This series of articles focus on real-life measures obtained from companies that have deployed such a platform.
In summary, the platform allows people inside a company to help each other, train each other or share some tasks.
This article details fact 6.
So far I have discussed the benefits, adoption rate, rationalization and skill-sets of a talent and knowledge sharing platform. You might wonder what kind of questions users are putting on the platform. Are they shy to share their need for skills openly? Are they willing to ask for help knowing (and everybody else knowing) that they could find the answers by themselves if they would take the time for it? Well, if the enterprise culture promotes knowledge sharing and C-level colleagues show the way by asking questions themselves, the ice is broken and the platform starts living.
Here are a couple of real life examples. Due to obvious confidentiality some words and references have been changed in the requests and their answers.
We are looking for a Business Model Canvas (BMC) guru to animate a workshop with the product mgmt team of our department.
Our team manages the products for our larger company clients. We’re gradually modernizing our product mgmt approach and we start to use the BMC and also the Value Proposition Canvas for all our products (new and existing).
We are looking for help to set us on our way for our new products but also for the existing products when they evolve. Would you like to help us applying this in practice during a 60’ workshop? Please contact me and we'll discuss further!
The above request was posted at 10.55am. 8 minutes later it was forwarded to a subject expert by someone who knew the requester and the expert. At 11.36am the expert accepted the deal. 7 more comments were posted in the following 3 days.
This is an excellent example of a team requiring a specific knowledge that probably exists in the company but that has not been identified or registered in any system. The fact someone forwarded the message helped in its faster resolution. The 7 comments illustrate that the topic sparks off. What is worthwhile mentioning in this example is the use of the company lingo. This is typically not something you would do on Google. Using the company lingo lowers the barriers for using the tool and attracks the talents faster.
I am looking for a Spanish speaker learning English who wants to actively converse 1 hour per week. We would share the session and speak 30’ English and 30’ Spanish on business topics.
The above request was posted at 4.08pm. It was automatically forwarded to all Spanish speakers in the company. None of them reacted and the question was picked up by the Learning & Development department of the company.
This example shows that the platform is useful even when no answer is found. It shows the learning & development (or HR) department that some skills are lacking in the company and allows to react on this information by fore instance providing in external training.
We are preparing a corporate campaign. We are wondering how some specific data can be captured in SalesForce. Do we have standard fields to capture such info ? If not, what is your suggestion?
The above request was posted on a Friday at 6.11pm. Monday at 9.41am a SalesForce.com expert in the company accepted the task and came along the next day at 5.00pm. The task was jointly performed and the requester now has the skill to perform similar tasks in the future.
This example is more like a help-desk ticket for a new tool in the company. But it is not a ticket related to a bug. More a search for and existing function combined with best practice. It is therefore interesting that an experienced user responded rather than a help-desk resource.
an experienced user responded rather than a help-desk resource
The above examples clearly show that a variety of help is asked and quickly matched. Some requests are simple questions that can be answered with a short comment. Some are specific focused training requests and most of them are requests to jointly achieve a task, allowing people to meet in real life. Skills are quickly found thanks to an algorithm. All interactions are boosting talent and knowledge transfer inside the company. In fact we observe a new way of learning without increasing the cost for the company.
If you liked what you read contact us and we will evaluate together if SkillDeal can be of value to your company or network too.