Take the risk out of transition planning with a quantifiable process It's a myth that an organization cannot manage its talent risks with the same degree of clarity, rigor, and measurement as other types of business risk. Steve will show you how your current system could do more to track, measure and mitigate the cost of mistakes due to job standard inconsistency, single points of failure in a work team and lack of talent readiness. Lastly, he'll provide a systematic response to major transitions in your company affecting technical talent such as reorganizations, mergers & acquisitions, outsourcing, rapid onboarding, process changes, and technology rollouts.

1. 2015 Thought Leader Webinar Series Presents
Managing Talent Risk through Knowledge Transfer:
Methodical, Measurable, and Clear
Presented by Steve Trautman of Steve Trautman Co.
Start Time: 2:00 p.m. Eastern (11:00 a.m. Pacific)
Duration: 60 minutes
For today’s session the audio will be VOIP – through your
computer’s speakers. No phone # to call.

2. Managing Talent Risk
Through Knowledge Transfer
METHODICAL, MEASURABLE, AND CLEAR

3. Generation. Gap.

4. Are They
(Really) Ready
for Work?

5. Clear Roles
After a Big
Change?

6. Allocating
Headcount

7. Who Says You
Can’t Manage
Talent Risk With
FACTS & DATA?

8. You Already
Manage Risk.

9. Cash Flow
WITH CASH RESERVES
OR CREDIT

10. Legal
CONTRACTS
INSURANCE

11. Operations
CAPACITY PLANNING

12. Supply Chain
ALTERNATE/MULTIPLE
SUPPLIERS

13. Talent Risk Management
Do you Have the Right People
In the Right Places to Execute
Your Business Strategy
1-3 Years From Now?

14. Does Your
Data Tell You
Enough?
Demographics, Job Title,
Reporting Structure,
Performance Reviews

15. What Specific
Skills Does
She Have?
(tools, applications,
system processes)

16. What Does
She Actually
Do For The
Business?
(Unique technical role,
Individual skills, cost of
losing her)

17. Do We Have
a Backup
For Her?
(What is the “cost of a
mistake” made by
someone who is not her?)

18. Poll Question
What info does your data provide? (check all that apply)
• Demographics, Job Title, Reporting Structure, Performance Reviews
• General Skills: Tools, Applications, System Processes
• Business Value: Unique technical role, Individual skills, cost of losing her
• Backup or succession plans for technical staff
• Clear assessment of technical talent risk

19. Pick Knowledge Silos

20. Pick Knowledge Silos

21. Add Team

22. Identify Expert Mentors

23. Identify Independent Workers

24. Identify Learners (Apprentices)

25. Analyze Risk

26. Identify Risk

27. Prioritize 1-5, 1 = High

28. Knowledge
Transfer

29. Knowledge
Transfer
Is methodically replicating the
expertise, wisdom and tacit
Knowledge of critical, “chosen”
Professionals in the heads and
Hands of their co workers.

30. Can it Be
Done?

31. KSMx
DIVISIONS

32. Are We
Asking
the Right
First
Questions?

33. OLD QUESTION: NEW QUESTION:
Can I
have more
headcount?
Can we look
at my team’s
risk profile and
see if you’re ok
with it?

34. OLD QUESTION: NEW QUESTION:
Do you have
enough Level 4
developers?
What silos are
covered with our
current experts
and where do
we have
potential gaps
or bottlenecks?

35. OLD QUESTION: NEW QUESTION:
What is the
average age or
tenure in the
dept?
What critical and
unique expertise
is held in the
heads of our
most
experienced
employees?

36. Data That Lets You
See The Big Picture…

37. And zoom in as needed...

41. To the Right
Level of Detail.

42. Don’t Settle.

43. Continuing the
Conversation
Stevetrautman.com/resources
Stevetrautman.com/blogs/knowledge-transfer