Knowledge Sharing Techniques

99% of the best engineering teams I’ve seen share one simple rule: → The more you share, the faster you all grow. 🔁 Knowledge flows both ways: ∟ Seniors mentoring > Seniors managing Real growth happens when seniors teach, not just assign tickets. ∟ Juniors asking questions > Juniors guessing No one expects you to know it all. The ones who learn quickest are the ones who speak up. ∟ Sharing mistakes > Hiding them The team that admits bugs and failures up front fixes them before they spread. ∟ Pair programming > Solo struggle Two brains spot more edge cases. You pick up new habits, shortcuts, and ways of thinking. ∟ Writing docs as you go > Documenting at the end Knowledge that’s shared in real time helps everyone, not just future hires. The best engineering cultures are built on trust and curiosity— Seniors who lift others up. Juniors who bring new energy. Everyone growing, every day. That’s how you build teams that last. That’s how you make work worth showing up for.

𝑬𝒙𝒑𝒆𝒓𝒊𝒆𝒏𝒄𝒆 𝒊𝒔𝒏’𝒕 𝒋𝒖𝒔𝒕 𝒂𝒃𝒐𝒖𝒕 𝒚𝒆𝒂𝒓𝒔—𝒊𝒕’𝒔 𝒂𝒃𝒐𝒖𝒕 𝒑𝒆𝒓𝒔𝒑𝒆𝒄𝒕𝒊𝒗𝒆. A few months ago, during an onboarding session in our Mumbai office, something interesting happened. I was leading a training for new hires when Aarav, one of our senior employees, casually walked in to grab a coffee. He overheard our discussion on handling difficult client conversations and chuckled. “Oh man, I remember my first tough client call… ended with me apologizing five times in a row,” he said. The room went silent for a second—then burst into laughter. Someone asked, “So, what did you learn from it?” Aarav leaned against the desk and started sharing real, unfiltered experiences—how he built trust with clients, the mistakes he made, and what actually worked. What was supposed to be a 30-minute session turned into an open conversation, with new hires asking him for advice on everything from negotiations to office culture. That’s when I realized: 𝙩𝙧𝙖𝙞𝙣𝙞𝙣𝙜 𝙞𝙨𝙣’𝙩 𝙟𝙪𝙨𝙩 𝙖𝙗𝙤𝙪𝙩 𝙨𝙩𝙧𝙪𝙘𝙩𝙪𝙧𝙚𝙙 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜—𝙞𝙩’𝙨 𝙖𝙗𝙤𝙪𝙩 𝙨𝙩𝙤𝙧𝙮𝙩𝙚𝙡𝙡𝙞𝙣𝙜. Textbooks teach processes, but real people teach 𝙥𝙚𝙧𝙨𝙥𝙚𝙘𝙩𝙞𝙫𝙚. Since then, we’ve made it a habit to bring senior employees into training sessions—not just as speakers, but as mentors. The impact? Employees feel more connected, knowledge gets passed down in a way that actually sticks, and the learning feels *real.* Sometimes, the best HR strategy is simply creating space for wisdom to be shared. What’s the best lesson you’ve learned from a senior colleague? Let’s swap stories! #humanresources #training

Your manufacturing team has untapped potential. But it's hidden in plain sight. Most leaders focus on what they can see: Skills, procedures, metrics. They miss what's invisible: Hidden knowledge, blind spots, undiscovered capabilities. The Johari Window reveals four critical areas in every manufacturing team: OPEN ARENA (Known to self + Known to others): → Documented standard procedures → Visible performance metrics → Acknowledged safety protocols → Shared best practices Goal: Expand this area for better teamwork BLIND SPOT (Not known to self + Known to others): → Habits others notice but you don't → Unconscious behaviors affecting performance → Skills you underestimate → Performance gaps you're unaware of Goal: Reduce through feedback HIDDEN AREA (Known to self + Not known to others): → Process knowledge not shared → Improvement ideas kept private → Personal concerns about safety risks → Previous experience from other jobs Goal: Share relevant information safely UNKNOWN AREA (Not known to self + Not known to others): → Undiscovered team capabilities → Hidden process inefficiencies → Untapped improvement opportunities → Potential safety risks Goal: Explore through experimentation Here's how to unlock each area: DAILY STANDUPS: → Share what you know (reduce Hidden) → Ask for feedback (reduce Blind Spot) → Discuss observations (expand Open) KAIZEN EVENTS: → Encourage idea sharing → Provide safe feedback environment → Experiment with new approaches CROSS-TRAINING: → Discover hidden talents → Share knowledge openly → Build team awareness The teams that perform best? They make the invisible visible. They create psychological safety for feedback. They encourage knowledge sharing. They experiment to discover new capabilities. Your next breakthrough isn't in new equipment or systems. It's in the knowledge your team already has. But isn't using. What hidden knowledge might your team be sitting on right now?

Wanna increase your organization's ability to learn? 👀 I’m a big fan of frameworks. Although they are an oversimplification of reality, they give us a way to start when we don’t know exactly what the first step is. Systems thinking, experience design, behavioral science, and other disciplines have come up with AMAZING ways for discovery, design, measurement, and experimentation and I chose a few of my favorites to share with you. 💜 ✨ For discovery you can use － The Iceberg Model to uncover hidden factors that shape your learning culture － Causal Loop Diagrams to map feedback loops and understand how different elements influence learning behaviors － The Fishbone Diagram to identify and analyze the potential causes of the discovered problems － The Self-Determination Theory to identify if people have the incentives to be internally motivated, and act upon the results. ✨ For strategy & design, you can use － The Impact - Effort Matrix to prioritize problems or solutions based on their impact (how much they will contribute to goals) and the effort required to solve them － Participatory Design to involve everyone directly in the design process to ensure solutions are relevant and user-centered. － Kotter’s 8-Step Change Model to create a plan for change and sustain it long-term － Appreciative Inquiry to increase awareness about the initiatives that already work well, and scale them ✨ For implementation, you can use: － Communities of Practice to build peer networks for ongoing knowledge sharing and problem-solving － Co-Development to create spaces where peers collaborate to solve real challenges, share insights, and co-create solutions through structured group discussions. － Action Learning to use real problems to drive team learning and reflection. ✨ For measurement, you can use: － Randomized Control Tests to test solutions on a small scale, measuring their impact and ensuring they deliver the desired results before scaling up. What's another one you'd add to the list? 💬 #learninganddevelopment #learningarchitecture

𝗧𝗵𝗲 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗼𝗳 𝗣𝗲𝗲𝗿-𝘁𝗼-𝗣𝗲𝗲𝗿 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 🌟 Tired of the limitations of traditional top-down training methods? You’re not alone. Many organizations are finding that conventional training approaches don’t fully leverage the collective knowledge and experience within their teams. Missing out on peer insights can limit the effectiveness and relevance of your learning programs, leaving your team underprepared and less competitive. peer to peer learning Here’s how you can flip the script by encouraging peer-to-peer learning, creating a more dynamic, engaging, and effective learning environment: 📌 Create Collaborative Platforms: Implement tools like intranet forums, Slack channels, or dedicated learning management systems (LMS) that facilitate knowledge sharing. These platforms should be user-friendly and accessible, allowing team members to easily share insights, resources, and feedback. 📌 Structured Knowledge-Sharing Sessions: Organize regular sessions where team members can present on topics they are knowledgeable about. These sessions could be in the form of lunch-and-learns, webinars, or workshops. This not only empowers employees to share their expertise but also fosters a culture of continuous learning. 📌 Peer Mentorship Programs: Pair up employees with different levels of experience for mentorship. This encourages the transfer of knowledge and skills in a more informal, yet impactful way. Mentorship programs can be structured with clear goals and timelines, ensuring both mentors and mentees benefit from the experience. 📌 Encourage Cross-Departmental Collaboration: Facilitate opportunities for team members from different departments to work together on projects or problem-solving exercises. This breaks down silos and promotes a broader understanding of the organization’s operations. 📌 Reward Knowledge Sharing: Recognize and reward employees who actively contribute to peer-to-peer learning. 📌 Leverage Social Learning: Use social media groups or internal social networks to create communities of practice. 📌 Integrate Peer Reviews: Incorporate peer reviews into your regular workflow processes. This not only provides valuable feedback but also encourages employees to learn from each other’s work. 📌 Utilize Gamification: Introduce gamification elements such as quizzes, leaderboards, and badges to make peer-to-peer learning more engaging and fun. By implementing these strategies, you can harness the collective intelligence of your team, making learning more relevant and impactful. Peer-to-peer learning not only enhances skill development but also strengthens team cohesion and collaboration. Have any other tips for effective peer-to-peer learning? Share your thoughts below! ⬇️ #PeerLearning #TeamDevelopment #ContinuousLearning #KnowledgeSharing #EmployeeEngagement #BusinessGrowth

𝗪𝗵𝗮𝘁'𝘀 𝗵𝗶𝗱𝗱𝗲𝗻 𝗯𝗲𝗹𝗼𝘄 𝘁𝗵𝗲 𝘀𝘂𝗿𝗳𝗮𝗰𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗜𝗰𝗲𝗯𝗲𝗿𝗴? 𝟳𝟬% of all the knowledge which you accumulate in any organisation. The implicit and tacit knowledge, the why and how which drives actions and decisions and is lost when employees leave. Only 𝟯𝟬% of what we truly know is captured in documents, data, facts and figures. I recently wrote about the challenge of retaining knowledge in Procurement teams, particularly in times of high fluctuation. Left unaddressed, it's causing productivity leakage and lowering employee morale. But not all knowledge is of the same kind. And not all can be harvested the same way. 𝗙𝗶𝗻𝗱 𝗵𝗲𝗿𝗲 𝘁𝗵𝗲 𝟯 𝗺𝗮𝗶𝗻 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗰𝗮𝘁𝗲𝗴𝗼𝗿𝗶𝗲𝘀: 𝗘𝘅𝗽𝗹𝗶𝗰𝗶𝘁: The "What" is known and documented (e.g., SOPs, processes, spend reports). 𝗜𝗺𝗽𝗹𝗶𝗰𝗶𝘁: The "How" of actionable insights, often unspoken but transferable (e.g., negotiation tactics, best practices). 𝗧𝗮𝗰𝗶𝘁: The "Why," deeply embedded in experience and values, hard to express but crucial (e.g., personal insights about market trends or suppliers). 𝗦𝘂𝗿𝗳𝗮𝗰𝗶𝗻𝗴 𝘁𝗮𝗰𝗶𝘁 𝗮𝗻𝗱 𝗶𝗺𝗽𝗹𝗶𝗰𝗶𝘁 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗶𝘀 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴. Turning experience into tangible, documented information and data points is like reverse engineering and is often resisted by knowledge owners when it comes to sharing. Technologies, such as Knowledge Graphs, Ontologies, and AI assistants, can collaborate with employees to harvest knowledge at the source, whether from structured data (files, tables, logs) or unstructured data (voice, audio, video, documents). This can help to reduce the burden of knowledge capture, centralise its management and make it accessible for everyone. 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝗹𝗶𝗸𝗲 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁, 𝗶𝘀 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗵𝗮𝗯𝗶𝘁 𝘁𝗵𝗮𝘁 𝗰𝗮𝗻𝗻𝗼𝘁 𝗯𝗲 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗱 𝘄𝗶𝘁𝗵 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗼𝗻𝗹𝘆. 𝗜𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘀𝗺𝗮𝗹𝗹𝗲𝗿 𝘀𝘁𝗲𝗽𝘀. Here are some practical tips to kickstart knowledge sharing to surface tacit and implicit knowledge: ▪️𝗕𝗿𝗼𝘄𝗻 𝗯𝗮𝗴 𝗹𝘂𝗻𝗰𝗵𝗲𝘀 where category teams share use cases and insights ▪️𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗻𝘂𝗴𝗴𝗲𝘁𝘀 captured in documents and support tickets ▪️𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗟𝗲𝗮𝗿𝗻𝘁 sessions to review project outcomes post-mortem ▪️𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗦𝗼𝗰𝗶𝗮𝗹 𝗠𝗲𝗱𝗶𝗮 & 𝗪𝗲𝗯𝗶𝗻𝗮𝗿𝘀 used for knowledge dissemination ▪️𝗪𝗼𝗿𝗸 𝘀𝗵𝗮𝗱𝗼𝘄𝗶𝗻𝗴 & 𝗿𝗼𝘁𝗮𝘁𝗶𝗼𝗻𝘀 to skill-up new people in a role ❓What kind of knowledge assets are most valuable in Procurement? ❓How is your company tapping into your submerged knowledge #knowledgemanagement #procurement #lessonslearnt #artificialintelligence

Lean Community: Knowledge-sharing within our community. I am often asked by fellow coaches, facilitators and project managers what I've seen work in the area of [non-traditional] EXPERIMENTATION in the trenches of continuous improvement itself. Here are my top three choices hands-down each for completely different reasons: 🏆 Working Out Loud is a method developed by John Stepper to foster purposeful collaboration and personal development. It involves building relationships through visible, generous contributions toward a specific goal. Structured around 12-week peer support groups called “circles,” participants enhance skills, expand networks, and cultivate a growth mindset, leading to increased motivation and empowerment.  https://lnkd.in/g4NexsDR 🏆 Group Intelligence (GQ), as presented by Siobhán (shiv-awn) McHale, emphasizes the collective behavioral patterns within organizations. Drawing inspiration from the collaborative nature of bee colonies, McHale advocates for leveraging group dynamics to drive meaningful and lasting organizational change. By focusing on shared behaviors and mindsets, organizations can become more agile and responsive to change. https://a.co/d/a64Xo8q 🏆 Phlow is an AI-powered knowledge management platform designed by Dr. Rachad Najjar, Ph.D and Daniel Ranta to unlock and utilize an organization’s collective intelligence. By aggregating and delivering relevant information across teams and departments, it enhances collaboration, decision-making, and innovation. Phlow operates without necessitating changes to existing tools or workflows, aiming to bridge the gap between knowledge and action. https://phlow.com/ What questions do you have that we can answer in this thread? #ContinuousImprovement #CultureMatters

3 quiet ways to share insights that make you indispensable: Everyone's trying to protect their specialized knowledge. But real value doesn't come from what you withhold. It comes from how strategically you share what you know. Here are 3 powerful ways to share knowledge that amplifies your impact 👇 1. Turn complex insights into digestible summaries ↳ Transform technical findings into concise executive summaries ↳ Create shareable templates that others can easily replicate 2. Document your analysis or data process, not just results ↳ Build process wikis explaining your "how" behind each insight ↳ Include commented code snippets others can learn from 3. Host short knowledge-transfer sessions ↳ Schedule regular micro-teaching moments for specific techniques ↳ Record and share these sessions in your team's knowledge base The most valuable analyst isn't the one who knows everything. It's the one who helps everyone else understand more. Which sharing technique will you implement this week? - - ♻️ Repost to help fellow data professionals amplify their impact 🔔 Follow Don Collins for weekly data insights that build both teams and careers

From Knowledge Hoarding to Knowledge Sharing: The Culture Shift L&D Needs. 💡 Companies don’t have a knowledge problem. They have a knowledge-sharing problem. Think about it—when an expert employee leaves, does their knowledge stay? Or does it leave with them? 📌 Why is knowledge hoarding a problem? 🚫 Employees don’t share what they know because they fear becoming "replaceable." 🚫 Teams work in silos, making cross-functional collaboration difficult. 🚫 Companies rely on outdated documentation that doesn’t capture real insights. 🔥 How some organizations solved this: One company, struggling with high dependency on senior employees, built an internal Knowledge Exchange System where employees: 1. Recorded their expertise through short video walkthroughs. 2. Created open forums for sharing best practices and lessons learned. 3. Integrated peer mentorship programs, where employees taught each other. 🚀 The impact? ✔️ Faster onboarding for new employees. ✔️ Less reliance on single experts—knowledge was accessible to all. ✔️ Teams collaborated more effectively, breaking down silos. 💡 What’s one way your company promotes knowledge-sharing? Drop your insights below! 👇

Your organisation is losing critical knowledge every day... and your reports and database won’t save it. This knowledge drain isn’t just about efficiency. It’s eroding institutional memory which slows down decision-making, and weakens programme impact. This guide uncovers the hidden knowledge gaps that keep development organisations reinventing the wheel and shows how to turn scattered insights into a lasting, shared asset. Key Takeaways from the guide include: ➤ Beyond Reports The most valuable lessons from projects and programs aren’t always written down. How do you capture insights from field staff, communities, and partners before they’re lost? ➤ From Information Overload to Strategic Knowledge Development organisations generate countless reports, evaluations, and studies. But are they used for decision-making or just archived? This guide shows how to turn data into actionable knowledge. ➤ Preventing Knowledge Loss During Transitions What happens when key staff leave? Without structured knowledge management, lessons, partnerships, and institutional memory disappear. Learn strategies to retain and transfer knowledge across teams and leadership changes. ➤ Breaking Down Silos Between Teams and Programmes Lessons from one project could be game-changing for another—but only if they are shared. This guide outlines how to bridge gaps between departments, sectors, and country offices. ➤ Leveraging Technology Without Losing Human Insights Digital platforms are essential, but technology alone isn’t enough. Learn how to balance tech-driven knowledge systems with people-centered learning. Impact relies on more than funding. It depends on how well we manage, share, and apply knowledge. Ready to stop the drain? Start here. #KnowledgementManagement 🔔 Follow Me ♻️ Sharing is Caring