Page 21 - Business Coaching #11 - JUN 2021

to build trusting relationships suddenly no podcasts, videocasts, blogs that is growing
longer worked. Face-to-face training in a faster than any human can digest.
live-online format? What would have been

unthinkable a few weeks earlier was suddenly Nonaka, a Japanese organizational theorist,
the ‘new normal’. In less than 2 weeks we developed the SECI model to explain how
had rebuilt the first trainings and gained first teams and organizations learn. It summarizes
experiences that we could share within the organizational knowledge creation as an
company. We had set up a daily standup upward “spiral process” that begins at the

for the whole company and an office zoom level of the individual, continues at the team
channel that was online all day long. Only level and then spreads throughout the entire
one month later we were able to conduct all organization.

our trainings and coachings live online.

The ability to learn and to

communicate needs to be
built up during normal times

and become part of your
company’s DNA. Only then

you can react fast in times
of crisis. Only then you can

shape markets and drive
innovation.

HOW DO WE LEARN?

The exciting question now is: how can
a company leverage and synthesize the

knowledge of its employees and make it
accessible to the whole organization? The SECI Model describes four different
forms of knowledge transformation that
For each and every one of us, it’s pretty clear occur continuously and can be described
how, when and where we learn. Starting with the image of a knowledge spiral:

with our first breath, we soon attend school, Implicit knowledge is transferred between
apprenticeship, university. Lifelong learning individuals through socialization processes,
accompanies our professional life. This externalized in work groups, combined with

means conferences, meetups, training more explicit knowledge, and internalized
courses. And infinite knowledge in books, again by the individual.

21 21