Understanding The Difference Between Knowing And Sharing Information

Hello and good morning to all who continue to support my journey trying to change minds around the world by teaching a new perspective in both business and life. In business it is all a matter of learning what makes people tick and to get them to believe in your dreams. Then you have the clients who need to believe in your service or business. In business it means that you need to reach out and teach the community who you are and what you do and what you mean to the community.

In real life we know as business owners that to achieve is to believe and to believe means to be able to achieve anything we set our minds to. The issues we all run into is procrastination in both business and life. I love the following article on procrastination.

Procrastination is the bad habit of putting off until the day after tomorrow what should have been done the day before yesterday.
For an achiever, perhaps the most dangerous, most destructive habit of all is procrastination, for it robs you of your initiative. When you put things off once, it’s easier to put them off again, until the habit is so firmly ingrained that it cannot be easily broken. Sadly, the effects of the habit of procrastination are also cumulative. Its cure is obvious — action. You’ll be surprised how quickly you begin to feel better about yourself and your situation when you get going on something — anything. As British prime minister and author Benjamin Disraeli said, “Action may not always bring happiness; but there is no happiness without action.” 

I believe that the new leaders today are starting to fade out and a new kind of leaders are on the rise:We need to prepare for the new type of leadership. We need to have a clear understanding of the changes in the minds of people and the gaps that are there in the world and we also need to be aware of managing not at a micromanagement level but at a knowledge based level. 

Leadership by the New Generation

Bridging the Age Gap

 The new batch of leaders often have a completely different way of working from their older counterparts. (Keep in mind that not everyone in these generations fits the characteristics we'll talk about: we're going to make some huge generalizations here, however, hopefully these generalizations will be useful!)

For example, while boomers usually view long hours as evidence of loyalty and hard work, Gen X and Y tend to try to have more work/life balance. They've seen their parents' lack of quality of life, and the lack of loyalty companies showed to these hard-working parents in the 1990s, and they're not impressed.

They want flexible hours, more vacation time,continuous training, and telecommuting options. They expect to leverage technology to work efficiently, instead of staying late in the office to get everything done.

Boomers have traditionally felt that you have to "pay your dues" to your company – and if you hate your job, that's just part of life. Generations X and Y typically don't accept this; they want and need more, intellectually stimulating work – and they don't want someone watching them too closely to check on their progress. These new groups are independent, creative, and forward thinking. They celebrate cultural diversity, technology, and feedback, and they prefer more of a "lattice" or individualized approach to management (as opposed to the traditional "corporate ladder").

The new generations also tend to like teamwork.Statistics have shown that colleague relationships rank very high on Gen X and Y's list of priorities. Things like salary and prestige can often rank lower than boomers might expect, or might want for themselves.

 The key difference between knowledge and information is that knowledge gives us the power to take action. We can use it.

There are also two different types of knowledge, explicit and tacit:

• Explicit knowledge includes things that you can easily pass on to someone else by teaching it or putting it into a database or a book. Explaining your company's safety protocols to a new team member is demonstrating explicit knowledge.
• Tacit knowledge is less quantifiable. It's when you know that your company's best client won't make a deal unless you go golfing with her. Or when you know that your department's smallest supplier is also the most reliable one, but only if you place your order by the 15th of every month. This is knowledge that's most often learned by experience. It's the stuff you know, but don't necessarily know that you know.

Benefits of Knowledge Management

The major benefit of knowledge management is that information is easily shared between staff members, and that knowledge isn't lost if someone goes on vacation, gets sick, or leaves the company.