“In 2 more years, 20 people with key knowledge of the business will retire. We have such a high workload that we are worried that we are not able to anticipate correctly. If they leave the company and we are not able to preserve what they know, we are going to get into serious trouble”
-General Director.
Context.-
Recently, we had a conversation with different addresses of a global brand, among them was; the General Directorate and Human Resources.They asked us to enable 20 of their key collaborators, so that they could train their letters of replacement.
The main objective that our client shared is that the company managed to preserve the knowledge that the collaborators hadconsidered “experts”.
Our analysis and diagnosis of the situation.-
Our diagnosis was thatThe real need of our client was to guarantee the continuity in the delivery of the Core of the business with its clients.. Therefore, getting knowledge to be preserved in the organization was key to achieving it.
Our recommendation was clear and forceful.-
Our reasons were as follows:
2. It is preferable to enable the talent that will continue within the organization. And these positions must be assigned the responsibility of leading this knowledge management and transfer initiative, as well as future initiatives.
OUR PROPOSAL.-
Enable your talent in the Eddit® model.
People enabled in the EDDIT® model They will lead this and other initiatives to preserve and facilitate access to knowledge. even before the departure of the positions considered experts.
the benefit that our client will obtain.-
1. Continuity in the delivery of the business core for its customers will be achieved.
2. Knowledge in the company will be preserved and they will achieve a transition without affectations.
3. The knowledge that is generated will allow them to create specific onboarding processes (by area) for those who designate themselves as successors or new contracts.
4. The knowledge that is preserved will allow them to generate specific authorization processes for current talent.
5. They will have strategies to validate the validity of knowledge and be able to update it.
The work plan to achieve it will be.-
We will enable current talent in theEDDIT® model Through the GTC® program Knowledge transfer and management So they have the ability to carry out the following actions:
1. Analyze and understand the needs of the business in depth.
2. Involve expert positions as an essential part of the initiative (as providers of knowledge, not as leaders of initiative).
3. Analyze and decode the know-how of expert positions (close to retirement).
4. Define the knowledge and skills essential so that other people can replicate this know-how appropriately.
5. Generate the strategies to enable and transfer knowledge (know-how) to the people who work in the position.
6. Establish the mechanisms for the future updating and evolution of this knowledge.
CONCLUSION.-
There are multiple ways to achieve Capitalize and democratize knowledge (know-how), In each case we must evaluate the way that fits the reality and needs of the organization.
the EDDIT® model It was designed to be able to adapt to the reality that each of our clients lives.
