Sharing Know-how
Knowledge management at ATP
“Sharing is caring” – this principle also applies to us, especially in the area of knowledge management. Because we are only successful as a team when we pool knowhow and learn from one other. And when we create an environment in which our employees are able to continuously expand their knowhow and employ their talents.
At ATP, we always work as a team – and dialogue and exchange are fundamental to our day-to-day work. We act in line with our conviction that knowhow proliferates when it is shared. This is why no-one at ATP keeps their knowhow to themselves but, rather, applies it to reach our shared objectives. This not only has the advantage that we can learn from each other and, hence, develop continuously. It also reduces the pressure on individual employees who can count on the support of the team at all times. And this benefits everyone. Because less pressure means more room for creativity.
When I joined ATP Hamburg as Head Architect – with more than 30 years’ experience in a range of design fields – I was impressed by the engagement and thirst for knowledge of my young colleagues from the very start. And I can still confirm today that the oft-quoted “open-mindedness” is much more than just an attitude here: We really do learn from each other on a daily basis. We listen to our colleagues and are curious to hear their ideas. I, for example, hugely benefit from the extensive knowledge of my younger colleagues when it comes to working in digital models.
As a learning organization, we work according to the motto: Knowledge increases when it is shared.
Confessions of a generalist
Before even discovering what a “generalist” in our sector was, I was already aware of this notion as a sort of unconscious understanding of myself. Right at the beginning of my career, I had the sense that this is the only way of building truly coherent buildings. Thinking about building as an engineer; discussing, evaluating, and deciding within the wider team, beyond the constraints of my own specialist discipline, yet always in combination with a highly qualitative design approach – this is for me, as a team player, an extremely satisfying way of planning and designing as well as of ensuring the overall success of the end product.
This is why I only ever had, and still have, time for the integrated approach, because I have always had an interest in anything new – which I combine with a professional and human respect for all participants in the construction process. Throughout my career I have constantly sought to exchange design ideas with my colleagues in structural and building services engineering as well as other disciplines, in order to develop the best solutions on the basis of a dialogue rooted in mutual understanding and curiosity.
No integrated cooperation without shared knowledge
Working integrally means sharing knowledge. If knowhow from different specialist areas isn’t brought together, integrated design can’t function. Because this demands that all the design disciplines are sitting around the table from day one of each project. And that all the details of the design are being constantly shared and discussed in the team – so that everyone always has the same information.
This is why these specialists don’t sit separately in our office but, rather, are mixed together – in line with the project on which they are cooperating at that moment. This makes discussion possible at any time – between, for example architects and electrical, HVAC, and sprinkler engineers.
Dynamic exchange between the generations
We pay close attention to the cooperation between experienced designers and young talents. I’m convinced that “generation experience” and “generation knowledge gathering” can benefit hugely from each other. Their dialogue is an encounter between the tried-and-tested and the innovative.
But there’s no contradiction between years of experience and fresh ideas because the tried and tested can also be innovative. It’s not about either-or but, rather, about creating synergies. We can optimally pursue our objective of designing forward-looking buildings by combining unorthodox young ideas with a sense of responsibility that has proved itself over the years, and by responsibly acting in the client’s interests in matters of timetable, budget, and quality.
We benefit from the exchange between young and experienced colleagues both as individuals and as a team. The dialogue between the generations creates a place in which innovation can occur.
The optimal environment for knowledge transfer
It’s important for us to create a working environment that encourages the exchange of knowhow and experience within our team. New ATP employees get the support of a buddy, who makes the first few days easier and helps to answer any questions. We also organize “Coffee Chats” for new colleagues – as an introduction to our world of integrated design and as an opportunity to make personal contacts.
We regularly serve up interdisciplinary team lunches that allow all the different design disciplines to share ideas in a relaxed atmosphere. And we also plan joint teambuilding activities outside the office. These leisure activities strengthen our sense of belonging and improve mutual understanding. They provide a relaxed setting for breaking down any reservations that build up during everyday office life.
It’s essential to us to create an environment that encourages dialogue between all specialist disciplines. Above all, this makes it easier for new employees to get used to integrated cooperation.
Training and employee development
Recognizing and encouraging talent is extremely important – even if it’s not always easy. You need tact and an understanding of human nature. It certainly helps if you’ve been doing the job for some time and have the appropriate experience. So that you can address the needs of younger employees and help them to discover what’s more (or less) important to them – and what they need in order to best realize their full potential. For me as a mentor it’s a huge pleasure to pass on my enthusiasm for my profession to the next generation.
In addition to the ATP Academy – our in-house training and education program – we have several other internal training formats. Our “Architecture Café” hosts regular low-key lectures by employees for employees that are always well attended. And as it’s effectively a discourse between colleagues, the format enjoys a high level of acceptance – as well as strengthening our sense of being a team.
We invite external experts to deliver lectures in order to introduce fresh perspectives and new impulses. We also provide specialist input and articles about a wide range of subjects in our intranet. Apropos intranet: Our interactive company intranet serves as a platform that constantly interconnects all employees, permitting them to exchange ideas and share knowhow.
When we support individual employees by, for example, sending them to specialist seminars and workshops, they return with valuable knowhow that they share with the whole team. In other words, this is a win-win situation! Summing up, I can say with complete conviction that targeted knowledge management benefits not only one or two individuals but always the team. If you invest in the training and education of employees you are investing in the entire company.
