KAConnect round up
Wednesday, May 4, 2011 at 10:28PM Over two days this past week I attended Knowledge Architecture's KAConnect conference. The primary theme of this annual event is knowledge and information management for the AEC industries (I was there for the "information management"-themed content).
The event was well-organized, with a good mix of content: a few in-depth presentations, a high volume of fast-paced pecha kucha talks, panel discussions, and unstructured discussion time. A high proportion of attendees presented at some point, which encourages thoughtful conversation. Speakers were grouped into four sub-themes: teaching, methodology, tools, and culture. Within each, the overlap was usually just enough to create the friction that starts good discussions.
Attendees, though diverse, skewed a bit older than tech conferences I'm used to, and was management-heavy. so the discourse was often in MBA-speak, complete with an abundance of platitudes, boosterism, and Peter Drucker quotations. As far as I'm concerned, most of what needs to be said about this sort of management theory has been said by Matthew Stewart, so I'll refrain from further comment, except perhaps in the most Dilbert-esque cases ("generational diversity training," "making project management cool").
Here's a quick summary of some of the more provocative presentations:
Ed Friedrichs of ZweigWhite started off the conference with an engaging, humorous and personal take on disseminating knowledge that was grounded in a few basic ideas: knowledge management is an attitude, not a repository; people will talk happily and freely about what they're interested in, so get people to share their passions; knowledge flows through an organization when the organization nurtures diversity in its social networks; a social network is successful when it leads to dialog. Friedrich followed up with practices that are reassuringly simple and humanist--frequent social interactions and lots of mentoring--without espousing any technology as central to knowledge management. (Their simplicity is illusory; the devil's in the details, as the rest of the conference made clear at various points.) This stake in the ground was the starting point for the rest of the knowledge management discussions.
Friedrichs also set the tone for the conference in another way, by expressing uncertainty about the ability of groups to effectively share knowledge by any means other than in-person interaction. Though there was evidence of effective, technology-mediated, geographically-distributed teamwork in the conference presentations, there was also much hand-wringing and skepticism. As generally happens with significant cultural shifts in work practices, management has the greatest difficulty understanding and internalizing the changes.
Arup's primary means of knowledge-sharing, as described by Steve Burrows in another talk, echoed Friedrich's: compile and publish a list of everyone's domains of expertise, then encourage people to call upon others, in any of Arup's offices, whenever they have a question. If it works, I appreciate its simplicity.
John Peterson of Public Architecture talked about Public Architecture's primary project, The 1%, which aims to get all professional designers to commit 1% of their time to pro bono work. The size of this potential workforce is enormous--equivalent to a 10,000-person firm--but of course it's efficacy is limited, in part by barriers to sharing knowledge and information. Peterson spoke a bit about 'the power of the knowledge broker' under these conditions, where, often, collaborators' connections are loose and commitment is transitory. The talk didn't provide much in the way of specific tactics for operating under these conditions, but illustrated well what's at stake with getting it right.
Dave Fano of Case gave a brief summary of some quick and dirty research into new models for education and learning using social media, new web services, online networks, etc. His typology of teaching activities (structured, social, interest-based, speedy, guided, active) was insightful, and acted as a great de facto introduction to later presentations by aecKnowledge, Mark English, Michael Woods of RTKL, and others who are already using or creating teaching tools on their own. Hopefully more people in the audience will also be inspired to appropriate these ideas and make them work (better) for architects.
It's notable (and a little disheartening) that the most clueful management presentation was given by someone from a software company rather than an AEC firm. I detected an air of incredulity in the room after Chris Brandt's six-minute take on running a company by a mix of autonomy, self-determination theory, and agile development methodology. Brandt's company, Conject, claims no delegation, no 'kingdoms,' no titles, and no departments. Work is organized as projects, in which participants pick (rather than are assigned) the work they do. They do pair programming, so knowledge sharing happens as a matter of course. Rather than use the org chart as the primary tool for framing the relationships among employees, leadership is mapped in five dimensions, of which only one is based on who reports to whom (he didn't enumerate the other four). Given the number and type of questions that followed, the audience was unfamiliar with, but very interested in, these ideas. I've seen much of this in practice, working in software (though not so rigorously and thoroughly executed), but I was mostly unaware of the theoretical underpinnings (e.g. Deci). There's more to look into here.
Derek Lindner | Comments Off |