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Here writes for you:

Mujibor de Graaf, serial entrepreneurMujibor de Graaf is the founder of IT solutions for the exchange of knowledge. With the Viadesk intranet, founded in 1999, employees efficiently exchange documents digitally. With his experience in cloud-based knowledge transfer, he also launched the online training platform Coursepath. Thanks to its secure hosting on EU territory and its exceptional user-friendliness, the multilingual platform is currently establishing itself throughout Europe. The Dutchman commutes between the two company headquarters in Amsterdam and Cologne on a weekly basis. He and his teams have therefore fully adapted to mobile, flexible working with digital support. More information at www.coursepath.de All texts by Mujibor de Graaf.

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Digital knowledge exchange within the company: 5 Tips for optimal knowledge transfer

How much knowledge is hidden undiscovered and undivided in the minds of qualified employees? The "knowledge is power" motto, according to which everyone prefers to keep their knowledge to themselves, was yesterday. Today teamwork is required.
Exchange of knowledge in a team

Do digital solutions help with the transfer of knowledge?

Can employees share their knowledge comprehensibly without neglecting their own work? The general assumption is: no! Too often, transfer of knowledge is complex and ineffective.

Most of us have trouble making information effective for the Team ready to provide. Knowledge of processes is usually requested spontaneously, whenever a problem is discovered or changes are imminent. Then the inquiries hit me as an experienced employee and I have to propose solutions and solutions on all fronts at the same time Feedback give.

3 Requirements for digital success

The IT industry has reacted to this problem and brought software onto the market with which knowledge of company processes can be digitally recorded and made available when required. Just how effective are these systems? Help that Company and are we employees willing to put work into the delivery? The success of this is due to some requirements:

  1. Simple creation: recording knowledge must not cost the “trainer” a lot of time.
  2. Easy access: Trainers and participants do not experience any inhibitions when accessing the content.
  3. Active company culture: trainers and participants keep the exchange of knowledge together.

Fast conversion

Keeping knowledge digital and leaving it to the participant when it retrieves the information is coming. Often, a company chooses a platform on which I can convert my material into online training. If you do not have experience in the field of coursework, you will quickly feel frustrated by such technical terms.

"Conversion" - what does that mean? Fortunately, technology is becoming more and more user-friendly. Today any layperson can make a film or create a website. In this way, as an employee, I can also become a “trainer” without having to give extensive training.

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Conversion then means that I upload a PowerPoint presentation or a PDF document and convert it into a course structure. With multimedia and questions enriched, this results in an interactive learning environment with the relevant information.

5 Tips for the exchange of knowledge on the same level

  1. People like to learn in their own time, in order to understand and remember the contents correctly. The last point can be limited, because today it is not absolutely necessary to remember every detail. If I know where information is collected, I can always go back there. The willingness to regularly retrieve online trainings and to expand knowledge, however, must be given. Therefore, it is imperative that the learning environment is intuitive and free of technical hurdles.
  2. In addition, content should be structured in a user-friendly manner. Learning and development experts speak of “microlearning”, more effective learning in small bites. However, I find it too much to ask that, as a “lay trainer”, I should professionally divide content into valuable didactic bits. Rather, I would like to leave it to the participant to interrupt training when the attention wanes. The keyword here is: on-demand. What has become established in the streaming sector also applies to learning Sense, because we place increasing value on flexibility and self-determination.
  3. Continuing exchange of knowledge only works if my company has a culture that allows feedback and teamwork. As a supervisor, it is important that my employees trust themselves to ask questions. Some feel more comfortable when they can do that digitally, and I answer in my own time.
  4. But also feedback on the training is important to me. Employees appreciate the participation in the product and are happy to upload suitable documents and to supplement their own experiences. The younger generations want a teamwork feeling in the company; and this feeling should definitely support the joint training platform.
  5. Employees in management positions often find it difficult to give up their "sovereign position" and view their knowledge as a common good. However, disclosure of the knowledge rarely leads to a loss of authority, because not the collected knowledge qualifies for a higher position. Rather, it is the confident handling of knowledge and the ability of team members to make knowledge-based decisions that ensure the success of a project.

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6 answers to "Digital knowledge exchange in the company: 5 tips for optimal knowledge transfer"

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