Contents:
In this article, you will become familiar with the main aspects of the topic that will be discussed. We will examine the key points in detail, and also provide useful information that will help you better understand the subject of discussion. Dive deeper into the content to get a complete understanding and practical recommendations.
- Who are internal experts, why is there a need to develop them and what tasks can be solved thanks to this;
- What are the ways to find potential experts;
- What does the expert's path in the company look like: from clarifying the training topic to implementing an educational product;
- Why does an employee need this - about methods of non-material motivation.
The Educational Systems Architect at the X5 Group Corporate University plays a key role in the development and implementation of effective training programs. This position requires a deep understanding of educational processes and modern teaching methods, which allows for the creation of unique educational solutions that meet business needs. The Educational Systems Architect is responsible for designing structured training programs and courses, striving to ensure a high level of employee qualifications and their professional development. An important part of the job is monitoring and analyzing learning outcomes, which contributes to the continuous improvement of educational processes and their adaptation to changes in the business environment.
This article is based on a report on the topic "How to Organize the Exchange of Expertise in a Large Company," presented at the HR Support Conf online conference. In organizations with thousands of employees, the importance of effective knowledge and experience sharing increases. Proper organization of this process contributes to increased overall productivity, improved teamwork, and accelerated innovation. It's important to remember that successful expertise sharing requires a clear structure that includes creating interaction platforms, developing a mentoring system, and regular training events. Effective management of this process not only preserves valuable knowledge within the company but also promotes the professional development of employees, which ultimately leads to sustainable business growth. X5 Corporate University is a recently created division of the company, but has already established itself as a leader in developing internal experts. The Category Management Academy focuses on training employees of the Commercial Department, and the Digital Academy is aimed at training specialists from the IT department. We are currently actively developing a system for sharing expert knowledge across the company. In this article, I will share how our journey began and what steps we are taking to achieve success in training and developing personnel. How the need arose to develop internal experts Experts are specialists with deep knowledge and skills in a specific field. Within a company, they often become a reliable source of information and support for other employees. They are typically approached with questions such as: "How do I solve this problem?" or "Can you explain how you did it?" If experts are willing to help their colleagues, it makes sense to organize this assistance in a centralized, scalable form. This will not only improve the team's efficiency but also create a shared knowledge resource that is accessible to all employees. This will make expertise more accessible, and the overall level of competence within the company will significantly improve.
The prerequisites for working in this field have always existed, but this year they have become especially relevant. This is due to a number of factors influencing the development of the industry. The main reasons include changes in consumer preferences, technological innovations, and economic conditions that require the adaptation and modernization of approaches. It is important to consider that successful work in this field requires constant analysis and preparation for change to meet market demands and customer expectations.
- A large number of training requests. In companies with a large number of employees, T&D specialists often face the problem of people requiring a great deal of training—various and often from external providers.
- Lack of resources. The first premise leads to the second—resources allocated for training are always limited, so it's impossible to meet all employee requests.
- Sometimes, suitable external experts or courses simply don't exist. Some training requests are related to rare, highly specialized topics, and finding relevant experts or educational programs on the market is impossible, even if there is a budget. Some external providers collect expert content from within the company and package it into a course—but even in this case, there is no guarantee that the resulting product will fully meet the needs.
- A company has employees interested in training colleagues. People who possess useful knowledge and skills (incidentally, not necessarily relevant to their function or position) are often willing to share them, but don't understand how to organize this. There are usually relatively few such employees, but it is definitely worth working with them in this direction.
The project, aimed at developing internal experts and their colleagues, fully meets four key criteria. It effectively meets the training needs of employees, providing answers to highly specialized requests while optimally using resources. In addition, the project solves a number of other important tasks, contributing to the overall development of the team and increasing the level of professional competence.
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Developing teachers and trainers from within your team is a strategically important process for any company. It not only enhances employee skills but also creates an internal culture of learning and development. In a rapidly changing market, it's crucial to have a team that can adapt and share knowledge.
The first step in this process is identifying talented employees with the potential to become trainers. These can be specialists with a high level of expertise in their field, as well as those who show an interest in teaching others. It is important to create opportunities for their professional growth, such as participation in trainings, seminars, and other educational events.
The next step is to develop a training program for future trainers. It should include both theoretical aspects and the practical skills necessary for effective teaching. Support from management and experienced mentors plays a key role in this process. Regular feedback will help employees adjust their methods and approaches to learning.
Furthermore, it is important to create an atmosphere conducive to knowledge sharing. Internal seminars, master classes, and other training formats will help not only develop trainers but also engage the entire team in the process of sharing experience.
Ultimately, the development of internal teachers and trainers not only improves the quality of training but also contributes to increased motivation and engagement of employees. This creates a competitive advantage for the company and helps build a strong team ready for any challenge.
What problems does training internal experts solve?
A lack of desire to share knowledge is often observed among employees. Many people don't understand the importance of this process, citing a lack of time and other responsibilities. To change this situation, it is necessary to set a goal of developing a learning culture within the company. It is essential to create an environment where experts are willing to share their knowledge and skills, perceiving this as a natural and useful process. Such a culture not only promotes employee development but also improves the overall efficiency of the company.
We have identified three key objectives that need to be addressed:
- Develop and maintain a high level of employee professionalism. We are working to create an environment in which remaining unprofessional is at best uncomfortable, and at worst, impossible.
- Motivate and retain employees in the company. Some people have already reached such a level of professional development that, in terms of training, they essentially have nothing to give - but at the same time, there is a lot to take from them. Working with such employees as potential experts helps not only to develop an expert community but also to retain valuable people in the company.
- Use the most advanced and effective technologies in our work. Working with experts is not limited to simply taking their knowledge and transmitting it to a large number of people. We create an environment where employees learn to share their knowledge and experience, master the methods and tools of teaching an adult audience.
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Six key elements for creating a self-learning company
Creating a self-learning company requires the implementation of certain elements that contribute continuous development and adaptation. The first important aspect is a culture of continuous learning. It should be embedded in corporate values, promoting employee skill development and a desire for self-education.
The second element is access to educational resources. The company should offer its employees a variety of courses, seminars, and training sessions, allowing them to update their knowledge and skills. The third aspect is creating an environment that supports knowledge sharing. This can be achieved through regular meetings where employees can share experiences and ideas.
The fourth element is the implementation of data analysis technologies. This will help the company track the effectiveness of training and identify areas requiring attention. The fifth aspect is management support. Leaders should actively participate in the training and development of the team, setting an example and motivating employees.
The sixth element is feedback. Regular assessments and discussions of training results will help adjust approaches and improve processes. Implementing these six elements will enable a company not only to become self-learning but also to increase its competitiveness in the market.
How to Find Experts Within a Company
Finding internal experts is a task that requires a thorough approach. We identify two key areas that will help in this process. First, you need to determine what skills and knowledge are required to solve a specific problem. Then, you should analyze the existing resources in the company and identify employees with the necessary competencies. Effective search for internal experts not only accelerates the decision-making process but also contributes to the development of your organization's talent pool.
When a request for training in a specific area arises, we first contact the head of the relevant department. Then, we conduct interviews with employees to identify a suitable candidate with the necessary skills and willingness to share their knowledge as an expert. After that, we organize training for this specialist and develop an educational product. I'll discuss this process in more detail later.
Please note the following important aspects. This process can be lengthy and complex. It's not always possible to quickly identify a suitable department within the company capable of assisting with a specific request. Managers and employees may not show sufficient interest in the request. Sometimes, the required department simply lacks a specialist with the necessary knowledge. Even if such a specialist is found, they may refuse to perform the task or show no desire to work on the issue.
In this situation, it's important to conduct motivational work to achieve agreement. Using administrative pressure is not recommended, as forcing the development of an expert is unlikely to yield a positive result. If a person shows no interest in this task, they may formally agree, but during the process, you will encounter sabotage, resistance, and various excuses, such as: "I don't have time, I have many other tasks; ask my colleague." It will be more effective to create conditions for inspiration and engagement, which will allow for true interest and productivity.
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Creating an environment in the company that promotes learning is a key factor in increasing efficiency and innovation. In this article, we'll examine three successful case studies and offer some practical tips for fostering a learning atmosphere.
The first case concerns a company that implemented an internal mentoring program. Here, experienced employees share their knowledge and skills with newcomers, which not only facilitates rapid learning but also strengthens team spirit. This approach helps create a trusting atmosphere where everyone can receive support and advice.
The second case demonstrates how one company organized regular training sessions and seminars where employees can learn new skills and technologies. This not only improves professionalism but also stimulates interest in new areas of work. It's important that such events be voluntary and take into account employee interests.
The third case involves the implementation of a flexible work schedule, which allows employees to allocate time for self-study. Having free time contributes to a deeper exploration of topics of interest and the development of creative thinking.
To create an effective learning environment within a company, it is also recommended to encourage employee initiative, provide access to educational resources, and integrate training into the corporate culture. This comprehensive approach will not only help improve knowledge but also create an atmosphere in which everyone strives for development and professional growth.
Employees interested in learning more about specific topics can take the initiative and contact a T&D specialist. This type of expert search is not yet a priority at our company, but we intend to actively develop it. This will allow us to create more diverse and informative content, which in turn will enhance the knowledge and competencies of the team.
In this situation, the future expert demonstrates motivation and a desire to share their experience, which is an undeniable advantage. However, it's also worth considering the potential pitfalls that may arise during the process. It is important to carefully analyze how knowledge transfer can be organized to avoid misunderstandings and ensure maximum benefit for all participants.
When considering employee initiatives, it is worth considering their suggestions for their compliance Business goals. For example, an employee might propose a series of knitting workshops. While this may seem interesting, it's important to analyze how this training aligns with the company's goals and what real benefits it will bring. To successfully integrate such initiatives, it's important to determine how they can impact team spirit, skill development, or improved communication within the team. This will help create a balance between employee passions and business needs, ultimately leading to increased team efficiency and motivation. Don't dismiss such requests outright. Perhaps their value can be identified through further discussion. For example, a course in the Well-Being concept, which focuses on self-development and work-life balance, might be considered. However, it is necessary to consider whether it is worth launching this project immediately, taking into account limited resources, or whether there are higher priority options.
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Companies are increasingly inviting cosmonaut-lecturers and art historians to conduct events. This isn't just a way to diversify corporate culture, it's also an opportunity to gain unique knowledge and experience. Speakers from various fields can inspire employees, broaden their horizons, and enhance creativity. For example, astronauts share stories of overcoming challenges and teamwork in extreme conditions, which can be helpful for fostering team spirit. Art historians, in turn, can reveal the importance of creative thinking and aesthetic perception, which contributes to an innovative approach in business. Ultimately, such events help companies not only improve the team atmosphere but also increase employee motivation, which can positively impact performance.
The second important point is that after advertising a search for experts in various fields, you will be faced with a large influx of applications. To effectively manage this process, you will need to create a system. We decided to focus on training topics relevant to the company and accept applications only on these topics. This approach will enable potential experts to formulate more relevant proposals and significantly reduce the number of irrelevant requests requiring processing.
When employees take the initiative, they often don't understand what it means to be an expert. This path involves many steps and requires significant responsibility. Difficulties arise when an employee positions themselves as an expert but is not prepared to move in the right direction. In such cases, responsibility for development and training falls on the manager or T&D manager, which can create additional workload and interfere with effective team management. It is important that employees understand the requirements and expectations associated with the expert role and recognize their responsibility for their personal and professional development.
What the expert development path looks like
The expert development trajectory at our company has undergone several changes. We have added and excluded various stages, and this version is likely not final. We currently offer experts the following development path.
Regardless of whether an employee initiated their transition to expert status or was selected based on specific criteria, the first step is a meeting with a T&D specialist. This meeting is necessary to clarify the training topic, determine the target audience, the format, and other important aspects. It is also important to discuss the time frame within which the expert will be able to begin performing new tasks and the amount of time they can devote to this.
This stage is key. First, as already noted, people aspiring to become experts often have distorted perceptions of reality. It is necessary to clarify this situation and create a clear understanding of what it really means to be an expert.
Employees are often well aware of training formats such as meetups, lectures, and webinars, but are not always aware of other options. In this situation, a T&D specialist plays a key role, helping the future expert choose the optimal training format depending on the topic and target audience. Possible formats may include e-courses, online and offline trainings, podcasts, longreads, cheat sheets, checklists, and much more. Choosing the right format will significantly improve training effectiveness and participant engagement.
If an employee has not changed their mind about becoming an expert and has clarified all the necessary details with a T&D specialist, it is recommended to determine the method for preparing the educational content. The employee can choose whether to develop it independently or with professional support.
Some employees already have experience acting as experts, both at our company and at other organizations. They are familiar with this path and require little or no support in preparing the training. Other employees lack this experience and, for them, it is important to go through all the stages independently to develop their skills. In this case, assistance will also be limited. If an employee is not ready to independently create an educational product, our task is to determine the scope of support needed. They may need assistance in preparing for a public presentation or in developing content for an asynchronous training course. We strive to provide every employee with the necessary support to successfully master educational technologies and develop professional competencies.
T&D manager support is a key element in expert development at all stages of their career. The training specialist's level of involvement varies depending on the specific needs and objectives of the employee. This flexibility allows for the most effective adaptation of the training and development process, ensuring high results.
The preparation stage for training depends on the chosen format. For example, organizing a webinar requires certain skills, while offline training and creating a cheat sheet require completely different approaches. Each of these formats implies unique actions and skills necessary for successful training. Furthermore, the format determines the specific knowledge and skills the employee must acquire.
At this stage, the novice expert is trained. Limiting yourself to the phrase: "Now that the input data has been defined, work independently" can negatively impact the quality of the educational product. It is important to provide clear instructions and support to ensure a high level of assimilation of the material and success in future work.
Our school of experts offers 34 online lessons created by the Academy of Category Management. These courses cover the fundamentals of andragogy, audience analysis, presentation skills, and other essential topics that will help you effectively share your knowledge and experience. They also include practical exercises that teach you how to prepare a webinar, develop an educational course, structure a longread, and create a test. These resources will help you become a successful expert and improve your communication skills.
To create high-quality content, develop educational courses, and conduct online events, experts need technical tools, including a variety of platforms and services. Mastering these tools is key at this stage, as the success of projects depends on their effective use. Providing support and training throughout this process will help experts not only increase their productivity but also improve the quality of the content and services they provide.
After completing the educational product, including a brief or demo version, such as a training course, the material is reviewed by the T&D manager and the client, typically the head of the department where the training will be delivered. They make changes if necessary and then approve the final version of the developed content. This process ensures that the material meets the company's expectations and requirements and increases its effectiveness in training employees.
Once the educational product is completed, it is transferred to the T&D manager for further implementation. Specific steps depend on the training format. The e-course is integrated into the course database, and the training specialist notifies interested employees of its availability. For a synchronous event, a date and time are set, which allows for the most effective organization of employee participation.
Reading is an important aspect of our daily experience, and it opens doors to new knowledge and ideas. Immersing yourself in books, articles, or blogs helps improve vocabulary and develop critical thinking. Regardless of genre, reading promotes personal growth and broadens horizons. It's important to make time for reading and choose materials that truly inspire and interest you. This will not only help you learn, but also improve your quality of life. Read more to stay informed about current topics and gain new experiences.
Engaging employees in synchronous corporate training is a key aspect of a company's successful development. Here are some recommendations to help increase employee interest and participation in training events.
First, create an atmosphere of trust and openness. Make sure employees understand the benefits of synchronous training and see it as an opportunity for personal and professional growth. Discuss the training objectives and expected outcomes with them.
Second, use interactive formats. Incorporating elements of gamification, surveys, and group discussions will make training more engaging and stimulating. This approach promotes active participation and better assimilation of the material.
Third, consider the individual needs of employees. A personalized approach to training will help each participant feel valued and increase motivation. Provide access to materials that align with their professional interests and career goals.
Finally, collect feedback regularly. This will help identify the strengths and weaknesses of the training program and make any necessary adjustments. Discussing the results and successes of participants also helps create a positive atmosphere and increase engagement.
By following these recommendations, you can effectively engage employees in synchronous corporate training and significantly improve its effectiveness.
How to Motivate Experts
The question of why an employee wants to become an expert is essential for their motivation, especially if they are reluctant to share their knowledge. Understanding the reasons for developing expertise can help motivate employees. We have identified several key factors that contribute to this process. Becoming an expert not only increases your value in the labor market, but also gives you the opportunity to influence others, share your experience and knowledge, and strengthen your professional reputation. Moreover, expertise opens up new career prospects and promotes personal development.
- increase your value as a professional;
- help other people, be useful to colleagues;
- contribute to the development of your professional field and develop independently in it;
- benefit the company, make it better;
- do something else besides your main work activity;
- improve your skills in packaging and sharing your knowledge and experience.
The motivation of experts is influenced by many factors, among which non-material incentives play a significant role. Although financial rewards are often perceived as the primary method of motivation, it is worth remembering that money is not the only tool for increasing employee interest and engagement. The effectiveness of non-material incentives increases when the basic material needs of experts are already met. It's important to create an atmosphere in which professional development, recognition, and opportunities for self-realization are equally important. Thus, a comprehensive approach to motivation enables better results and increased team effectiveness. Building a prestigious expert status is key to increasing employee motivation. Providing exclusive bonuses and privileges, as well as opportunities for professional growth, helps reinforce this status. It's also important to implement gamification elements, such as badges, points, and achievements, to make the process more engaging and motivating. These strategies not only increase employee engagement but also contribute to a positive corporate culture. High-level management commitment has a significant impact on employee motivation. Directly asking the team to create the necessary educational content inspires and increases employee accountability. It's important to note that a lack of management interest can hinder the development of experts within the company. Therefore, actively engaging managers in educational initiatives is a key factor in successfully building a competent team.
Individual motivation is often linked to the knowledge that they are participating in a large-scale, long-term project that has significant impact on the entire company. For example, our Digital Academy develops educational content that serves as a resource for all X5 business units. This is important because IT specialists and product teams are present in each of them. In this way, we contribute to the development of employee competencies and the improvement of overall business performance.
Expert support is a key aspect of successful collaboration. Regular communication with the expert, attentive attention to their needs, and timely guidance throughout the process contribute to increased engagement. This not only strengthens professional relationships but also facilitates more effective task execution. Caring for an expert helps create an atmosphere of trust and mutual understanding, which in turn has a positive impact on the overall performance of the team.
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- How corporate training has changed and what awaits it next
- 7 roles in corporate training