Three little-used practices, all of which have been refined and adapted for business use, are:

The tool-of-choice for capturing short- and medium-term memory is ORAL DEBRIEFING, which is a more sophisticated application of the routine 20-questions Exit Interview. It doubles as the most effective of anti-disruption tools that focuses on the type of knowledge and experience that DOESN’T appear in ordinary emails or other collected documentation.

Delivered by transcript, audio or video, it takes its cue from the example of Pulitzer Prize winner Studs Terkel, who pioneered the medium as a scholastic tool along with US Professor Allan Nivens, who founded the Oral History Collection at Colombia University. Its most celebrated users are the World Bank and the Military. Advice is offered how to persuade staff to cooperate, not least because departing employees generally consider the knowledge and experience they acquire with you as proprietorially theirs. Once captured, it is this knowledge and experience that is passed to replacements after conventional induction.

The big added-value element of the process incorporates US Professor David Kolb’s seminal work around EXPERIENTIAL LEARNING.

While other decision-making methodologies continue to use approaches that haven’t yet adapted to self-imposed corporate amnesia, the DIY TOOLKIT’s methodology has been customised to accommodate the widened knowledge base to help replacements make good and better decisions.

Long-term memory is transmitted through the medium of the traditional CORPORATE HISTORY, whose production is typically unsuitable for effective induction.

The DIY TOOLKIT counsels how to overcome its traditional perception as hagiography and how to construct it as a learning tool for induction and management development. Its best time for handover is immediately after contracts of employment are signed by replacements and Day One of tenure.

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