Talent Risks CAN be Measurably Assessed and Managed – a Practical List

Posted by Steve Trautman on Jul 1, 2014 8:31:21 AM

A common misconception I often find myself debunking is that risks related to “the people part” of business are somehow less quantifiable and manageable than other types of business risks. As we have begun to further shape and prove that a business’s talent risks can be methodically assessed, prioritized, and managed, we still worry about common business language around this topic sounding too fluffy. In this post, I’ve made a clear, comprehensive list of the types of talent risks that we can pinpoint with today’s knowledge transfer tool set.

Every one of the risks noted below can be

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Topics: Offshoring, Knowledge Silo Matrix (KSM), Outsourcing, Reorganizations & Mergers, Skilled Worker Shortage, Onboarding, Aging Workers

How to Prioritize Knowledge Transfer for Your Team (Hint: You can’t just say 'Make it a priority.')

Posted by Steve Trautman on Oct 11, 2013 11:56:35 AM

Here’s a quick post for managers on the best way to prioritize knowledge transfer within your team or business unit.

Priority determines how fast an organization is going to implement their knowledge transfer methodology and begin reducing their talent risks. Priority sets parameters for marshaling resources and for partnering with other teams and business units. And, priority means guiding what percentage of time subject matter experts will spend transferring their knowledge to peers who need to learn.

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Topics: Peer Mentoring, Knowledge Transfer Definition, Terms & Roles, Change Management, Best Practices, Aging Workers

Emergency Knowledge Transfer (EKT) in Action: Avoiding a Common Pitfall

Posted by Todd on Jul 19, 2013 7:55:24 AM

I am a knowledge transfer consultant for The Steve Trautman Co. (STC) and I’ve been with the team for years. Steve asked me to write this guest blog post on a common trap that knowledge transfer clients can fall into: trying to modify our proven knowledge transfer process back into something familiar and comfortable rather than following the process that works.

I was recently facilitating an Emergency Knowledge Transfer (EKT) project for a financial services client. They have a retiring expert, Alex, with 30+ years of IT experience, who is exiting in 60 days.

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Topics: Emergency Knowledge Transfer (EKT), Best Practices, Aging Workers

What To Do When Critical Expertise is Departing--8 Steps for Emergency Knowledge Transfer

Posted by Steve Trautman on Jul 8, 2013 11:51:31 AM

Every organization has people with unique knowledge. These are the people who know the “secret sauce” of the business. And—when one of them suddenly announces their departure from your business—you need to capture their critical knowledge before it walks out the door. For these exiting workers you need emergency knowledge transfer.

My consulting team is working on an Emergency Knowledge Transfer (EKT) project right now for a client where a key employee, who has been doing his job for more than 20 years, has decided to take a buyout package and retire in 60 days. The client is very concerned, but in reality 60 days is a luxury today. Notice of a month is much more common.

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Topics: Peer Mentoring, Emergency Knowledge Transfer (EKT), Best Practices, Aging Workers

Provide a Clear Cost-Benefit Analysis in Your Knowledge Transfer Strategy [KT Strategy Series, 7 of 9]

Posted by Steve Trautman on Mar 19, 2013 12:12:38 PM

Your knowledge transfer strategy should include a clear cost-benefit analysis for the change you want to make from your organization’s knowledge transfer status quo to a program that meets your defined expectations. The first step is to consider the costs of a change. Be sure to include the time your experts will spend transferring knowledge to their peers. This can be as little as a few hours per week but we’ve found that ignoring this reality causes problems when it is time to execute the strategy. There is also going to be some overhead for setting up the system, potentially using internal or external help. Then think about benefits. The cleanest way I have found to get at the benefits is to assess opportunities and threats to your business and then derive potential returns from there. The main goal of knowledge transfer is to manage talent and knowledge risks, including risks of failing in your current business or failing to take full advantage of growth opportunities. Your cost/benefit analysis should be informed by a thorough understanding of the impacts those risks could have on your business.

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Topics: Outsourcing, Workforce Risk Management, Knowledge Transfer Strategy, Innovation in a Workforce, Change Management, Generational Gaps/Differences, Skilled Worker Shortage, Onboarding, Aging Workers

If Leaders Agree Knowledge Transfer Is Important, Why Isn’t It Happening? [KT Strategy Series, Sidebar B]

Posted by Steve Trautman on Feb 7, 2013 1:11:58 PM

Twice today I had conversations with clients of my knowledge transfer consulting company who are struggling with the same issue. The experts in their organizations are being pulled in too many directions. “They’re triple booked!” as one of them said. I didn’t argue the point because, of course, it is true. Experts in every organization are always in high demand because they are in short supply and there are too many places where they could be deployed. Every time there is an impossible problem, a crazy deadline, a big decision, or a new initiative, their counsel is sought. Oh, and while juggling all this, they also have their “day job” to attend to as well.

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Topics: Knowledge Transfer Strategy, Change Management, Best Practices, Aging Workers

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Steve Trautman is corporate America’s leading knowledge transfer expert. With two decades of application inside blue chips and Fortune 1000s, his pioneering work in the field of knowledge transfer and related risk management tools are now the nationally-recognized gold standard. He is known for a high energy style that combines humor, street smarts, and board room wisdom.

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