"Smile, you're on Candid Camera."
It's a phrase we all know - and I'll bet more than one of us heard it over the holidays when someone snapped a pic or snagged a video of a special moment.
Modern-day iterations of the popular television show include "The Jamie Kennedy Experiment", Ashton Kutcher's "Punk'd" and John Quinone's "What Would You Do?". Of course, we can't forget the perennial favorite, "America's Funniest Videos," where viewers are asked to send in the hilarious things that happen in their own homes.
What if we used a similar approach for generational knowledge transfer in our organizations - asking the Baby Boomers to go on camera before they walk out the door?
"Now wait a minute," you're saying. "You want me to get video of people caught in humorous situations on the job? My leadership will never go for it."
Okay. Not exactly - but go with me for a second.
The reason this question is coming to mind is because it was asked a few times by participants in a GovLoop webinar I moderated two weeks ago titled, "Generation Switch: How to Transfer Boomer Brilliance to Tech-Savvy...
Based on the fact that this kind of show has been a hit for more than 60 years (Candid Camera first aired in 1948), there's something powerful in the simple approach of getting someone to go on camera and asking them a few questions about their area of expertise. Maybe the approach I'm advocating for is more akin to a Barbara Walters interview than a candid camera surprise -- but I did get your attention, didn't I? Consider the case study below.
Case Study in Knowledge Capture: PathtoPMF.com Videos
We completed this kind of project earlier this year when we produced the videos for our PathtoPMF.com website. In case you'd like to experiment with a similar approach in your organization, here's the simple 5-step plan we followed:
1. Identify thought leaders and experts on a particular topic. In order to get a well-rounded view of the Presidential Management Fellows (PMF) Program, we found a handful of each of these groups of stakeholders: current or former PMF alumni, agency PMF Coordinators and college / university career counselors. Who are the people that can speak articulately about key processes and projects in your organization?
2. Come up with consistent questions to ask each of them. We wanted to get insights around 4-5 of the same questions: Why should a person apply for the PMF Program? How do you ace the online application? How do you pass the in-person assessment phase? What are the best ways to approach the job fair? By keeping the questions consistent, we received several answers that we were able to splice together for a comprehensive, crowd-sourced perspective on a topic.
3. Send the interview questions to participants in advance. While most of the TV shows I cited above capture people in unexpected circumstances, we wanted our participants to be prepared for what we'd ask them. We sent the interview questions in advance so that they could give them some thought and be ready for the camera. NOTE: We did not ask them write up responses or come up with any kind of script. We wanted their responses to be as natural as possible.
4. Schedule the video interviews right in people's offices. In order to make it easy and comfortable for participants, we conducted the interviews right where they performed their daily tasks. Most organizations don't have a studio and that kind of environment would likely be intimidating for participants anyway. If you feel like you need a little more control over lighting and other elements, pick a place in your organization that serves as an appropriate or meaningful backdrop. NOTE: The more familiar, personal and diverse the backdrop, the more interesting it will be for the viewers.
5. Curate and coalesce the content into short videos. We knew that people's attention spans were limited, so we found the best sound bites to include in 7 videos of no more than 6 minutes in length. Here's an example:
I know what you're thinking now: "Oh great. We need to buy a bunch of video equipment and content editing software. Plus, it's going to take a lot of time." Let me address each of these concerns below:
All in all, I'd say it's a relatively small investment that has a long tail impact on learning and knowledge transfer in your agency.
Access Over Time
Of course, you'll need to consider where you store all of this content so that it's easily accessible to viewers. That's where Blackboard had an interest in partnering with GovLoop to host this event as their Blackboard Learn product provides a solid solution for your consideration.
I'm bullish on the value of video to achieving knowledge transfer in an organization, especially if its incorporated into on-boarding or standard training programs in an organization. One only needs to look at the success of video in popular culture - whether it's popular TV shows or the pervasive use of YouTube and Vimeo - to see that this just might work for knowledge transfer that spans the generations.
Are you using video for knowledge capture and transfer in your organization?
Do you think this kind of project would be viable / valuable where you work?