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Learning Organization: Stop Losing Know-How, L&D, 450+ Tools
3,042 students
Learning Organization: Stop Losing Know-How, L&D, 450+ Tools
Best expert resigned and the know-how left too? Build knowledge management, L&D, mentoring and succession planning
Last updated 10/2026
English
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What you'll learn
- Stop losing what your experts know when they resign: take 450+ ready question lists, procedures, templates, checklists and matrices in 59 resources
- Capture expertise before people leave and store it where others find it, with Notion, Confluence and Microsoft Loop shown on screen
- Pull knowledge into daily work with an integration checklist, retrospective questions and a knowledge management roadmap
- Design training that changes work: ADDIE, adult learning principles, a learning design checklist and transfer checks
- Prove what learning returned with an evidence matrix, review questions and a report management will act on
- Set up a corporate university from audit and budget to trainers and an online platform, with a budget checklist and a trainer selection procedure
- Run a mentoring programme: a mentor suitability checklist, matching criteria, a first meeting script and a closure checklist
- Develop managers on purpose: delegation, team building, coaching, feedback, engagement and communication
- Build a succession bench with a 9-box grid, a departure risk matrix, development plans and a bench audit checklist
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
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Course content
17 sections • 48 lectures • 21h 24m total length
Requirements
- No background in L&D, instructional design or knowledge management is required
- An organisation or team you can apply the tools to as you go
- Willingness to audit what your company does now before designing anything new
- Nothing to buy for the course itself: the presentations are attached to the lectures
- English at intermediate level or above, since all lessons are in English
Description
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. Here are 453 tools to build capability on purpose: 276 ready-to-use question lists, procedures, templates, checklists and matrices, 146 models and methods, 30 services and apps shown on screen and a working file.
Open a lecture, take the tool, apply it to your team this week.
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 left to work out management alone. And when a key role opens, there is no successor. Every one of these is the same failure: capability is not being built deliberately.
What changes after this course
You build a system and stop running events. Knowledge is captured before people leave, stored where others can find it and pulled into the processes that need it. Training is designed from a business outcome and evaluated against it. Managers are developed on purpose. And the bench is deep enough that a resignation is an inconvenience and not a crisis.
What is inside: 453 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 59 downloadable resources: the lecture presentations plus a working file, the Learning Level Check
- 276 ready-to-use tools inside the presentations:
- 84 question lists and scripts: expert knowledge capture interviews, knowledge management employee survey, performance support needs interviews, training effectiveness review
- 53 step-by-step procedures and workflows: knowledge management strategy development, knowledge collection and storage, internal trainer program implementation, six-step learning transfer
- 48 templates and sample documents: knowledge index card, best practice documentation, error analysis, knowledge management strategy roadmap
- 46 checklists: knowledge base review, training diagnosis, learning design, learning transfer
- 39 scorecards, rubrics and matrices: performance support selection matrix, business drivers and competency matrix, learning transfer climate assessment, training evaluation evidence matrix
- 3 formulas and metric sets: knowledge management effectiveness metrics, human capital management metrics, succession planning KPIs
- 2 ready AI prompts: career development with ChatGPT, AI competency profile generation
- 1 other working tool
- 146 models and methods explained with examples: 70-20-10 learning, communities of practice, ADDIE instructional design, 6D learning transfer
- 30 services and apps shown on screen, from a quick look to a detailed demo: Confluence, Notion, Microsoft Loop, SharePoint, Docebo, TalentLMS, Thinkific, 15Five, Miro and others
Where the tools are
- Start here (1 tool). Put your company on the four levels of learning.
- Knowledge management (2 sections, 80 tools). Explicit and tacit knowledge, capture, storage, sharing, use in processes, measurement and strategy.
- Learning and development (4 sections, 87 tools). Competency model, diagnosis, design, result-based learning, transfer, evaluation and strategy.
- Corporate university (3 sections, 163 tools). Audit, budget, trainers, work with business, instructional design, coaching, careers, assessment, providers and distance learning.
- Mentoring (2 sections, 32 tools). Purpose, matching, the first meeting and closing the relationship.
- Leadership development (3 sections, 95 tools). Manager competencies, delegation, teams, coaching, feedback, engagement and communication.
- Succession planning (2 sections, 35 tools). Key roles and risks, assessing successors, the bench and its audit.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe. I am also a founder and lead the strategy of my own academy.
I saw this system work at Wargaming. The corporate university there insisted that people put what they knew into Confluence: we trained all employees to use it and promoted the idea at management level, so that managers required it from their people. As a result, documentation in the company was really well kept. The same corporate university trained managers at each step of the performance cycle: goal setting when planning for the next year began, summing up and feedback before the performance review, and one-on-one meetings separately, so that managers knew how to do it.
How to use the course
Start with the first lecture and find the level of learning your company is on. Then go to the layer that is weakest now: knowledge, training, the corporate university, mentoring, managers or succession. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 48 lectures across 17 sections, 21.5 hours
- 59 downloadable resources: lecture presentations and a working file
- 453 tools across the lessons, including 30 services and apps shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Name the one person whose resignation would hurt most. Open the lecture on creating and storing knowledge, take the capture tools and plan one interview with that person this month. What you write down will stay in the company. Enrol now and start your first lesson today.
Who this course is for:
- L&D and talent leaders building the function and not just running separate trainings
- Knowledge managers who need the system to survive beyond the first wiki page
- HR directors responsible for capability across the whole organisation
- Corporate university teams setting up or restructuring the institution
- Business leaders who keep losing critical expertise when people leave
- Consultants designing capability programmes for client organisations