Steps to Establish Knowledge Transfer & Capture Processes

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.