As part of successor development plans, we need to transfer information from older workers to the younger workers. In our technology-centric world, we often think about upskilling older workers to ensure they are leveraging newer technologies. Unfortunately, we often forget to capture and transfer the knowledge and capabilities they have gained over many years. We recommend identifying personnel in critical positions, or with critical skillsets, that are 55 or older. Once identified, conduct detailed knowledge capture interviews that address: key skills, critical decisions, technological history, past behaviors, and institutional information such as customer information, technology sources and supplies, historical successes and failures, etc.
Once interviews are completed, document the interview notes. We suggest creating notes, case studies and videos. Historically, videos have been the most effective method to transfer critical information. The information captured can then be added to development plans as needed.
As you move forward, follow these sequential steps:
- Identify the key positions that need clearly identified successors, as well as knowledge capture activities
- Conduct knowledge capture interviews
- Create profiles for key positions
- Identify successors and assess for gaps
- Create development plans to close all gaps
- Implement development plans
If your workforce is aging, it’s never too soon to start the planning process.
We recommend you start now!