{"id":2849,"date":"2018-06-28T09:51:57","date_gmt":"2018-06-28T13:51:57","guid":{"rendered":"http:\/\/www.acohen.com\/blog\/?p=2849"},"modified":"2023-11-17T12:30:15","modified_gmt":"2023-11-17T16:30:15","slug":"assembling-your-knowledge-management-team","status":"publish","type":"post","link":"https:\/\/www.acohen.com\/blog\/assembling-your-knowledge-management-team\/","title":{"rendered":"Assembling Your Knowledge Management Team"},"content":{"rendered":"<p>It is good practice to periodically examine the &#8220;roster&#8221; of your digital or physical library team, to seek ways to improve it. When developing or evaluating a team, each member will have certain characteristics that make them well-suited for a certain role. We run organizational development workshops to help libraries and digital asset teams maximize their human resources.<\/p>\n<p>According to ACA&#8217;s 45 years of building program research, successful library organizations are made up of a diverse mix of job titles, which require diverse human characteristics. Librarians and Knowledge Workers can be specialists, reference people or technical services pros. \u00a0<a href=\"http:\/\/www.acohen.com\/feedback.html\">Aaron Cohen Associates, LTD<\/a> work with library staff and knowledge management teams to identify and shape the teams and increase effectiveness.<\/p>\n<p>Below are characteristics of each team member; we developed these based on the <a href=\"http:\/\/www.belbin.com\/about\/belbin-team-roles\/\">Belbin<\/a> team building framework.<\/p>\n<p><strong>Resource Investigator<\/strong><\/p>\n<ul>\n<li>Their inquisitive nature helps them find ideas to bring back to the team.<\/li>\n<li>Strengths: Outgoing, enthusiastic. A natural networker &#8211; the go-to person to test a new opportunity.<\/li>\n<li>Challenges: Over-optimistic; can lose interest once the initial enthusiasm has passed.<\/li>\n<li>A good person to follow up and build on research and delivery partnerships.<\/li>\n<\/ul>\n<p><strong>Team Worker<\/strong><\/p>\n<ul>\n<li>The glue that keeps the team moving, using their versatility to identify the work required. The person that will complete the work on behalf of the team.<\/li>\n<li>Strengths: Co-operative, perceptive and diplomatic. A great listener who can avert friction between team members.<\/li>\n<li>Challenges: Indecisive in crunch situations; avoids confrontation between strong willed team members.<\/li>\n<li>Will be hesitant to make unpopular decisions.<\/li>\n<\/ul>\n<p><strong>Coordinator<\/strong><\/p>\n<ul>\n<li>Helps the team focus the library service objectives. A person who can draw out other team members and delegate work.<\/li>\n<li>Strengths: Mature, confident, identifies talent and builds on it. Goals setter.<\/li>\n<li>Challenges: Leaders can be manipulative; they can offload work to other members reducing team effectiveness.<\/li>\n<li>Can delegate work others, leaving themselves with limied tasks or challenges.<\/li>\n<\/ul>\n<p><strong>Management Consultant<\/strong><\/p>\n<ul>\n<li>A highly creative person that is good at solving problems in unconventional ways.<\/li>\n<li>Strengths: Creative, imaginative, dynamic-thinking, concept \/ ideas generator and problem solver.<\/li>\n<li>Challenges: Might not be able to focus; may be too preoccupied to communicate effectively.<\/li>\n<li>Can forget the good ideas and try to develop additional ones when none is necessary.<\/li>\n<\/ul>\n<p><strong>Assessment Evaluator<\/strong><\/p>\n<ul>\n<li>Assessment professional; a good person to make impartial judgement when required. A good person to weighs up the team&#8217;s options in a dispassionate way.<\/li>\n<li>Strengths: Sober, strategic and discerning. A person that can see the options and recommend next steps accurately.<\/li>\n<li>Challenges: Can be critical, lacks the drive and ability to inspire others.<\/li>\n<li>Not all can make a quick decision. This staff member can be slow to come to decisions.<\/li>\n<\/ul>\n<p><strong>Specialist<\/strong><\/p>\n<ul>\n<li>The project specialist has in-depth knowledge in a key delivery area.<\/li>\n<li>Strengths: Dedicated, a self-starter and always moving forward with work. They will research and apply their knowledge management skills.<\/li>\n<li>Challenges: May stick to the technicalities and not address the goals and objectives.<\/li>\n<li>Can research a topic and overload if you don&#8217;t support their drive to find solutions to information resource needs\/integration.<\/li>\n<\/ul>\n<p><strong>Management Shaper<\/strong><\/p>\n<ul>\n<li>The staff member that will drive the team. This staff member will ensure that the team keeps moving and does not lose focus or momentum.<\/li>\n<li>Strengths: Can handle the pressure and deliver. A dynamic staff member that has the drive and courage to overcome any knowledge management obstacles.<\/li>\n<li>Challenges: A person who isn&#8217;t afraid to get in your face; Can offend people&#8217;s feelings.<\/li>\n<li>Sometimes \u00a0need to get things done and they get aggressive, which can be harnessed to efficiencies when recognized.<\/li>\n<\/ul>\n<p><strong>Implementer<\/strong><\/p>\n<ul>\n<li>A knowledge manager that can develop a workable strategy and carry it out as efficiently as possible.<\/li>\n<li>Strengths: Efficient and Practical, reliable and driving. This staff member turns ideas into actions and organizes work that needs to be done.<\/li>\n<li>Challenges: Inflexible nature can be slow to respond to new possibilities.<\/li>\n<li>Can slow down positive change if they are too inflexible.<\/li>\n<\/ul>\n<p><strong>Completer\/Finisher<\/strong><\/p>\n<ul>\n<li>Every project needs a person who will polish and scrutinize knowledge management work for errors; Research requires the highest standards of quality control.<\/li>\n<li>Strengths: Searching out errors is natural to a conscientious knowledge worker. It is important to finish the project with defined outcomes including key performance indicators.<\/li>\n<li>Challenges: Knowledge workers can be reluctant to delegate tasks which slows down progress.<\/li>\n<li>Perfection is a strength until it impedes the delivery of knowledge resources.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>It is good practice to periodically examine the &#8220;roster&#8221; of your digital or physical library team, to seek ways to improve it. When developing or evaluating a team, each member&hellip;<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[505,390,622,619,611,618,617,616,564,625,623,54,624,394,621,620,601],"class_list":["post-2849","post","type-post","status-publish","format-standard","hentry","category-library-planning-research","tag-academic-consultant","tag-academic-library-consultant","tag-academic-library-hr","tag-academic-library-human-resources","tag-dam-consultant","tag-dam-human-resources","tag-digital-asset-management-human-resources","tag-digital-asset-management-team","tag-digital-librarian-planning","tag-it-consultant","tag-librarian-digital-plan","tag-library-consultant","tag-library-librarian-hr","tag-public-library-consultant","tag-public-library-hr","tag-public-library-human-resources","tag-school-library-consultant"],"yoast_head":"<!-- This site is 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