Knowledge transfer is the process of converting the knowledge inside people’s heads into content, learning materials, tools, and processes that others can use. It also applies to directly transferring knowledge from one person to another. True knowledge flow value (apqc.org/resource-library/resource-listing/apqcs-knowledge-flow-process-framework) does not happen until knowledge has been successfully transferred, received, and reused to bring value to an organization.
In order to make this happen, knowledge transfer needs to involve both a source and a recipient of knowledge.
A source of knowledge refers to any resource that provides valuable insights or information that can be used to enhance one’s understanding or skills. Books, articles, experts, and even personal experiences can all be sources of knowledge.
A recipient of knowledge is any individual or group that receives information, insights, or expertise from a source of knowledge. Recipients can include employees, team members, or any stakeholders who benefit from knowledge transfer.
Drivers of Knowledge Transfer
Three broader trends are driving a sense of urgency around knowledge transfer in many organizations:
♦ Business continuity: As Baby Boomers and Gen Xers begin to retire at higher rates, many organizations face an increased risk of critical knowledge loss. Organizations will need to help long-tenured leaders and experts parse the knowledge they’ve acquired, often across decades, identify what is truly critical, and pass that knowledge on to new generations.
♦ The pace of change: The ongoing pace of change and the evolution of both knowledge and skillsets— especially in certain fields—also contributes to escalating concerns around knowledge transfer. To gain and retain competitive advantage, organizations need knowledge and innovation to move quickly throughout an enterprise.
♦ New and emerging technologies: The advent of generative AI not only means that employees will need to learn new skills but also makes it increasingly difficult to pinpoint critical knowledge among the masses of data and information available.
Benefits of Knowledge Transfer
Organizations with mature knowledge transfer practices benefit in numerous ways. Here are some examples:
♦ They get employees up to speed more quickly by providing new hires with access to key information.
♦ They reduce the risk of inconsistent knowledge by delivering better, more standardized information to employees.