Did a vital expert on your team just give notice? Are you afraid they'll walk out the door with critical knowledge and skills?
Do you have a key leader who might move on soon? Do they maintain critical relationships or have soft skills that you don’t know how to transfer?
Are your best people retiring or getting snapped up by competitors? What if you could replicate technical talent from within – growing your own scientists, engineers, or analysts?
There isn’t always time to build out a lengthy knowledge transfer process, but you can still keep critical know-how in-house.
Our process is designed specifically to help companies avoid the pain and cost of a critical expert’s departure. Using our tried and true techniques, you can:
Our succession planning process zeroes in on what makes your departing executive uniquely valuable and replicates those traits within your team.
Through structured knowledge transfer, we provide practical hands-on facilitation to ease the transition for the successor while reducing risks for your company. Using our proven approach, you can:
Waves of retirements, 4% unemployment, increasingly mobile staff, talent wars ... it’s a challenging a combination. And hiring alone is not a sufficient strategy.
If your company is interested in growing skilled workers from within, you’ll want to check out our 3-step solution. It will enable you to:
Overloaded experts can create bottlenecks. And when the market demands rapid innovation, every delay drains profit. What do you do?
When you collect robust data on what your employees do, you can identify and clear roadblocks. Using our data-driven framework and knowledge transfer process, you can: