With all senses
Knowledge sharing can be done using two different approaches. On the one hand the explicit knowledge, that being the easiest to structure and register is also the most used, and on the other hand the tacit knowledge, which almost always presents difficulties in his “management” or sharing.
“Tacit knowledge is based on practical and concrete experiences in the working process. Tacit knowledge does not exist primarily in a formalized or accurately recordable mode and therefore it is not to be understood as a thing, an object or a tangible good. Because tacit knowledge is also built up by physical experiences and self participations, by empathy and mimesis, it often occurs unconsciously. Sensing with all senses and the ability to empathize are vital here. Being based both on experience and the ability to deal with new experiences tacit knowledge exceeds the level of being informed.”
By being felt with all senses can sometimes emerge concerns to share knowledge that are associated with the possible instability that the sharing of knowledge can bring, i.e., if this attitude of sharing may or may not adversely affect the normal activity of people in organizations.
Some companies try to establish a knowledge management to promote the creation of new knowledge, and these efforts should seek to encompass also ways of dealing with the tacit knowledge.
Storytelling can be one of these forms, not only of transferring knowledge but also create an environment that disrupts and also brings balance and relaxation.
This can be learning by doing, which brings with it a need to integrate the knowledge that arises by virtue of the execution of tasks and that they are not recorded in any database.
In many of our activities, we find the knowledge, distributed in accordance with the procedures, domain and institutional or cultural characteristics. This release corresponds to a systematization more or less concentric level of knowledge.
When we try to frame the explicit and tacit knowledge in this distribution, we find that the first (the one that refers to “what”) is easily acceptable while tacit knowledge (“as”) requires some skill.
With the new technology we were able to solve most of our problems of explicit knowledge and with storytelling we can resolve our needs of transferring tacit knowledge.
Whatever area of expertise we have discussed, since the cultural processes, storytelling will enable us and foster interaction between multiple people, which usually doesn’t happen when we analyze files in a database.
The greater interaction among people in a company in knowledge transfer the greater seems to be the possibility of creating new knowledge.
The advantage of narratives, to describe steps already done, is the easy integration by more than one person, but for this to be effective, it must be well told stories.
The story must have a context and focus on something that can be memorable. Lived in an imaginary, contains stories and relatable episodes memorize effortlessly.
Storytelling is a way to share values and modes of operation, but should not be used as instruments of criticism.
To transform the vehicle of transmission of knowledge in history, allows its replication and consequent well-being of accountants and of the listeners or readers.
Storytelling is not an isolated act. It is collaboration between people and sharing knowledge.
Above all it is a way to create an enabling environment of learning and avoids the loss of knowledge of generations.
We understand that our past is responsible for our values and by the intensity with which we make use of them, but almost never know explain why we do it.
In fact, telling or listening to a story there is always some open questions:
Who tells the story?
Who listens to the story?
Where can they hear the story?
When they hear the story?
Why they are listening the story?
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