Common Knowledge: How Companies Thrive by Sharing What They Know

Looking for in-depth case studies of KM in action at large organisations? This book offers a superb collection and analysis of knowledge transfer techniques at companies like Ernst & Young, Bechtel, Ford, Chevron, British Petroleum, Texas Instruments, and the U.S. Army.The material is divided into 9 chapters, and the writing style is very focused and precise. Useful flowcharts and checklists make the material a must-read for KM professionals and management strategists.Dixon begins by deconstructing some common myths ? such as ?build it and they will come.? Knowledge transfer which is merely based on accumulating electronic databases will bring about neither appropriate contributions nor adequate retrievals; incentives, discipline, actionable results, alignment with objectives, and face-to-face communication are key requisites. Going beyond broad generalizations of organizational knowledge management, the book focuses specifically on the issue of knowledge transfer, and identifies five key categories of lesson sharing in large companies: serial transfer, near transfer, far transfer, strategic transfer and expert transfer.They differ in terms of who the intended knowledge receiver is (same or different from the source), the nature of the task involved (frequency and routine), and the type of knowledge being transferred (tacit/explicit). One chapter each is devoted to the five kinds of transfer mechanisms, and two chapters tie all the material together in terms of guidelines for building knowledge transfer systems. In serial transfer, the collective knowledge a team has gained from doing its task in one setting is transferred to the next time that the same team does the task in a different setting. The tasks are frequent, so meetings are held regularly and assessment questions are standardized. In near transfer of explicit knowledge, the source and recipient teams are different ? but the tasks are quite similar. The tasks are routine; selected goal-oriented information is disseminated electronically, along with supplemental personal interaction; information usage is monitored and assessed.In far transfer, the tacit knowledge a team gained from doing a non-routine task is made available to other teams doing similar work in another part of the organization. There is a reciprocal exchange of knowledge, and face-to-face meetings as well as movement of experts are involved. Examples include BP?s Peer Assist (initiated in 1994, to share experience in challenging areas like deciding whether to invest in a new rig; the transfer includes a visit to rig sites by peers), Chevron?s Capital Project Management (with online forums as well as physical movement of project managers to spread learned lessons across the company), and Lockheed Martin?s LM21 Best Practices (to identify and eliminate redundant facilities, capabilities and structures across its 30 subsidiaries; assessments were made of performance and financial performance). Other examples include Japan?s

Dixon does indeed explain HOW companies thrive by sharing what they know. (She apparently agrees with Derek Bok, former president of Harvard, when responding to irate parents after a tuition increase: "If you think education is expensive, try ignorance.") In her Introduction, she identifies three myths (or assumptions about the idea of knowledge sharing: (1) build it and they will come (the so-called "Field of Dreams Syndrome"), (2) technology can replace face-to-face, and (3) first you have to create a learning culture. "Many of the organizations I studied started with one or more of these assumptions and then had to make corrections to get back on track." She then explains why each myth or assumption is either wrong or inadequate. After that, she observes: My major goal in writing this book is to broaden readers' thinking about how a company might share knowledge. Therefore I discuss many ways in which real companies have successfully transferred knowledge....Another goal is to help readers figure out which of these many systems [subsequently analyzed] would be most effective in their own settings -- how to tell whether BP's Peer Assist would be more effective than Ford's Best Practice Replication." All this in the Introduction (!) which serves as the first of the nine chapters within which her material is organized.The objective of Dixon's study of ten organizations (ranging from Bechtel to the U.S. Army) was to understand why some knowledge transfer systems are effective...and why others are not. Eventually, she concluded that "These organizations know a great deal about how...but much less about why." Moreover, "Organizations like the ones I have written about in this book, that are on the leading edge of knowledge transfer have been learning on their own, primarily through trial and error." To which I presume to add, that we must understand how to learn if any knowledge (about anything else) is to be gained. Moreover, there are also quite specific skills required when helping others to learn what we know. In her book, Dixon provides a wealth of information which includes cases and examples, a "synthesis that retains the separate voices of the examples", "stories" which preserve the emotions and values of people involved. general principles derived from the cases, and an "articulation" of the reasoning behind the various categories (eg absorptive capacity) inorder to reveal the WHY behind the categories. Those who share my high regard for this book are urged to check out Peter Senge's The Fifth Discipline and his more recent The Dance of Change.

This is the best book available on knowledge transfer. Based upon the author's deep understanding of organizational learning theory and her careful examination of the practices of major corporations, it offers clear definitions of five types of knowledge transfer, along with criteria, design guidelines, business drivers and potential barriers for each. Examples of each transfer type (from teams reviewing their actions in order to perform better together in a new setting to strategic learning and sharing of expert knowledge) are employed less to bolster a thesis than to illustrate how classifications were evolved and tested. Intelligently crafted categories based upon similarities of tasks and contexts, the nature of tasks, and knowledge type provide a framework for organizations to build a system for employing "common knowledge" for business objectives. Written with clarity and grace, this volume explores the power of metaphor and of the values of sharing, listening and trust, while developing our most practical guide for integrating effective knowledge transfer into organizations' strategic architecture. Highly recommended.

This is a very important book and (I predict) will have a long-lasting effect on the field of knowledge management. Dixon organizes the field, providing a vocabulary and a framework for what is emerging in leading edge companies around the globe as a strategic advantage.The book is beautifully written. The clear examples and case studies illuminate and add depth to her materials. This book should be the first thing that anyone reads who is considering how to transfer the knowledge (both tacit and explicit) that already exists within a company to others in the company who need it. Dixon is careful to point out that she is not providing a "recipe book" ("one size fits all"); rather, she is giving guidance on what works in particular situations and then inviting readers to begin on their own exploration. Dixon describes that exploration as a necessary first step in creating a knowledge transfer system within a company.Incidentally, her chapter dealing with how knowledge is changing (moving from the "warehouse" model to the "flow of water" model) makes me want to ask her to write another book -- soon -- to expand on her ideas.A pleasure to read. I have already recommended it to two clients and I intend to tell others about it soon.

Dixon's book, Common Knowledge, is an insightful exploration and explanation of the transfer of knowledge in organizations. It is a pleasure to read as Dixon takes a potentially puzzling subject and captures it in clear and logical terms. Through the use of examples, illustrative tables, and conscientious narration Dixon makes her conclusions apparent to learners of all types. The efficient sharing of knowledge is an opportunity for an organization to truly advance itself and this book can and will facilitate this improvement. It is a must for anyone concerned with the inclusion of their organization in the upward progression of the New Business era.