Knowledge Management (KM) is fundamental for any business to drive innovation and collaboration. As Bill Gates put it “The Challenge for an organization is building a culture that encourages new ideas while providing a platform to reinforce collaboration.” At SSI, we go beyond collaboration, we catalyze Tropophilic Organizational Structures (i.e., structures that thrive with uncertainty).
Undoubtedly, the main problem associated with common attempts to change an organization is “Resistance to Change.” The best way to deal with resistance is by NOT having any to begin with, for this to occur, Transparency and Trust are paramount!
To ensure commitment and collaboration to change programs, workers must trust and truly believe in them. This is not a matter of employees “buying” into them, but of knowing it is best for them.
Hence, KM plays a major role building the three fundamental pillars for commitment to change: Trust, collaboration, and Transparency. And for these to emerge, a Tropophilic Organizational Structure must be in place. With a tropophilic organizational structure, communication is fluid and transparent, collaboration is nurtured and trust emerges by default.
This type of communication, collaboration and trust, under the pervasive bureaucratic, error-amplifying and behaviour-restricting structures, are simply not possible because these structures were deliberately designed to restrict human behavior.