We develop tools for business owner, managers, coaches and facilitators. The tools optimize transition events with practical, just-in-time, continuity and knowledge capture questions. They're designed for organizations of all types and sizes as employees and leaders transfer, promote, take leaves, change careers or retire. Or, to pull best information together for onboarders to roles in transition.

The questions  prompt comments about who the contributor knows, customer insights, best learning experiences, what’s in progress, and what needs to be done next (continuity). All good information those carrying on--need. Users enter their comments and responses directly in the editable, easily shared  PDF tools.

Because high value information is going untapped. For lack of a systematic OFF-BOARDING process, we observed hard-earned expertise, techniques, best practices, lessons learned—leaving teams and organizations when key employees moved on. Our view is that most organizations would benefit with more attention to off-boarding. Knowledge capture is useful at any time, but vital at transitions.

The contributor is the person transitioning—sometimes leaving but staying (with promotions, leaves of absence, and transfers); or sometimes actually leaving. Contributors use Duly Knowted tools to organize the comments and insights they choose to share.

Who might your contributors be? Just about anyone at some point! Download our WHO'S MOVING? worksheet. It helps you anticipate who might be in transition mode sometime soon. SEE Free Downloads on this site's Home page.

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Exit interviews serve a good purpose and can be strong feedback tools. Duly Knowted tools complement those interviews with different kinds of questions. There's less focus on why a contributor is leaving (good to know!) with more focus on what the work really is,  how the work gets done, and what’s been learned.

You have no concerns about confidentiality. Your tool and any information collected in it are NOT stored on our site or server and we have no access to the information recorded. We make suggestions for distribution, but you manage that part of the process on your own schedule and with your own platforms.

Because most transitions--especially departures--could go better. They could be more productive, less stressful, and more relationship-strengthening.

At any point in time, the people inside organizations (and what they know!) is constantly in motion—perpetually in transition. Here’s the challenge: When people are moving, so is their knowledge and experience.

Workplace transitions happen over hours, days, weeks, or months. Transition “windows” open and close rather quickly. Whether that window is open for a short or more extended time,  the smart things people have learned and the smart ways they work are vulnerable to falling through the cracks. And, managers and owners don't always know what they don't know about the work.  It's time to ask questions! The more leaders and managers know about work in motion, the better they are able to navigate gaps.

Because high value information is going untapped or underleveraged.

For lack of a systematic OFF-BOARDING process, we observed hard-earned expertise, techniques, best practices, lessons learned—leaving teams and organizations when key employees moved on. Our view is that most organizations would benefit with more attention to off-boarding. Knowledge capture is useful at any time, but vital at transitions.

While not directly or easily measured, they are real nevertheless.

First, time savings. Transition windows are short and “activity-packed.” They bring needs around completing work and tying up loose ends. Rushed and often overlooked are the conversations and meetings that pass along information needed by colleagues staying on or taking over the work. The Duly Knowted tools save participants’ time along with protecting smart things. They are ready to go—good capture questions are thought out in advance and organized in an editable tool.

Second, managers gain still more insight to the work in the box on the org chart. That box has been changed by the transitioning occupant. Unless a manager or owner has done exactly the same work inside the same network—there is more to learn.

Third, knowledge and continuity “bytes” are retrieved, documented and distributed. Insights prompted and captured in the tools describe the actual work—its status, best practices, customer insights, lessons learned.

Fourth but not least, acknowledgment. Whether the individual contributor is leaving or just changing desks, they want to know that the time and effort spent has been worth something. Helping a transitioning employee/leader identify their contributions communicates respect for the person and the work done. It helps people leave work--or a desk--well.

The Duly Knowted tools are question-based, formatted as an editable pdf files.

Each tool includes 8-16 questions focused (loosely) on a specific topics (for example, Networking) or reflect the contributor’s role (Manager, Supervisor). The questions prompt a transitioning contributor to make short lists, record short answers, or respond to open-ended questions directly in the tool. They "pull up" information the contributor might not have thought to document. As PDFs, the tools can easily be shared with colleagues and stored on shared company platforms.

Duly Knowted’s tools and activities pose conversational questions and make activity suggestions to the person transitioning, covering a range of topics.

Here are a few examples.

TOPIC: The Real Job
Question: "What parts of your work, while important, are “thankless?  Briefly describe the parts of your work that no one sees or hears you do."

TOPIC: Moving Forward
Question: "What parts of your work deserve more effort than you’ve been able to spend? What other parts of your work might not be worth the time and level of effort you and others currently spend on them?"

TOPIC: Marketing-Networking
Question: "Who is critical for your organization to establish new business relationships with over the next two years? Suggest four-five individuals, specific companies or types of companies."

TOPIC: Work in Progress
Activity: What important parts of your work are most vulnerable to falling through the cracks. Who will carry them on? Meet with those likely to be responsible—cover the topics presented in the worksheet.

We have some great ideas for using the tools!

You'll likely have your own ideas. The important thing is to get your thoughts recorded and distributed!

• SOLO. Work with one or more tools on your own, then return them to the person who sent them. Or, CIRCULATE your almost-final comments to colleagues for their follow-up questions.
• PARTNER: Find a partner. Someone to “interview” you, talk through your comments with, and help make entries—a colleague, an assistant, a coach, or the person taking your place.
• TWO STAGES:  Work solo first, then work with your team or colleagues on specific questions. It's easy to send screen shots of specific questions for comment.
• ONLINE COLLABORATION: Use the tool or sections of it as the “agenda” or checklist for a debrief or planning session. Project the tool on the wall, then discuss topics and enter comments as a group. Zoom and the other online meeting platforms were born for this!

Curious about ways to use contributor-generated information after it’s been captured? Take a look at our starter list of 27 ways!

DOWNLOAD the list here.

Download Here

You have no concerns about confidentiality.

Your tools and any information collected in them are NOT stored on our server and we have no access to the information recorded.

We make suggestions for distribution, but you manage that part of the process on your own schedule.