Knowledge Management | Reinvigorated

Successful knowledge management can decrease both turnover and operating costs


Through the phrase “Knowledge is Power!” Schoolhouse Rock fostered an appetite to learn, develop, and avidly pursue the thirst to achieve. While time and money are life’s most coveted fruit, knowledge is a commonly unconsidered power that feeds into all of life’s successes.


As businesses evolve, knowledge not only protects their vision, but nourishes progress. Those at the root of a company must actively seek ways to distribute information with employees spread throughout its branches. Advancement takes place when ideas germinate, turning into the reality, structure, and core of a business.


Ideas, talent, and knowledge must evenly and efficiently flow throughout a company to keep it alive. Paired with a solid structure, a company must also take steps to ensure protection from intrusive forces, possible disaster, and ultimate death. Knowledge must not only be protected at the core, but also cultivate inspiration and the energy to flourish.


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Enterprise Social Is An Effective Solution

  • Disconnected

    •  Learning new processes and working on projects is viewed as an individual task. Each person is an expert within their field, but there is little to no knowledge sharing. Leaders want a more open, collaborative culture but organizational structures and policies are prohibitive. Tracking down the best resource for a question or project is extremely difficult and time consuming. 
    •  Employees avoid sharing valuable business knowledge for fear that colleagues or management will claim ownership. They hesitate in making suggestions because they want to receive recognition. Key findings are withheld because employees or middle management want to be viewed as responsible for the contributions, even though time and resources are limited. 
    •  Employees feel isolated. Some reluctantly contribute knowledge due to feedback or occasional knowledge sharing from colleagues. Employees see other colleague’s posts, but are intimidated to post and share thoughts with the business. A fear of rejection or judgment by middle management limits the frequency that employees share opinions and suggestions. 

  • Connected

    •  Management views gaining knowledge as a company task, with all hands on deck. Once information is found, there is a process to share and store it in company systems, allowing employees to move on efficiently to the next task and save time for their colleagues. Leaders view failures as learning opportunities and use them to guide and propel future business decisions. 
    •  Employees regularly share their knowledge and expertise and are viewed as a thought leaders by colleagues. Management’s collaborative work mindset has instilled a culture of sharing knowledge and helping others saving colleagues time, money, and other resources because of rapid knowledge transfer and a fluid, decentralized knowledge management process. 
    •  Leaders support knowledge sharing throughout the entire business. Employees feel comfortable sharing ideas, providing constructive feedback, highlighting each others’ strengths, and building ideas off of conversations. Tools and resources are made readily available, and employees do not hesitate to seek direction or guidance on projects or problems from colleagues.

Delivering The Maximum Business Benefit. Always.

“A successful Enterprise Social Network implementation is less about technology and more about the cultural and process transformation that needs to happen for management and employees to embrace a new, more social way of working. That is where Andy and the Enterprise Strategies team come in — they are seasoned business advisors and change architects. They don’t make the software, they make sure you get business value from it.”

Neeru Arora, Chief Knowledge Officer, Aon