Knowledge expert
The Knowledge expert transition program is uniquely based on the Specialist Pipeline concept. It is an intensive program that gives the specialists operating at the knowledge expert level insights, tools and practical training in how to fully step up and into their role.
The program clarifies the specific responsibilities and performance expectations for knowledge experts and it ensures that the knowledge experts develop the right work values, time application and skills in order to be successful in the role. After the program, the knowledge experts will have a clear perspective on how they uniquely create value, and they will have learned to appreciate their specialist role.
Learn more about the Specialist Pipeline:
Why Invest in Developing Knowledge experts?
Many organizations have experienced that people who are specialists by heart end up going for a people manager role. A few years later, we have lost a good specialist but in return we have a poor manager. This is a lose-lose situation. However, many specialists view the manager way as the only way to “make a career”.
To change this pattern, organizations need to create a visible career path for specialists. This also means they must invest in development of specialists in the same way that they invest in the development of leaders. Most companies provide leadership training for their leaders of others in order to help them make their first difficult step into a managerial career track. In the same way, you need to invest in the knowledge expert program that helps specialists make their first challenging step into a specialist career.
By not doing so, you send a clear signal to your specialists that people managers are valued higher than specialists.
What Our Participants Say
“Having gone through this training I honestly feel much more empowered – and ready to take on my job with renewed energy.”
“In the past I attended some training sessions, this one was the first to cover practical and direct aspects of what it takes to be a specialist. Also, it was the first to deal with the transition period, something which is usually forgotten.”
“The best thing about the program was that it was not just learning through theory and textbook advice, but actually sharing best practices with my colleagues through discussions.”
“After this training, I see a clear career path for me as a specialist.”
“Now I realize how I truly add value in a specialist role.”
Target Audience
The target audience is employees who for the first time move into a specialist role and have to make the challenging transition from being a professional to becoming a knowledge expert – passage 1 – and operate effectively in a specialist role.
The program is designed to capture specialists across functions. Accordingly, most organizations design programs to capture the broad audience of knowledge experts across functions and bring them together on these programs.
As these are the first programs of their kind, organizations normally mix newly appointed experts with more experienced knowledge experts. The measurable impact of the program does not differ based on the participants’ experience. This may sound surprising. However, time itself does not help specialists make their transition. Often to the contrary. If specialists are not supported in their transition within the first 18 months after their promotion, if they are not coached in finding new ways of getting success, they often end up going back to previous ways of finding success.
Action Learning
Everything is based on the participant’s own day-to-day challenges, and in addition we will include the participant’s direct manager in the learning process.
Instead of the participants bringing the training back to the job, the participants bring their job into the training.
The integration of everyday life is so strong that participants often feel that participation in the program is like being at work rather than being on a program. Consequently, learning from the program is directly and immediately applicable when the participants return to their job.
Become a Certified Knowledge expert
Upon completion of the program the participant can be registered as certified knowledge expert and they are eligible to enroll in the LPI alumni forum which secures continuous learning many years after the program. In order to register as certified knowledge expert, the participant must have at least six months working experience as knowledge expert.
From Professional to Knowledge expert
As something unique in the market, the Knowledge expert transition program will address all three key elements in the transition namely work values, time application and skills. Especially our unique ability to support knowledge experts changing their work values is what creates the lasting impact of the programs.
Below we have illustrated the key transition elements for a knowledge expert.
Program Content
Proven Learning Impact
We have a road-tested Knowledge expert transition program with a long track-record in terms of proven learning impact. We will build on our track record and tailormade the program to your organization’s specific needs and, at a minimum, include:
Your human resource tools and processes
Clear link to your business needs
Specific content or exercises of your preference
Your company values
Your leadership model
Links to other leadership initiatives
Typical Transition Issues
In the program, we will support specialists overcoming the typical transition issues for knowledge experts. As you will probably notice, these are behaviors you also see with more experienced knowledge experts.
Struggles in effectively managing and prioritizing own time and tasks
Struggles in linking own work to actual business results
Does not display interest in training colleagues in relation to own area of expertise
Is not a person that immediate peers refer to as a specialist
Is not proactive in driving continuous improvement of tools and processes that they are responsible for
Key Topics in the Program
Below, we have illustrated some of the core content of a typical knowledge expert transition program. As you will notice, the entire program ties directly into the job that needs to get done for a knowledge expert. The final content and learning flow is designed in collaboration.
Program Flow
We have a core four-day classroom program, but most organizations use a solution where they design a learning journey combining classroom days with different digitalized and on-line solutions.
Our mobile learning platform can support the program participant throughout the learning journey and thus support an immediate application of new work values, time application and skills.
As something unique, our mobile learning platform can also involve the participants’ direct manager throughout the learning journey. This will secure the full engagement of the manager in the learning process, which is one of the most important factors in imbedding learning from training programs.
You Might Also Be Interested In
Leading Leaders
Specialist Pipeline
Emerging Leaders