Knowledge Transfer, Sustainability

Dealing with knowledge - Potential of the organization

Globalisation 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 firms, as their employees have to stay up to date and continously provide innovation.

 

Contributions of the organisation, HR and leadership development for knowledge maintenance within firms

In a society where knowledge gets outdated quickly, firms have to prove themselves by using a system (we are not talking of data bases, but of the heads of their employees)  that can store up and review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 organisation if we succeed in providing the knowledge of the employees for organisational purposes. This corresponds to the concept  of a Learning Organisation. Provided the organisational, HR and leadership development succeed in creating such a climate for a Learning Organisation, it will be a significant factor in the organisatonal development and its sustainability.  This is exactly where our support for the employee development or the organisation 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 steared. Leadership trainings only pass on informations but no knowledge. The participants acquire certain notions that have to be fransferred 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 instruments  (Leadership Development Process Inventory - LDPI) and methods that foster learning on all levels of the corporate organisation and also help sustain the outcoming knowledge of learning processes in order to make it useable as a unit for the organisation. It is not only the firm that has an interest in this benefit,  it is the employees theselves who will profit personally by it.  The core question is how organisations will deal with these informations and if there are able to succeed to transform them into knowledge by applying them in practice.  In this respect many firms run a high risk of losing money and ressources. We will support you in including employees and managers into the internal organisational structures. This helps create an atmosphere that will maintain and safe the possibilities of learning thus building up the basis for organisational and individual development.

 

What is knowledge transfer about ?
  • to apply information from general explanations according to different situation

  • to perceive and abstract a certain solution principle

  • the conscious transmission of skills who can be adapted in a new context

  • the ability to abstract in terms of a de-contextualisation in order to transform knowledge in different possibilities of application into established skills

 

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