Test your knowledge: Truth or Myth?
- Those who leave the organization always leave behind a reliable trail of readily accessible knowledge
- Executives in key positions acquire an incredible amount of knowledge that is not readily accessible
- Onboarding programs include enough knowledge and information to ensure newly hired employees succeed
- Deep knowledge regarding one’s competencies, skills, and approaches to work is difficult to access through conversations
- Corporations only need to have explicit knowledge to ensure their survival because tacit knowledge is irrelevant in how work is performed.
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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.
Papillon MDC Inc. believes that a solid business strategy requires capturing and transferring pertinent organizational knowledge to identified successors. Our Knowledge Transfer program integrates:
Knowledge Transfer Methodology
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.
Mentoring and Knowledge Sharing Design Structures
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
Key Advantages of Investing in Knowledge Transfer
- Ready access to highly specialized or highly contextual knowledge that is not available through job description, performance review tracking, and/or conversation with departing employee
- Identification of deep knowledge held by key employees that sets your corporation apart from your competitors
- Having a smooth knowledge transfer process in place from retirees and/or departing employees to successors
- Increase of ownership in all employees when it comes to working with corporate knowledge and transferring it to successors
The Purposeful Executive Career Optimization Program (PECO)™ is aimed at helping executives broaden their career-related horizons and engage in clear decision-making while understanding the importance of transferring their knowledge to their teams before their departure from their current role. The “departure” can take many forms. It could be a transition to retirement, a new career within the organization, or a transition to another career out of the current organization. Whatever the transition, Papillon MDC Inc. will be present to help executives take flight. In this manner, we are mindful that the reputation of the current organization is as important to preserve when it comes to helping the executive in the process of transitioning with grace.
The program begins by empowering the executive to transition with focus and positive intentions. This requires helping the executive organize the transition by considering what is required to ensure the transfer of knowledge to direct reports, teams, and/or colleagues. Once the transition is complete with the help of a coach, the program redirects the executive’s attention to aspects of career planning and decision-making.
Target audience: Executives in transition toward a retirement, a new career within the organization, or exiting the current organization.
Goal: The goal is two-fold: (1) The organization benefits by ensuring that all knowledge is captured and transferred effectively prior to the transition of the executive; and (2) The executive is supported during the transition process, as well as during his/her onboarding in the new career role.
Benefits: The benefit is three-fold: (1) The corporate organization preserves a “justified and positive” reputation on the market; (2) The corporate organization capitalizes on all the knowledge and experience of the departing executive to ensure a continuation of the same level of team performance; and (3) The executive departing his/her current role is able to move forward with focus and positive intention, which will provide the energy and broad perspective to experience optimal well-being in his/her new career position.