Rethinking knowledge transfer: KIROI Step 1 for decision-makers

Rethinking knowledge transfer: Why now is the time to change course

Knowledge transfer is the key driver for the success of any organisation. However, the traditional methods - blunt frontal lectures, thick manuals or rigid classroom training - are often no longer fit for purpose. Today, learners and teams expect interactive, flexible and customised approaches to not only retain knowledge, but to really understand and apply it[3]. Choosing the right methods influences how sustainable and vibrant knowledge remains in your organisation[1]. KIROI Step 1 provides decision-makers with concrete steps to scrutinise their own knowledge transfer and make it fit for the future. In this way, you create a learning organisation that is open to innovation and change.

More and more managers are coming to us with specific concerns: How can I secure the expertise of my long-standing team before they retire? Our employees complain about a lack of transparency and inadequate onboarding. New digital tools are being introduced, but knowledge transfer is not working. These challenges show how relevant modern knowledge transfer is today. Transruption coaching helps organisations to take action with fresh impetus and clear measures.

Utilising the diversity of knowledge transfer

Knowledge transfer can be much more than just passing on information. It is about preparing knowledge in such a way that it is understood, internalised and applied in everyday working life[3]. Different methods open up different possibilities: Direct communication - for example in meetings, discussions or presentations - enables a lively exchange and quick clarification of open questions[1]. Written documentation, digital learning platforms and interactive e-learning modules provide flexibility and scalability[1][5]. Practice-orientated workshops and role-plays bring complex topics to life and promote application directly in the workplace[2][8].

Here are three practical examples: a medium-sized company uses a mixture of personal mentoring and digital microlearning units to familiarise new employees more quickly. An international corporation uses interactive best-practice platforms on which teams around the world share their experiences. A public authority has established regular "Lunch & Learn" sessions in which colleagues pass on their specialist knowledge in short, interactive units.

These examples show: The choice of methods always depends on the type of knowledge, the target groups and the specific situation. It is worth trying out different approaches and combining them in a targeted manner. Only a mix of direct contact, independent learning and digital tools enables sustainable knowledge transfer that has a real impact.

Innovative ways of imparting knowledge: KIROI Step 1

KIROI Step 1 supports decision-makers in taking an initial, systemic look at their own knowledge culture. The aim is to specifically identify weaknesses, recognise potential and develop initial, effective measures. The analysis begins with an inventory: What knowledge is passed on and how? Which methods are used? Are there areas in which knowledge is lost or remains unutilised? This is the starting point for the targeted further development of your own knowledge transfer.

Transruption coaching supports organisations in this process - in a structured, authentic and solution-oriented way. Clients often report that even small changes have a big impact: A regular, digital exchange of knowledge between teams, the introduction of "communities of practice" or the systematic documentation of project experiences are just a few examples. The challenge lies in questioning existing habits and trying out new forms of collaboration.

BEST PRACTICE at a customer (name concealed due to NDA contract) As part of a change process, we worked with management to develop a digital knowledge platform on which employees share not only documents but also short experience reports and video tutorials. In addition, there are monthly feedback rounds in which open questions are discussed and new learning formats are presented. Acceptance and utilisation of the new tools has increased significantly and knowledge transfer between the teams has visibly improved. The platform is now a central point of contact for all topics relating to the core business.

Best practices for modern knowledge transfer

In order to successfully rethink knowledge transfer, it makes sense to combine proven approaches with innovative impulses. Mentoring programmes connect experienced employees with new ones, creating a direct, personal connection[6]. Digital collaboration platforms such as Microsoft Teams or Slack enable the rapid exchange of information and ideas - even across different locations[6]. The continuous documentation of best practices ensures that knowledge gained from experience is not lost but passed on[5].

Another example: following an employee survey, one organisation introduced so-called "learning journeys", where employees move to other departments for a period of time to gain knowledge and experience. Another company established so-called "learning islands" in which experts regularly offer open consultation hours on specific topics. A third example is a company that uses virtual reality simulations to run through complex processes in advance in order to impart practical knowledge.

Successful knowledge transfer also requires employees to be able to actively organise their own learning. Self-learning phases, supported by digital media and microlearning, help to ensure that individual knowledge grows and is applied sustainably[8]. It is important that the organisation creates time, space and incentives for continuous learning.

My analysis

Rethinking knowledge transfer today requires courage, openness and a clear compass. The mix of traditional and digital, individual and networked approaches is crucial. KIROI Step 1 gives decision-makers a structured introduction to scrutinising their own processes and making targeted improvements. Knowledge transfer is more than just an organisational task - it is the foundation for innovation, agility and sustainable corporate success.

Transruption coaching helps organisations to actively shape this development. Together, we analyse, develop and implement tailor-made solutions that fit your culture, your team and your goals. Because only through lively, flexible and applied knowledge transfer can your organisation remain fit for the future in times of change.

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Further links from the text above:

Knowledge transfer: importance, methods and practical tips[1]
Teaching method: the way in which knowledge is communicated[2]
Imparting knowledge: 7 ingenious tricks for effective learning[3]
Knowledge management: definition and methods[5]
Knowledge transfer methods: Strategies for securing knowledge[6]
Learning methods: different approaches to knowledge transfer[8]