1. Identify Essential Knowledge
► In which positions would knowledge loss present the greatest threat to the success of the Team/Division/Department?
► What knowledge is critical to deliver on current objectives? On future objectives?
► Why is it important to transfer the knowledge? What would be in the impact on performance if knowledge was lost?
► Is the knowledge inherent to a key position or key role within the work unit?
► What would others in the work unit consider essential knowledge?
2. Identify Who Has the Knowledge
► Consider imminent retirements and other departures.
► Engage in long-term planning.
► Who is doing a unique job? Who has a unique set of skills or knowledge? Who is lead on major projects?
► Meet with these individuals to identify essential knowledge and the person(s) who should receive the training/knowledge.
3. Identify to Whom the Knowledge Should Be Transferred
► Who needs the knowledge to deliver value to the organization?
► What do employees already know?
► Clarify expectations, ground rules, roles, communication for giver and receiver.
4. Determine the Best Tool to Capture and Transfer the Knowledge
► Work with both parties to determine the most appropriate tools given the nature of the knowledge and the communication and learning styles of the participants.
► Develop a knowledge transfer plan to identify tasks, actions and deliverables.
5. Monitor & Evaluate
► Integrate knowledge transfer plans into operating procedures and performance.
► What outcomes do you anticipate?
► Identify evaluation criteria.
► Specify reporting requirements.
► Coordinate a final meeting—review lessons learned.