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KT Implementation cheat sheet
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STEP 1
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Decide/Identify Knowledge That Is Critical to the Successful Performance of the Work Unit/Office
- Does it reside in a high-performing employee with a certain
expertise or unusual skill? *
- Is it inherent to a key position or key role within the work unit or? *
- Make an assessment of the possible effects on performance if the work unit suffered the loss of this critical knowledge due to attrition. *
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| STEP 2
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Determine the option(s) to Capture & Transfer Critical Knowledge
- Determine the nature of the knowledge to be captured.
- Conduct a "knowledge interview" *
- Have incumbent complete a skills inventory *
- Determine the type of knowledge that has to be captured.
- Explicit Knowledge — easily articulated, standardized, shared independently of its human source or stored in systems or processes *
- Tacit Knowledge — what we know, but is not easily articulated because it usually is acquired by personal contact or hands-on experience (learning to ride a bicycle)*
- Decide the method of disposition for the critical knowledge.
- Complete a Knowledge Disposition Worksheet*
- Use KT Models to facilitate the transfer: *
- Mentoring Model
- Communities of Practice Model
- Knowledge Documentation & Job Aids Model
- Job Shadowing / Job Sharing Model
- Training Model
- Concept Mapping
- On-line Learning
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STEP 3
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Monitor and Evaluate Knowledge Transfer Plans
- Integrate KT plan(s) into organization procedures and
performance. *
- Develop performance metrics to measure the success of KT
plan in helping to achieve unit objectives and goals. *
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| *Specific task has a tool to assist with its completion
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