Knowledge Transfer at the End of the Change Programme
- Peter F Gallagher
- a few seconds ago
- 3 min read
One of the greatest challenges at this stage of the change programme is to ensure that the experiences generated are shared with the rest of the organisation and not lost when the change team dissolves. Knowledge transfer is a practical method of ensuring that key information is captured and stored for the future. Materials, reports, assessments, and other documents from the programme should be organised and stored in a central location. This knowledge should be maintained and shared to make the organisation more efficient and effective, especially in the future when the next change comes along. Tacit and explicit knowledge, if circulated widely within the organisation, can be a source of competitive advantage, so why would you not transfer this knowledge within the organisation so it can be utilised?
"The knowledge transfer process at the end of change implementation can ensure key learning is transferred from a few experts to many, mistakes are not repeated, and future change will be more successful"
The information should be captured throughout the programme life-cycle, with the final structuring taking place at the end of the programme to incorporate lessons learned and final reports. The knowledge transfer process is to harvest the knowledge, define the knowledge type, develop the knowledge, provide access and manage the information or data in the future.
The objective is to ensure the next change team member, either new or continuing, knows exactly how the previous team made their decisions or, at the very least, is able to identify someone who was centrally involved. It is always a challenge to transfer knowledge from the few experts to the organisation as a whole, and as the programme draws to a close, this task becomes even more difficult.
“Closing the change programme should be done with governance oversight ensuring transfer of ownership is a controlled process, lessons learned are recorded and knowledge transfer captures key information which is stored for the future”
This blog is based on my book: Change Management Handbook - Leadership of Change Volume 3
Peter consults, speaks, and writes on the Leadership of Change®.
He works exclusively with boards, CEOs, and senior leadership teams to prepare and align them to effectively and proactively lead their organisations through change and transformation.
For insights on navigating organisational change, feel free to reach out at Peter.gallagher@a2B.consulting or schedule a free consultation
Peter F. Gallagher is a leadership guru, change management global thought leader, organisational change authority, international corporate conference speaker, 15X author, and C-level change leadership coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2024-2023-2022-2021-2020) by Thinkers360.
Listed #15 in the “Top 30” for Global Gurus Leadership (2024) by Global Gurus.
Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2022) by Thinkers360.
Ranked #6 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (April 2024) by Thinkers360.
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