For organisations that hold or are seeking UKAS accreditation, competence is more than a requirement — it is the foundation of trust. Accreditation demonstrates that your people, processes and systems are capable of consistently delivering to recognised standards. But what happens when that knowledge is concentrated in just one or two individuals?
Too often, businesses face the risk of knowledge silos: when essential expertise about accreditation requirements sits in the head of a single employee. If that person moves on, retires, or is absent, the organisation can be left vulnerable, exposing both continuity and compliance to unnecessary risk.
The role of succession planning
Succession planning isn’t only about leadership roles. Within accredited organisations, it also means ensuring that understanding of standards, procedures and assessment requirements is diffused across the team. When knowledge is shared, organisations build resilience — reducing dependency on individuals and ensuring competence remains embedded throughout the business.
Recent studies in organisational resilience highlight that knowledge transfer is a critical factor in maintaining performance during change. The Chartered Institute of Personnel and Development (CIPD) notes that businesses with strong succession planning and knowledge management practices are more adaptable and less exposed to compliance failures (CIPD resource). In highly regulated sectors such as healthcare, construction and laboratory testing, this is especially relevant because the consequences of non-compliance extend beyond financial risk to patient safety, structural integrity and public trust.
Case studies: lessons from the field
- Healthcare: In NHS pathology labs, UKAS has seen instances where a single biomedical scientist holds detailed knowledge of testing protocols. Without a structured programme for training and mentoring, these labs risk losing vital expertise when individuals retire. Those who invested in team-wide training, however, were able to maintain continuity and ensure patient safety.
- Construction: Accredited inspection bodies working on concrete testing projects highlight how reliance on one senior inspector can create bottlenecks. By embedding training at every level, firms can distribute responsibility and reduce project delays.
- Forensic science: Accredited forensics organisations often handle sensitive evidence. Knowledge silos here can create both compliance and ethical risks. Shared learning programmes not only protect accreditation but also safeguard the integrity of justice outcomes.
How internal training supports resilience
A structured internal training programme allows organisations to:
- Embed consistent understanding of accreditation requirements across departments
- Ensure that new staff can build capability quickly
- Protect institutional knowledge from being lost when experienced employees move on
- Strengthen confidence that accreditation can be maintained through periods of change
- Create a culture of continuous improvement rather than compliance for its own sake
- Build leadership capability by preparing more staff to step into key roles
Research by the International Organization for Standardization (ISO) shows that organisations which invest in systematic training and knowledge diffusion are more likely to sustain their accreditations long-term (ISO resource). Internal training provides not only technical skills, but also fosters shared accountability — where staff feel responsible for upholding accreditation, rather than seeing it as the remit of a single quality manager.
Practical tips for diffusing knowledge
Organisations can take proactive steps to ensure that critical expertise is shared widely:
- Document key processes — Ensure that all accreditation-related procedures are clearly documented, reviewed and regularly updated.
- Mentoring and shadowing — Pair new staff with experienced colleagues to build knowledge through observation and practice.
- Regular knowledge-sharing sessions — Hold short internal workshops where staff present on specific aspects of the accreditation process.
- Cross-training — Rotate responsibilities across departments so that more than one person can perform essential tasks.
- Use of eLearning and refresher modules — Online tools can provide scalable ways to ensure everyone has a baseline understanding.
- Build accreditation into induction — Make accreditation awareness a part of onboarding for all new employees, not just technical staff.
The cost of doing nothing
When organisations fail to address knowledge silos, they risk:
- Increased likelihood of non-conformities during assessments
- Disruption to operations when key staff are unavailable
- Higher costs associated with rework, consultancy or remediation
- Reduced morale if remaining staff feel unprepared or unsupported
Case studies from accredited laboratories and inspection bodies consistently show that gaps in knowledge transfer are one of the leading causes of delayed projects, failed assessments and reputational damage. The investment in internal training is therefore not only a compliance requirement, but a strategic safeguard.
How the UKAS Academy can help
Where UKAS accredits, the UKAS Academy equips. Our training goes beyond theory to bring insight from real-world assessments. We design courses that help professionals not only understand the standards, but apply them with rigour and confidence in their own environment.
Unlike generic training providers, the UKAS Academy is directly invested in the credibility of the accreditation system itself. We do not simply teach the rules — we enable professionals to interpret and apply them in a way that strengthens both their organisation and the wider system of trust. Courses are available in both virtual and face-to-face formats, ensuring flexibility for organisations of all sizes.
By supporting accredited customers to develop capability across their teams, the Academy helps reduce vulnerability, strengthen succession planning, and ensure knowledge flows through the organisation — not just between individuals.
Because in accreditation, competence isn’t optional. It’s what keeps systems strong, businesses resilient, and public trust intact.
If you would like to explore how learning pathways or tailored training support can help your organisation diffuse knowledge and strengthen succession planning, get in touch with the UKAS Academy today.