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 emergency knowledge transfer plan 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 succession planning 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:
Suppose we’re at an office facility, mall, park, or another large complex for the first time; to get our bearings we look for the directory map and that little red dot showing: “You are here.” In a similar effort to situate this knowledge transfer blog and our discussions in the greater world of business, I want to show what we mean by “knowledge transfer” and where we are relative to other terms you may have heard.
The field of knowledge transfer relates to such common business subjects as operations management, communication, risk management, knowledge management, human capital, succession planning, and employee retention—just to name a few. And yet it is none of these.
What it is not – Confusing and sometimes parallel concepts
What it is—Experts sharing wisdom and experience with their co-workers on the job.
Knowledge transfer includes the measurable transfer on-the-job of both explicit skills as well as implicit or tacit knowledge. The key issue knowledge transfer professionals work to solve is: What can we do to make the critical, high priority transfer of knowledge happen faster, with less stress, and with greater predictability and consistency?
Through this post we’re going to explore all of the ways that companies all over the world are working to make this process easier and more efficient. We’re going to pass on timely news of new developments and congregate top voices in the field. The goal is to make your business world a better place by unpacking what it takes to develop a “culture of knowledge transfer”—where experts teach and their co-workers learn, and birds are singing, flowers are blooming, and everybody is having a good hair day. Seriously, I don’t think this is too utopian. We’ve come a long way already and this is a worthy goal. I’m looking forward to it and hope you’ll come along for the ride.