Have you ever seen a team where everyone seems to know how to solve all challenges at work, resolve any customer complaint and where everyone have the confidence that “if anybody can solve a problem within the team then I can, the only difference will be it might just take a little more time.”I guess readers at this point feel this is far too ideal a situation to be real.
In my perception, it is achievable. This is the impact a well-established knowledge sharing culture has on an organisation or a team working together. It is an environment where learning and incidents are shared and documented either good or bad. A place where people are not chastised for what they do not know, but are encouraged to ask and fully supported by team members to ensure each individual is up to speed on any gap identified.
Once again, this culture could only be developed through a leader that has the understanding, foresight and leads by example. I have an example where the knowledge sharing within a work team is operating close to the scenario explained above. All members through the support of the team lead have taken on knowledge sharing as the integral part of their task. The team discusses the previous day learning in every morning meeting, Procedures are created for any complex task completed and stored on a central database for accessibility and to ease the job for the next person that will do similar task at a latter time, in some situations people call team members that are off duty for support and they gladly respond. Although it takes time to build knowledge sharing culture, it is almost self-sustaining when fully established, and any new member joining such work team would flow with the culture easily. It is obviously another initiative that requires leadership full support.