Preserving Your Secret Sauce: The Steve Trautman Co. 3-step Knowledge Transfer Process

1. Preserving Your Secret Sauce:The Steve Trautman Co. 3-step Knowledge Transfer Process Presenter: Please view the slide notes for guidance on slides

2. What is Knowledge Transfer? Knowledge transfer is more than just on-the-job training. It is also replicating the expertise, wisdom and tacit knowledge of critical professionals into the heads and hands of their co-workers. In order to transfer knowledge you need to know: What are the talent/skill risks? What is the priority? Who knows? Who needs to know? When is the risk going to be reduced?

3. WHAT keeps you AWAKEat night? Select all the challenges that apply to you: • Onboarding new employees faster • Kicking off new projects and adding resources to existing projects • Departing/retiring workers with critical and unique knowledge (boomers and gen x or gen y) • Cross-training to foster innovation, consistency, flexibility and culture • Speeding recovery after reorganizations, mergers and acquisitions • Deploying and managing contractors to a standard (outsourcing/insourcing) • Defining roles and expectations within and between teams

4. Who is The Steve Trautman Co.? The Steve Trautman Co. are experts in knowledge transfer. They provide a knowledge transfer framework that supports proactive, methodical, measurable on-the-job training. They offer a variety of services from free tools to a comprehensive knowledge transfer program. As part of the comprehensive program they certify clients on the tools and skills to run the program internally. The company, now in its 19th year, works globally with high-profile clients in industries such as high tech, manufacturing, finance, energy, and communications.

5. 3-STEP Knowledge Transfer Solution • Do we have enough bench strength for the critical areas of expertise (“knowledge silos”) to deliver on our strategy 12-36 months from now? 2. Create a Skill Development Plan • List the specific skills, wisdom and tacit knowledge that must be transferred to measurably reduce risk. 3. Training • Make it easy for experts to transfer knowledge on the job, and for apprentices to take responsibility for their own development. Assess Risk

6. Replicating the expertise, wisdom and tacit knowledge of critical professionals into the heads and hands of their coworkers Knowledge Transfer: • What Benefits will be gained? • Development of the workforce needed to hit our 1-3 year business strategy • 50% quicker on-boarding and 90% retention of unique knowledge • Engagement and retention of millennialsthrough increased career opportunities • Identifying best practices and creating consistency (e.g. working with offshore partners) • What Risks will be Avoided? • Reduce number of employees with unique, silo’dknowledge • Minimize the knowledge loss impact of retiring workers • Load level to reduce overreliance on one expert - talent risk mitigation • Prepare for emergency talent loss scenarios Through a Repeatable Process & Tools:

7. Step 1: Step 2: Step 3:

8. How to Begin: Run a Pilot • Executive Sponsor: [insert name] • Manager: [insert name] • Locations: • Targeted job families: [insert titles] • Number of participants: • Business reasons: [see examples from Slide #3] • Timing: • Success Metrics: [see next slide]

9. Pilot Benefits • The pilot teams would benefit from an inventory of the members’ expertise, clarifying standards and approaches to the work (for consistency), and improving their skills in knowledge transfer. • It would reduce the ramp-up to productivity for new hires that join the team in the future. • This would also reduce reliance on individuals with unique knowledge, inconsistencies, rework, project duration, quality problems and frustration. • The team would also benefit from improved communication, presentation, collaboration and feedback skills.

10. Sample Measures of Success • Short term • Measure of skill competency through a customized set of questions, such as: • Relevance of processes/tools to do the job • Steps in the process and why it is important • What standards exists and how rigorously they are followed • Top 3 things that can go wrong • Top 3 best practices • Who should be involved / consulted /accountable /escalated • How to troubleshoot common issues • 50% decrease in time to productivity due to clear planning and knowledge transfer tools • Medium/long term • Risk reduction by developing bench strength • Productivity measures • Soft benefits • Employee satisfaction, productivity and quality

11. Next Steps • Receive Approval to engage The Steve Trautman Co. • Have Legal / Procurement review contract • Present / Engage Human Resources • Establish Project Team and Timeline • Pilot Members • Project Owner

12. Questions? LEARN MORE! Download the White Paper Knowledge Transfer: Preserving Your Secret Sauce www.stevetrautman.com

13. These next slides are optional – insert above (usually after current slide 10) as needed

14. Project Scope Comparison:What are our Options?

15. Appendix: Knowledge Transfer Project Scorecard • The purpose of this scorecard tool is to ensure consistent progress and clear results from knowledge transfer projects. • This scorecard helps in a number of ways: • Helps set expectations around the full extent to which they intend to implement the 3-Step Knowledge Transfer Solution. • Provides regular status updates on progress against the goals. • Keeps everyone in management abreast of ways they can help make the program successful. • Uncovers real risks to the success of the overall program. • Benchmarks against other clients to help implement best practices. • Scorecard Rating Scale: 1 to 5 • Note: STC’s consultants fill this out and submit it periodically (every 2 weeks) so that all of the stakeholders can ensure they do their part to keep the project on track.