I've had some very interesting conversations concerning the reputation of consultants and especially HR consultants. I still don't have a definite answer to why some of my professional areas have this negativity embedded in them, but I have some observations and opinions on this matter.
One important factor might be a cultural one. The majority of my student friends in the Helsinki University of Technology have specialized in some technical area: testing, mobile platform design, high speed computing, etc. My opinion is that technical experts are more familiar in dealing with concrete, formal and absolute definitions, which are more present in natural sciences. For example it is quite easy to differentiate Java and C programming languages or Windows and Unix operating systems. In many of the HR-areas, things are not so simple or well defined. Okay, I admit that payroll, work hour- and vacation-plannings are somewhat straightforward, but there are others too. How about knowledge? Or talent? Or even better yet, intellectual capital? Even though these don't have such precise definitions, they are still present in every organization. It doesn't make the value of knowledge/competence/talent any less significant if it has many names.
Other thing might be that consultants are quite often present when something is changing in the organization. New work distribution, org charts, allocation of resources... All of these tend to have more negativity accompanied and since consultants are somehow involved in the changes, it is easy to project the negativity into them. By accident or on purpose. I cannot deny that the consultant herself (or himself) might have an effect on his/her reputation. Really poor skills and lack of expertise is impossible to conceal, but proving one's worth is an uphill battle for consultants.
I don't have anything against technical areas, but my experience is that technical experts' attitudes are more hostile towards consultants and HR, than towards accounting for example. Maybe it's a cultural thing, maybe the negativity comes from some unfortunate events. Generally speaking, people should respect and appreciate others' expertise, no matter what the area is.
I try to keep in mind that the consultants are never "uninvited". Their presence in a change process or as a part of an organization, is justified and approved by the organization itself. The approving level might just be a higher one.
11/08/2008
SECI-model
Opening words for this blog-"thread"... hmmm... I have always been a very analytical person, sometimes too analytical for my own good. Taking things as they come has never been the natural approach for me, but more often I meticulously analyze and compare different options and outcomes. One main purpose for this blog is to channel this type of analytical thinking into something more concrete, than just my own amorphous thoughts. Hopefully the time I put into writing this, pays itself back when I can "let go" of some unimportant pondering. This thread, or area of blogs is dedicated to my personal development... what that means specifically, will be left to future interpretation. :)
I'm currently working as a course assistant in the Helsinki University of Technology and one of my favorites is the course on Knowledge and competence management. Some time ago the students asked for concrete examples of the SECI-model of knowledge transformation processes (by Nonaka & Takeuchi), which is what I will present in this blog.
The acronym SECI comes from words Socialization, Externalization, Combination and Internalization. The knowledge transformation takes place between tacit (or implicit) and explicit forms of knowledge. The following is an example of each step in the SECI model: Writing a course essay in pairs
1) The assignment pair, Ellen and John, sit down for the first time to discuss the assignment. In the coffee discussion, both of them learn about each others current knowledge in the essay's subject and also gain some insight of their personalities. The students make some TODO-list for the upcoming tasks and the meeting dissolves. This is one very concrete event involving the Socialization of the SECI-model.
2) Ellen and John get on with their specific tasks on the TODO-list. Making database inquiries of relevant articles and books, attending to the lectures and reading course literature and, at some point, actual writing. When writing about the essay topic, the students are formulating their tacit knowledge into a more explicit form, that is Externalizing in the SECI-model.
3) Okay, both Ellen and John have written their share on the required 20 pages. Again they get together to discuss the ongoing essay work. They notice that even thou they made tome division of topics in the TODO-list, they still have some overlapping in their writing. They have to Combine their writings into a single essay paper in order to meet the requirements.
4) The course assistant (that is I) receive the excellent paper written by Student Ellen and Student John. I must admit that they have found some very interesting sources for their essay and I find myself learning by reading the essay paper. This is Internalizing knowledge from explicit, to tacit form. A+ for Ellen and John!
5) And once again, Ellen and John meet for a cup of coffee to discuss the new essay on "How to improve the Essay 1 according to course assistant's comments."
I'm interested to read about similar, concrete examples of the SECI-model, so please share them if you have any.
I'm currently working as a course assistant in the Helsinki University of Technology and one of my favorites is the course on Knowledge and competence management. Some time ago the students asked for concrete examples of the SECI-model of knowledge transformation processes (by Nonaka & Takeuchi), which is what I will present in this blog.
The acronym SECI comes from words Socialization, Externalization, Combination and Internalization. The knowledge transformation takes place between tacit (or implicit) and explicit forms of knowledge. The following is an example of each step in the SECI model: Writing a course essay in pairs
1) The assignment pair, Ellen and John, sit down for the first time to discuss the assignment. In the coffee discussion, both of them learn about each others current knowledge in the essay's subject and also gain some insight of their personalities. The students make some TODO-list for the upcoming tasks and the meeting dissolves. This is one very concrete event involving the Socialization of the SECI-model.
2) Ellen and John get on with their specific tasks on the TODO-list. Making database inquiries of relevant articles and books, attending to the lectures and reading course literature and, at some point, actual writing. When writing about the essay topic, the students are formulating their tacit knowledge into a more explicit form, that is Externalizing in the SECI-model.
3) Okay, both Ellen and John have written their share on the required 20 pages. Again they get together to discuss the ongoing essay work. They notice that even thou they made tome division of topics in the TODO-list, they still have some overlapping in their writing. They have to Combine their writings into a single essay paper in order to meet the requirements.
4) The course assistant (that is I) receive the excellent paper written by Student Ellen and Student John. I must admit that they have found some very interesting sources for their essay and I find myself learning by reading the essay paper. This is Internalizing knowledge from explicit, to tacit form. A+ for Ellen and John!
5) And once again, Ellen and John meet for a cup of coffee to discuss the new essay on "How to improve the Essay 1 according to course assistant's comments."
I'm interested to read about similar, concrete examples of the SECI-model, so please share them if you have any.
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