Our Knowledge Retention Approach:

The STONE Method for Institutional Knowledge Transfer

What gets celebrated gets repeated.

It starts there. Our clients believe their people are the reason behind their success — and they want to celebrate, preserve, and share the wisdom those people hold.‍

We use the Lithyus STONE approach: a proven knowledge retention framework that turns hard-won expertise into resources your whole team can use.

SURVEY: Identify who holds institutional knowledge.

  • ‍Your most critical knowledge lives in people, not files — and some of it would be very hard to replace.

  • We map who holds it and what it's worth, so you focus where the value is greatest.

    Start with our Key Person Risk Calculator.

‍TARGET: Decide what matters most.

  • ‍Not all knowledge is equally urgent, so we prioritize it using the Urgent & Important Matrix.

  • You get a clear focus and defined outcomes — faster onboarding, smoother succession, fewer single points of failure.

‍OPERATIONALIZE: Turn wisdom into an actionable plan.

  • ‍We celebrate and preserve your experts' wisdom with one express purpose: to share it.

  • You get an actionable plan that puts that knowledge to work — far more than just a "sleep better at night" safeguard.

NURTURE: Help your experts share, and your team step up.

  • ‍Sharing knowledge is a skill, and stepping into a new role takes support.

  • We coach your experts to teach and give interim and new-in-role people the accountability and materials to succeed.

‍EMBED: Build a teaching culture.

  • ‍Knowledge sticks when sharing becomes culture, not a one-time event.

  • Your team gains skills and the expectation to share best practices — benefiting employees, colleagues, and clients.

Approach FAQ

  • Institutional knowledge is the know-how that lives in your people, not your files — the judgment, context, relationships, and shortcuts they've built over years on the job.

    It's the stuff that never made it into a manual, and it's usually the hardest to replace when someone leaves.

  • Succession planning decides who steps into a role next. Knowledge transfer makes sure that person inherits what they actually need to succeed in it.

    You can name a successor and still lose the wisdom that made the role work — that's the gap we close.

    More on succession planning here.

  • Most engagements run start to finish in about 45 days, though Rapid KPP is designed for the “two week’s notice” period.

    The process is 100% remote, built around scheduled conversations that fit into your team's existing workflow without burdening or distracting them.

  • We lead your key people through a proven process designed to draw out how they really work, then turn what they know into usable resources.

    When a departure is already on the clock, our Rapid Resignation Support can begin within 24 hours.

  • Resources your team will use — playbooks, video lessons, eLearning, delegation toolkits, and learning guides — all built from your people's real expertise.

    We deploy them however works best for you: printable materials, a knowledge base, or your own LMS.

    See our Programs.

  • Our clients report a variety of benefits:

    • Successors reaching full productivity about 30% faster than expected

    • As much as 50% of the onboarding training becomes self-directed

    • Key People find delegation opportunities for 20% of their workload - freeing them to take on new, higher-level responsibilities