Deep Smarts: How to Cultivate and Transfer Enduring Business Wisdom (Hardcover)

by Dorothy Leonard (Author), Walter C. Swap (Author) "DEEP SMARTS are the engine of your organization..." (more)
Key Phrases: deep smarts, transferring deep, mentor capitalists, United States, Silicon Valley, Beliefs Shape Deep (more...)

Editorial Reviews

Product Description

Not All Knowledge Is Created Equal

Deep smarts are the engine of any organization-as well as the essential value that individuals build over their careers. Distinct from I.Q., this type of expertise consists of practical wisdom: accumulated knowledge, know-how, and intuition gained through extensive experience. How do such smarts develop? And what happens when people with deep smarts leave a particular job-or the organization? Can any of their smarts be transferred? Should they be?

Basing their conclusions on a multiyear research project, Dorothy Leonard and Walter Swap argue that cultivating and managing deep smarts are critical parts of any leader's job. The authors draw on examples from firms of all sizes and types to illustrate the connection between deep smarts and organizational viability and continuous innovation.

Leonard and Swap describe the origins and limits of deep smarts and outline processes for cultivating and leveraging them across the organization. Developing an experience repertoire and receiving strategic guidance from wise coaches can help individuals move up the ladder of expertise from novice to master.

Addressing a topic of increasing importance as the Boomer generation retires, Deep Smarts challenges leaders to take a hands-on approach to managing the experience-based knowledge shaping the future of their organizations.

About the Author

Dorothy Leonard is the William J. Abernathy Professor of Business Administration, Emerita, at Harvard Business School. Walter Swap is the former Dean of The Colleges and Professor of Psychology at Tufts University.

Product Details

• Hardcover: 272 pages
• Publisher: Harvard Business School Press (January 17, 2005)
• Language: English
• ISBN-10: 1591395283
• ISBN-13: 978-1591395287
• Product Dimensions: 9.4 x 6.5 x 1.2 inches
• Shipping Weight: 1.3 pounds (View shipping rates and policies)
• Average Customer Review: 4.7 out of 5 stars See all reviews (9 customer reviews)
• Amazon.com Sales Rank: #399,439 in Books (See Bestsellers in Books)

Customer Reviews

Most Helpful Customer Reviews

30 of 32 people found the following review helpful:

5.0 out of 5 stars An remarkable book for business managers., December 2, 2004

By	Allegra Young (Chapel Hill, NC) - See all my reviews (REAL NAME)

Leonard and Swap have written another great book. I gave their first book, When Sparks Fly, to countless frustrated managers with whom I've worked and have already told several VCs and, oddly enough, national security mavens, about this book. For those familiar with Leonard and Swaps's work, you will not be surprised by the useful insights they provide that are not written about elsewhere.

Their basic premise is that not all employees contribute equally to the success of a business unit or company. Some employees have an uncanny ability to identify profitable market segments before the competition, correct failed design plans before problems occur, or assemble a team quickly to solve difficult problems. They can't run the entire business by themselves, but their knowledge helps to keep their businesses in tact.

Unfortunately, managers often value these experts by their absence. When those with critical expertise leave the company, the void may not filled in time to stave off partial or complete collapse of a business unit or entire corporation. Those with deep smarts can be vitally important to a collective endeavor, and when they're gone the trouble just doesn't stop.

Harvard Business School emerita professor Dorothy Leonard along with Walter Swap, the former dean of Tufts and a professor of psychology, explored the world of "knowledge stars" by interviewing people at 35 companies in the U.S., Hong Kong, Singapore, India, and China from 2000-2002. Their interviews reflect the humanity of those involved in building businesses: the star talent, the aging egos, insecurities, cultural differences, social beliefs, and deeply useful skill sets embedded in those who are truly expert. These people include superstars, such as venture capitalist Vinod Kholsa who helped found Juniper Networks, to managers of projects with mixed success rates, such as the Mars Pathfinder missions, and those now anonymous entrepreneurs of defunct Internet companies. The authors dig deep into the structure of these companies to pinpoint how things went right, and where they took a turn for the worse.

The authors defined "deep smarts" as accumulated knowledge, know-how, and intuition gained from extensive experience. Deep smarts are more than competence, but "the ability to comprehend complex, interactive relationships and make swift, expert decisions based on that system level of comprehension but also the ability, when necessary, to dive into the component parts of that system and understand the details." These individuals have capabilities that those with less expertise do not have, allowing them to interpret small variations in data that elude novices, make decisions quickly, or know when they are encountering a rare event and evaluate its possible outcomes quickly. This level of expertise often requires ten years to develop and they get results that novices and those who are merely expert cannot.

Because the study took place at the end of the Internet boom, it's particularly helpful in sorting out the complicated reasons the world was infatuated with novice entrepreneurs and what we needed to have been looking for all along to build or invest in lasting businesses. Specifically the authors found that when the capital markets froze, the novices had little to no expertise in managing in times of scarcity. They contributed to the downfall of what could have been good businesses. Those with deep smarts had lived through both ends of the capital market swings as well as in a middling market. They could manage through scarcity and still identify good opportunities­at least they had a better shot at it than the novice managers.

For those structuring businesses, identifying employees who could work in a myriad of economic scenarios turned out to be more important than thought. It remains a critical lesson of the Internet boom for those who now working with different cultures or with complicated futuristic technologies or in universities where top talent is expensive to recruit and choices have to be made carefully.

Deep Smarts is an important book to read for both the argument it makes ­deeply expert people matter­as well as for the practical advice embedded in the "Keep in Mind" lists at the end of each chapter. These lists help managers recall the key findings of the study, something you'd want to take stock of when planning for the next year or in evaluating an expensive hire. The chapter "Assembling deep smarts" lists tick off the choices involved establishing a trust of talents. A list at the end of the section about developing expertise there's a section about why experts fail­overconfidence, an inability to communicate, or even ignorance. (In new markets, there may not be an expert.) And a section on "Transferring deep smarts" helps you realize what is realistic and how to establish appropriate goals. Such lists help a manager quickly focus on identifying pockets of critical business wisdom and how to structure a fighting chance of transferring these valuable skills while there is still time to effect such a change.

Swap and Leonard have compiled an impressive set of work on creating, structuring, and sustaining sources of innovation in businesses. Both independently esteemed scholars, their last joint effort, When Sparks Fly is a terrific read about group creativity and its challenges. (Leonard's groundbreaking Wellsprings of Knowledge remains one of the best books around on establishing, sustaining, and protecting corporate innovation.) Deep Smarts is an essential and important contribution to business literature, because it adds their careful research, clear writing, and their own significant deep smarts to the vital topic of business talent and wisdom transfer.

6 of 6 people found the following review helpful:

5.0 out of 5 stars By far the most useful, insightful book I've read in years., May 3, 2005

By	Michael Restivo - See all my reviews (REAL NAME)

By far the most useful and insightful book I've read in years. It changed the way I think about my organization and my career.

Leonard and Swap have shown that deep smarts, the experienced-based knowledge held by individuals in a firm are vital to an organization's survival as well as to an individual's success. I've heard much about the necessity of "cultivating talent" or "managing knowledge" without any real insight into what constitutes talent or what kind of knowledge is important. The result I've seen has been impractical (but often very expensive) efforts to codify any available organizational information without any sense of how valuable or accessible it is.

Leonard and Swap dig deeper into the real meaning of knowledge. Their research has identified what kind of knowledge creates competitive advantage, and more importantly, how leaders can cultivate and retain this knowledge. I don't know anyone in business who has not been confronted with the realization that vital experience has not been captured or passed on...when someone retires, leaves a position or leaves the company. And most of us have experienced a competitive threat based on superior expertise. But the solutions proposed usually aren't based on an understanding of how people actually learn (rather than how we wish they would) and don't often result in the development of judgment and wisdom. This book gave me a whole new way of thinking about expertise and how to leverage it. Deep Smarts also spoke to me on a personal level. I found their suggestions for how to build personal deep smarts an extremely useful approach to my own career development.

I also appreciate that this book is grounded in rigorous research. Based on hundreds of interviews, it provides the kind of insight that comes from real people, managing real organizations. It is no wonder their suggestions and guidance are so actionable. For once, I feel like a management book has been written for managers! This book is a must for anyone serious about the reality of managing knowledge assets and intellectual capital.

4 of 4 people found the following review helpful:

5.0 out of 5 stars An exciting read for the knowledge management junkie, August 31, 2006

By	Daniel R. Wilson "Just Another Reader" (Tucson) - See all my reviews (REAL NAME)

For as long as anyone can remember leaders have been struggling to describe and to manage a mysterious kind of knowledge that people cannot readily pass on to others. It has been called wisdom, tribal knowledge, and tacit knowledge. Authors Dorothy Leonard and Walter Swap put this elusive kind of expertise in an organizational context and call it deep smarts.

One of the best ways to describe deep smarts is to provide an example of what it can do. They write, "When knowledge is fragmented, it takes deep smarts to aggregate it, make sense of it, see the relevant patterns, and act on it." So deep smarts is what it takes to define a path through confusion by sensing the connections in a blizzard of information. Wouldn't we all like to have that ability and have it flourish in our organizations?

Deep Smarts, the book, stands out among its peers in the rapidly growing field of knowledge management books on the strength of several virtues that are expressed in the subtitle. The authors show the reader how to cultivate and transfer enduring business wisdom, with `how to' being one of the key elements.

Cultivating deep smarts in an organization requires serious commitment from a manager. The manager must study it enough to understand its nature. It also requires a big investment in other people in order to give them the opportunity to develop deep smarts, which is to say, to move beyond ordinary levels of competence. Finally, the manager must maintain an environment that supports learning rather than stifling it. This means maintaining an environment of candor, fairness, and mutual respect. Anything less stifles learning and discourages the development of deep smarts.

Swap and Leonard provide an abundance of rather specific guidance on the `how' component. They do not leave the reader to invent the implementation process. The tasks they prescribe are not easy, however, and this is why the skillful development of deep smarts is rarely accomplished by organizations.

There are plenty of books on knowledge management, but Deep Smarts fills a unique niche for the working manager who faces the real life challenge of building a smarter organization by virtue of providing a helpful vocabulary, a useful conceptual framework, and real life examples of success and failure in knowledge management. This is a "best-of-class" book for both the scholar and the practitioner who is accountable for the bottom line.