Internal Expertise Mapping & Knowledge-Sharing Program Guide

1. Program Introduction & Benefits

This program is a structured, 4-month initiative designed to apply proven network design and lifecycle methodologies to the human capital within an organization. The core essence is to systematically transform tacit, siloed employee knowledge into a visible, accessible, and actionable "expertise network." By treating employees as nodes and knowledge flows as connections, the program creates a dynamic internal expertise map and establishes robust processes to solve chronic knowledge-sharing issues.

Strategic Benefits for Employees and the Organization:

• Enhanced Operational Agility: Reduces the "time-to-expertise," enabling faster problem-solving, innovation, and project execution by connecting questions to answers more efficiently.
• Reduction of Knowledge Silos & Duplication: Systematically identifies and bridges gaps between departments and teams, lowering the cost of duplicated efforts and reinventing solutions.
• Empowered Employee Growth: Increases visibility for individual expertise, fostering recognition, collaborative opportunities, and more targeted professional development.
• Improved Resilience & Continuity: Mitigates critical knowledge loss due to employee turnover by documenting and distributing key expertise across the network.
• Data-Driven Talent Management: Creates a living map of organizational capabilities, informing strategic decisions on staffing, training, and internal mobility.

2. Program Expansion Strategy

Evaluation: This is a Networking Program focused on mapping expertise and facilitating connections. While not a pure Mentorship or Coaching program, its goal of solving knowledge-sharing issues is significantly enhanced by adding a structured, supplemental Mentorship layer.

Value of a Supplemental Mentorship Layer: A formal mentorship component directly addresses the human and cultural obstacles to knowledge-sharing. It moves beyond a static directory or platform by creating accountable, trusted relationships that facilitate the deep, contextual transfer of tacit knowledge that is difficult to capture in a map. Mentors can guide mentees not just to information, but to the nuanced "how" and "why" behind it, accelerating practical application and fostering a culture of open sharing.

Implementation Note: Integrate a voluntary, opt-in mentorship track beginning in Month 2 (Planning & Design). Using the nascent expertise map, the program can facilitate connections where experienced employees (mentors) are matched with those seeking to develop specific skills or domain knowledge (mentees). This track would run parallel to the main program, with provided frameworks for initial meetings and goal-setting, leveraging tools from the Approved Tools List.

3. Implementation Roadmap

Launch Phase (Pre-Week 1)

• ✓ Secure executive sponsorship and communicate strategic "why."
• ✓ Form a cross-functional program team (IT, HR, Business Units).
• ✓ Define and invite key stakeholders (team leads, subject matter experts, end-users).
• ✓ Set up core collaboration and project tracking tools.
• ✓ Launch initial communication campaign to build awareness and anticipation.

Tracking & Operations (4-Month Lifecycle)

• Governance: Hold bi-weekly core team syncs and monthly steering committee reviews at each milestone gate.
• Communication: Maintain a dedicated program page on the Internal Social Network for updates, success stories, and feedback collection.
• Participant Management: Use the selected software tools to track profile completion, training attendance, and platform engagement.
• Agility: Use feedback from milestone reviews to make minor course corrections, ensuring the program remains aligned with employee needs and organizational goals.

Success Measurement

Quantitative KPIs:

• Profile Coverage: % of target employees with a completed expertise profile (Target: 90% by Month 4).
• Interaction Rate: Average number of knowledge-sharing interactions (queries, connections, resource accesses) per employee per month (Target: 20% increase from baseline).
• Efficiency Gain: Reduction in average "time-to-access expertise" for internal queries (Target: <2 days).
• Silo Reduction: % decrease in incidents of duplicated work efforts (measured via post-project audits).

Qualitative KPIs & Feedback Mechanisms:

• Employee Satisfaction: Net Promoter Score (NPS) from periodic surveys on the usefulness of the expertise map and ease of sharing (Target: >70).
• Stakeholder Feedback: Structured interviews with team leads and power users at each milestone to assess map accuracy and business impact.
• Success Stories: Collection and publication of case studies highlighting solved problems or enabled collaborations.
• Feedback Channels: Integrated pulse surveys within knowledge platforms, and a dedicated feedback channel on the Internal Social Network.

4. Approved Tools List

• Internal Social Network: Primary Justification. This is the core platform for fostering organic connections, hosting program communities, facilitating Q&A, and sharing updates. It directly enables the "knowledge-sharing" behaviors the program aims to cultivate.
• LMS (Learning Management System): Primary Justification. Essential for delivering the structured program modules (e.g., "How to create your expertise profile," "Effective knowledge-sharing practices") in a trackable, scalable way. It supports mandatory and optional training components.
• Mentorship Software: Secondary Justification. If the supplemental mentorship layer is adopted, this tool is critical for efficiently managing mentor-mentee matching, relationship tracking, goal setting, and providing structured content to guide the mentorship pairs.

5. Resource & Content Library

General Program Content

• Module 1: Prepare & Assess: Video: "The Business Case for Breaking Down Silos"; Guide: "Conducting a Personal Skills Inventory"; Template: "Stakeholder Interview Questionnaire."
• Module 2: Plan & Design: Interactive Workshop: "Mapping Your Team's Knowledge Topology"; Guide: "Designing Effective Knowledge-Sharing Protocols"; Template: "Expertise Profile Standard Format."
• Module 3: Prototype & Document: Video Tutorial: "Navigating Our New Expertise Directory"; Guide: "Best Practices for Documenting Tribal Knowledge"; Case Study: "How Team X Prototyped Their Solution."
• Module 4: Implement & Optimize: Webinar: "From Launch to Habit: Sustaining Engagement"; Guide: "How to Give Feedback on the Expertise Map"; Dashboard: "Live View of Program KPIs and Network Activity."

Supplemental Mentoring Content Table

To support the optional mentorship track and enhance core knowledge-sharing skills across all participants.