How to Build an Internal Trainers’ Community: A Learning Culture
Let’s face it — knowledge sharing, mentorship, and standardisation are essential for any organisation that takes learning and development (L&D) seriously. Yet, many companies are missing a vital piece of the puzzle: an internal trainers’ community. Think about it—your organisation is full of talented people brimming with knowledge and expertise. However, that talent often stays locked in individuals or within teams without a structured way to harness it. This is where an internal trainers’ community comes in — a group of in-house experts who spread knowledge, mentor others, and make learning a continuous, embedded part of the company culture. This isn’t just a tweak to your L&D strategy. It’s a fundamental shift in leveraging internal talent to drive growth, innovation, and collaboration. So, how do you build it? Let’s break it down.
What Is an Internal Trainers’ Community?
An internal trainers’ community is a group of employees who, in addition to their regular roles, take on the responsibility of training their peers. These internal trainers aren’t just sharing skills—they’re transmitting values, aligning learning with organisational goals, and fostering a collaborative, engaged workforce.
Unlike external trainers, internal trainers deeply understand the company’s culture, challenges, and strategic objectives. They do not just impart knowledge; they shape it in ways that directly contribute to the company’s success. But building this community requires more than enthusiasm—it needs a solid plan and consistent effort.
* Step 1: Understand the Problem You’re Solving
Before you jump into action, be clear about the problem you’re solving. Too many organisations launch initiatives without fully understanding why. Are there gaps in your current training programmes? Is knowledge concentrated in specific teams? Are you spending too much on external trainers who lack the context of your business?
Be specific and quantify the problem wherever possible. Use data from employee surveys, exit interviews, or performance reviews to support your case. You’re not just identifying problems—you're showing how these issues affect performance, innovation, or engagement. This isn’t just a “nice-to-have”; it’s essential for long-term success.
* Step 2: Sell the Vision Boldly
Now that you’ve identified the problem, it’s time to sell the vision. And it’s not enough to just say, “We’ll improve training.” It would help if you painted a picture of how an internal trainers’ community can transform the business.
What’s in it for the organisation? First, you’ll standardise training quality and align it with company goals. Second, you’ll reduce reliance on external trainers, creating a more sustainable in-house learning model. Third, by fostering a knowledge-sharing culture, you’ll boost employee engagement and empower your people to take ownership of their development.
But don’t stick to abstract benefits like “improving collaboration” or “boosting morale.” Be specific and measurable. Talk about how this will increase engagement scores, reduce turnover, and improve key performance metrics—the more concrete and data-driven your vision, the stronger your case for investment.
* Step 3: Be Honest About the Investment
Here’s where transparency is vital. Building an internal trainers’ community requires investment, and being upfront about the time and resources involved is essential.
Opportunity costs are real—when employees take on a training role, they spend time away from their core duties. The company is paying for that time, so position it as a long-term investment in building a more resilient workforce. You’ll also need to consider operational costs like training materials, tools, and possibly new platforms to support trainers.
The key is to demonstrate that this isn’t just another expense. It’s a wise, strategic investment that will pay off by reducing turnover, increasing engagement, and enhancing performance over time.
* Step 4: Keep the Communication Flowing
Once your trainers’ community is up and running, don’t make the mistake of “set it and forget it.” Regular communication with stakeholders is critical to maintaining momentum.
Share clear, concise updates on progress. Provide metrics on training sessions delivered, the number of participants, and—most importantly—how this impacts the business. Has engagement improved? Are teams collaborating better? Are skill gaps closing faster? The more you can tie the trainers’ community to concrete business outcomes, the more leadership will see its value.
* Step 5: Recognise and Celebrate Wins
If you want your internal trainers’ community to thrive, you need to create a culture of recognition. Publicly acknowledge trainers who are stepping up and making a difference. This can be through a shout-out at a company meeting, an internal communication, or more formal recognition.
Recognition does more than say “thanks” — it reinforces the behaviours you want to see. When others see trainers being celebrated, they’ll be more inclined to get involved themselves. The more you highlight these contributions, the stronger the community becomes.
* Step 6: Nail the Onboarding Process
Onboarding isn’t just about assigning new trainers a role—it’s about integrating them into the community and ensuring their success. Ensure your onboarding process is comprehensive, offering support, guidance, and the tools needed to become effective trainers.
This is where your L&D team can play a crucial role by mentoring new trainers, providing feedback, and offering resources to help them transition smoothly into their new responsibilities.
Common Myths About Internal Trainers’ Communities — And Why They’re Wrong
Before you start, it’s important to clear up some common misconceptions that can derail even the best efforts. Let’s debunk a few of these myths.
- It’s a Quick Fix
Building a vibrant trainers’ community isn’t something you do overnight. It’s an ongoing effort that requires time and nurturing. The best communities evolve with continuous feedback and improvement. - It’s the L&D Team’s Responsibility
Wrong. While L&D may facilitate the early stages, the community should belong to the trainers. The most successful communities are those where trainers take ownership and drive the process. - Bigger Is Better
That's not true. Start small with a group of committed trainers and let the community grow organically. A small, engaged community will always outperform a large, disengaged one. - Participation Should Be Mandatory
Forcing people to participate is a surefire way to kill engagement. The best communities thrive on voluntary participation, where members are motivated to share their expertise and help others grow. - Documentation Isn’t Necessary
Documentation can help you gain valuable knowledge and momentum as people move on. Ensure you document key learnings, processes, and training sessions so the community can continue evolving even as its members change.
The Bottom Line: Building a Learning Culture That Lasts
An internal trainers’ community isn’t just another L&D initiative — it’s a strategic move that embeds learning into the fabric of your organisation. It’s about using the talent and knowledge already within your teams to drive growth, innovation, and resilience.
Yes, it takes effort. Yes, it requires investment. But the rewards are substantial. A thriving internal trainers’ community doesn’t just improve skills — it transforms how your organisation learns, collaborates, and grows. It breaks down silos, fosters a sense of ownership, and creates a culture where learning is an ongoing, collective effort.
Your organisation has the talent — now it’s time to unlock it.
About the Author
Karl Wood is a seasoned HR professional passionate about challenging traditional workplace practices. With a proven track record of delivering innovative HR solutions across the UK, Karl is dedicated to helping businesses navigate the complexities of today’s workforce. His expertise spans organisational development, performance management, and employee engagement, making him a trusted advisor for companies looking to foster growth and build inclusive, high-performing teams.
If you’re ready to disrupt the status quo and build a more motivated, engaged workforce, subscribe to the HR Horizons newsletter for more insights. Let’s continue the conversation — connect with me on LinkedIn, and don’t hesitate to reach out. My inbox is always open!
