Entrepreneurs who understand corporate knowledge, their employees’ knowledge, to be the most productive factor generally view two choices:
- either they can turn to consultants who will advise them of additional knowledge requirements – and where to source it
- or they do it themselves, by looking for suitable educational bodies offering further training or education in specific skills or particular areas.
An important element is missing in both alternatives, the distribution of the knowledge acquired within the organization. Internal rivalries and differences of opinion may often be the greatest barrier to this distribution.
Should individual departments offer training to their team members, the information will be specific to defined daily operative tasks. As such the training will remain locked within the departmental framework with little chance of diffusion to other areas. This works in opposition to the comprehensive process flow required in successful organizations.