During a recent conversation, I was asked a question that caught me off guard: "How do you work with Subject Matter Experts (SMEs)?" It struck me as an odd question—as if SMEs require a distinct approach that sets them apart from others. But do SMEs really need to be treated so differently from other people we work with? Are they all the same, defined only by their expertise?
My answer was simple: I work with SMEs in the same way that I work with learners—with understanding, empathy, and a focus on their needs.
SMEs are individuals with demanding workloads and significant responsibilities. They are experts in their fields, often juggling multiple projects and dealing with the pressure of sharing their knowledge effectively. They may see training development as an additional burden, something they don’t always have the time for. But this situation isn’t unique to SMEs—it’s the same experience many learners face.
Finding Common Ground with SMEs and Learners
Subject Matter Experts are incredibly knowledgeable in their respective areas, but they are also often busy individuals juggling heavy workloads and competing priorities. They might find it challenging to dedicate the time needed to share their expertise, and they may view participation in training development as an added burden.
If this sounds familiar, it’s because learners face many of the same obstacles. Learners, too, are busy professionals with full plates who may feel overwhelmed at the thought of sitting through training sessions or e-learning courses that take up valuable time. In both cases, it's crucial to find ways to make the process valuable and relevant for everyone involved.
The key to working effectively with both SMEs and learners is understanding their motivations and addressing their needs. When we do that, we can create effective partnerships and meaningful learning experiences.
Collaborating with SMEs: Focus on Value
Subject Matter Experts have a wealth of knowledge, but they often face demands that make it hard for them to commit time to training initiatives. Instead of viewing SMEs solely as knowledge repositories, it's essential to approach them as valued partners in the process. To do this effectively, it's important to frame the work in a way that speaks to their own interests.
1. Acknowledge Their Challenges: Recognize that SMEs have their own workloads and priorities. Show appreciation for the time they spend contributing to training development, and validate their expertise by valuing their input.
2. Show Them the Benefits: SMEs are more likely to engage if they understand how their involvement will ultimately help them. Effective training materials can lead to better-trained staff, which reduces the frequency of repeated questions and gives SMEs more time to focus on impactful work.
3. Make It a Collaborative Experience: The more collaborative the experience, the more rewarding it can be. Work alongside SMEs to fully understand their area of expertise and show genuine curiosity. By making the process a true partnership, SMEs will be more inclined to share their knowledge freely.
Creating Engaging Learning Experiences
Similarly, it’s important to take the same human-centered approach when creating learning experiences for employees. Learners are not simply empty vessels waiting to be filled with information. They, too, are busy, overwhelmed, and skeptical of training that doesn’t seem relevant to their work.
1. Understand Learner Needs: Training needs to resonate with learners' experiences. Make sure that what you're presenting is directly tied to their day-to-day tasks and provides solutions to real problems they face. When learners see how the training will help them improve, they’re more inclined to engage.
2. Focus on Relevance and Application: Keep the training content focused and actionable. Provide learners with specific tools and strategies that they can implement immediately, making it worth their time and attention. Relevance is key to motivating learners to participate and apply what they learn.
3. Be Respectful of Their Time: Avoid unnecessary fluff. Ensure the training is targeted, efficient, and directly related to their responsibilities. Respecting learners’ time and providing concise, impactful content helps boost engagement and value.
Building a Win-Win Environment
The goal is to create an environment where both SMEs and learners feel their contributions and participation are valued. When SMEs see that their efforts lead to well-trained employees and reduced workload, their motivation grows. And when learners see that training is designed with their needs in mind, their engagement improves.
The most effective training programs are those built on a foundation of strong partnerships—partnerships that respect both the expertise of the SMEs and the needs of the learners. By approaching both groups with empathy, understanding, and a focus on shared benefits, we build a win-win environment for all.
Actionable Steps for Leaders
To put these concepts into practice, here are some actionable steps that leaders can take to work effectively with SMEs and design training that resonates with learners:
1. Build Trust and Respect: Take time to understand SMEs and learners as individuals, respecting their time and workload. Acknowledge their expertise and appreciate their contributions.
2. Make the Connection Clear: Clearly articulate the benefits of the training initiative to SMEs and learners. Whether it’s improving operational efficiency or gaining new skills, help them see what’s in it for them.
3. Simplify the Process: Make it easy for SMEs to share their knowledge. Prepare focused questions, minimize the time required for involvement, and provide them with the tools they need to contribute effectively.
4. Keep Learners Engaged: When developing training materials, keep content concise and immediately applicable to learners' work. Focus on practical solutions that help them become more efficient in their roles.
5. Encourage Collaboration: Whether working with SMEs or learners, prioritize open communication and collaboration. Involve SMEs in the content development process, and seek feedback from learners to continually improve the training.
Effective training isn’t just about transferring knowledge from an SME to a learner—it’s about understanding the people involved, respecting their expertise and time, and creating an environment that values meaningful contributions. SMEs aren’t just a resource to tap; they’re partners in building successful training programs. And learners aren’t just attendees; they’re individuals looking for ways to make their work better.
By focusing on what motivates both SMEs and learners and creating value for everyone involved, leaders can ensure that training initiatives are not only successful but also enriching for everyone participating. Remember, both SMEs and learners are people—approach them as such, and the results will speak for themselves.
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