KIROI Step 1: Knowledge sharing as the foundation for effective decisions
Knowledge sharing is more than just a buzzword - it is at the heart of modern, agile organisations. When decision-makers consciously promote this process, transparency, trust and genuine innovation are created. Especially in a world in which knowledge is becoming obsolete faster than ever before, the open exchange of information, experience and expertise is becoming a decisive competitive advantage[1][3].
Many customers report that they encounter obstacles when it comes to knowledge sharing projects. They feel that valuable expertise remains in silos, collaboration stagnates and important decisions are made without sufficient information. This is where transruptions coaching comes in: We help teams and managers to cultivate the exchange of knowledge in a targeted manner - and thus lay the foundations for sustainable project success.
Why knowledge sharing is crucial for decision-makers
In my practice, I see time and again how organisations benefit from sharing knowledge. When employees share their knowledge, a collective pool of knowledge is created that enables the entire organisation to remain flexible, creative and capable of learning[1][4]. Decisions are then no longer based on intuition, but on a broad base of data and experience.
For example, a technical manager from the mechanical engineering industry reports that regular exchange formats have significantly reduced the error rate in production. In another case, the introduction of an internal wiki in engineering meant that new employees were able to familiarise themselves more quickly. And in a third example, an open error culture programme ensured that failures were no longer covered up but used as learning opportunities.
These examples show: Knowledge sharing is not an end in itself, but a key lever for efficiency, quality and innovation - and therefore for the success of the company as a whole[3][5].
Practical examples of successful knowledge exchange
A client from the energy sector has set up a structured mentoring programme with us. Older employees pass on their experience to junior employees and, in return, young colleagues contribute new technologies. This creates a lively exchange of knowledge that enriches both sides.
A digital collaboration tool has been established in the automotive industry that promotes dialogue between development, production and sales. This shortens coordination loops and projects run more smoothly.
Another example comes from the healthcare sector: Here, a customer uses regular interdisciplinary case discussions to bring together the knowledge of medical, nursing and administrative teams. This results in holistic solutions from which patients benefit directly.
BEST PRACTICE with one customer (name hidden due to NDA contract) We supported a medium-sized company from the chemical industry in strengthening the exchange of knowledge between research, production and sales. To this end, cross-functional teams were formed to discuss challenges and develop solutions in weekly meetings. At the same time, a digital knowledge portal was created that documents important processes, lessons learnt and best practices. Within a year, the innovation rate increased significantly and employees reported greater cohesion and identification with the company. The exchange of knowledge thus became a living culture - and the company became a pioneer in its industry.
How to implement knowledge sharing in your environment
The path to successful knowledge sharing begins with an open attitude. Decision-makers should send out clear signals that sharing knowledge is desired and valued. Specific measures that can be easily integrated into everyday life can help here:
- Create regular exchange formats such as Lunch & Learn, Knowledge Cafés or After Action Reviews.
- Use digital platforms, wikis or internal social networks to make information easily accessible[6].
- Encourage an open error culture in which failures are seen as learning opportunities.
- Actively involve different hierarchical levels and departments to break down silos.
- Reward and honour commitment to knowledge sharing visibly - for example through awards or career opportunities.
Many of our clients report that even small steps have a big impact. One team from the logistics sector, for example, started with a monthly presentation round in which each department presents a current project. This not only promoted understanding for other areas of work, but also triggered new ideas for process optimisation.
Agile methods such as retrospectives or design thinking workshops also support the exchange of knowledge because they specifically promote dialogue and reflection.
Challenges in knowledge sharing and how to deal with them
Knowledge sharing does not always run smoothly. Frequent obstacles include a lack of time, a lack of incentives or the fear of losing influence by sharing knowledge[2]. To counteract this, it is advisable to create clear framework conditions and make the benefits transparent for everyone involved.
An example from the financial sector shows how important trust is: a customer established an anonymous feedback system that enables employees to contribute knowledge and suggestions for improvement without fear of being penalised. This significantly increased participation in knowledge sharing.
Another success factor is support from the management level. When line managers actively share knowledge and set an example of participation, the team usually follows suit. And finally, it is worth continuously measuring and optimising the exchange of knowledge - for example through feedback rounds or performance indicators.
Technology as an enabler for knowledge exchange
Modern tools and platforms facilitate the exchange of knowledge enormously. They make it possible to store information centrally, search it and pass it on in a targeted manner[6]. Solutions that support the sharing of explicit knowledge (such as documents or instructions) and implicit knowledge (such as experiences or tips) are particularly practical.
A practical example from the IT sector: a software company uses a chat tool in which employees can quickly ask questions and receive answers. This is supplemented by a wiki in which best practices and project completion reports are collected. In this way, valuable knowledge remains within the company - even when employees change.
However, technology alone is not enough. Only the combination of digital solutions, suitable processes and an open culture makes knowledge sharing successful in the long term[2][9].
My analysis
Knowledge sharing is not a project with a fixed end date, but a continuous process that makes companies more agile, innovative and resilient[1][3]. Decision-makers who actively shape this path create real added value for their team, their department and their entire company. They lay the foundation for ensuring that knowledge is not lost, but is systematically utilised and further developed.
Everyone involved benefits: employees feel valued and can realise their potential. Teams work more efficiently and creatively. And the company secures its long-term success in a dynamic environment. Those who promote knowledge sharing are investing in the future - and creating a corporate culture that places learning, collaboration and innovation at the centre.
Further links from the text above:
The importance of knowledge sharing in the company
Definition Knowledge Exchange | Glossary Business Processes
Knowledge exchange in knowledge management: tools & methods
Knowledge management in the company | Zendesk EN
Knowledge sharing in the workplace: top tips and guidelines
Knowledge sharing: The ultimate guide
Why is knowledge sharing so important in companies?
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