisfaction and decreased turnover
•An improved mindset among employees
•A developed sense of ownership and accountability
•Ease in succession/transition
•A culture of knowledge inquiry and sharing
•An enhanced ability for workers to adapt to change
In order to have a healthy organization, the staff or the people you work with should be comfortable with knowledge creation and sharing. If your staff is comfortable with each other then the organization will grow, and weather transitions more easily, as all of the knowledge won’t leave when one person leaves.
In our school, I think, as a group of professionals, we are comfortable with knowledge creation and sharing. Many times we teachers have other staff members that share knowledge with us. I think it takes time for an organization to get to this stage but, once you are there, it is beneficial for everyone involved, including the students we are there to serve.
Fullan, M. (2014). Leading in a Culture of Change. Somerset, NJ, USA: John Wiley & Sons, Incorporated. Retrieved from http://www.ebrary.com
Nabong, T. (2015). Creating a Learning Culture for the Improvement of your Organization. Retrieved November 9, 2015, from https://www.trainingindustry.com/workforce-development/articles/creating-a-learning-culture-for-the-improvement-of-your-organization.aspx