Get relevant, detailed data on each employee and critical knowledge area within a clear risk assessment framework.
Get alignment up and down your organization on risk priorities, a common lexicon to discuss them and decide what to do.
Implement our knowledge transfer solution to replicate your top talent—and easily track your risk reduction.
Whatever strategic transition you are navigating—from cultural transformations or new strategies to cost-cutting or dealing with rapid growth—we can help you manage the “people risks” related to your change.
Do you need to decrease bottlenecks caused by overloaded Subject Matter Experts? Maintain consistency across a global workforce? Be sure you have enough of the right expertise and technical ability on your team to meet your business goals?
Talent Risk can be defined as the potential for gaps between your current technical/professional capacity—the people who currently perform critical tasks within your organization—and what you need to staff your strategy 3 to 36 months from now. We call the process of addressing this risk Talent Risk Management, or TRM.
Using our data-driven framework—called the Knowledge Silo Matrix—you will be able to spot and assess your talent risks within a small technical team or an entire talent ecosystem. We show you how to get at the talent data you always wanted but never knew was possible—in hours or days, not weeks or months.
The Knowledge Silo Matrix formats the results from our detailed information-gathering process into a simple grid that can be explained in minutes. It charts the degree of technical and professional expertise held by individual workers in a group or team relative to the knowledge areas—called silos—of your business (i.e. processes, tools, platforms, standards, systems, products, customers, physical locations, and history). The Knowledge Silo Matrix (KSM) reveals, in a glance, your talent shortages, redundancies, lack of backups, overloading, and more – collectively your talent risk profile. With our help, the KSM can be filled out for a typical team or division in a matter of hours or days, not weeks or months. The tool is scalable from small teams to enterprise-wide solutions.
Alignment is critical because everyone from executives to managers to frontline workers want to have confidence that priorities have been set according to a common understanding.
After gathering KSM data for each team, you can compare and analyze the talent data of all your various teams. Then you can use this data up and down your organization to make better decisions. We teach your organization how to have informed talent-related conversations—grounded in the KSM data and using a common lexicon. And, we facilitate alignment meetings so that you can agree on which risks to prioritize for mitigation. With our clear framework, process and facilitation—and with your talent data laid plain for all—true alignment is not only possible, it is relatively quick and painless to achieve.
We show you how to reduce your talent risk using the best solution on the market: proven, structured knowledge transfer. Our proven knowledge transfer methodology is quick, clear, and measurable.
Once your organization is aligned on priorities, you can use our core knowledge transfer tools—the Skill Development Plan and the Knowledge Transfer Workshop to mitigate your talent risk. All our knowledge transfer tools are highly practical and designed for on-the-job use with even the most technical roles and busy experts. The Skill Development Plan (SDP) is a custom, date-driven schedule of skills and knowledge that must be learned in a given job role—along with the resources and mentors available to support that learning and a way to confirm that the right knowledge has been transferred. We also teach your organization how to act on your plan. The Knowledge Transfer Workshop provides 15 proven techniques for transferring a critical expert’s information, know-how, and tacit knowledge to their apprentice coworkers. And, we help you drive to completion of your risk reduction, tracking your efforts and training your leaders so that you have confidence that your risk is mitigated and your team is ready. By embedding 3-step Talent Risk Management in your organization, you make both a short term and long term play—staffing your current strategy while protecting your business’s future productivity, innovation, and competitive edge.