Let’s face it – knowledge sharing, mentorship, and standardisation are the bedrock of any truly successful learning and development (L&D) strategy. But here’s the kicker: many organisations are floundering because they’re missing one critical element – an internal trainers’ community.
Think about it. You’ve probably got plenty of talented people in your business who know their stuff. They’ve got insights, skills, and experiences that could transform your organisation from the inside out. But without a structured way to channel that expertise, it just doesn’t happen. That’s where an internal trainers’ community comes in – a hub of in-house experts who spread knowledge, foster collaboration, and create a culture where learning isn’t just something you do at the annual conference but is embedded in your organisation’s DNA.
So, how do you make this happen? Let’s cut through the fluff and get into the nitty-gritty of building an internal trainers’ community – the real game-changer for driving continuous learning and performance.
What Exactly Is an Internal Trainers’ Community?
Imagine a group of your employees, not outside consultants, who take on the role of training their colleagues. They don’t just share their expertise; they own it, shape it, and spread it throughout the organisation. It’s not about adding to their workload – it’s about empowering them to lead the charge in your L&D efforts. This community doesn’t just improve skill development. It enhances collaboration and injects a sense of purpose into your workplace, one that goes beyond just hitting the KPIs.
Sounds like a win-win, right? Well, it is – but don’t think this is a one-and-done effort. Building an internal trainers’ community isn’t about ticking a box. It’s about culture, commitment, and, frankly, a bit of hustle. Let’s break it down.
Step 1: Know the Problem You’re Solving
Here’s where most organisations trip up. They rush into creating new initiatives without having a crystal-clear understanding of the problem they’re trying to solve. If you want to get buy-in from your leadership team (and you do), you’ve got to nail this first step. Be specific, be transparent, and be real. What gaps exist in your current L&D efforts? Are skills stagnating? Is knowledge hoarded by a few instead of being shared across teams?
When you’ve identified the problem, quantify it. Use exit interviews, engagement surveys, or data from performance reviews. Don’t just tell your stakeholders what’s wrong – show them. Numbers speak louder than vague concerns.
Step 2: Sell the Benefits Like a Pro
Selling the idea of an internal trainers’ community isn’t just about pointing out the problems – it’s about painting a picture of the benefits. And, let’s be honest, the benefits are huge if you do this right. Not only do you standardise the quality of training across your organisation, but you also reduce your dependency on costly external trainers. You’ll be creating in-house subject matter experts who are fully embedded in your organisation’s values and goals.
Now, don’t just stick to the “soft” stuff like culture and collaboration (though that’s important too). Get specific. Show your leadership team how this initiative impacts bottom-line results. Will it improve employee engagement? Yes. Will it lower costs in the long run? Absolutely. Are you building a future-ready workforce that’s adaptable and resilient? Without question. And again, back it up with data wherever possible.
Step 3: Get Real About Investment
Let’s be clear: building an internal trainers’ community isn’t free. You can’t expect your employees to deliver training for nothing, and you need to be transparent about that. There will be opportunity costs – after all, the time your trainers spend educating their peers is time they’re not doing their core job. But if you’ve done your homework in the previous steps, you’ll know this is an investment, not an expense.
Factor in operational costs too – the tech, tools, and materials you’ll need to support the community. And don’t forget about the “extras” like incentives for trainers or the costs associated with organising workshops and events. The key here is to show that these are smart, strategic investments that will drive down long-term learning costs while improving performance across the board.
Step 4: Keep Everyone in the Loop
Communication is the lifeblood of any successful initiative. Once you’ve got your internal trainers’ community up and running, keep your stakeholders engaged. Too many great initiatives lose momentum because decision-makers aren’t kept informed of the progress.
Send regular, concise updates – a one-pager highlighting the key wins, the participation rates, and any notable feedback from employees. How often should you do this? That depends on your organisation, but don’t let it slip. Whether it’s monthly, quarterly, or after major milestones, keep that communication channel open and flowing.
Myths Busted: What People Get Wrong About Internal Trainers’ Communities
It’s easy to get caught up in misconceptions about what an internal trainers’ community should look like. Let’s bust a few of those myths right now.
- It’s a Quick Fix
No, it’s not. This isn’t a one-off workshop or a box-ticking exercise. Building a vibrant community takes time, effort, and constant nurturing. Be prepared for the long haul, and remember – the payoff is absolutely worth it. - It’s the L&D Team’s Responsibility
Wrong again. If you think this is something your L&D team will own forever, think again. The goal is to create a community that’s owned and driven by its members. Your L&D team is there to facilitate and support, but the real ownership lies with the trainers themselves. - It Should Be Massive from Day One
Bigger isn’t always better. Start small, with a core group of engaged trainers, and build from there. A small, dedicated community will have a far greater impact than a large, disengaged one. This is about depth, not width. - Participation Should Be Mandatory
Forcing people to join won’t get you anywhere. You need volunteers who are passionate and committed to the idea of knowledge sharing. Make participation voluntary, and create an environment where people want to contribute. - No Need to Document Anything
If you don’t document your processes, sessions, and learning outcomes, you’re missing a huge trick. Documenting activity is essential to capturing the knowledge that’s being shared, and it ensures the community continues to thrive, even as members move on or leave the organisation.
Step 5: Recognise and Celebrate Wins
This isn’t just about getting the mechanics right – it’s about culture. And culture shifts when you recognise and celebrate the people who are driving that change. Publicly acknowledge the trainers who are leading sessions, contributing to discussions, and helping others grow. Recognition creates momentum. People will see what’s happening, and they’ll want to be part of it.
Recognition isn’t about grand gestures – it can be as simple as a shout-out in a meeting, an email of thanks, or a more formal acknowledgment in your internal communications. The more you celebrate, the more others will step up to the plate.
Step 6: Onboard the Right Way
Onboarding into your internal trainers’ community isn’t just about giving someone a job description and telling them to get on with it. It’s about embedding them into the culture of the community. Make sure you have a solid onboarding process that not only explains the roles and expectations but also makes them feel like part of something bigger. This is where you lay the foundation for long-term engagement.
In Conclusion: It’s Time to Challenge Traditional Thinking
Building an internal trainers’ community isn’t just a “nice-to-have” – it’s a strategic necessity if you want to build a learning culture that’s future-proof and adaptable. It’s time to step away from outdated models of relying solely on external trainers or isolated L&D programmes. The knowledge you need already exists within your organisation. Your job is to unleash it.
At WINC HR, we’re all about challenging traditional HR practices and finding innovative solutions that drive real change. Our team of experienced HR consultants can help you navigate every step of the process, from getting leadership buy-in to building a thriving internal trainers’ community. If you’re ready to take your L&D strategy to the next level, reach out to us. We’ll work with you to create a community that empowers your people, boosts engagement, and transforms your organisation from within.
