My last post pondered over knowledge sharing. Should it be expected of a senior to share? Is it his duty? Or is he justified in some circumstances at least for not sharing it all? The responses from the industry seniors were impressive and heartening. One said that in the corporate environment it was virtually your duty to share your learning with your juniors, your team. Someone thought that way when you started out. Now it is your turn to do it.
Another’s response verged on the philosophical. “Whether a junior learns or not, whether he is callous about it or takes it for granted is not my concern”, he says. “It is for me to share because I see it as my duty, my obligation. What the other fellow does with the information and knowledge- whether he distils it into wisdom or trashes it is his choice.”
“I learn from the younger generation too”, says an HR director, “because the one casualty of climbing up the corporate ladder can be the inevitable distance you create from ground realities”. “These people then become our eyes and ears. We interpret their raw data and both parties learn in the bargain”, she concludes.
Well! All these explanations fit neatly in the corporate place. But whether Sanjeev Kapoor feels a similar obligation to share his critical tricks is to be yet seen.
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Thats good, as long as the knowledge sharing is in a systemic and unbiased manner and is distributed uniformly across the relevant employees - otherwise, the power of information will skew the performance of some.
ReplyDeleteI feel that sharing would be difficult when one,s own position or progress is threatened. Also megalomaniacs find their importance rising if knowledge is not shared.By the way did Sanjeev Kapoor answer you.
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