Skills and Knowledge Transfer

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Skills and Knowledge Transfer
There are many ways in which learning can
transfer effectively, in this course we will
look at the following

• Kolbs Learning Cycle
• Conscious/Competence Cycle
• Coaching
• The GROW model
• SMART objectives
• BOOST effective feedback
• Like it.Try it

On this course we will look at how to help
transfer skills and knowledge, by reviewing
how people learn, what if they dont know there
is a skills or knowledge gap, and how to coach
effectively to reduce this gap.
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Skills and Knowledge Transfer
Kolbs Learning Cycle
It is important when transferring skills or
knowledge to appreciate how people learn
traditionally Kolbs Learning Cycle describes a
favourable learning theory.
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Skills and Knowledge Transfer
STEP 1 unconscious incompetence

• Becoming consciously competent
• You dont know
• what you dont know
• You realise what you dont know

Step 2 conscious incompetence
Step 4 unconscious competence

• You begin to know what you are doing
• You perform without thinking
• What would you be feeling during all these stages?

Step 3 conscious competence
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Skills and Knowledge Transfer

•  Factors which help you learn
• Being given the opportunity to experience
  something new (e.g. an assignment which stretches
  you in some way)
• Being encouraged to complete the learning cycle -
  observing and reflecting on the experience,
  looking for similarities with previous
  experiences, then testing if the same rules apply
• Being encouraged to modify your existing rules as
  a result of what you discover through new
  experiences
• Having the opportunity quickly to put your
  learning into practice

• Factors which leave your learning incomplete
• Being given a general rule and having to learn a
  list of situations to which it applies (relying
  on being told and then forgetting)
• Not having the opportunity to see how the rule
  works in practice, by testing it in a real
  situation and observing and reflecting on the
  experience
• Not being encouraged to compare a new experience
  with what you have experienced in the past to
  establish the similarities and differences
•  

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Skills and Knowledge Transfer
Coaching a method of helping an individual to
develop knowledge and skills. Coaching involves
providing feedback, modelling appropriate
behaviours and requires practice for it to be
effective.
In simple terms Coaching is  
Helping people to develop and perform to their
full potential Making the best use of your
best assets The goal of coaching is to enable
the learner to learn, grow and develop. The
purpose of this learning is to improve the
performance of the individual staff member. In
this way, of course, the performance of the coach
is also enhanced, as is that of the whole
organisation.
Coaching is an effective way one individual can
ensure that the transfer of learning takes place,
this ensures the expertise from one person is not
horded or lost.
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Skills and Knowledge Transfer

• Coaching is the most cost-effective way to
  develop people, because real work is being
  carried out as the learning vehicle and there are
  no external course fees or expenses to be paid.
• The hands-on approach of real coaching can create
  commitment, independence and innovation in staff
  at all levels.
• It offers the chance for practitioners to reflect
  on their work in a supportive environment so that
  the stresses of the job can be contained.
• Coaching is in many cases, an effective way for
  Managers to consciously improve peoples
  performance in todays business and
  organisational climate.

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Skills and Knowledge Transfer

• Coaching is the process whereby one individual
  helps another to
• Unlock their natural potential
• Perform, learn and achieve
• Increase their sense of self-responsibility
• Ownership of their performance
• Identify and remove internal barriers
• Increase awareness of the factors which
  determine performance

On the next screen you will be introduced to the
GROW model. This is an effective coaching model
and centres around the use of questioning. This
technique is used when the coach knows the
conclusion the person ought to be arriving at and
asks questions that will require partial or total
formation of that conclusion. Partial because the
leap between two positions can often be made
better in a series of small steps.
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Skills and Knowledge Transfer

• Agree topic for discussion
• Agree specific objective
• Set long-term aim if appropriate

G

• Invite self-assessment
• Offer feedback
• Check out assumptions
• and discard irrelevant history

• Commit to actions
• Identify possible obstacles
• Make steps specific and
• define timing
• Agree support

R
W
Q?
O

• Cover the full range of options
• Invite suggestions from coachee
• Offer suggestions carefully
• Ensure choices are made

Using the GROW model Goal - what do you want to
achieve and by when, Reality - where are you
now. Options - invite suggestions Will - reach
agreement on further actions, define support
required and TIMESCALES! This is the crucial
part to reach agreement on what is really going
to happen.
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Skills and Knowledge Transfer

• Setting SMART
  Objectives
• SPECIFIC - adequately specified and
  understandable
• MEASURABLE - by observation - what outcome will
  you look for
• to
  prove that they have been achieved?
• ACHIEVABLE - challenging to the individual
• - stretching
• - physically and mentally possible
• REALISTIC - relevant to the individual and the
  business
• TIMEBOUND - a target date must be included

Using Smart objectives in the GROW model to aid
the transfer of skills and knowledge. It is an
important part of the coaching principle.
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Skills and Knowledge Transfer
B O O S T
Using BOOST to deliver effective feedback
ALANCED
BJECTIVE
BSERVED
PECIFIC
IMELY
When providing someone with feedback on their
performance or progress, it needs to be
balanced, in favour of positive and motivational
feedback, objective stick to facts, not your
opinion observed either hearing or seeing
specific relevant and factual timely dont
leave things too long before tackling them
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Skills and Knowledge Transfer
Beware of the Feedback Sandwich!
When delivering feedback to anyone, be aware that
using the feedback sandwich, i.e wrapping
positive feedback around any development area,
diminishes the importance of the area for
development. Some people call this the kick,
kiss, kick, principle.
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Skills and Knowledge Transfer
Like itTry it
NO Buts!

• Use positive language in feedback
• Describe what you really like about their
  performance
• Be specific
• Explain what they should try so their skills or
  
• knowledge will improve

A much better way to offer feedback and motivate
others to learn is to keep things positive. When
assessing someones performance, incorporate this
into your GROW technique.
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Skills and Knowledge Transfer
A Need for Coaching
Identifying the Issue
Setting Objectives / Standards and Targets
Promoting Discovery
The whole process of transferring skills and
knowledge is mapped here
Recap and Set Parameters
Monitor and Control
Review and Recognise
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Skills and Knowledge Transfer
Here are some hints and tips to help you transfer
skills and knowledge effectively
Rule 1
Focus on observed behaviour not personalities
Rule 2
Ask people to assess themselves first
Rule 3
Plan what you will say in advance
Rule 4
Know what you want to achieve
Rule 5
Always be constructive
Use the Like it - Try it Approach
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Skills and Knowledge Transfer
Only identify 2 areas of developmental feedback
per coaching session
Rule 6
Rule 7
Do not use a coaching session to discipline anyone
Rule 8
Always listen carefully to your coachee
Rule 9
Always find something positive to say
Rule 10
Link the feedback to the business or performance
needs
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Skills and Knowledge Transfer
A parting thought Never underestimate the power
of Teamwork Through Teamwork ordinary people
can achieve extraordinary things!
And where possible, highlight the benefits to the
whole team, for the individuals improvement in
both their skills or knowledge.