In this series of posts, we will dive into the building blocks for a personal TrendMiner Coach Success plan. The topic of this third post is Knowledge.

Previous posts: Awareness, Desire

Why focus on making users knowledgeable on TrendMiner?

Knowledge on using the TrendMiner platform transforms into the ability for users to gather insights to fuel process improvements. From a change perspective, it’s vital to give users a sense of experience with the TrendMiner platform as it gives them peace of mind. When asking people to change, we ask people to leave previous ways of working behind. This can be scary as it also means people are asked to give up their built-up experience - and comfort - with a promise of benefits after adoption.

Definition of Knowledge

The information, training and education necessary for people to know how to change.​

Knowledge & enablement

We’ve created awareness and inspired people’s interest to start working with TrendMiner, great!
The next step is to start enabling the users by building up the required knowledge to get started. If you’re planning for this, the elements below will play a vital role for the success of this phase:

• Understanding user needs

  • Make your training content and format as relevant as possible by matching it to the needs of the users. The most powerful strategy is to plan 1 on 1 sessions with a number of users and have a conversation to unearth what’s important.

• Deliver effective Training in different formats

  • Think about the most effective format for your end users: classroom or remote sessions, self-paced or guided training, short showcases or long deep-dive sessions, feature training or hands-on use case sessions, or a combination of all? Look into your company and users and identify what has worked best before.

  • More information on TrendMiner self-paced training is available here: https://userguide.trendminer.com/en/training.html

• Create visibility & clear expectations

  • People who join training sessions are most likely to build up knowledge if it is clear why they are attending the session and what is expected from them. These expectations need to be clear and vocalized by their manager or another authority within the company.

  • Make sure that people can easily find training opportunities if they are interested in TrendMiner.

• Support Framework

  • Users who are starting out with TrendMiner need ways to get their questions answered. Surrounding new users with a network of peers who are experienced with TrendMiner is an optimal functional support model. This network would be called the TrendMiner Coach team.

  • It’s recommended to have at least 1 TrendMiner Coach per site/department/team, depending on the size of each entity.

Knowledge sharing: Questions to consider

• How will you ensure your coworkers have the knowledge they need to get value from TrendMiner?

• How will you ensure that the knowledge will be turned into use of the TrendMiner platform and user value?

Stay tuned for part 4 of this series, where we will take about Ability!