KNOWLEDGE TRANSFER & SUCCESSION PLANNING...Process Basics 1. Identify those who hold key knowledge...

KNOWLEDGE TRANSFER & SUCCESSION PLANNING

Investing In Your Company’s Future

www.ThoughtPartnersInc.com

Gay Lynch, MEd Senior Consultant

Definitions

Knowledge Transfer

The ongoing process of eliciting and communicating

knowledge from one part of the organization others

Succession Planning

A process for identifying and developing internal people to

potentially fill key leadership positions within the company


Knowledge Transfer Has A Special Place Within Succession Planning

KNOWLEDGE

TRANSFER

SUCCESSION

PLANNING

KNOWLEDGE

TRANSFER


Knowledge Transfer

Information or experience

Held by an individual or unit in the organization

That is essential to the smooth operation of the organization

May or may not be documented

More Than A Matter Of Communication

Knowledge resides in the organization’s…

members

tools

tasks

networks


Process Basics

1. Identify those who hold key knowledge within the organization

2. Motivate and enable those individuals and/or units to share

3. Design mechanisms to facilitate the transfer of knowledge


KT Questionnaire – Example 1

Exiting Employee

“What are your current responsibilities.”

“What do you consider to be the 5 most immediate needs in your work/program?”

“Please list your most important contacts.”


KT Questionnaire – Example 2

Existing Employee

“What do you consider to be the 10 most important tasks of your job?”

“Who else can perform these tasks?”

“What are the most frequent issues or questions people bring to you?


Mechanisms

Mentoring and/or Master-Apprentice Programs (formal or informal)

Work shadowing/Paired work

Cross-Training/Cross-Project Opportunities

Communities of Practice

Communication of “Best Practices”


(cont.)

Knowledge Mapping

Rewards and Incentives

Competency Management

Effective Use of Technologies (Knowledge Repositories, Collaborative Software)


Discussion

1. Pick a partner at your table

2. Share with your partner: - KT mechanisms used in your organization

- How your organization could be even more effective

3. You each have 5 minutes

4. I will signal time to switch


Succession Planning

Definition

A process for identifying and developing internal people to potentially fill key positions within the company.


1. Strategy, Criteria, Tools/Resources

2. Data Collection

4. Targeted Development


Strategy

Manage others, Individual contributors

All positions, Key positions

Top tiers, Deeper levels of organization

Annually, Other frequency

Shared with individual, not shared


Criteria Readiness

Risk and/or Impact of Loss

Potential

Mobility

Performance

Experience


Critical Competencies

Leadership

Technical/Functional/Business

Delivering on Objectives

Behavioral Indicators

Rating Scales


Tools & Resources

Employee “Profile”

Performance Appraisals

Manager’s Talent Assessments

Automated System

Development Plans

Conversational Prompts


Talent Review

Data driven

Manager presentations

Identifying strengths and development needs

Creates snap-shot of organizational talent at that moment


“9 Box”

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Potential – Versatility

Too New to Rate


1

2


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Ready for

next position

Increase

Versatility

Increase

Performance

JK

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WB 3

4

Employee

Feedback


Challenges

Most common reasons succession planning fails…

1. Lack of leader/manager accountability for development

2. Inability to share and discuss talent information

3. Lack of a process-driven approach


Solutions

Build succession accountabilities into performance management process

Learn how to have talent-related conversations with employees

Develop a process (keep it simple)


Discussion

1. Pick a partner at your table

2. Share with your partner: - What content from today’s session particularly

interested you and why?

3. You each have 2 minutes

4. I will signal time to switch


Questions and Comments?

Questions for CLARIFICATION

Comments to share INSIGHTS


Thank you!

Gay Lynch

Thought Partners, Inc.


[email protected]


KNOWLEDGE TRANSFER & SUCCESSION PLANNING...Process Basics 1. Identify those who hold key knowledge...

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