Tackling the "Iceberg of Ignorance" in your Company

Recently I was alerted to a @linkedin post on my feed about the Iceberg of Ignorance Shout out to @MarcusKoehnlein for this post as it got me thinking.

Ignorance or lack of knowledge can be a problem in any organization because it can lead to bad decisions and not knowing what the results of those decisions will be. This can be especially troublesome at work, where a lack of knowledge can hurt the company's bottom line and possibly hurt its reputation. An "iceberg of ignorance" refers to a situation in which a person or group of people lacks knowledge about a particular subject, but are unaware of their own ignorance. This can be a problem because it can lead to poor decision-making and a lack of understanding of the consequences of those decisions. To deal with an "iceberg of ignorance," it can be helpful to figure out where people are lacking knowledge and then give them information and training to help fill those gaps. It may also be useful to encourage a culture of learning and curiosity within the organization, so that people are more likely to seek out new information and ask questions.

There are a few key ways that companies can address an "iceberg of ignorance" within their organization:

1. Identify the specific knowledge gaps that exist within the company. This may involve conducting surveys or assessments to determine what employees know and don't know.
2. Provide training and development opportunities to help employees fill those knowledge gaps. This might involve offering workshops, classes, or access to online resources.
3. Encourage a culture of learning and curiosity within the company. This could involve setting aside time for employees to learn new skills or encouraging them to ask questions and seek out new information.
4. Foster open communication and transparency within the organization. This can help to ensure that employees have access to the information they need to do their jobs effectively.
5. Regularly review and update the company's training and development programs to ensure that they are meeting the needs of the organization and its employees.

It's important to remember that changing the behavior of executives can be a challenging process, and it may take time and persistence to see results. However, with a clear plan and the right approach, it is possible to help the leadership team become more knowledgeable and effective.

If your team needs help identifying its "icebergs of ignorance," call me at 1-877-542-GROW or visit our website.