KT sessions or knowledge transfers: what are they?
One way to share knowledge across entities is through knowledge transfer, or KT sessions. Simply said, it is the practice of exchanging knowledge, concepts, or abilities among people, groups, or organizations. Outside parties who are curious about the information may also be included.
A formal session or program typically corresponds with the KT meaning in the workplace. However, a KT session can range from a friendly discussion at the water cooler to a workshop or mentorship procedure.
The term “KT” is frequently used to describe the transfer of knowledge from a (soon-to-exit) employee to those taking over the former’s ongoing initiatives.
Why is it crucial for firms to transmit knowledge?
Maintaining knowledge consistency within an organization requires knowledge transfer. Within a team or business, it guarantees that information is communicated and kept. Some of the more particular benefits of KT sessions are as follows:
Enhances the organization’s procedures
By streamlining procedures and enhancing strategy, knowledge sharing within a company boosts performance. As workers accumulate experience and impart their knowledge to others, their value increases.
identifies competent professionals
Individuals with significant experience and knowledge within an organization are frequently identified during KT sessions. These workers are essential in directing and facilitating their colleagues’ knowledge transmission. This enhances the overall efficacy and performance of the organization.
Makes onboarding easier
Knowledge transfer makes the onboarding process easier by effectively imparting necessary skills and knowledge to new hires. It facilitates new hires’ quicker productivity and guarantees a more seamless transfer into their positions while keeping them informed about the company.
Facilitates the process of determining decisions
By enabling firms to efficiently exchange and apply insightful information, KT sessions enhance decision-making in the workplace. Knowledge sharing is important, but so is incorporating it into decision-making procedures. By doing this, crucial knowledge is maintained for future use and isn’t lost when workers depart.
enhances personal talent
By allowing employees to take part in a knowledge transfer, both parties can improve their skills and expertise. Individuals are prepared to learn specialized subjects through such training and development, which helps with talent management.
Which forms of knowledge transfer exist?
In the workplace, two forms of knowledge transfer take place. They’re:
Clearly
Formally stored information that is intended to be shared with individuals or groups inside an organization is referred to as explicit knowledge transfer. It may consist of formal manuals, product knowledge decks, process documentation, or other types of publications. These are easily communicated, measurable, and require little assistance.
Not explicitly
More intimate information exchange that involves genuine interaction between participants is known as “tacit knowledge transfer.” It covers things like coaching, facilitating workshops, mentoring, and guiding. It is delivered by staff members with relevant abilities and past expertise in the field. Such KT is intuitive in nature and cannot be readily captured in fixed structures or codified.
