Knowledge Transfer and Transition Planning

Knowledge identification and retention is crucial to sustained organizational success. We work with our clients to determine the criteria for knowledge that is critical and unique to the organization. What's more, we develop and implement the strategies necessary to capture, retain, organize and reuse that knowledge. We specialize in the identification and transfer of tacit or deeply held knowledge of individuals, teams, and large groups that define the organization's competitive advantage. Our methods are tested and proven, and they integrate well within each organization's current business processes.

We also utilize the knowledge transfer strategies to help build a transition plan for new leaders and key employees. This plan provides a step by step guide to an accelerated assimilation for the new person and for the organization. We build a program of organizational review, knowledge exchange for the new employee and stakeholders as well as a gap analysis for both the key person and the surrounding organization, with recommendations for the future.

To meet the business needs of the organization, the type of knowledge being transferred, the timeframe and internal resources available to perform the transfer, we have created knowledge transfer processes in Kit form.  We train internal resources to implement the processes or—when appropriate—implement them for the client group.


  • Knowledge Transfer and Transition Education — We offer one-hour presentation/discussions for Senior management,  two- or four-hour classes for large groups, and full day workshops to train internal practitioners and the level of training is targeted to provide maximum benefit to the participants.  The various levels of educational sessions help clients build a business case, develop a common language around transfering knowledge, and create a deeper understanding of the concepts  and components of knowledge transfer. The full day classes provide hands on and deeper practices to prepare the practioners to apply the principles within their organizations.

  • Senior Leadership and Key Expert Knowledge Transfer — As key people transition, it is critical to have tried-and-true processes that fit the time frame, the type of knowledge, and the available resources to effect the knowledge transfer.  The intent with these processes is to get the successors up to speed as completely, effectively, and efficiently as possible to avoid potential missteps, retain critical knowledge, and increase success for the successor. We have a number of processes available including:


Senior Leaders and Key Experts: Comprehensive — For long tenured senior leaders and long standing experts. This process also increases stakeholder buy-in, increases leadership team competencies and knowledge, and retains contextual historical knowledge.

Senior Leaders and Key Experts:  Critical Knowledge Identification — With time constraints during transitions, this process provides identification of the most critical areas and knowledge transfer to additional individuals.

Senior Leadership: The Transfer Conversation — As a method to enhance the conversations between Senior Leaders, this process jumpstarts and facilitates targeted and meaningful exchange around key issues.

Senior Leadership: The Mindful Transition — Integrating knowledge transfer and the planning of the role transition for a senior leader is a powerful way to increase success for the leader and their team.

  • Team and Large Group Knowledge Transfer — As groups and teams transition, their accumulated knowledge must be retained and reapplied.  We have a number of processes to assist with such transfer including:


Active Learning Sessions: Immediate Learning — These small- or medium-sized group learnings allow critical topics to be identified, questions created, and learning to be created in dialogue sessions which are captured, reviewed, and re-applied.

Team Knowledge Transfer: The Hand-Offs — The process provides a framework and templates to facilitate transfer of key areas of knowledge, events, milestones, and key learning to new team members, from team to team, or team to the organization.

Large Group or Division Knowledge Transfer: Self Facilitated — Using our templates, we train managers to assist their team members to identify critical areas of knowledge and key networks.

Knowledge Sustainability: Keeping the Knowledge Refreshed and Alive — Knowledge can be identified and transferred, but keeping it useable, refreshed, and alive for new applications, new employees, and the foreseeable future can be a challenge. We review all aspects from technical systems, governance, and strategy, to the necessary day to day activities.

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