Knowledge Transfer and the Knowledge Silo Matrix

Module 1 – Case

Knowledge Transfer; Performance Management; On-The-Job Training

Knowledge Transfer

Many employers do not have a plan to manage and transfer knowledge. Because workforce dynamics have changed, there is a greater need than ever for a knowledge-transfer strategy. Business wisdom is taken from organizations with retirements, resignations, and terminations, leaving companies more likely than not to have less growth capacity and less efficiency, especially in the short run.

In the past, the expectation of passing along knowledge and leaving a legacy was a good fit with the values of long-tenured employees who spent their careers with the same company. But in the modern workplace, where four generations work side by side, knowledge is not always well-filtered throughout an organization.

“As the Baby Boom generation of corporate leaders and experts approaches retirement, businesses in the U.S., Canada, and many European nations face the loss of experience and knowledge on an unprecedented scale,” says Diane Piktialis, Mature Workforce Program Leader at The Conference Board. “Younger workers can’t be counted on to fill the void, as they lack the experience that builds deep expertise. They also tend to change jobs frequently, taking their technological savvy and any knowledge they’ve gained with them.”

Knowledge does not exist in a vacuum, so it is important to first identify and evaluate what kind of knowledge company executives are interested in capturing and sustaining. Because so much knowledge transfer is cross-generational, from long-tenured to newer employees, an understanding of different learning styles based on generation facilitates the process. Understanding generational learning preferences and adapting how knowledge is conveyed can make the difference between merely harvesting knowledge and actually using it. Adaptations should be made when the knowledge is specific to the organization and is mission critical, and when the less knowledgeable employee has specific generational learning preferences. For example, employees entering the workforce may prefer getting Instant Messages (IM) in real time rather than setting a schedule to meet. Gen Y employees may set up blogs to capture knowledge. Firms considering or using knowledge transfer processes should assess their readiness for Instant Messaging, blogs, wikis, RSS feeds, podcasts, and virtual reality. There are many knowledge transfer methods available, including training seminars, formal education, interviews, mentoring, apprenticeships, instant messaging, job transfer, simulations and games, peer assists, communities of practice, storytelling, wikis, blogs, white papers, and conferences. Revised from:

American Management Association. (2017). Effective knowledge transfer can help transform your bottom line . Retrieved from http://www.amanet.org/training/articles/Effective-Knowledge-Transfer-Can-Help-Transform-Your-Bottom-Line.aspx

Assignment Overview

Steve Trautman is one of America’s leading knowledge experts. View the following four videos to understand the depth of the knowledge-transfer process and follow Mr. Trautman’s widely used knowledge transfer solution.

Pay close attention to the process. Developing your own Knowledge Silo Matrix and discussing what you found will be the basis of your Case 1 assignment. Please note that the links below labeled ‘LinkedIn Learning’ will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.

Facilitating succession planning and knowledge transfer – LinkedIn Learning

Case Assignment

1. For this Case Assignment you will be completing and analyzing a matrix following the Knowledge Silo Matrix instructions in the third video above. (The team you choose could be a current or past work group, a group of committee members, a group of family members, members of a rock band, or any group where you know the expertise needed and the skill levels of the employees/members.)

You may (a) complete the matrix by hand or (b) use the Knowledge Silo Matrix Word form. Remember these key points:

The Knowledge Silo Matrix (KSM) is a high-level tool of knowledge silos. Think bigger picture. For example, if you were filling out a KSM for building a house, some example silos would be Plumbing, Electrical, Flooring, Insulation, etc. Not “Weld a pipe” or “Test for adequate water pressure.” The blog article, Tip for Better, Faster Knowledge Transfer—It’s Not What People KNOW, It’s What They Know How to DO , provided by The Steve Trautman Co., addresses the important distinction between Knowing vs. Doing. This will help you create a more actionable KSM.

Once you have your matrix completed, then respond to the following questions using the section headings in your paper that are marked in bold below. Utilize at least two sources of outside information from other authors; be sure to cite them and provide a reference list at the end.

2. Introduction—This section is often written after you have completed the rest of your paper.

3. Work Team Overview—Provide an overview of the work team you have assessed in the Knowledge Silo Matrix. Who are they, how long have they been in the group, and what are their jobs?

4. Skill Level in Silo—Discuss each group member’s job in terms of his/her silo status—discussing why you have evaluated them as purple, green, yellow, or white.

5. Matrix Analysis—Analyze what the matrix tells you.

a. Look at each silo and analyze what you see and what needs to be done to minimize the knowledge risk.

b. Look at the colors assigned to each employee (horizontal colors). What should be done next to minimize the risk related to each employee as well as to enhance the performance of the work team? Be sure to discuss the training needed (or not) for each member and what the format of the training should be given what you learn from the matrix.

6. Application of the Matrix–Discuss what you have learned from this exercise and the strengths of the Knowledge Silo Matrix approach and the challenges you see managers could face in an organization using the Matrix.

7. Conclusion

Submit BOTH your Knowledge Silo Matrix and your discussion covering the points above by the module due date.

Assignment Expectations

Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

· Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

· Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

· Business Writing: Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

· Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

· Citing Sources: Does the student demonstrate understanding of APA Style of referencing by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

· Timeliness: Has the assignment been submitted to TLC (Trident’s learning management system) on or before the assignment due date?

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Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!

Step-by-Step Guide: Module 1 – Knowledge Silo Matrix Case Assignment

Step 1: Understand the Assignment

• Read the module materials and watch the four LinkedIn Learning videos by Steve Trautman on knowledge transfer.

• Understand the concept of a Knowledge Silo Matrix (KSM): a high-level tool to map knowledge areas (silos) and employee proficiency levels.

• Recognize the distinction between knowing and doing: the matrix captures actionable knowledge, not just theoretical understanding.

Step 2: Choose Your Work Team

• Select a team whose knowledge you can assess:

  • Current or past work group

  • Committee members

  • Family group or volunteer team

  • Band or club members

• Gather information about team members: roles, tenure, and skills.

Step 3: Create the Knowledge Silo Matrix

• Identify knowledge silos relevant to the team (broad areas, not individual tasks).

  • Example for a house-building team: Plumbing, Electrical, Flooring, Insulation.

• Assess each team member’s skill in each silo using color coding:

  • Purple: Expert / critical knowledge holder

  • Green: Competent / can perform tasks independently

  • Yellow: Basic understanding / needs guidance

  • White: No knowledge / requires full training

• Complete the matrix using either a Word template or by hand.

Step 4: Analyze the Matrix

• Examine each silo vertically: identify areas with limited expertise or high knowledge risk.

• Examine horizontal color coding: identify employees who are knowledge bottlenecks or key resources.

• Determine training and development needs:

  • One-on-one mentoring for specialized knowledge

  • Workshops or seminars for general skills

  • Peer-to-peer learning or cross-training for broader distribution of knowledge

Step 5: Write Your Paper
Organize your paper using the following headings:

1. Introduction

   • Write after completing the rest of the paper.

   • Introduce the purpose of knowledge transfer and the KSM in your analysis.

2. Work Team Overview

   • Describe your selected team:

     • Who they are

     • Roles and tenure

     • Team purpose or function

3. Skill Level in Silo

   • Discuss each member’s skill level for each silo.

   • Explain why you assigned purple, green, yellow, or white.

4. Matrix Analysis

   • Analyze vertical (silo) and horizontal (employee) risks.

   • Recommend actions to minimize risk: training formats, mentorship, or resource allocation.

5. Application of the Matrix

   • Reflect on what you learned from completing the KSM.

   • Discuss strengths: clear visualization of knowledge gaps, prioritization of training, succession planning.

   • Discuss challenges: potential resistance, resource constraints, ongoing updating required.

6. Conclusion

   • Summarize key findings, learning points, and recommendations.

Step 6: Support Your Analysis

• Use at least two outside sources to strengthen your paper.

• Cite all sources in APA format (in-text and reference list).

• Consider reputable business, management, or organizational knowledge resources.

Step 7: Submission

• Submit both the Knowledge Silo Matrix and the paper by the module due date.

• Ensure your paper is well-organized, double-spaced, and meets graduate-level standards.

• Proofread for grammar, clarity, and APA formatting.

Step 8: Additional Resources for Students

• Effective Knowledge Transfer – American Management Association

• Steve Trautman Knowledge Transfer Tips

• Succession Planning and Knowledge Management

• APA Style Guide for Graduate Papers

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