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There are areas of corporate training where an internal expert plays a key role. These areas include: training in new technologies, developing management skills, improving employee qualifications, and implementing corporate standards. Internal experts possess deep knowledge and experience, which allows them to effectively convey information and develop employee skills. They tailor training to the specific needs of the company, which helps improve work processes and increase overall productivity. Importantly, involving internal experts in the training process also contributes to the creation of a knowledge culture within the organization.
- mentoring for interns and juniors;
- training for sales departments (no one can tell you about the benefits of a product better than your own product specialists, and no one knows the pitfalls of its distribution better than your own experienced sales managers).
When it comes to developing soft skills, cross-functional competencies, and training in new practices, many companies immediately consider bringing in an external expert. This is especially relevant in cases where it is necessary to train middle managers in leadership skills or implement the Agile methodology. Using external specialists allows you to gain relevant knowledge and experience that can significantly improve team effectiveness and organizational adaptability. It's important to consider that internal resources can also play a vital role in this process, offering a unique understanding of corporate culture and work practices. Therefore, a combination of external and internal training can be an optimal solution for developing key employee skills.
Finding the right expert from within your own staff may require time for training, but the results will be worth it. This not only saves money on external specialists but also aligns with current trends in large companies, where developing internal expert trainers is becoming increasingly popular. This approach helps solve business problems while simultaneously developing and motivating expert employees, which ultimately contributes to the overall success of the organization.
Having Your Own Expert as a Trainer: What Are the Benefits?
We spoke with T&D specialists from two large companies—Otkritie Bank and CROC. These organizations' corporate universities actively utilize internal experts for employee training and development. They note several key advantages of this practice. First, internal experts possess deep knowledge and experience, allowing them to impart relevant and practical skills to employees. Second, using internal resources strengthens corporate culture and increases employee engagement. Furthermore, training from internal experts allows for programs to be tailored to the specific needs and objectives of the organization, making the learning process more effective. As a result, such initiatives not only contribute to the development of employee competencies but also improve overall company productivity. Training costs are reduced. However, an important caveat should be taken into account: companies that have specialists capable of assisting internal experts in properly conducting training—developing a methodologically sound course, creating a high-quality presentation, and practicing public speaking—will see savings. Otherwise, the training may end up being a makeshift undertaking, and the savings on a professional trainer's services will be questionable. Training becomes more customized, which means it's more beneficial for the company. An in-house expert, familiar with the inner workings, specifics of work processes, programs, and problem areas, understands better than an external expert what to emphasize and how to present the topic.
The expert is able to cover current business news for employees, which positively affects overall motivation. The expert is delighted to see how many people have come to learn about his work, while the audience learns about the company's operations and realizes the remarkable projects CROC is implementing. Elena Popkova, Head of CROC's Corporate University, provides a striking example of this interaction. Such initiatives not only strengthen corporate culture but also contribute to increased interest in the company's activities, which in turn impacts employee engagement and professional growth.
We launched a digital lecture series dedicated to current technology trends. As part of the project, our in-house UX/UI expert shared his experience and knowledge with a wide audience. Participants learned about this field, which will be useful in their professional work. This event provided an opportunity to gain new knowledge and inspiration, which contributes to the development of design and user experience skills.
This practice benefits not only the business but also the faculty members themselves, as it promotes their professional development, professional development, and skill enhancement. Employees have the opportunity to share experiences, which contributes to a more productive and inspiring work environment. Furthermore, faculty members can better understand client needs and adapt their teaching methods, ultimately leading to improved service quality. This creates a win-win situation in which both employees and the organization as a whole benefit.
- Feels valued and develops in a new role. This includes a second wind if an individual is on the verge of burnout or has hit a glass ceiling—having outgrown their role within the company, but there is no higher-level position available.
- Deepens their knowledge. Preparing for a presentation is an opportunity to analyze and systematize accumulated information and experience, and questions from student colleagues help you see and reflect on aspects of your work that were previously unnoticed ("blind spots").
- Develops the ability to work with an audience and make beautiful presentations (even with someone's help at first). This will also be useful for work.
How to find experts "among your own" who can teach
The benefits listed above encourage companies to create internal centers of expertise. The creation of such centers allows organizations to effectively develop their knowledge, improve the skills of their employees, and optimize processes. Internal centers of expertise contribute to the accumulation of experience and best practices, which in turn strengthens competitive advantages in the market.
At Otkritie Bank, about 80% of the corporate university's training programs are developed and delivered by the company's employees. In early 2020, the "Experts League" was established, currently comprising over 60 specialists. This allows the bank to ensure a high level of employee training and development, as well as the integration of relevant practices and knowledge into the educational process. Tatyana Gomzyakova, Vice President and Director of the Recruitment and Development Department at Otkritie Bank, shares her experience creating the league. The need to unite employees to develop professional skills and enhance team spirit was taken into account during the formation of the league. The focus was on creating an environment conducive to the exchange of knowledge and ideas. The league has become a platform for implementing innovative approaches to training and development, which in turn has had a positive impact on the bank's performance. Tatyana emphasizes the importance of engaging all levels of personnel in the process, which not only helps identify talent but also creates a sustainable corporate culture focused on continuous improvement. At the end of 2019, we began developing a training plan for 2020. I held meetings with department and function heads to identify training needs for their units. At each meeting, I clarified which employees possessed the necessary expertise. As a result, the initial list of experts was compiled. Later, upon learning about the creation of this league, employees recommended their colleagues, and some even volunteered to conduct courses on topics they found relevant. According to Tatyana, the expansion of the "League of Experts" will facilitate the development of the online platform. On this platform, employees will be able to list their competencies and expertise, including skills unrelated to their core professional responsibilities. This innovation will create a more complete picture of participants' qualifications and improve interaction between experts in various fields. Among your employees, there are people who would be happy to share their knowledge and experience. It is important to inform them about the opportunity to participate in such an exchange. Place a corresponding call for action on the corporate website, in email newsletters, and other communication channels to ensure that as many employees as possible are aware of it.
CROC has a team of expert speakers and a community of ambassadors known as CROC Voices. Initiatives for selecting speaking topics can come from both the corporate university and employees themselves. If an employee wants to share interesting information with colleagues, they can contact their manager or HR with a topic suggestion. We also actively invite employees to apply for participation in experience-sharing events. Elena Popkova notes the importance of these initiatives for developing a culture of knowledge and collaboration within the company.
Inviting an external expert requires a thorough assessment of their teaching qualifications and level of expertise. A professional business coach always provides a portfolio with a detailed description of their programs and client testimonials. In contrast, an internal expert is well-versed in the practical aspects of the work, but their theoretical background may remain uncertain. If an internal specialist is new to the company or plans to cover topics outside their core responsibilities, this creates additional nuances. It's important to consider their depth of theoretical knowledge and their ability to effectively convey their knowledge.
Elena recommends first assessing the employee's level of expertise and the applicability of the information they provide to your company's specific work. This will ensure that the advice and recommendations are truly useful and meet your needs.
Creating departments in key areas of study at corporate universities is one of the most effective practices. Engaging internal experts as permanent instructors not only improves the quality of the educational process but also ensures the transfer of unique knowledge and experience. This contributes to the development of a strong internal learning culture and the development of employees' professional skills. This approach not only improves learning outcomes but also strengthens the connection between theory and practice, which is an important aspect of successful corporate training.
CROC has launched a project management department, where experienced specialists share their knowledge with junior colleagues. They discuss key aspects of team management, project collaboration, and financial and legal nuances. All speakers are experts with years of experience, allowing them to delve deeper into internal processes and share practical recommendations. This approach helps develop project management skills and improve team performance.
Creating a pool of experts opens up numerous opportunities to apply their knowledge and experience in corporate training. These can range from one-off events in various formats, such as lectures, webinars, training sessions, and meetups for sharing experiences, to full-fledged educational courses. Using experts helps improve the quality of training, making it more relevant and practice-oriented, which contributes to employee development and improves corporate culture.
How to Train an Expert
Finding an expert within a company with deep knowledge in their field is only the first step to success. Motivating their participation is also important: some specialists are happy to share their experience, while others may require a more personalized approach. Assistance in preparing for the event is also essential, as this affects the quality of the material presented and the speaker's performance, which directly impacts the level of knowledge employees receive. Effective preparation and expert support contribute to the creation of valuable content and the overall development of the team.
Motivation often faces one of the main obstacles: lack of time. When someone can't leave their full-time job to study, they are forced to prepare in their free time. To facilitate this process, it is important to provide support: help create a structured plan for the speech or course, and develop a high-quality presentation. This will not only simplify preparation but also increase the effectiveness of the training, making it more focused and effective.
A speaker's preparation depends on their experience and level of preparation. Some speakers already possess skills, for example, those with teaching experience or significant public speaking experience. At the same time, there are experts who find public speaking challenging, especially if it is their first time. Even experienced professionals can struggle to structure their unique knowledge and translate it into a high-quality lecture or course without assistance. Proper preparation and support can significantly improve a speaker's confidence and the quality of their presentation.
In this case, the assistance of a methodologist will likely be required to:
- structure the educational material;
- develop the speaker's interaction with the audience.
Experts recommend testing the speaker's ability to clearly express their thoughts orally. If an employee is found to have insufficient public speaking skills, it is advisable to organize training aimed at developing these skills. This approach will help improve communication and increase the employee's confidence when speaking in front of an audience.
If a company has created a pool of experts, classes on developing public speaking skills and teaching the basics of methodology can be conducted centrally. At CROC, for example, any employee has the opportunity to take corporate courses that cover presentation design and public speaking skills. These courses will help improve communication skills, increase confidence in public speaking, and learn how to effectively convey ideas to an audience.
This problem can be solved by choosing a suitable training format that is comfortable for the individual. It's important not to insist on your own approach, but to offer various formats, such as webinars, podcasts, or recorded lectures instead of live presentations. Gradually introduce shy experts to the public space to help them adapt and feel confident. This approach will ensure a more productive perception of information and increase engagement.
In 2020, Otkritie Bank needed to inform all employees about the concept of electronic workbooks and the benefits of their use. Although HR document management specialists were well versed in the topic, they had no experience with public speaking, which made them unsure. Therefore, it was decided to begin with an online session with a moderator, who posed questions to the HR specialists, who shared their knowledge. The first meeting helped them gain confidence, and they subsequently successfully conducted the next webinar on their own. This approach not only simplified the process of conveying information but also contributed to the development of public speaking skills among employees.
The expert experienced discomfort with public speaking, and as a result, a video training course was created to help develop effective public speaking skills. This course aims to overcome fears and barriers associated with communicating with an audience and provides practical tips for improving public speaking skills.
How Peer Trainers Are Perceived
Employees perceive peer trainers and instructors differently. Perception depends on the training topic and the expert's qualifications. If the topic is relevant and interesting, and the trainer has sufficient knowledge and experience, this contributes to a higher level of trust and engagement among participants. It's important for fellow instructors not only to share knowledge but also to be able to create a comfortable learning environment, which also impacts the effectiveness of the process. Expert opinion plays a key role in training events. Tatyana Gomzyakova notes that if colleagues are confident in the qualifications of the specialist conducting the training, they have no doubts or questions. However, if the expert is not well-known in the professional community or the training topic is not relevant to the participants' job responsibilities, this can create certain risks. Therefore, before the training, we organize multiple meetings with the expert, develop a detailed plan, and conduct rehearsals to ensure the high quality of the event. Tatyana shares an example of an Agile Mind training webinar that has become very popular among employees. The webinar is led not by an external Agile trainer, but by an HR employee. Tatyana had to deeply study the topic of Agile Mind while implementing the dynamic model and developing competency profiles for its participants. This immersion in the subject made it possible to create a high-quality training program that meets the needs of the company and its employees.
Should you encourage your experts to speak at external venues?
If your expert is a confident and competent speaker, and their topic is of interest to more than just your employees, they will certainly receive an invitation to give a lecture or course at external venues, such as professional conferences and webinars. How should you approach this? You should be happy and supportive of them in this endeavor, and here's why. Expanding an expert's audience not only contributes to their personal development but also enhances your company's reputation. This creates opportunities to establish new contacts, share experiences, and attract potential clients. Supporting such initiatives strengthens your organization's image as a leader in its field and demonstrates a commitment to professional growth and learning.
An internal expert as a company ambassador. An experienced specialist who clearly demonstrates professional life hacks using examples from their organization's practice becomes a brand ambassador. Their engaging stories about their own experience attract the attention of other professionals, which, in turn, helps attract new talented candidates. Working with such an expert becomes attractive to many, strengthening the team and increasing its competitiveness.
This approach allows us to demonstrate the high level of expertise of the company and individual teams. This helps inform current and potential clients and helps attract the best specialists to join our team. Elena Popkova emphasizes the importance of this process for strengthening the company's position in the market and increasing its competitiveness.
There is no need to worry that an expert who has become a "star" may leave for another company. First and foremost, an employee's desire to leave the organization depends on their working conditions and the sense of value they feel within the team. If these aspects are high, there is nothing to worry about. Furthermore, even if an employee wants to leave, you cannot stop them from doing so. Nor can you prevent their desire to share their expertise on external platforms. In this case, if an expert has a desire to speak, it is best to use this opportunity for mutual benefit. This can enhance your company's image and strengthen professional relationships, as well as attract new clients and partners.
The exchange of internal experts is becoming an important trend in the field of training and development (T&D). Professionals in this field have realized the benefits of collaborating with internal experts and realized that qualified trainers can be found not only within their own company but also at other corporate universities. These experts possess practical knowledge and experience that can be useful for training. If your company does not have a suitable specialist for a specific task, most likely they can be found in another organization that has already successfully implemented the necessary training practices. Such exchanges significantly expand the possibilities of internal corporate training and improve its effectiveness.
Experts also benefit from this, as they strengthen their status in the professional community. Previously, a specialist might only be known as an outstanding professional within their company, but now they have the chance to become more famous beyond their usual environment. This not only expands their network of contacts but also opens up new career opportunities.
Agreements to invite external experts can be based on various conditions. This can be a form of barter, where, for example, your expert speaks for them, and in exchange, they provide their specialist to speak for you. A paid partnership is also possible, similar to what happens with invited professional trainers. These approaches allow for an effective exchange of knowledge and experience, which can significantly improve the quality of events and training. Creating a course as a product is an important step for corporate universities. Some go further, creating public online courses in collaboration with leading in-house experts aimed at a broad professional audience. For example, a team of five training and development specialists at Otkritie Bank, led by Tatyana Gomzyakova, developed a course on non-material motivation on the Skillbox platform. This approach not only demonstrates the company's expertise but also draws attention to its brand and promotes the development of professional skills in interested participants. Creating training courses brings significant benefits. For experts, it is an opportunity to establish themselves and demonstrate their knowledge and experience to a wide audience. Unlike one-time events, training courses ensure ongoing interest and regular review, allowing experts to build trusting relationships with students. For companies, such courses help strengthen their HR brand, increasing their attractiveness to potential employees. This not only helps attract talented specialists, but also creates a positive image of the company as a leader in its field.
Learn also:
- Where corporate training is heading and how the pandemic has changed it
- How to design corporate training programs
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