A significant challenge for government and business project organisations is to ensure that lessons are learned and that mistakes of the past are not repeated. Both the knowledge and project management literature suggests that the lessons learned process in practice rarely happens, and when it does it fails to deliver the intended results. This paper proposes a conceptual systemic project management lessons learned and captured knowledge model derived from the Swiss cheese model for safety and systemic failures, where captured knowledge from lesson learned is distributed and applied across a network of variables such as individual learning, culture, social, technology, process and infrastructure. Keywords: Project Knowledge Management, Lessons Learned, Learning, Culture

1. PM L e sson s L earned ...
Stephen Duffield
PhD Candidate USQ
How do we learn lessons so we don't repeat the mistakes of the past?
Literature suggests that the lessons learned process in practice rarely happens...
and when it does it fails to deliver the intended results.
Master of Project Management - Research Project
(Supervisor: Dr Jon Whitty USQ)
Disclaimer: The views and opinions expressed by Stephen Duffield in this presentation are his alone, and do
not reflect the views, opinions and position of any organisation with which Stephen may be otherwise affiliated.
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2. PM lessons learned journey
(ISSEC August 2011 John Andrews)
Boeing LLdb review…2003 (not effective)…2007 (not effective), Boeing 2010 (a different approach - look at other mechanisms - repeat findings – culture)
Risk Management
Master of Project Management - Research
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3. 62% of 522 have a LL process
Only 11.7 % used it Why?
LL fails to deliver
80% of 74 attempt LL
60% are dissatisfied
http://astore.amazon.com/pmlesleablo-20
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4. link
RandL
http://www.ombudsman.vic.gov.au/resources/documents/Investigation_into_ICT_enable
d_projects_Nov_2011.pdf
Mars Polar Lander
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5. <http://www.slideshare.net/duckcy04/deep-water-horizon-accident-investigation-lessons-learned
The ‘Swiss Cheese’ model of defences
Source: Reason (1997)
The Deepwater Horizon Accident – Lessons for NASA
…lessons from this tragedy are potent reminders of the pitfalls
that can plague complex programs and projects in any
industry…even those with long track records of success.
…government oversight, disregard for data, testing, changes
to processes and procedures, safety culture, communications
and lessons learned
http://www.nasa.gov/offices/oce/appel/knowledge/publications/deepwater_horizon.html
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6. Challenges...
On Lessons Learned What we learn from lessons learned is that we don't learn from lessons learned. T. Block
Until we manage to do a bit more learning from our recorded lessons we
should expect to see the usual suspects for some time yet - as the saying
goes, those who cannot learn from history are doomed to repeat it.
Adrian http://www.apm.org.uk/content/lessons-learned 21 May 2010
...it would be exciting to get some real example containing important “know-how” (more complex than
“textbook examples”) – although I know how difficult to “give away” really important PM experience
Learn your Lessons http://www.projectsatwork.com/content/Articles/273870.cfm 29 June 2012
...I think we've already reached the turn in the road where this can all become very difficult, specifically
in terms of how an organisation's culture & infrastructures support projects in a wider sense.
Fisher - LinkedIn Feb 2012 - Lessons learned debate turns to competitive advantage. Have your say.
...capturing lessons is the tip of the iceberg in terms of effort required to translate these
into competitive advantage as a result of the organisation doing something different. ...
A big challenge is helping individuals and teams learn from the experiences of others.
Adrian - LinkedIn Feb 2012 - Lessons learned debate turns to competitive advantage. Have your say.
On Knowledge Management If only HP knew what HP knows, we would be three times more productive.
Lew Platt (Hewlett Packard CEO 1992-1999, d. 2005)
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7. 500+
Literature Reason (1997)
O’Dell et al. (1998)
Busby (1999)
Williams (1999, 2003, 2007, 2008, 2012)
Keegan and Turner (2001)
Disterer (2002)
Von Zedtwitz (2002)
Bresnen et al. (2003)
Fernie et al. (2003)
Fong (2003)
Harkema (2003)
Liebowitz and Megbolugbe (2003)
Schindler and Eppler (2003)
Strang (2003)
Maqsood et al. (2004)
Liebowitz (2005)
Milton (2005, 2010)
Atkinson et al. (2006)
Maqsood (2006)
Boh (2007)
Eskerod and Skriver (2007)
Sense (2007)
Ajmal and Koskinen (2008)
Anbari et al. (2008)
Duhon and Elias (2008)
Julian (2008)
Hanisc et al. (2009)
Lessons learned Whitty (2009)
Knowledge Ajmal et al. (2010)
Krammer (2010)
Networks (complexity)
Bakker et al. (2011)
People (culture, social) Duffield SM, Whitty S J (forthcoming 2012). A systemic lessons learned and captured Gasik (2011)
Lesson learned process knowledge (SLLCK) model for project organizations. In: Proceedings of the Annual Project
Management Australia Conference Incorporating the PMI Australia National Conference Lindner and Wald (2011)
Technology and Infrastructure (PMOz), Melbourne, Australia, 15-16 August 2012.
O’Dell and Hubert (2011)
7
Thomas (2012)

8. Research Methodology
Positive openings (facilitators) and negative impediments (barriers) within each lessons learned element/variable:
People-Learning
Facilitators Barriers
Right skilled people Takes too much time; time pressures
Right people to hand Memories fade
Training (effective) Lessons wont apply to my project
Learning from experience De-motivated
(failures, challenges, difficulties and success) Lets learn from our failure – witch hunt...
Staff with a high level of knowledge / qualifications People learn differently
Willingness/passion to share knowledge People do not learn and continue to make the same mistakes
Understand that people learn differently Difficult to teach practitioners in other parts of the organisation
(Training sessions; Technical notes; Technical forums) Different levels of knowledge and understanding
Education, training and staff development practices Technical arrogance (credibility)
Reflection Protecting ones sphere of knowledge
Poor training practices
People-Culture
Facilitators Barriers
Tone at the top Anonymous reports
Routine practices Blame
Supportive practices / supporting culture Don't have time
Help needed (help me to help you) Rapid change of staff – redeployment
Just Culture (Safety culture, learning culture, reporting culture) Internal politics (credibility)
Group (work) support in development of learning's To use lessons would reflect badly on my reputation
Understand that knowledge is power but even more so when it is shared Lack of incentives, buy-in
Develop individual knowledge sharing plans Knowledge is power
Networking encouraged and supported Shoot the messenger
Action on positive feedback Communication gap / miss-understandings
Positive leadership Delivery culture not learning culture
Respect Complex organisations; Operational silos
No senior sponsorship
Anxiety about changes
Poor leadership practices
Lack of adaptability or resilience
WIIFM (What is in it for me)
Fast moving workforce
Social behaviours
Old way the only way
Personal goals different to organisational goals
Low performance results focus culture
Financial pressures
People-Social
Facilitators Barriers
Custom built teams Same old team
Operate as a team Not invented here
Custom build the approach (Not one size fits all) Unwillingness to share /less valuable
Keep trying different approaches Don't want to appear vulnerable and stupid by admitting mistakes
Do not personalise Teams wont share mistakes and dirty laundry - reputation
Interact with as many people as possible to capture information Resistance to change
(must have credibility) Not my problem
Teamwork approach Too stubborn
Honesty and Integrity Cynical
Provide time for unstructured interaction Politics
Generally want to improve Don't understand what it is like to work in other parts of the organisation
Good enterprise social business Poor communication - anti social behaviour - social interactions
Productive culture Personality traits
Blame environment
Competitive environment
Perceived credibility and approachability
Social polices
Shame personally exposed
Lack of trust
Poor coordination
Systems-Technology
Facilitators Barriers
Intranets Hard to find / locate lessons
e-libraries No way to classify lesson for easy retrieval
Wikis Not trained in use of tools
Multiple channels of information in use Poor (lack of) ICT systems and processes
Distribution of links to all targeted stakeholders Done in inconsistent ways
Ease of access through different IT solutions Too many initiatives
Systems respected and need to be part of your everyday job Restrictive audience
Poor Search facility
SharePoint 2010 governance and funding issues
Not everyone uses social media
Lack of money / funding / expensive
Too complex
Set and forget systems
Too many systems
Systems are not part of your every day job
Inappropriate focus on technology
Not being able to find what you need when you need it
Collection of data just for the sake of it
Too structured
Systems-Process
Facilitators Barriers
Debriefing Willingness to conduct the process
Reviews Tick the box process / compliance
Brain Storming Procedures not being followed, don't exist, are not updated
Case Studies / Tell a story / Keep it 2 pages - simple Post-Implementation reviews not done
Dissemination (Training, Education) Takes too much time
Mentoring Lack of time to mentor
Staff Transfer Lack of enforcement
Functional management enforcement No metrics
Alignment to Risk Management Lack of formalising the process and incorporating new work
Senior management commitment Lack of consistency in following the process
Credibility - endorsement of systems in place - Imprimatur WIIFM (What is in it for me)
Simplification Lack of understanding and commitment
Capability in methodology Complacency
Contextualised Don't bother not my problem
Language (taxonomy)
Don't exist / fragmented
Lack of flexibility in approach (no complex adaption)
Read the process but don't understand the process
Process/manuals are owned by another organisation
Processes don't match with IT systems
Systems-Infrastructure
Facilitators Barriers
Physical space Legal constraints
Training facilities Governance
Senior management commitment Poor facilitation
Good user interface/useability/search Time poor
Lack of financial/funding support
Language (taxonomy) / poor search
Don't have access to emerging technology
Remote sites have limited infrastructure (Don't assume everyone has
what you may have)
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9. LL models...the journey
Project n
(Lesson Learned)
Application
Organisation Knowledge
Dissemination
Culture (just culture)
Project n
(Lesson Identified)
9

10. Systemic lessons learned and captured knowledge
(SLLCK) model
Dissemination of
Lessons Learned
People Systems
Project
n Organisation
Infrastructure
Application of
Technology
Lessons Learned
Learning
Process
Culture
Social
Duffield SM, Whitty S J (forthcoming 2012). A systemic lessons learned and captured knowledge (SLLCK) model for project
organizations. In: Proceedings of the Annual Project Management Australia Conference Incorporating the PMI Australia
National Conference (PMOz), Melbourne, Australia, 15-16 August 2012.
10

11. Focus Groups
Positive openings (facilitators) and negative impediments (barriers) within each lessons learned element/variable:
People-Learning
Facilitators Barriers
Right skilled people Takes too much time; time pressures
Right people to hand Memories fade
Training (effective) Lessons wont apply to my project
Learning from experience De-motivated
(failures, challenges, difficulties and success) Lets learn from our failure – witch hunt...
Staff with a high level of knowledge / qualifications People learn differently
Willingness/passion to share knowledge People do not learn and continue to make the same mistakes
Understand that people learn differently Difficult to teach practitioners in other parts of the organisation
(Training sessions; Technical notes; Technical forums) Different levels of knowledge and understanding
How the SLLCK model help?
Education, training and staff development practices Technical arrogance (credibility)
Reflection Protecting ones sphere of knowledge
Poor training practices
People-Culture
Facilitators Barriers
Tone at the top Anonymous reports
Routine practices Blame
Supportive practices / supporting culture Don't have time
Help needed (help me to help you) Rapid change of staff – redeployment
Just Culture (Safety culture, learning culture, reporting culture) Internal politics (credibility)
“helps with the change management process”
Group (work) support in development of learning's To use lessons would reflect badly on my reputation
Understand that knowledge is power but even more so when it is shared Lack of incentives, buy-in
Develop individual knowledge sharing plans Knowledge is power
Networking encouraged and supported Shoot the messenger
Action on positive feedback Communication gap / miss-understandings
Positive leadership Delivery culture not learning culture
Respect Complex organisations; Operational silos
No senior sponsorship
Anxiety about changes
Poor leadership practices
Lack of adaptability or resilience
“can represent knowledge storage and found some alignment Facilitators WIIFM (What is in it for me)
Fast moving workforce
Social behaviours
Old way the only way
Barriers
Personal goals different to organisational goals
Low performance results focus culture
with a complex organisational brain”
Financial pressures
People-Social
Facilitators Barriers
Custom built teams Same old team
Operate as a team Not invented here
Custom build the approach (Not one size fits all) Unwillingness to share /less valuable
Keep trying different approaches Don't want to appear vulnerable and stupid by admitting mistakes
Do not personalise Teams wont share mistakes and dirty laundry - reputation
Interact with as many people as possible to capture information Resistance to change
(must have credibility) Not my problem
“hard to get a lesson learned through, so it is not just about
Teamwork approach Too stubborn
Honesty and Integrity Cynical
Provide time for unstructured interaction Politics
Generally want to improve Don't understand what it is like to work in other parts of the organisation
Good enterprise social business Poor communication - anti social behaviour - social interactions
Productive culture Personality traits
Blame environment
having a database, it is not just about one thing it is about a Competitive environment
Perceived credibility and approachability
Social polices
Shame personally exposed
Lack of trust
series of things...I like the way it kind of stacks it up and shows it
Poor coordination
Systems-Technology
Facilitators Barriers
Intranets Hard to find / locate lessons
working”
e-libraries No way to classify lesson for easy retrieval
Wikis Not trained in use of tools
Multiple channels of information in use Poor (lack of) ICT systems and processes
Distribution of links to all targeted stakeholders Done in inconsistent ways
Ease of access through different IT solutions Too many initiatives
Systems respected and need to be part of your everyday job Restrictive audience
Poor Search facility
SharePoint 2010 governance and funding issues
Not everyone uses social media
Lack of money / funding / expensive
Too complex
Set and forget systems
Too many systems
Systems are not part of your every day job
Inappropriate focus on technology
Not being able to find what you need when you need it
Collection of data just for the sake of it
Too structured
Systems-Process
One Project Manager stated that “we were getting lots of push Debriefing
Reviews
Brain Storming
Facilitators
Case Studies / Tell a story / Keep it 2 pages - simple
Willingness to conduct the process
Tick the box process / compliance
Barriers
Procedures not being followed, don't exist, are not updated
Post-Implementation reviews not done
from our KM team to get lessons learned going and get it
Dissemination (Training, Education) Takes too much time
Mentoring Lack of time to mentor
Staff Transfer Lack of enforcement
Functional management enforcement No metrics
Alignment to Risk Management Lack of formalising the process and incorporating new work
Senior management commitment Lack of consistency in following the process
implemented to meet deliverables, had we had the model we Credibility - endorsement of systems in place - Imprimatur
Simplification
Capability in methodology
Contextualised
WIIFM (What is in it for me)
Lack of understanding and commitment
Complacency
Don't bother not my problem
Language (taxonomy)
Don't exist / fragmented
would have been able to present to the Directors to show them Lack of flexibility in approach (no complex adaption)
Read the process but don't understand the process
Process/manuals are owned by another organisation
Processes don't match with IT systems
Systems-Infrastructure
what needs to be invested in to do it properly, as it is not just Physical space
Training facilities
Senior management commitment
Facilitators
Legal constraints
Governance
Poor facilitation
Barriers
about doing a process.”
Good user interface/useability/search Time poor
Lack of financial/funding support
Language (taxonomy) / poor search
Don't have access to emerging technology
Remote sites have limited infrastructure (Don't assume everyone has
what you may have)
11

12. Discussion
...organisational learning is a complex
process and it is clear that organisations
need to enable the facilitators and remove
the barriers and encourage, through their
practices and processes, positive cultural,
social and learning environments.
Lessons Learned
Lessons Identified
Lessons Disseminated
Lessons Application
Graphic sourced from: Anumba, CJ, Egbu, CO & Carrillo, PM 2005, Knowledge
12
management in construction, Blackwell Pub., Oxford ; Malden, MA.

13. Refined SLLCK model
Dissemination of
Lessons Learned
People Systems
Project
n Organisation
Infrastructure
Application of Lessons
Technology
Learning
Learned
Culture
Process
Social
Ho w th ey
Wh at they relate to
do each
o th er
Pro vide eq uipment an d d ata
to h elp th em
In structions to fo llow wh en th ey d o wh at th ey d o
Supportive elements
Duffield SM, Whitty S J (forthcoming 2012). A systemic lessons learned and captured knowledge (SLLCK) model for project organizations.
In: Proceedings of the Annual Project Management Australia Conference Incorporating the PMI Australia National Conference (PMOz),
Melbourne, Australia, 15-16 August 2012.
13

14. Future Research
Case studies and action research...
More consideration should be given to the
alignment, interaction and complexity issues of
the people and systems elements within the People Systems
lessons learned organisational environment.
Complexity
...focus on how best project management
lessons learned is represented to the
practitioner community and their
organisations, in a way that can be captured
in project management reference books,
methodologies and bodies of knowledge.
Mike Licht, NotionsCapital.com http://www.flickr.com/photos/notionscapital/3082592630/
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15. Future Research cont.
PM World Today (August 2011) editorial post on ‘Lessons Learned but Knowledge Lost’.
http://www.pmworldtoday.net/editorials/2011/aug/David-Pells.html
In response... Max Wideman a recognised project management global expert stated:
...in spite of all the technology that is available to
us today, we have not yet found a presentation
format that captures the essence of this wisdom
in a way that is relevant to future usage, readily
searchable and easy to store.
...we have a serious cultural problem.
...we are probably condemned to continue to
throw away the valuable resources.
http://www.pmworldtoday.net/letters/2011/sep/LETTER-Wideman.html
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16. Conclusion
The study suggests that by reconceptualising
lessons learned, the SLLCK model can
influence the dissemination and application
of project management lessons learned
...established the alignment of people and
system elements could positively influence
the success of an organisation’s lessons
learned processes
...found that the people element and culture
factor may well be the most likely to
negatively influence lessons learned in
organisations
...established that several variables of the
model and their elements need to align to
ensure organisational lessons are learned by
means of projects
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17. Contact Stephen for further information:
http://www.pmlessonslearned.info
stephen@pmlessonslearned.info
#pmoz @invictaprojects
Contact Jon for further information:
http://www.usq.edu.au/users/whitty/
jon.whitty@usq.edu.au
#pmoz @jon_whitty
Thank you... Over to Questions 17