Knowledge Transfer and
Dealing with knowledge - Potential of the organization
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In a society where knowledge gets outdated quickly, organizations have to prove themselves by using a system (we are not talking of data bases, but of the heads of their employees) that can store up and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.
What is knowledge about?
Knowledge is the sum of know-how and skills that enable us to solve problems. We provide the Leadership Development Process Inventory (LDPI) as a instrument and method that foster learning on all levels of the corporate organization and also help sustain the outcoming knowledge of learning processes in order to make it useable as a unit for the organization. It is not only the organization that has an interest in this benefit, but also the employees themselves who will profit personally by it. The core question is how organizations will deal with these information and if there are able to succeed to transform them into knowledge by applying them in practice. In this respect many organizations run a high risk of losing money and resources. We will support you in including employees and managers into the internal organizational structures. This helps create an atmosphere that will maintain and safe the possibilities of learning thus building up the basis for organizational and individual development.
What is knowledge transfer about?
Applying information from general explanations according to different situation
Perceiving and abstract a certain solution principle
Conscious transmission of skills who can be adapted in a new context
Ability to abstract in terms of a de-contextualization in order to transform knowledge in different possibilities of application into established skills
For more information, please contact us.