Managing Talent Risks When Executives Transition – Using Knowledge Transfer for the “Softer Skills”

Posted by Steve Trautman on Nov 17, 2015 11:13:00 AM

In a previous blog, we talked about how we can use knowledge transfer to mitigate talent risk by creating an ecosystem of experts who can provide backup for a departing executive. I mentioned that one of our clients was preparing to replace a retiring executive. They had identified his

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Topics: Peer Mentoring, Knowledge Transfer Definition, Terms & Roles, Knowledge Transfer Planning, Change Management, Consistency in a Workforce, Common KT Misconceptions, 20 Test Questions

Managing Talent Risks When Executives Transition - Developing a Strong Ecosystem Through Knowledge Transfer

Posted by Steve Trautman on Nov 3, 2015 7:26:17 AM

I’ve been meeting with a lot of executives lately dealing with top leadership transitions. In the next few blogs, I’m going to talk about how knowledge transfer can help executives manage talent risk at the highest level. We’ll start off with the need for developing a strong team approach or “ecosystem” that mitigates the risk to the enterprise when an executive moves on.

For example, I was recently approached by the head of HR for a multinational corporation that specializes in the manufacture of imaging and optical solutions.

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Topics: Peer Mentoring, Change Management, Consistency in a Workforce, Skill Development Plan (SDP)

When Is It Right to Transfer the LEAST Amount of Knowledge to Peers? - Knowledge Transfer & Change Management

Posted by Steve Trautman on Aug 28, 2015 10:36:02 AM

We helped a client with a big insight this week that I wanted to share. This client of our knowledge transfer firm is undertaking a big IT transition, moving support work from one part of the organization to another. This is knowledge transfer in the midst of change management. In some instances, the workers will be moved along with the work, but in many instances the workers will take on new roles and the transitioned support work will be done by a new team, some of whom are outsource partners.

Simultaneously, the need for the support work is in flux. Some of the applications will be shut down in the next six months. Others will have their “Tier 1 and 2” (basic) support done by the new team and “Tier 3 and 4” (complex) support done by the existing team. Oh, and there are several different executives (and budgets) leading these various teams.

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Topics: Knowledge Transfer Planning, Change Management, Best Practices

The Myth of the Knowledge-Hoarding Expert Unwilling to Mentor Peers

Posted by Steve Trautman on Jul 21, 2014 8:41:25 AM

DEFINITION: A mentor is an expert (“subject matter expert,” “SME,” “domain expert,” “pro,” “guru,” “go-to person,” “rock star,” “buddy,” “genius,” etc.)—in any industry or line of work—who has unique, business-critical knowledge and needs or is asked to teach that knowledge to others. The knowledge can be explicit or tacit. And, a mentor can be any age and have 50 years seniority in an organization or one day. The essential factor is that the mentor knows something that others in an organization need to know in order to be successful.

There’s a common misconception in business that many subject matter experts are unwilling or unable to transfer their knowledge to coworkers.

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Topics: Peer Mentoring, Knowledge Transfer Definition, Terms & Roles, Change Management, Best Practices, Common KT Misconceptions

Are Our People Really Our Most Important Asset? - Managing Talent Risk, Part 2

Posted by Steve Trautman on Jun 3, 2014 2:58:43 AM

Last week’s post to this blog introduced the topic of managing talent risk and busted three common misconceptions around that. Let’s take on another.

As business leaders, you manage many risks systematically and with great rigor. You manage risk of litigation with contracts and insurance, risk to operations with multiple suppliers and maintenance protocols, risk to health and safety by having protective gear and environmental sensors, risk to finance by maintaining cash reserves and lines of credit, etc. Yet with all that you do in risk management elsewhere in your business, you likely do not have a rigorous way to assess and methodically mitigate talent risk in your workforce.

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Topics: Workforce Risk Management, Knowledge Transfer Planning, Change Management, Consistency in a Workforce, Skilled Worker Shortage

Managing Talent Risk – 3 Common Misconceptions

Posted by Steve Trautman on May 23, 2014 5:00:00 AM

If you follow this blog, you’re going to see more content on the topic of managing talent risk as my team and I prep for my next book. So far, I’ve found that Deloitte has been the most vocal on the subject. The authors of their white paper on the topic make the case for a Risk Intelligent Enterprise ™. We’re in firm agreement that the intersection of Talent Management and Risk Management is long overdue. Deloitte would like to see an open dialog between the two groups that encompasses succession planning, rewards, ethics, compliance, health and safety, business and talent continuity, and culture. The gap I find in their thinking is

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Topics: Outsourcing, Workforce Risk Management, Change Management, Best Practices, Skilled Worker Shortage

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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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