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Their products are interesting, but Charles Armstrong's views on his blog are even more interesting. They resonated highly with me, particularly the appropriateness of 'enterprise social computing' (or 'enterprise social systems' as one of his correspondents prefers).

I set up this website in order to experiment with the emerging Semantic Web and Linked Data Web. I'm not really interested (at this stage) in creating a pretty website so please forgive the amateurish look of these pages. Maybe I'll change this with time, but for now I'm more interesting in what's going on under the bonnet and for now it's all about the RDF. These pages are best viewed in Firefox. To get the most from these pages there are a number of addons you can install to transform your web browswer into a semantic web browser: Semantic Radar - a simple plugin that detects semantic web technologies on a webpage Operator - lets you do cool stuff with microformats and RDFa Tabulator - a neat way to browse RDF and linked data on the semantic web OpenLink Data Explorer - another data browser for the semantic web Welcome, and enjoy... Feedback Diigo Web Highlighter (v1.6.2.4)  Highlight     Bookmark   Sticky Note Share Save Bookmark Url Title PrivateRead laterCache Description Tags Loading recommended tags... Add to a List Share to a Group Share my existing annotations

For anyone interested in how to engage others with compelling stories, watch this talk by Chris Anderson, curator of TED Talks. TED's 'Ads Worth Spreading' initiative is an interesting development that takes many of the aspects of sustainable 'communities' and applies them to the world of engaging advertising. Anderson's premise is that the increasingly desperate 'buy me' approach will lose out to those who seek to build relationships with their ad dollars.

" This may seem trite and far-fetched, but this has interesting implications for modifying behaviour "

"This may seem trite and far-fetched, but this has interesting implications for modifying behaviour "

" Interesting article about what News people trust on the web... (American based, but sure same applied in UK and Europe)"

"Interesting article about what News people trust on the web... (American based, but sure same applied in UK and Europe)"

" Interesting approach, looking at how to understand how to elicit and represent knowledge as well as providing tools to help you to understand how people think"

"Interesting approach, looking at how to understand how to elicit and represent knowledge as well as providing tools to help you to understand how people think"

"Going green" has become a topic of increased attention lately, but it's nothing new to knowledge management. By its nature, knowledge management promotes efficiency and optimal use of resources, which often reduces the amount of energy required to achieve a given goal. What has changed is the heightened awareness of those benefits. That awareness is creating new interest in KM solutions that can improve business performance while reducing environmental effects. Knowledge management also plays a role in the software tools that help companies improve their energy management, embedding expertise in algorithms to optimize use of office equipment and energy in buildings.

McKinsey have developed an approach to retention: to detect previously unobserved behavioural patterns, they combine various data sources with machine-learning algorithms. Workshops and interviews are used to generate ideas and a set of hypotheses. Over time they collected hundreds of data points to test. Then ran different algorithms to get insights at a broad organisational level, to identify specific employee clusters, and to make individual predictions. Finally they held a series of workshops and focus groups to validate the insights from our models and to develop a series of concrete interventions. The insights were surprising and at times counterintuitive. They expected factors such as an individual's performance rating or compensation to be the top predictors of unwanted attrition. But analysis revealed that a lack of mentoring and coaching and of "affiliation" with people who have similar interests were actually top of list. More specifically, "flight risk" across the firm fell by 20 to 40 percent when coaching and mentoring were deemed satisfying.

McKinsey have developed an approach to retention: to detect previously unobserved behavioural patterns, they combine various data sources with machine-learning algorithms. Workshops and interviews are used to generate ideas and a set of hypotheses. Over time they collected hundreds of data points to test. Then ran different algorithms to get insights at a broad organisational level, to identify specific employee clusters, and to make individual predictions. Finally they held a series of workshops and focus groups to validate the insights from our models and to develop a series of concrete interventions. The insights were surprising and at times counterintuitive. They expected factors such as an individual's performance rating or compensation to be the top predictors of unwanted attrition. But analysis revealed that a lack of mentoring and coaching and of "affiliation" with people who have similar interests were actually top of list. More specifically, "flight risk" across the firm fell by 20 to 40 percent when coaching and mentoring were deemed satisfying.

"Through the effective and appropriate management of records held in all formats we can operate more efficiently, better serve our stakeholders and protect our legal interests."

"The Time and Bits: Managing Digital Continuity meeting held at the Getty Center on Feb 8-10, 01998 produced some remarkable insights into the future uses of digital technologies and their impact on the documentation of cultural heritage (see press clippings for summary detail). We will be posting transcripts, images, and video clips from the meeting here in coming days. If you are interested in registering to take part in on-line discussions please do so at the Time & Bits Discussion section of this site."

We are often faced with a hiatus in knowledge transfer, but the 4 year gap between London and Rio Olympics poses special problems. An interesting post from the HBR Blog

"The problem is that too many 'lessons learned' programmes fail. Without falling into the trap of sweeping generalisations, I would suggest that more often than not the story itself is the problem; they just aren't interesting enough; they are shallow; they lack the richness that is needed to engage the intended audience; and they lack a structure that reflects the way adults learn. And that is the bottom line, all too often they just don't work in relation to the ways in which adults learn - I would argue in the vast majority of practice that there is actually little or no consideration for the the target audience of a lesson learned (the adult as a learner)."

Google Search itself provides one of the most familiar examples of predictive intelligence. When you enter keywords in the search box, Google predicts what you are interested in and then presents you with results that match that intent. Since it released the first version of its Prediction API in 2010, Google has made some of these methods available to developers. Adoption among developers has not been high because machine learning requires a lot of infrastructure and validation to produce accurate results. Developers have also reported discomfort with basing products on black box APIs.

Most intranets are an absolute and utter joke. Enterprise search is pathetic. Why? Because today's management culture has no interest in making the work lives of -particularly its knowledge workers - easier and more productive. In fact, management practice often heaps more complexity and awful, unusable systems on top of frustrated, overwhelmed employees.

An interesting article related to the KIN Webinar on 2nd July on 'The tension between Knowledge Sharing and Protecting IP'. The response from Mike Harvey  in the comments is particularly useful and pragmatic.

" interesting, thought provoking article from Thought sparks"

" This one day intensive programme may be of interest to anyone who faciltates Communities of Practice within your organisation."

"Thought provoking atricle in summary: "Sharing knowledge is not about giving people something, or getting something from them. That is only valid for information sharing. Sharing knowledge occurs when people are genuinely interested in helping one another develop new capacities for action; it is about creating learning processes.""

"Some interesting video clips, articles and links around the subject of Business Communities, storytelling and collaboration"

"interesting article from 'anecdote' web site"