"Lost Knowledge- Confronting the Threat of an aging Workforce‎" is a comprehensive book by David Delong, offering insights on knowledge retention in organizations. It explores various approaches, highlighting the need for knowledge preservation, sharing strategies, HR and computing infrastructure, and practical case studies.

Developing a professional doctrine within an organization involves a methodology based on knowledge creation models and socialization. It leads to improved performance and implementation of optimal conduct.

Approximately a month ago, I published an article that discussed defining Knowledge Management differently than the definition commonly found in various sources. In this article I wish to continue my journey, titled "Knowledge Management in our lives". I will discuss additional components of the field and how they manifest in our day-to-day lives, namely: sharing, development of new know

Effective knowledge retention is crucial for organizations to mitigate the loss of valuable information and expertise when employees leave.

Intermittent writing offers advantages such as dividing time comfortably, generating buzz, and creating suspense for readers. Publishing a Blook enhances knowledge accessibility and retention.

The data technology revolution has changed how individuals and organizations connect. Retaining organizational knowledge despite high employee turnover requires a balance of technological tools, knowledge sharing, and trust-building within a supportive learning environment. Cooperation and incentives are key to creating a knowledge-sharing culture.

Retiree expert knowledge retention is crucial for organizations. A 4-stage methodology involves selecting experts, mapping subjects, retaining knowledge, and merging it into the organizational environment.

From history to the future: Efficient knowledge management demands effective information retrieval. Technology advancements tackle information overload, paving the way for artificial knowledge to push relevant data to users effortlessly.

Innovation and knowledge reuse are both valuable approaches, but innovation is necessary in times of crisis, competition, technological advancements, and stagnation.

The author recounts their trip to Budapest, where they unexpectedly discovered their Hungarian heritage through the scents and flavors of traditional dishes. This experience led the author to reflect on the concept of heritage and how it can be passed down from one generation to the next, including within organizations. The author provides tips for creating a legacy, including documenting goals, creating work routines, and passing on insights. The article concludes with a recipe for Hungarian goulash.

The Great Resignation, a phenomenon that includes workers quitting jobs, not returning after leave or illness, and making substantial career shifts, has been accelerated by the pandemic. The pandemic gave workers time to reflect on their interests and priorities, leading to a change in attitudes towards work. This trend, combined with changing times and businesses' failure to train workers, makes knowledge retention critical for organizations. Encouraging regular knowledge documentation and sharing through technology will allow businesses to continue working despite constant waves of resignation.

Organizational forgetting refers to the loss of organizational knowledge and can harm an organization's ability to learn from mistakes and leverage successes. Retaining critical knowledge is vital for professional success, but the process is complex and challenging. Critical knowledge varies between organizations and can appear in any format. An expert knowledge retention process should focus on uncommon work processes, action strategy, decision-making, problem-solving, changes and development, milestones, and role switching. Proper execution of the retention process can lead to discovering the keys to success and failure and serve as a tool for lessons learned and insights.