Now that you’ve looked at your workforce (in The Boomers are Leaving! – How to Create and Implement a Knowledge Transfer Program, part 1), you’re ready to design and develop a program that retains Baby Boomers’ knowledge. But your program should do more than just capture and transfer valuable knowledge – it should also sow the seeds of a knowledge culture in the organization. More on that later. For now, let’s look at the four phases that will follow the organizational analysis you read about in Part 1. Like rungs on a ladder, each phase builds on the next, so it’s important that you consider each step as you create your knowledge retention program.
Design: During the design phase, you’ll use the workforce data you collected and focus on who holds the knowledge, the recipient, the knowledge you want to capture, and the method you want to use. Some knowledge transfer methods to consider are mentoring, social networks, Communities of Practice, After Action Reviews, and storytelling programs. From this point on, it is critical that you follow the needs of your audience. Regularly ask yourself these questions:
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Ken Ball is a Baby Boomer and has been tracking issues relating to aging in the workplace for several years. At TechProse, he drives business development for the consulting firm that specializes in knowledge/content management, training, and documentation for major U.S. clients. He has more than 30 years of experience in corporate sales and marketing, including years in book publishing business, working for IDG Books, publishers of the… For Dummies computer and general reference books. He has a marketing communications degree from Bradley University.
Gina Gotsill is a Gen X writer who has studied journalism at San Francisco State University and University of California, Berkeley. She is also a fellow of the Poynter Institute, a journalism think tank based in St. Petersburg, Florida. Gina has covered a wide range of business topics that include keeping Boomer skills in the workplace, teaching finance to non-finance professionals, and growth and change in urban and suburban business clients.
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Direct management observation and immediate feedback is the best tool for reinforcing performance expectations among employees. And while such reinforcement is optimally effective at maintaining high performance levels when given consistently over time, some management observation programs become a checklist task for executives, managers, and supervisors; resulting in the majority of observations being performed at the end of the observation cycle or in clusters during a narrow time frame within the cycle. Workers learn that standard adhering performance reinforcement only occurs during a very brief period within the cycle and that substandard work will typically not be observed and behaviors corrected the rest of the time. Work behavior quickly aligns with the pattern of expectation reinforcement; sub-optimizing overall performance and adversely impacting the observation program’s effectiveness.
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In today’s information-packed business world, it is easy to communicate, but it isn’t always easy to be heard. Here’s some advice on how to create messages that people really remember.
Today we are overwhelmed with messages. Some are just 140 characters long. Others are much longer, but they are constantly bombarding us – trying to lure us to acquire and consume information (then repeat the process over and over). Technology – social media specifically – allows for constant communication, but easy communication doesn’t necessarily translate to messages that are received, understood, and capable of driving action.
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Nancy Duarte, author of resonate: Present Visual Stories that Transform Audiences, is CEO of Duarte Design in Silicon Valley, one of the few agencies in the world focused solely on presentations, whether delivered in person, online, or via mobile device. Nancy’s firm has worked with the top brands and thought leaders in the world helping them develop their presentations. She has over twenty years of experience working with global companies and thought leaders and has influenced the perception of some of the world’s most valuable brands and many of humanity’s common causes.
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Executive Vision is a five part series created by CNBC and sponsored by Credit Suisse. Within each episode, Melissa Francis, Simon Hobbs, and a group of distinguished guests discuss what it takes to be a visionary leader; guiding their companies to success within the rapidly changing global marketplace.
Distinguished Guests
Dr. Jean Botti, Chief Technical Officer, EADS
Marissa Mayer, Vice-President, Search Products & User Experience, Google
Bill McDermott, President, Global Field Operations, SAP
Gerald Quindlen, President & CEO, Logitech
Ram Shriram, Founder, Sherpalo Ventures
Jimmy Wales, Co-Founder, Wikipedia
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“In business or in football, it takes a lot of unspectacular preparation to produce spectacular results.”
Roger Staubach
United States Naval Academy graduate, Heisman Trophy winner and legendary Hall of Fame quarterback for the Dallas Cowboys (1969 – 1979)
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The Boomers are Leaving! – How to Create and Implement a Knowledge Transfer Program, part 2
/in Diversity & Inclusion, Succession & Succession Planning/by Ken Ball and Gina GotsillNow that you’ve looked at your workforce (in The Boomers are Leaving! – How to Create and Implement a Knowledge Transfer Program, part 1), you’re ready to design and develop a program that retains Baby Boomers’ knowledge. But your program should do more than just capture and transfer valuable knowledge – it should also sow the seeds of a knowledge culture in the organization. More on that later. For now, let’s look at the four phases that will follow the organizational analysis you read about in Part 1. Like rungs on a ladder, each phase builds on the next, so it’s important that you consider each step as you create your knowledge retention program.
Design: During the design phase, you’ll use the workforce data you collected and focus on who holds the knowledge, the recipient, the knowledge you want to capture, and the method you want to use. Some knowledge transfer methods to consider are mentoring, social networks, Communities of Practice, After Action Reviews, and storytelling programs. From this point on, it is critical that you follow the needs of your audience. Regularly ask yourself these questions:
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About the Authors
For more information about Ball and Gotsill and Surviving the Baby Boomer Exodus
(Course Technology PTR, Cengage Learning 2010), please visit their website www.survivingtheboomerexodus.com.
Management Observation Program Warning Flag 1 – End of Period and Clustered Observations
/in Management Observation Program, Premium/by StrategyDrivenHi there! Gain access to this article with a FREE StrategyDriven Insights Library – Sample Subscription. It’s FREE Forever with No Credit Card Required.
In addition to receiving access to Management Observation Program Warning Flag 1 – End of Period and Clustered Observations, you’ll help advance your career and business programs through anytime, anywhere access to:
Best of all, it’s FREE Forever with No Credit Card Required.
Loud and Clear: Six Tips for Communicating in a Way That Truly Resonates
/in Business Communications, Practices for Professionals/by Nancy DuarteIn today’s information-packed business world, it is easy to communicate, but it isn’t always easy to be heard. Here’s some advice on how to create messages that people really remember.
Today we are overwhelmed with messages. Some are just 140 characters long. Others are much longer, but they are constantly bombarding us – trying to lure us to acquire and consume information (then repeat the process over and over). Technology – social media specifically – allows for constant communication, but easy communication doesn’t necessarily translate to messages that are received, understood, and capable of driving action.
Hi there! This article is available for free. Login or register as a StrategyDriven Personal Business Advisor Self-Guided Client by:
Subscribing to the Self Guided Program - It's Free!
About the Author
Executive Vision – Building a Global Leadership Brand: Technology
/in Practices for Professionals, Recommended Resources/by StrategyDrivenExecutive Vision is a five part series created by CNBC and sponsored by Credit Suisse. Within each episode, Melissa Francis, Simon Hobbs, and a group of distinguished guests discuss what it takes to be a visionary leader; guiding their companies to success within the rapidly changing global marketplace.
Distinguished Guests
Leadership Inspirations – Practice Makes Perfect
/in Leadership Inspirations/by StrategyDrivenRoger Staubach
United States Naval Academy graduate, Heisman Trophy winner and legendary Hall of Fame quarterback for the Dallas Cowboys (1969 – 1979)