This course contains the use of artificial intelligence.
When your best engineer resigns, how much of what she knew walks out with her? In most companies the honest answer is nearly all of it.
What is going wrong right now
Your organisation learns by accident. Someone solves a hard problem and the solution lives in their head until they leave. Training happens because a budget line exists, people sit through it, and six weeks later nothing about their work has changed. Managers are promoted for being good specialists and then left to figure out management on their own. And when a key role opens up, there is no successor, so you hire externally at a premium and start the knowledge loss cycle again. Every one of these is the same failure: capability is not being built deliberately.
What changes after this course
You will build a system rather than run events. Knowledge gets captured before people leave, stored where others can find it and pulled into the processes that need it. Training is designed backwards from a business outcome and evaluated against it, so you can walk into a board meeting and show what learning returned. Managers get developed on purpose across delegation, feedback, engagement and communication. And the bench is deep enough that a resignation is an inconvenience rather than a crisis.
Your instructor
Mike, the number one HR instructor on Udemy, with more than 1.6 million course enrolments and over 150,000 professionals trained. Holder of PHRi and SHRM-CP certifications and HRCI representative in more than 10 countries. Built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals.
How the course is built
The course assembles a learning organisation layer by layer. It starts with knowledge itself: capturing tacit expertise through interviews and working groups, structuring it in wikis, Confluence and Notion, breaking down the barriers to sharing, and measuring whether the system works. The second layer is the learning discipline: ADDIE, adult learning, designing backwards from business outcomes, the sixteen factors that determine whether training transfers into practice, performance support and evaluation you can report upward. The third layer is institutional: setting up a corporate university with its audit, budget, internal trainers, instructional design and online platform. The fourth is person-to-person transfer through mentoring, from matching and boundaries to closing the relationship. The fifth develops the managers themselves, since capability spreads through them or not at all. The course closes with succession planning, where knowledge, learning and leadership meet: key roles, 9-box assessment, development paths and measurable bench strength.
What is included
• Lifetime access to all course materials
• Active instructor support in the Q&A section
• Udemy Certificate of Completion
• Practical assignments and real business cases
• A section with additional courses, tools and resources
Why start now
Every quarter without a system is another quarter of expertise leaving through the door and training budget producing nothing measurable. Companies that learn faster than their competitors win, and that capacity is built deliberately or not at all. Enrol now and start the first lesson today.
