How do you encourage knowledge sharing through training?

In my experience, organizations need to know job specific competencies which are required to perform a job effectively. During assessments, if a gap is identified, it could be addressed by providing the necessary additional training or development. When hiring for a job role, the talent acquisition team need to focus during interviews on the desired competence level required to fulfill the job. During new hire onboarding, concerned managers and HR personnel need to clearly set the individual and group goals in line with the organizational objectives. These processes foster a sense of commitment and ownership from day one of the new hire joining the organization. This helps in building stronger teams and learning process.

While knowledge sharing can indeed bring numerous benefits, it is important to recognize that the process itself is not a one-size-fits-all solution. One unique, positive but realistic perspective to consider is that knowledge sharing should be approached with a focus on individualized learning and diverse learning styles. Every individual within an organization possesses a unique set of skills, experiences, and learning preferences. Embracing these differences can create a more inclusive and effective knowledge sharing environment. Rather than implementing standardized training programs, organizations can encourage employees to share knowledge in ways that align with their own strengths and interests.

In my experience, learners are more engaged when they are able to apply and transfer their learning to real-world situations. Every experienced learner is a capable and independent individual who has unique perspective and such contributions foster a positive learning environment and enhances their motivation to learn.

Reward learners by making them a part of the learning community or alumni, where they can showcase their learnings in real situations. Training providers need to be proactive in building such hubs and being consistent in their knowledge sharing. HR teams and managers need to assess the learners, learnings when measured gives them a sense of accomplishment.

Whenever an executive went for a non-residential workshop, it was made mandatory for them to share their learnings with others through formal presentations on their return. It helped in two ways: One, the trainee would be consciously learning and two, others learn too.