Posts Tagged ‘paradigm shift’

Q28- Recap of KM Virtues and Gaps, or Will KM Disappear?

May 30, 2009

This Q Series had been a successful one; 16,267 hits came in since it started. We end this blog series with this summarizing post. To better appreciate an item that strikes you, I suggest reading the blog which explains that point. The blogs are accessible from this post through embedded links (which appear as colored text). While pressing “Ctrl”, you can click on the colored text to create a new tab to read the previous blog post referred to.

Virtues of KM and OL (organizational learning):

Gaps in KM and OL practice:

What we need next, a new KM or the next discipline after KM:

Q28 cartoon

We will start the new L Series on “Indigo Learning Practices” in the next blog. Stay tuned in!

(Note that there are embedded links in this blog post. They show up as colored text. While pressing “Ctrl” click on any link to create a new tab to reach the websites pointed to.)

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Practical KM Hints (#6)

January 22, 2009

Deliberate or conscious paradigm shifting (see Q8- Wanted: Workable Tools for Voluntary Paradigm Shifting”) is a KM skill. Here are some examples where this KM skill comes in:

  • Conscious paradigm shifting can be an outcome in generative dialogue (see “D19- Debate versus Discussion versus Dialogue”). Practical Hints for Learning Facilitators (#3) lists some guidelines for facilitators to help workshop participants reach the Stage 4 of generative dialogue.
  • When company executives are revising their business model or innovating new business models, they are actually changing their fundamental business assumptions — another example of conscious paradigm shifting. I gave an actual example in my presentation to the 10th Asia Pacific KM Conference in Hong Kong last December 2008 (see Slides 42-44 in “Service Innovation: some Philippine Trends and Experiences”). Green Spot Strategic Planning© is an example of strategic KM (see “D9- Strategic KM versus Operational KM”)
  • Conscious paradigm shifting requires one to “get out of one’s mental box” which depends on the skill of discovering one’s hidden assumptions. This is the same as the ability to work on/with your mental models, one of the five disciplines of a learning organization according to Peter Senge. CCLFI uses a simple group workshop exercise called “Get the Guava!” to help people do the latter. If you are interested in this exercise for non-commercial purposes, email me and I will send you a copy.
  • It is likely that you yourself have experienced a personal paradigm shift, but you did not label it as such. CCLFI has group workshop exercises such as “My Peak Life Experience” to identify, recover and study these important episodes in one’s learning journey through life.

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Q8- Wanted: Workable Tools for Voluntary Paradigm Shifting

January 20, 2009

Today — the inauguration of President Barack Hussein Obama — is a big day for the people of the United States of America; many people including me are proud of them. The big event today started in 1954… but let us back up a bit first.

This quotation from Gregory Bateson summarizes the previous blogpost (Q7- We Found the Enemy: Our Own Concepts!?)

      “The major problems in the world are the result of the difference between the way nature works and the way man thinks.”

We have a big problem: it takes so long for mankind to change the way it thinks on important issues:


It took more than half a century to get the American people to where they are today from Rosa Park’s refusal to give up her bus seat to a white man in Montgomery City, Alabama — a landmark refusal that dramatically initiated the Civil Rights Movement in the US.

Notice that two factors result to very long periods of time to change people’s thinking about important things: (1) institutionalized vested interests and/or (2) institutionalized rules to prevent members from thinking freely. The technical jargon for important changes in people’s thinking is “paradigm shift” from Thomas Kuhn’s “The Structure of Scientific Revolutions”. The religious jargon is “conversion” or “metanoia” (=from Greek word that means fundamental change in thinking). Equivalent laymen terms are “change in perspective”, “reframing” or “Aha! experience”.

Notice too that the data above shows that it takes about one average human lifetime to change how people think. So, does this suggest that you do not change how people think; you WAIT for them to die off?

Is there a faster way? We need workable tools for voluntary and conscious paradigm shifting. We need them ASAP (=as soon as possible)! The longer we wait, the more social costs (=human sufferings) accumulate.

Or, the longer we wait, the more people will forego enjoyment of benefits that would result from paradigm shifts. This was my motive when I wrote the book “99 Paradigm Shifts for Survival in the Knowledge Economy: a Knowledge Management Reader.” You can download the e-book for free from the CCLFI website.

How else can we help people undergo desirable paradigm shifts? Do you have other ideas to offer? What tools are on hand to help people change their thinking for the better?

Please share.

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