Globalization and technical change drive and push forward innovation in such a speedy way that companies are facing more than big challenges. Consumers appreciate the advantages of innovative products and services. This appreciation, however, is at the same time a burden for the organizations, as their employees have to stay up to date and continuously provide innovation.

Contributions of the organization, HR and leadership development for knowledge maintenance within organizations

In a society where knowledge gets outdated quickly, organizations have to prove themselves by using a system (we are not talking of data bases, but of the heads of their employees) that can store up and review knowledge thus confronting it constantly with renewal processes. However, knowledge is only available for the organization if we succeed in providing the knowledge of the employees for organizational purposes. This corresponds to the concept of a Learning Organization. Provided the organizational, HR and leadership development succeed in creating such a climate for a Learning Organization, it will be a significant factor in the organizational development and its sustainability. This is exactly where our support for the employee development or the organization itself starts. The reason for this problem is that the transfer of learnings and knowledge within the leadership development and also in other areas is not sufficiently supported and monitored. Leadership trainings only pass on information but no knowledge. The participants acquire certain notions that have to be transferred into knowledge. This will happen only in the daily practice.