More than anything else, NOBO is about developing a culture of participation devoted to passionate expression of ideas, implementation of a shared vision, and ongoing improvement. The rewards are huge, leading to sustainable, profitable business.
But within large organisations cultural change is not easy. It requires commitment from everyone. Steve Benton and Melissa Giovagnoli in their book "The Wisdom Network" identify numerous ways to adjust attitudes thereby promoting a culture of participation. Here is a selection of their ideas;
1. Judge ideas on their merit rather than on their place of origin - Most companies believe that they judge ideas on their merits, but they often labour under subtle prejudices of which they're not aware. It takes a conscious effort to evaluate new ideas without favouritism, politics, or biases getting in the way.
2. Accept reasonable failure - Wisdom networks thrive when people feel free to float all types of ideas and proposed concepts, in addition to what they deliver. Wisdom networks draw tremendous energy from one successful idea, even if nine others fail before that success.
3. Foster a participatory climate where networking is a way of life - Without this attitude, people are often reluctant to share information or ideas, are a bit cynical toward management, and find the thought of contributing to communities of practice or other knowledge exchanges anathema.
4. Establish a mentoring culture - Every organisation has people who mentor others, but not every one possesses a mentoring responsibility that permeates the culture. With a mentoring culture, the most experienced naturally embrace the knowledge-sharing role and derive satisfaction from helping others to grow and succeed.
5. Embrace an alliance mentality toward external groups - Some organisations are natural partners, establishing relationships with key suppliers and vendors that contribute to a shared vision and common values, each encouraging growth in local business communities.
6. Recognise that knowledge exchanges generate a superior Return On Investment - When a sufficient number of people are excited about working on pet projects that are also important to the business - and when they see how such contributions will benefit the company and their careers - the system springs to life.
7. Recruit people who know how to share, not only people who know what to do - In years past, companies generally hired for experience and expertise first, and for attitude second (or not at all). Fortunately, we are seeing a shift in this philosophy as organisations recognise that communication, teamwork, and helping others are critical qualities in a knowledge-centric world.
NOBO culture is about organisations realising that one brilliant individual may not be as valuable as several highly competent employees who excel in mentoring, communicating, and other forms of knowledge sharing.
