Help IT Build a Culture of Innovation

We are pleased to welcome this guest blog post from our business associate, Dan Roberts, President & CEO of Ouellette & Associates.  As a leading provider of innovative IT training and solutions, Ouellette & Associates helps IT organizations from all industries transition their workforce from reactive, technology-centric, order-takers to proactive, client-centric, providers of choice.  We at The Steve Trautman Co. have been working with Ouellette & Associates for several years to bring excellence in talent risk management and knowledge transfer into IT organizations. We think that the research report Dan Roberts describes in this post is interesting and we wanted to share it with you.


Dan Roberts headshot - O&A - IT Organizations and knowledge transfer reportThe ability to anticipate and provide innovative solutions is no longer optional; innovative anticipation has quickly become a strategic imperative for IT organizations.

Think about it:  Cloud computing.  Mobile applications.  Social media. Data analytics.  The Internet of Things (IoT). Connected devices. Traditional enterprise applications.

These are the solutions driving today’s digital business opportunities.  Today’s business models, and those of the future, require that IT professionals are innovative anticipators who can provide solutions in an increasingly complex digital business environment.

What does it take to make innovative anticipation a reality in an IT organization?  Our research indicates it requires an innovative IT culture. Continue reading »

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FREE EBOOK #2 RELEASED – Knowledge Transfer 101: An Introduction by Steve Trautman

As part of our continuing eBook series launched earlier this year, today we’re releasing our second complimentary, short eBook from our own Steve Trautman: KNOWLEDGE TRANSFER 101: An Introduction.

Download Now  http://stevetrautman.com/download-knowledge-transfer-101/

knowledge transfer introduction, knowledge transfer intro, knowledge transfer ebookSteve is the leading international thought leader on managing talent risk using knowledge transfer. This second eBook (33 pgs.) covers the basics—from what knowledge transfer is to best practices in the workplace. It makes a great resource for those starting out in this work or for colleagues joining a team already engaged in knowledge transfer.

What It Is

The new eBook will:

  • Thoroughly define knowledge transfer—including what it is not.
  • Clarify foundational terminology.
  • Explain the most highly accepted research behind how people learn at work.
  • Show how knowledge transfer is applied to solve a number of common business challenges.
  • Provide a checklist for what makes a good knowledge transfer program.
  • Give the top 6 common reasons why knowledge transfer programs fail.
  • And more.

Download Now

We hope you enjoy this free series!  As always, I welcome your feedback in the comments section below.

— Sonja

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JUNE WEBINARS WITH CIO.COM, SYSCO, AND NETSPEED – Unveiling Steve Trautman’s New IP around Talent Risk Management

managing talent risk management webinar - steve trautment and wayne shurts

 

Our own Steve Trautman, expert on managing talent risk through knowledge transfer, will be teaming up for two free webinars next week.  The first webinar—sponsored by CIO Magazine and CIO Executive Council—pairs Steve with Wayne Shurts, Executive VP & CTO at Sysco (and a client), for a moderated discussion on Tuesday, June 2, 2015 at 1:00 – 2:00 p.m. EST on “Managing Talent Risk: A 3-Part Formula for Knowledge Transfer Success.”

Register Now

What It’s About

In this webcast, Wayne and Steve will share their stories and insights on how they have effected real change within the 800 person-strong Business Technology organization at Sysco, the world’s largest food distributor—and give principals and tools for replicating the results within your organization.
They will share tips on:

  • Creating an inventory of technical experts and their unique knowledge so that all talent risks are known and can be managed.
  • Aligning managers from the C Suite to the front line to ensure their teams have the right skills for the future.
  • Introducing next-generation experts into a historically stable workplace and setting them up for success.
  • Maintaining legacy systems while reassigning top technical talent to plan for the future.
  • Responding to unplanned, sometimes emergent, staff changes.

This webinar will tease some of the insights to be released in Steve’s upcoming new book.  Register today and be among the first to learn about a better, more fact-based approach to talent risk management.

___________________________________________________
NetSpeed logo - managing talent risk management webinar

The second webinar, cosponsored with NetSpeed—a learning solutions company that partners with Fortune 500s to develop better virtual learners and communicators—will feature Steve Trautman speaking on Wednesday, June 3, 2015 at 2:00 – 3:00 p.m. EST on Managing Talent Risk through Knowledge Transfer: Methodical, Measurable, and Clear.”

Register Now

What It’s About

This new webinar, part of NetSpeed’s  5-part 2015 Thought Leader Webinar Series, will take the risk out of transition planning with a quantifiable process.  Because, it’s a myth that an organization cannot manage its talent risks with the same degree of clarity, rigor, and measurement as other types of business risk. Steve will show you how your current system could do more to track, measure and mitigate the cost of mistakes due to job standard inconsistency, single points of failure in a work team and lack of talent readiness.

After attending this one-hour webinar, you’ll be able to:

  • Identify and explain your technical talent risk
  • Assess how you are currently managing talent risk
  • Manage talent risk using knowledge transfer

Register today and hear the first public release of these best practices.

 

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We’re Hiring!

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!

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Make Your Boss More Useful To You

Nearly all of us hLeadershipave worked for a well-meaning, relatively capable leader who does his or her best each day but still falls short.  It is not their fault, really.  They are the manager, but that doesn’t mean they can be experts in the details of every job function in their chain of command.  The orchestra conductor may also know how to play the violin, but may not have as much clarity on the mechanics of playing the wind instruments.  It is an age-old problem.

One solution is Continue reading »

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Announcing Our 2015 Ebook Series!

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 coulEbooksdn’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:

  1. 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!
  2. 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.
  3. 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.

-Sonja

*"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).

 

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NEVER GET ON A PLANE WITHOUT A PLAN – Using Knowledge Transfer to Ensure Efficient Use of Travel for Training

tech-indRecently, 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 »

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‘GET YOUR GREEN ON’ – 7 Ways to Celebrate Knowledge Transfer Success (Part 1)

Get Your Green On Gift - PinHow 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 »

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Before It’s Too Late – Using Emergency Knowledge Transfer to Manage Talent Risk

We’ve detailed howToo late - conceptual alarm clock showing that you are too late 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 »

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Can Knowledge Transfer Programs Succeed with Employees Who Bill Hourly? – A Quick Q&A

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:

Hi Steve,

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.

Thanks,

J—

Continue reading »

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IN THE NEWS – Research Supports (Pre)Testing’s Impact on Learning and Knowledge Transfer

Knowledge Transfer Testing - Business mtg over the table

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 »

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The Myth of the Knowledge-Hoarding Expert Unwilling to Mentor Peers

Question MarkDEFINITION: 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 »

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Talent Risks CAN be Measurably Assessed and Managed – a Practical List

MP900382652A 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 »

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New Case Study Available

Fortune-1000-logo-grayscale-knowledge-transfer-case-study“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!

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4 Practices to Embed Knowledge Transfer into Your Business Culture

One positive taBusiness Culture of Knowledge Transferlent 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 »

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Two Leaders In Corporate Knowledge Transfer Combine Forces

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 »

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Are Our People Really Our Most Important Asset? – Managing Talent Risk, Part 2

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 »

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Managing Talent Risk – 3 Common Misconceptions

Magnifying glass on employees

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 »

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Help Your On-the-Job Apprentices – What Mentors Can Do to Speed Knowledge Transfer

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 »

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Knowledge Transfer Solution ‘Soup to Nuts’ – What Implementing 3-Step Knowledge Transfer throughout an Enterprise Looks Like

Teresa_Canady_2010_02-highres

If you’re like many companies facing a massive IT transformation, the prospect can be daunting.  Recently one of our clients, a Fortune 500 retailer, faced a massive IT transformation when upgrading their 30 year old legacy systems to current technology.  The company was in the second year of the transformation and experiencing rapid growth, nearing 1000 people in IT alone when they called on us at The Steve Trautman Co.  They engaged our knowledge transfer consulting firm to help them address a number of key issues: Continue reading »

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