Minimizing the loss of valuable inventory of your corporate knowledge during a period of transition, downsizing, as well as growth requires investing in Knowledge Transfer. Such loss takes place when highly specialized employees leave their position either through promotion up, lateral transfer within or totally transition out of the organization. Knowledge, unlike data or information, exists within your people, derived from their training, education, and experiences. Knowledge of this type is not easily replaced when an executive and/or subject matter expert leaves the organization.
A knowledge transfer methodology, based on scientific research, is deployed to ensure clarity on what types of information needs to be captured, who needs to know this information, and how will the dissemination of the captured knowledge be implemented.
Design structures that favor the successful transfer of captured knowledge are mentoring partnerships and knowledge sharing workshops. Both approaches to the diffusion and uptake of knowledge are implemented in line with the identification of successors designated to receive such knowledge