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Bracing for the Boomer Bailout Knowledge Transfer Strategies  John Ely  •  April 28, 2010
NASA Video
Who am I…and why does it matter?  ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Agenda for Today ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Need for Succession Planning ,[object Object],[object Object],[object Object],[object Object]
Access candidates and competency readiness. Identify key positions for succession planning. Build key  position profiles. Communicate opportunities. Develop plans  (group/individual). Respond to risks and opportunities. Succession Planning
Access candidates and competency readiness. Knowledge Transfer areas Identify key positions for succession planning. Build key  position profiles. Communicate opportunities. Develop plans  (group/individual). Respond to risks and opportunities. The “Breakdown” Points
Succession Planning vs. Knowledge Transfer ,[object Object],[object Object],[object Object],[object Object],[object Object]
Objectives of Knowledge Transfer ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Outcomes ,[object Object],[object Object],[object Object],[object Object],[object Object]
Information vs. Knowledge Office Video
Types of Knowledge ,[object Object]
Types of Knowledge ,[object Object]
Challenges to Knowledge Transfer ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Why an HR Issue? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Knowledge Transfer Strategies ,[object Object],[object Object],[object Object]
Strategies ,[object Object],[object Object],[object Object],[object Object]
Knowledge Audit ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Apprenticeships/Internships Vader Video
Apprenticeships/Internships ,[object Object],[object Object],[object Object],[object Object]
Mentoring ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Communities of Practice (CoP) ,[object Object],[object Object],[object Object],[object Object]
CoP ,[object Object],[object Object],[object Object],[object Object],[object Object]
CoP Characteristics and Benefits ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
CoP Roles ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Suggestions on forming a CoP ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Virtual Communities ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
How to Sell a Knowledge Transfer Program ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Building the KT Culture ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Questions and Contact Information ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Knowledge Transfer Rev5 No Video

  • 1. Bracing for the Boomer Bailout Knowledge Transfer Strategies John Ely • April 28, 2010
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  • 6. Access candidates and competency readiness. Identify key positions for succession planning. Build key position profiles. Communicate opportunities. Develop plans (group/individual). Respond to risks and opportunities. Succession Planning
  • 7. Access candidates and competency readiness. Knowledge Transfer areas Identify key positions for succession planning. Build key position profiles. Communicate opportunities. Develop plans (group/individual). Respond to risks and opportunities. The “Breakdown” Points
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Hinweis der Redaktion

  1. Sept 12, 1962 July 20, 1969 7 years is not that long – Columbia destroyed re-entering earth’s atmosphere in 2003 Recent NASA interviews state that even with all of our technological advances over the last 41 years, today we could not send someone to the moon Even worse, it would take 10 years or more to recreate the technology Why? Because they had no method (or interest) in sharing knowledge and the engineers who got us to the moon have long since retired
  2. Why would a room full of HR professionals listen to a “Marketing Guy”? Because of who I work for and our research All training is knowledge transfer in some form
  3. Boomers still bailing, however “pushed” due to economy 10s of millions of boomers turn 65 this year By 2013 all boomers are at least 65 Outsourcing and Globalization fragments and scatters information – especially tacit knowledge Restructure/downsize exits information and disenfranchises knowledge holders Multiple generational workforce has built-in barriers to communication Double threat – Older workers taking knowledge, younger workers entering – lost opportunities to transfer knowledge What others???
  4. Office Space video
  5. Explicit – able to document
  6. Tacit – held in the mind, hunches, instinct, past experience Tacit knowledge is difficult to transfer, impossible to document and hard to define, however many times it is the most valuable knowledge to pass on
  7. Trump Video
  8. Group of people who share an interest, craft or profession.
  9. Mutual engagement – by mere participation, members build relationships and establish group norms, rules identities Joint enterprise – shared understanding (domain) Shared repertoire – common and communal resources **project teams are officially form with a specific objective in mind, deadlines, and dissolve date. Works toward milestone and has consistent membership