We’re looking for an Account Manager/Business Development Manager!
Our smart, talented blog readers know many smart, talented people…and we’d love to meet that special Account Manager/Biz Dev friend of yours! Our knowledge transfer consulting work is on fire and we’re in need of someone to help manage the relationships with our growing list of large accounts. Current clients (whose names you’ve heard of – all Fortune 500s/1000s) all need attention ASAP. We already have relationships at the executive level and need someone to execute the account plans.
I’ve linked a job description in case you know of anyone who would like to work from home (ideally east of Chicago) with a small, best-in-the-world firm doing great work that is measurably reducing talent risk every day. We have a great culture, super talented and committed people and a lot of fun!
Thanks for any help and great names you can provide. The best way to take action is to share this post or job description with your friend via email (or social sharing buttons below), and let us know you’ve done that.
Thank you! We look forward to posting an update announcing our successful new hire!
Independent research reveals that knowledge transfer or knowledge retention ranks in the top 10 most critical human capital issues for corporations across industries for the past three years and continues to be a major concern.* Respected research firm Institute for Corporate Productivity (i4cp) says acting on your organization’s knowledge issues in 2015 is a “must do” for propelling productivity.
We couldn’t agree more and we’re here to help . . . with the launch of our new complimentary e-book series on talent risk management through knowledge transfer. One of these ebooks is ready to roll and available for download now. The other two will publish in the coming months.
So voila, here are the 3 books for 2015:
- Best Practices for Knowledge Transfer Success: Role by Role This guide looks at each role in your organization required, person by person, to help you succeed. Click here to get your copy now!
- Knowledge Transfer 101: An Introduction. This guide covers the basics, from what Knowledge Transfer is to best practices in the workplace. This ebook will publish in the second quarter; you can request your copy now.
- In Development. Our third guide for 2015 will feature another hot issue facing corporations today and help you manage talent risk. Coming in the second half of 2015 – you can sign up to be notified when it publishes.
We hope you enjoy this free series! I welcome your feedback in the comments section below.
*"Knowledge Transfer/Knowledge Retention" ranked as critical among more than 75 human capital
issues by hundreds of corporations headquartered primarily in N.A., representing diverse industries;
this independent research was conducted by the Institute for Corporate Productivity (i4cp).
Recently, a client of my knowledge transfer consulting firm was expressing his frustration with having to routinely fly his division’s experienced technical employees out to other domestic offices, off-shore, or to outsource partner locations to train new hires and solve technical problems. “It is the only way,” the CTO said, “to ensure that hands-on, business-critical knowledge gets transferred.” So I asked him a few simple questions:
ME: Who goes on these trips?
CLIENT: Well, there’s no standard. We tend to send whoever is willing to go and can get away.
ME: How long do they typically stay there, away from their other daily work?
CLIENT: As long as they can handle it. Continue reading
Posted in 20 Test Questions, Blog, Knowledge Transfer Planning, Knowledge Transfer Strategy, Onboarding, Skill Development Plan (SDP)
Tagged best practices, blog series, change management, implementing knowledge transfer, knowledge transfer challenges, knowledge transfer planning, knowledge transfer strategy, Skill Development Plan (SDP), talent shortage, workforce planning, workforce risk management
How do you recognize and reward successful knowledge transfer? Over the years we’ve seen managers get pretty creative in how they publicly celebrate mentors and apprentices for their achievements together: awards, events, gifts—you name it.
Not only can these programs be fun, but good managers understand that recognition also serves a critical function: helping to drive measurable results and embed knowledge transfer in your culture.
HOW TO CHOOSE THE RIGHT PROGRAM
Choosing the right way Continue reading
Posted in Best Practices, Blog, Knowledge Transfer Planning, Peer Mentoring
Tagged best practices, blog series, consistency & setting standards, employee morale, implementing knowledge transfer, Knowledge Silo Matrix (KSM), knowledge transfer definition, knowledge transfer in practice, knowledge transfer program, knowledge transfer solutions, mentoring tactics, peer mentoring, Skill Development Plan (SDP)
We’ve detailed how to use Emergency Knowledge Transfer (EKT) to mitigate talent risks in previous posts. My knowledge transfer team recently helped a client facing the challenge of the unexpected resignation of a business-critical expert, and the story of how the EKT process unfolded is a lesson in management’s ability to achieve quick, clear, and measurable reduction of the risk of critical knowledge loss.
Our client, a global provider of automation and information solutions, had learned that one of their key employees was giving his 30-day notice. Continue reading
Posted in 20 Test Questions, Blog, Consistency in a Workforce, Emergency Knowledge Transfer (EKT), Knowledge Silo Matrix (KSM), Knowledge Transfer Planning, Skill Development Plan (SDP)
Tagged implementing knowledge transfer, Knowledge Silo Matrix (KSM), knowledge transfer blog, knowledge transfer challenges, knowledge transfer definition, knowledge transfer planning, Skill Development Plan (SDP), talent managment, talent shortage, workforce risk management
A structured knowledge transfer program intentionally moves critical knowledge and skills from employee to employee on the job. One marker of a good knowledge transfer program is versatility—the process should work in all types of business environments. For example, my knowledge transfer consulting firm was recently asked this question by a potential client:
How might your 3-step knowledge transfer process work with a firm that runs on billable hours to their clients? Making time to train people and/or transfer knowledge is a challenge.
Posted in Blog, Common KT Misconceptions, Knowledge Transfer Planning, Knowledge Transfer Strategy, Peer Mentoring, Workforce Risk Management
Tagged common misconceptions, implementing knowledge transfer, knowledge transfer, knowledge transfer blog, knowledge transfer challenges, knowledge transfer definition, knowledge transfer expectations, knowledge transfer planning, knowledge transfer program, knowledge transfer solutions, knowledge transfer strategy, peer mentoring, talent managment
Here is the closing line of this fascinating New York Times article on testing, “…But the emerging study of pretesting flips that logic on its head. ‘Teaching to the test’ becomes ‘learning to understand the pretest,’ whichever one the teacher chooses to devise. The test, that is, becomes an introduction to what students should learn, rather than a final judgment on what they did not.”
Benedict Carey refers to research that supports a belief we at our knowledge transfer consulting firm have espoused for the last ten years Continue reading
Posted in 20 Test Questions, Blog, Free Resources & Tools, In the News
Tagged best practices, blog series, free resources & tools, In The News, knowledge transfer accountability, Preserving your secret sauce, Skill Development Plan (SDP), workforce risk management
DEFINITION: A mentor is an expert (“subject matter expert,” “SME,” “domain expert,” “pro,” “guru,” “go-to person,” “rock star,” “buddy,” “genius,” etc.)—in any industry or line of work—who has unique, business-critical knowledge and needs or is asked to teach that knowledge to others. The knowledge can be explicit or tacit. And, a mentor can be any age and have 50 years seniority in an organization or one day. The essential factor is that the mentor knows something that others in an organization need to know in order to be successful.
There’s a common misconception in business that many subject matter experts are unwilling or unable to transfer their knowledge to coworkers. Continue reading
Posted in Best Practices, Blog, Change Management, Common KT Misconceptions, Knowledge Transfer Definition, Terms & Roles, Peer Mentoring
Tagged 4 questions experts need answered, aging workforce, best practices, blog series, common misconceptions, employee morale, implementing knowledge transfer, knowledge transfer in practice, mentoring tactics, peer mentoring, talent managment, unwilling expert, unwilling mentor, workforce risk management
A common misconception I often find myself debunking is that risks related to “the people part” of business are somehow less quantifiable and manageable than other types of business risks. As we have begun to further shape and prove that a business’s talent risks can be methodically assessed, prioritized, and managed, we still worry about common business language around this topic sounding too fluffy. In this post, I’ve made a clear, comprehensive list of the types of talent risks that we can pinpoint with today’s knowledge transfer tool set.
Every one of the risks noted below can be Continue reading
Posted in Aging Workers, Blog, Knowledge Silo Matrix (KSM), Offshoring, Onboarding, Outsourcing, Reorganizations & Mergers, Skilled Worker Shortage
Tagged aging workforce, blog series, change management, common misconceptions, knowledge transfer challenges, knowledge transfer definition, knowledge transfer solutions, knowledge transfer strategy, onboarding, reorganization & mergers, skilled worker shortage, Steve Trautman, talent managment, talent shortage, workforce planning, workforce risk management
“The proof is in the pudding,” they say, and that is why I love case studies. They are a fantastic way to get a flavor of how actual knowledge transfer challenges get solved in the trenches at our client sites all over the world.
We’ve added a new case study that looks at the work we did with a Fortune 1000 insurance company on ensuring consistency with its outsource partners. How many organizations are frustrated by the unreliable output of their vendor partners? This insurance company dealt with the issue head on, resulting in vendors who are producing more consistent and reliable output. Importantly, the insurer now has a methodical, efficient process in place to train future vendor hires and to hold the outsource partner accountable to maintaining those skill standards.
Take a look and you might see an interesting (or familiar) problem solved!
Posted in Best Practices, Blog, Consistency in a Workforce, Offshoring, Outsourcing
Tagged best practices, blog series, case study, consistency, consistency & setting standards, fortune 1000 insurance company, insurance company, insurance company case study, knowledge transfer case study, knowledge transfer challenges, knowledge transfer in practice, outsource partner, outsourcing
One positive talent risk management trend I’ve noticed is that business leaders seek not only a clear solution to whatever immediate talent crisis they are facing, but they also want to embed a knowledge transfer methodology into their business culture. Knowledge transfer means the planned movement of the right skills and information at the right time to keep a workforce productive, competitive, and able to execute business strategy. If culture is “the way we do things around here,” then embedding structured knowledge transfer into an organization’s culture means Continue reading
Kathy L. Hagen Joins The Steve Trautman Co.
(JUNE 5, 2014—SEATTLE, WA) Kathy L. Hagen, formerly of K. L. Hagen & Associates and a thought leader in the field of knowledge transfer, has joined The Steve Trautman Co.—pioneers in knowledge transfer for two decades—as Director of Account Management.
Hagen will shape a new account management methodology at The Steve Trautman Co. and ensure a richer, seamless client experience.
With Hagen joining forces and networks with the company’s founder and Principal Steve Trautman, the move partners two of the U.S.’s top thought leaders in knowledge transfer—a field focusing on the methodical replication of the expertise, wisdom, and tacit knowledge of critical professionals into the heads and hands of coworkers. Continue reading
Last week’s post to this blog introduced the topic of managing talent risk and busted three common misconceptions around that. Let’s take on another.
As business leaders, you manage many risks systematically and with great rigor. You manage risk of litigation with contracts and insurance, risk to operations with multiple suppliers and maintenance protocols, risk to health and safety by having protective gear and environmental sensors, risk to finance by maintaining cash reserves and lines of credit, etc. Yet with all that you do in risk management elsewhere in your business, you likely do not have a rigorous way to assess and methodically mitigate talent risk in your workforce. Continue reading
Posted in Blog, Change Management, Consistency in a Workforce, Knowledge Transfer Planning, Skilled Worker Shortage, Workforce Risk Management
Tagged aging workforce, best practices, blog series, change management, common misconceptions, knowledge transfer planning, skilled worker shortage, talent shortage, workforce planning, workforce risk management
If you follow this blog, you’re going to see more content on the topic of managing talent risk as my team and I prep for my next book. So far, I’ve found that Deloitte has been the most vocal on the subject. The authors of their white paper on the topic make the case for a Risk Intelligent Enterprise ™. We’re in firm agreement that the intersection of Talent Management and Risk Management is long overdue. Deloitte would like to see an open dialog between the two groups that encompasses succession planning, rewards, ethics, compliance, health and safety, business and talent continuity, and culture. The gap I find in their thinking is Continue reading
Posted in Best Practices, Blog, Change Management, Outsourcing, Skilled Worker Shortage, Workforce Risk Management
Tagged aging workforce, best practices, blog series, change management, common misconceptions, executive knowledge transfer, In The News, Preserving your secret sauce, skilled worker shortage, talent managment, talent shortage, workforce planning, workforce risk management
All of us in business learn our jobs by being on the job. No matter how much classroom education we may have had, we learn how to do our jobs by watching, listening to, and being mentored by the more experienced people around us. In fact, studies have shown that, regardless of occupation, most adults learn their job roles through 10% classroom training, 70% on-the-job training and mentoring, and 20% other sources (called the 70-20-10 Rule). If you are the experienced employee who is setting the on-the-job standard for the right way to do things in a job role (a mentor), knowledge transfer best practices can help you to help your apprentices speed their learning. Continue reading
Posted in Best Practices, Blog, Knowledge Transfer Definition, Terms & Roles, Onboarding, Peer Mentoring, Workforce Risk Management
Tagged 70-20-10 rule, apprentices, best practices, consistency & setting standards, helping apprentices, implementing knowledge transfer, knowledge transfer challenges, knowledge transfer definition, knowledge transfer in practice, knowledge transfer planning, knowledge transfer program, knowledge transfer team, Knowledge Transfer Workshop (KTW), mentoring best practices, mentoring conversations, mentoring tactics, mentors, onboarding best practices, onboarding tools, peer mentoring
The Steve Trautman Co. ice sculpture at an April 2014 marcus evans summit. Click to enlarge.
Here’s a fun photo from The Steve Trautman Co. team, as we end the week. Steve and I were just on the East Coast for a marcus evans summit, where we hosted a reception for Fortune 500 and 1000 executives and managers interested in new ideas and tools for their technical professionals. We were there to spread the good news about the field of knowledge transfer’s ability to manage an organization’s talent risk so that business teams have the talent and skills needed to execute strategy 1 – 3 years from now. To our surprise, the marcus evans team wheeled out this chilled number just before our reception started. When our company rebranded four years ago, I never imagined seeing our logo and tagline—Knowledge Transfer, Quick and Clear—done up in ice. I must admit, though, it looks pretty great, and I just had to share.
DEFINITION: A knowledge silo is a specific knowledge domain or area of expertise within a given job role or function. Common examples include skills, tools, processes, systems and platforms, standards, products, customers, and history relevant to performing a job. Knowledge silos are an important organizing concept within the field knowledge transfer.
“KNOWING” SILOS VS. “DOING” SILOS
People tend to think about knowledge in two different ways. The first is what I call academic or “knowing” silos (areas of expertise), such as, “I know about material sciences, nutrition, or agile development.” Then, there are “doing” silos, such as “I can do seismic calculations, develop chemical formulas for new products, and manage plant systems maintenance.” Even though we can all agree that you have to “know” before you can “do,” effective knowledge transfer starts with a focusing on the “doing” silos. In other words, teach a qualified learner/apprentice how to do the work and the knowing will come along for the ride – and much faster.
A common mistake I’ve seen in my decades of knowledge transfer consulting is experts too often feeling the need to teach their apprentices lots of prerequisite background—“knowing” silos—rather than focusing on the skills required to do a job—“doing” silos. Continue reading
Posted in Best Practices, Blog, Knowledge Silo Matrix (KSM), Knowledge Transfer Planning, Onboarding
Tagged best practices, common misconceptions, doing silo, implementing knowledge transfer, knowing silo, knowledge silo, Knowledge Silo Matrix (KSM), knowledge transfer in practice, onboarding, quick knowledge transfer