Knowledge transfer in the fields of Organizational development and organizational learning, is the practical problem of getting a packet of knowledge from one part of the organization to another (or all other) parts of the organization. It is considered to be more than just a communications problem. If it were merely that, then a memorandum, an e-mail or a meeting would accomplish the knowledge transfer.

Challenges

What complicates knowledge transfer? There are many factors, including:

• The inability to recognize & articulate "compiled" or highly intuitive competencies
• geography
• language
• areas of expertise
• internal conflicts (for example, professional territoriality)
• generational differences
• union-management relations
• incentives
• the use of visual representations to transfer knowledge (Knowledge visualization)
• problems with sharing beliefs, assumptions, heuristics and cultural norms.

Everett Rogers pioneered diffusion of innovations theory, presenting a research-based model for how and why individuals and social networks adopt new ideas, practices and products. In anthropology, the concept of diffusion also explores the spread of ideas among cultures.

Process

• identifying the key knowledge holders within the organization
• motivating them to share
• designing a sharing mechanism to facilitate the transfer
• executing the transfer plan
• measuring to ensure the transfer
• applying the knowledge transferred

Practices

• mentoring
• guided experience
• simulation
• guided experimentation
• work shaddowing
• paired work

See also

• Knowledge Management
• instructional theory

External links

• Leonard, D and Swap, w. 2005 Deep Smarts. How to cultivate and transfer enduring business wisdom. HBSP. ISBN 1591395283
• http://opensource.mit.edu/papers/Willpope.pdf
• Knowledge Transfer in Information Systems Engineering