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“Other people's mistakes are the best way to learn. Why learn from your own mistakes and from your own embarrassment. You’ve got to learn from other people's embarrassment. That's why we that's why we have case studies - isn't that right? We're trying to learn from other people's disasters, other people's tragedies. Nothing makes us happier!”
- Jensen Huang
Our individual perspective on the world is based on an incredibly narrow slice of time and space. Learning from others is not just a sign of wisdom and humility, but also immensely practical and necessary. By reading widely, engaging with coaches and networking with a broad range of people - each of us can greatly expand the lens of our own limited perspective and gain a much richer and more accurate map of the world.
In the Knowledge Illusion: Why We Never Think Alone, author Steven Sloman explores our shared social knowledge - “We typically don’t know enough individually to form knowledgeable, nuanced views about new technologies and scientific developments. We simply have no choice but to adopt the positions of those we trust.” When working as a team, this combination of shared knowledge and trust allows for maximum speed and agility as each individual can share their expertise while tapping into the broader team knowledge. This is the approach that has helped Jensen Huang and Nvidia to become the dominant AI technology leader.
Here are three powerful ways to enhance the dynamic knowledge of your own teams:
1. Implement a "Lessons Learned" system.
Create a structured process for teams to document and share insights from both successes and failures after each project or major milestone. This could involve regular debriefing sessions where team members discuss what went well, what challenges they faced, and how they overcame them. Capture these lessons in a centralized, easily accessible database that all team members can reference for future projects. This practice aligns with Jensen Huang's philosophy of learning from others' experiences and mistakes.
2. Establish cross-functional knowledge sharing sessions.
Organize regular meetings where team members from different departments or specialties can present their work, challenges, and innovations to colleagues from other areas. This fosters a culture of continuous learning and helps break down silos within the organization. It also exposes team members to diverse perspectives and problem-solving approaches, expanding their collective knowledge base.
3. Develop a mentorship and reverse mentorship program.
Pair experienced team members with newer ones to facilitate knowledge transfer and skill development. Additionally, implement reverse mentorship where younger or less experienced team members can share their unique insights, particularly in areas like emerging technologies or trends. This two-way exchange of knowledge helps create a more dynamic and adaptable team, leveraging the diverse experiences and perspectives of all team members.
By implementing these strategies, teams can work with more knowledge, fostering a culture of continuous learning and collective growth. This approach aligns with Jensen Huang's emphasis on transparency, shared learning experiences, and leveraging diverse expertise to solve complex problems[1][3].
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