Knowledge transfer is more than just on-the-job training. It is also replicating the expertise, wisdom and tacit knowledge of critical professionals into the heads and hands of their coworkers. This workshop shows experts how to organize knowledge into manageable chunks, teach that material, and then make sure the information was received. It also shows simple ways to leverage different learning styles, and teaches mentors best practices for staying in touch with apprentices and transferring their knowledge while still getting their regular work done. The tone of our workshop is straightforward, get-it-done advice that has been tested and refined in the real world.

View the detailed overview of this 2-day workshop

Benefits

  • Define roles in the knowledge transfer process to clarify expectations and encourage buy in—for better coordination, prioritization, and communication between the manager, the mentor and the apprentice.
  • Explain the “big picture” to mentors, apprentices, and their managers—to improve their ability to make good decisions and increase consistency in product or service delivery
  • Complete and execute a Skill Development Plan—for a 50% shorter ramp-up to productivity and a way to ensure ongoing consistency within a team or division
  • Transfer knowledge and improve relations across generational and learning style boundaries—so that recent hires and the most senior employees can work together more effectively
  • Provide quick but rigorous verbal tests that ensure wisdom and tacit knowledge have been transferred—to measurably increase bench strength in even the most challenging technical domains
  • Show how to make knowledge transfer a part of your culture—for a consistently ready workforce
 

Who Should Attend

This seminar is useful to all technical professionals, including their team leads and managers. It is for anyone at any level of your business who is responsible, either formally or informally, for transferring knowledge and bringing other employees up to speed while still getting their job done. Apprentices attend so they can learn how to drive their own learning and prepare to be next-generation mentors. Managers will learn ways to support their team and hold them accountable for knowledge transfer results.

Roles in Knowledge Transfer

  • Outline job descriptions for manager, mentor, and apprentice
  • Articulate the benefits of being a better peer mentor
  • Provide tips for how to be a successful apprentice
  • Write goals that help guide the relationship and the work
  • Conduct a brief kick-off meeting to set expectations and discuss a plan for moving forward

Managing Communication

  • Cover practical communication techniques for staying in touch despite a very busy schedule
  • Clarify how to communicate in ways that work best for the mentor's busy schedule (email, open door, time of day, interruptions)
  • Use brief status reports totrack progress over time
  • Provide practical advice on how to ask a well-thought-out, problem-solving question

Focusing on the Most Important Information

  • Learn to quickly build a foundationthat must be covered at the beginning, before teaching a skill
  • Ask 7 questions to paint a "big picture" and provide context for prioritization and decision making
  • Clearly lst and prioritize the skills that the mentor will teach as well as quick test questions the apprentice can answer to confirm knowledge transfer

Telling What You Know

  • Organize a one-hour knowledge transfer session in about 5 minutes
  • Focus the knowledge transfer by providing the "least amount of information necessary"
  • Methodically move skills and information from short-term memory to long-term memory
  • Conduct an effective technical demonstration in 6 clear steps

Leveraging Learning Styles

  • Define 4 different learning styles
  • Consider how learning styles affect teaching styles
  • Use different teaching styles with different learners, especially between generations
  • Help apprentices identify their own learning style

Assessing the Apprentice's Knowledge

  • Use open-ended questions to assess what they really learned
  • Figure out what they already know before starting
  • Check in to make sure they're learning
  • Ensure they have clear priorities before work begins

Giving and Getting Feedback

  • Look for opportunities for peer-appropriate feedback
  • Define the characteristics of good feedback
  • Learn how to focus on the goal, not the person
  • Discuss how to ask for feedback

Developing an Action Plan

  • Create a skill development plan
  • Identify obstacles to success
  • Discuss ways to bring knowledge transfer tools back to a larger group
This seminar is not offered publicly.

Steve Trautman

Steve Trautman is corporate America’s leading knowledge transfer expert. For more than two decades, he has provided executives at blue-chip companies and in the ...

Stacey Dickinson

Stacey Dickinson has been in the training industry for over 25 years. Her professional career began at a technology company in a management and marketing .... ...