Knowledge, ability & application

This article explores why knowledge isn’t power until you mix in ability and desire as well as some practical steps to make this happen.

I’ve had the opportunity to work with some really great trainers & workshop facilitators and it has helped clarify a common problem I see, which is this.

Knowledge ≠ power

Knowledge isn’t enough. I mean the sentiment is spot on, gain knowledge people, grow and expand your understanding but knowledge only becomes power when you have the ability and desire to utilise it.

Which brings us to…

Knowledge without ability creates potential

If you present slides at people you will be providing them with knowledge be that theoretical or practical. You help them translate information, shown, written or said into knowledge. However, without the ability to utilise that knowledge we just build potential. Unfortunately, the longer that potential goes untapped the more it will wane until our knowledge transfer session becomes a waste.

As an example I can read many books on how to play the guitar, but without a guitar to try this knowledge out I’ve just built my guitar potential. The longer I don’t have a guitar the more of that knowledge will ebb away. My rock star potential is untapped.

Knowledge given < Knowledge gained

Equally knowledge given doesn’t seem to be as powerful as knowledge gained. As with many things a pull system seems to be more powerful than a push system. Just consider your engagement levels and ability to remember the last bit of mandatory training you did compared to the last course you put yourself on. We are obviously better at learning things that we’re interested in.

Ability without desire is waste

Finally there is no use creating knowledgeable people who have the ability to utilise that knowledge if they have no desire to do so. This reticence can be spawned through policy, culture or at an individual level through a lack of confidence.

Conclusion, aptly a gathering of the knowledge above.

If we are in the business of encouraging the application of knowledge ability rather than the transferral of it then it shifts our perspective.

Slide decks hold much less value on their own. They need to be followed with sessions that allow the application of the knowledge. They need to be backed up with a culture and policy that encourage the desire to utilise gained knowledge. We need to ensure that the tools are in place.

We have to spend time building a desire to learn the knowledge, to create some pull for it.

Better still workshops need to include a mix of knowledge, application and confidence building. Utilising concepts like the 4C’’s (Training from the back of the room)

• Connection: What connection does the audience have with the topic. How can we build connection between the audience to aid confidence.
• Concept: The knowledge to be transferred.
• Concrete practice: Utilise the knowledge gained.
• Conclusion: Now what? What will you do with the knowledge and ability gained? How will you leverage it? What might get in your way?

We should build more games that allow people to gain their own knowledge on topics. That allow people to have their own revelations on the subject matter or apply knowledge in a safe environment. Games also allow people to see topics in a new context, unrelated to the culture, policies and politics of work.

Encourage pairing & mobbing. These are great practices for ensuring that knowledge is transferred, applied and confidence and desire is built.

So next time you open a presentation or start crafting a workshop have a think about how you can get people to engage in the content, how you can get them through knowledge, ability and confidence application. Consider what else needs to happen. They will thank you for it.