Finally, a data-driven framework for spotting and reducing your technical talent risk.

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Step 1: Assess

Pinpoint the talent risk on your team.

Get relevant, detailed data on each employee and critical knowledge area within a clear risk assessment framework.

 

Step 2: Align

Agree on which risks are priorities.

Get alignment up and down your organization on risk priorities, a common lexicon to discuss them and what to do.

Step 3: Mitigate

Use knowledge transfer to measurably reduce your talent risk.

Implement our knowledge transfer solution to replicate your top talent—and easily track your risk reduction.

Are you…

…planning a reorg?

…rolling out new technology or processes?

…struggling with outsource partners?

Whatever strategic transition you are navigating—from cultural transformations or new strategies to cost-cutting or dealing with rapid growth—we can help you manage the “people risks” related to your change.

Do you need to decrease bottlenecks caused by overloaded Subject Matter Experts?  Maintain consistency across a global workforce?  Be sure you have enough of the right expertise and technical ability on your team to meet your business goals?

…then you have talent risk.

What Is Talent Risk?

Talent Risk can be defined as the potential for gaps between your current technical/professional capacity—the people who currently perform critical tasks within your organization—and your projected needs to meet strategy for the next three to thirty-six months. We call the process of addressing this risk Talent Risk Management, or TRM.

With our help, you will…

Step 1

Assess Risk

Using our data-driven framework—called the Knowledge Silo Matrix—you will be able to spot and assess your talent risks within a small technical team or an entire talent ecosystem. We show you how to get at the talent data you always wanted but never knew was possible—in hours or days, not weeks or months.

Picture of a Knowledge Silo Matrix Diagram

The Knowledge Silo Matrix formats the results from our detailed information-gathering process into a simple grid that can be explained in minutes. It charts the degree of technical and professional expertise held by individual workers in a group or team relative to the knowledge areas—called silos—of your business (i.e. processes, tools, platforms, standards, systems, products, customers, physical locations, and history). The Knowledge Silo Matrix (KSM) reveals, in a glance, your talent shortages, redundancies, lack of backups, overloading, and more – collectively your talent risk profile. With our help, the KSM can be filled out for a typical team or division in a matter of hours or days, not weeks or months. The tool is scalable from small teams to enterprise-wide solutions.

Step 2

Align Priorities

Alignment is critical because everyone from executives to managers to frontline workers want to have confidence that priorities have been set according to a common understanding.

After gathering KSM data for each team, you can compare and analyze the talent data of all your various teams. Then you can use this data up and down your organization to make better decisions. We teach your organization how to have informed talent-related conversations—grounded in the KSM data and using a common lexicon. And, we facilitate alignment meetings so that you can agree on which risks to prioritize for mitigation. With our clear framework, process and facilitation—and with your talent data laid plain for all—true alignment is not only possible, it is relatively quick and painless to achieve.

Step 3

Mitigate Risk

We show you how to reduce your talent risk using the best solution on the market: proven, structured knowledge transfer. Our proven knowledge transfer methodology is quick, clear, and measurable.

Once your organization is aligned on priorities, you can use our core knowledge transfer tools—the Skill Development Plan and the Knowledge Transfer Workshop to mitigate your talent risk. All our knowledge transfer tools are highly practical and designed for on-the-job use with even the most technical roles and busy experts. The Skill Development Plan (SDP) is a custom, date-driven schedule of skills and knowledge that must be learned in a given job role—along with the resources and mentors available to support that learning and a way to confirm that the right knowledge has been transferred. We also teach your organization how to act on your plan. The Knowledge Transfer Workshop provides 15 proven techniques for transferring a critical expert’s information, know-how, and tacit knowledge to their apprentice coworkers. And, we help you drive to completion of your risk reduction, tracking your efforts and training your leaders so that you have confidence that your risk is mitigated and your team is ready. By embedding 3-step Talent Risk Management in your organization, you make both a short term and long term play—staffing your current strategy while protecting your business’s future productivity, innovation, and competitive edge.

Are you ready to start gathering your talent data?