Long-form guides with clear business value.

Count the questions, not the documents. For one week, note every question a senior person answers that has been answered before.

Follow one answer to its source. If it lives in a thread, a drive folder and someone's head, you have three versions and no owner.

Price the interruption, not the search. The cost is the expert's time and the wrong answer acted on, not the minutes spent looking.

Start with one team and the questions it answers every week, not with all company knowledge.

Admit sources deliberately. A hub of approved documents, each with an owner and a current version, beats a mirror of every drive.

Launch with a real question. The first thing people ask should come back with a cited answer, or the hub is a folder with a search box.

An LMS answers “has everyone completed this?” A knowledge hub answers “how do we do this here?” A growing company needs both, from one place.

Courses age. The documents they were built from do not have to. Build training on top of the living knowledge, not beside it.

Keep what the LMS does well, completion and certification, and add what it never had: an answer on demand, with its source.

The checklist stays. What changes is that a new hire can ask in plain language and get the answer with the document it came from.

The assistant is only as good as what you admit to it: approved sources, named owners, current versions. Design the sources before the prompts.

Every question a new hire asks and has answered is one the next hire never has to interrupt a colleague for.

Record the walkthrough, not the handover document. A searchable transcript of someone explaining their work keeps what they would never write down.

Name the expert behind each topic while they are still here, so the directory shows who to ask next.

Make capture a by-product of work, a recorded session or an answered question, rather than a documentation project nobody finishes.

Inventory what already exists before writing anything new. Most organisations own more training material than they think.

A course can be a path through existing documents and recordings with a checkpoint at the end, rather than new content.

Keep one source. When the policy changes, the course built on it should change with it, not drift.