KNOWLEDGE TRANSFER & SUCCESSION PLANNING...Process Basics 1. Identify those who hold key knowledge...
Transcript of 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
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Knowledge Transfer Has A Special Place Within Succession Planning
KNOWLEDGE
TRANSFER
SUCCESSION
PLANNING
KNOWLEDGE
TRANSFER
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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
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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
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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.”
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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?
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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”
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(cont.)
Knowledge Mapping
Rewards and Incentives
Competency Management
Effective Use of Technologies (Knowledge Repositories, Collaborative Software)
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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
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Succession Planning
Definition
A process for identifying and developing internal people to potentially fill key positions within the company.
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1. Strategy, Criteria, Tools/Resources
2. Data Collection
4. Targeted Development
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Strategy
Manage others, Individual contributors
All positions, Key positions
Top tiers, Deeper levels of organization
Annually, Other frequency
Shared with individual, not shared
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Criteria Readiness
Risk and/or Impact of Loss
Potential
Mobility
Performance
Experience
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Critical Competencies
Leadership
Technical/Functional/Business
Delivering on Objectives
Behavioral Indicators
Rating Scales
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Tools & Resources
Employee “Profile”
Performance Appraisals
Manager’s Talent Assessments
Automated System
Development Plans
Conversational Prompts
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Talent Review
Data driven
Manager presentations
Identifying strengths and development needs
Creates snap-shot of organizational talent at that moment
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“9 Box”
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Potential – Versatility
Too New to Rate
Potential – Versatility
1
2
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Pe
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Lo
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Hig
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Well Placed/ Low SOLID High
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Potential – Versatility
Potential – Versatility
Ready for
next position
Increase
Versatility
Increase
Performance
JK
MR
WB 3
4
Employee
Feedback
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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
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Solutions
Build succession accountabilities into performance management process
Learn how to have talent-related conversations with employees
Develop a process (keep it simple)
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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
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Questions and Comments?
Questions for CLARIFICATION
Comments to share INSIGHTS
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Thank you!
Gay Lynch
Thought Partners, Inc.
www.ThoughtPartnersInc.com
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