KNOWLEDGE TRANSFER/SUCCESSION PLANNING BEST PRACTICES

Building on the two previous posts, what else can organizations do going forward to prevent the loss of intellectual and relational capital?

*  Establish and reinforce processes for institutionalizing data and contact management (CRM).

*  Connect succession planning at higher levels with career planning strategies and processes for mid- and lower level employees. They should overlap, capturing experience and knowledge as well as competency data.

*  Remove incentives for hoarding knowledge by seasoned workers (incentives such as compensation policies, status,  the "knowledge is power" zero sum game)

*  Bring succession planning and knowledge transfer to mid- and lower levels of the organization

*  Provide data access to employees and encourage routine sharing of non-confidential information.

*  Have incumbents and likely successors (selected individuals or pools of individuals) work in tandem for developing, nurturing, and transferring client, prospect, supplier, alliance partner, etc. relationships over time.

Knowledge transfer is undoubtedly critical for business continuity and profitability for the long-term. What else do you suggest can be added to this list of recommendations?

Phyllis Weiss Haserot   www.pdcounsel.com