Course : Managing the Transfer of SkillsShare and pass on expertise to ensure the continuity of knowledge and practices
Practical course - 2d
- 14h00 - Ref. MTC
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 | Analyze workplace situations to identify key knowledge and practices to share |
| Organize business knowledge and practices to make them accessible to employees |
| Harness the mechanisms of motivation and memory to facilitate knowledge transfer |
| Supporting an employee in adopting shared knowledge and practices |
| Measure understanding and adjust the delivery method to improve clarity and effectiveness |
Intended audience
Managers, department heads
Prerequisites
None
Practical details
Numerous practical exercises to apply theoretical and methodological concepts. Self-assessment of skills. Individual and group exercises. Case studies, role-playing. Toolkit: skills observation grid, organizing knowledge transfer in the workplace, active listening…
Teaching methods
Numerous practical exercises to apply theoretical and methodological concepts. Self-assessment of one’s skills. Individual and group exercises
Course schedule
1 Understanding the Challenges of Skills Transfer in the Workplace
- Identify the benefits of knowledge transfer for the company, the team, and each employee
- Analyze the risks of failure to pass on knowledge: loss of knowledge, dependence on an expert, disruption of continuity
- Clarify the roles of the various stakeholders: manager, in-house trainer, tutor, mentor, and subject matter expert
- Clarify the manager's role in ensuring the continuity of knowledge
- Link knowledge transfer to collective performance and business continuity
Compétences visées
- Identify participants’ perceptions of the risks of non-transmission and the relevant stakeholders. Group debriefing.
- Analyze a workplace situation that illustrates the failure to pass on key knowledge. Identify the benefits, risks, impacts, and roles of the stakeholders. Group debriefing.
Activités pédagogiques
- Risk Matrix: Identifying and Prioritizing Risks Related to the Loss of Skills.
- RACI: Clarifying the Roles of Stakeholders in Knowledge Transfer.
Outils et méthodes
2 Identify and define key competencies
- Defining the Concept of Competence: Knowledge, Skills, and Attitudes
- Distinguish between explicit knowledge (procedures, methods) and tacit knowledge (experience, professional practices)
- Identify and map the skills and areas of expertise within the team
- Identify the strategic skills to be taught
- Organize knowledge into simple, user-friendly resources for employees
Compétences visées
- Analyze the prevalence of key skills within your team.
- Create an individual (or team) competency matrix to identify proficiency levels and areas of dependency. Document a key competency in a simple, actionable format. Group debriefing.
Activités pédagogiques
- Competency Matrix: Visualizing Proficiency Levels and Identifying Critical Competencies
- QQOQCP: Structuring a skill to make it clear and easy to teach.
Outils et méthodes
3 Promoting Learning Through Motivation and Neuroscience
- Understand the principles of adult learning (the need for meaning, learning by doing, prior experience, etc.)
- Identify the conditions for effective on-the-job learning (demonstration, practice, feedback, etc.)
- Harness memory and motivation mechanisms to facilitate the transfer of knowledge
- Distinguish between the different stages of instruction: explain, demonstrate, have students practice, and provide feedback
- Use the four pillars of learning to structure a teaching situation
Compétences visées
- Identify conditions that promote effective learning in professional settings (what facilitates or hinders learning). Group debriefing.
- Develop a skill-training sequence that includes the key steps: explanation, demonstration, practice, and feedback. Group debriefing.
Activités pédagogiques
- Structured Brainstorming
- TWI Method (4 steps): Structuring training in the workplace (explain, demonstrate, have participants practice, enable them to work independently).
- The 4 pillars of learning: attention, active engagement, feedback, and reinforcement.
Outils et méthodes
4 Build a relationship based on trust and cooperation
- Identify potential barriers to communication between managers and employees
- Understanding the mechanisms of fear, the protection of expertise, or the loss of power
- Turning expertise into recognition rather than power
- Use active listening and dialogue to overcome barriers to knowledge transfer
- Foster an atmosphere of trust, kindness, and appreciation
- Recognize efforts and encourage the right to make mistakes in learning
- Justifying and giving meaning to the process of knowledge transfer
Compétences visées
- Watch a managerial communication scenario and identify behaviors, barriers to effective communication, and areas for improvement. Group debriefing.
- Role-play of a managerial conversation addressing resistance to knowledge transfer (a hesitant employee, a reluctant expert). Identification of barriers and experimentation with communication strategies. Group debriefing.
Activités pédagogiques
- Behavioral Analysis Framework: Identifying Attitudes That Facilitate or Hinder Transmission.
- Active Listening: Understanding Barriers and Improving the Quality of the Relationship.
- Active Listening: Understanding Barriers and Building Trust.
- DESC Method: Structuring an Assertive Message to Overcome Resistance.
Outils et méthodes
5 Organizing the Transmission and Transfer of Knowledge
- Choose the most appropriate teaching method (observation, demonstration, tutoring, pair work, etc.)
- Structure a training session in a work setting according to levels of delegation (I demonstrate, we do it together…)
- Plan key moments for knowledge transfer as part of daily activities
- Ensure a gradual delegation of authority to guarantee knowledge transfer
Compétences visées
- Develop a plan for transferring a skill that includes the learning steps, methods (observation, demonstration, mentoring, etc.), and levels of delegation. Group debriefing.
Activités pédagogiques
- Levels of Delegation: Structuring an Employee's Path to Greater Autonomy.
- Mentoring/Pairing: Organizing Knowledge Transfer in the Workplace.
Outils et méthodes
6 Assessing Knowledge Transfer and Skill Development
- Observe how employees apply the knowledge they have acquired in the workplace
- Verify understanding and correct reproduction of the techniques or methods taught
- Gather employee feedback on the clarity of the communication
- Identify the necessary adjustments to the way information is conveyed
- Build on the knowledge that has been shared to pass it on to the team
Compétences visées
- Conduct several feedback sessions based on a variety of situations (employees who are succeeding, struggling, making progress, or resisting change). Group debriefing.
Activités pédagogiques
- Skills Observation Checklist: Assessment of Proficiency in the Workplace.
- Structured Feedback (DESC): Providing clear, precise, and constructive feedback.
Outils et méthodes
PARTICIPANTS
Managers, department heads
PREREQUISITES
None
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Managers, department heads
PREREQUISITES
None
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.
Dates and locations
Dernières places
Date garantie en présentiel ou à distance
Session garantie
This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.