In a contribution for the InformationWeek Traci Hudson, a consultant with Steve Trautman Co. and former IT executive, talks about the importance of knowledge transfer (KT) processes within digital transformation programs. She states that four components are key to establishing successful KT:

• “Identify an expert within the company to set the standard” (i.e., somebody who can help educate a team of people to become experts in a certain area or using a specific knowledge management system);
• “Create a skill development plan”;
• “Empower the apprentice: Unlike traditional teacher/student relationships, knowledge transfer puts the apprentice in the driver’s seat. Apprentices have the most to gain from knowledge transfer, so arming them with tools, processes, and goals allows them to get to work in a way that works for them”;
• “Test the transfer”.

I do agree on the points. They are similar to some of the key findings of my AFRD-Framework® research project. What is crucial though is that communication across team members is actively supported and enhanced. “Arming people with tools (…)”, as Hudson puts it, may by far not be enough. A company needs to create an atmosphere of knowledge-friendliness based on trust (apart from other components). [poet-badge]