Our mission is to ease knowledge transfer in order to power the change in people’s and tribes’ habits and behaviors, in favor of the common good.
But… How do we put this into practice when starting a project in a company?
Well, we base our work on these 5 stages, which we believe to be fundamental when it comes to transforming a company’s culture.
Stage 1: Data
The minimum unit of information.
Data is released in different forms and from different sources.
For example, binary code transmits data using 0 and 1.
But, when we talk about knowledge, data are questions and answers – our unit of work.
In an organization or tribe, the first step would be to collect all the data in this format.
Therefore, our biggest challenge when starting to work with a company is to encourage people asking questions without fear or embarrassment.
Stage 2: Information
It is the structured data that we are able to understand.
Once all the data has been collected, it has to be shaped and connected so that it becomes information.
An example of a source of information is this very article!
In companies, information is collected in thousands of files that are stored on digital media – databases, hard drives – or on analogical media.
Stage 3: Knowledge
It’s information processed by hard drives or biological processors – the latter being people’s brains!
Continuing with the previous example, this article is a source of information.
By reading it, you are processing all these data in your brain and turning it into knowledge.
Note! You may process it in one way and generate knowledge, but this knowledge will differ from that generated by another person who reads the same information.
Why is this? Simple!
Every brain is different – long live diversity! – and it processes information in different ways.
That’s why we say that information is unique but knowledge is diverse.
In corporate environments, knowledge is the most valuable asset.
And it is stored in people!
Not only in its employees, but in all the people who interact in one way or another with the company.
Including suppliers, investors, collaborators… Even customers!
That’s why it’s essential for us that Zap, our robot, learns not only from databases but also from humans.
Stage 4: Learning
Behavior modification after acquiring knowledge.
An easy example related to this health crisis:
If I have knowledge on how to wash my hands correctly or how to take off my gloves but I don’t do it, then I haven’t learned it, I simply acquired that knowledge.
Learning will take place once I modify my habits and begin to wash my hands and take off my gloves properly as the protocol states.
In order for there to be learning, a behavior modification must occur first.
And this habit modification is the greatest challenge to overcome in the cultural transformation of a company.
Stage 5: Culture
Last and most important!
It is group (or tribe) learning throughout space and time.
Everything that the tribe identifies itself with such as symbols, values and techniques, intervene in the company’s culture establishment.
It’s especially important that this culture is transferred globally within a company.
And why throughout space and time?
Because it’s important that it is transferred to every employee that makes up the company (or tribe) over a long period of time, not just at specific moments.
EXTRA! Video – post
What stage is your company in?
Thanks for reading and watching!
Isa.