When experts may no longer be experts
Our expertise and experience leads us to what we are now. That’s no different for the most of us. Can you imagine what would happen if your organisation announced that it had less need for experts? That the need for coaches is greater? And that coaches as such don’t need to be complete experts? That knowledge alone is no longer sufficient?
What does that tell you? That you’re no longer needed?
Coaching leadership and sharing knowledge doesn’t mean you’ll lose all your expertise. Quite the contrary. There’s a need for real experts.
An organisation is stabilised by the good management and mutual exchange of knowledge. Current trends are making knowledge increasing more available to a larger part of the workforce. A Google search, YouTube video, a request via social media, and so on. All the info you need is at your fingertips in a wink of the eye. Another wink and you’ve shared it with a colleague right next to you. You’re no longer separated by walls, doors or distances.
But, there is also a pitfall here. Restaurant reviews by real experts are of a different type than a Facebook post by a neighbour. Even though both are read just as much.
The truth is a combination of the two. It’s all about seeking what is correct, and not just accepting what you are told. It’s about real expertise. And it’s about the further relating, sharing and exchanging of knowledge.
It is the network on which we need to work. It’s not just knowledge. We must ensure that people can reach each other and break down barriers.
Training and education prove their worth in the personal development of an individual. And we believe just as much in networking.
At those times when people gather together and get to work using their knowledge. They are the experts. They must find the way to make contact with each other and maintain those connections. Learning is not just about acquiring new knowledge like in school. This type of learning requires people to sit down together, take their time, see the big picture and inspire each other. And not just during training courses or coaching moments. Also after the trainer has gone.
It is important at an organisation to allow sufficient time for discussion on recognisable topics. The latest trends. To stimulate. To tailor those moments and work with the information from individuals and the organisation itself. In an atmosphere of trust and a culture of respect.
Because the real experts are still exactly where they were before. There’s no need for them to leave. It’s a huge step forward when you create a climate where they can still find each other.