ctices among your team. The gap was in the skills to get the message across, not in the knowledge that goes into the message.

You can easily waste a lot of money by hiring someone who kn

When you are trying to spread best practices throughout your organization, you may realize that you need help in communicating those practices effectively. Wise managers understand that sharing best practices in ways that truly impact employee performance takes highly specialized skills.

Unfortunately, once they start looking for external help, these same wise managers can become a little forgetful. They forget that the problem they identified was a lack of skill, communication and writing skill. And they start focusing almost exclusively on finding someone who already has detailed knowledge of their industry, their methods and processes, or their products and services.

Why pay for the same expertise twice?

Remember, you started out by identifying a gap in capabilities, an obstacle to spreading best practices among your team. The gap was in the skills to get the message across, not in the knowledge that goes into the message.

You can easily waste a lot of money by hiring someone who kno

at truly impact employee performance takes highly specialized skills.

Unfortunately, once they start looking for external help, these same wise managers can become a little forgetful. They forget that the problem they identified was a lack of skill, communication and writing skill. And they start focusing almost exclusively on finding someone who already has detailed knowledge of their industry, their methods and processes, or their products and services.

Why pay for the same expertise twice?

Remember, you started out by identifying a gap in capabilities, an obstacle to spreading best practices among your team. The gap was in the skills to get the message across, not in the knowledge that goes into the message.

You can easily waste a lot of money by hiring someone who kn

e problem they identified was a lack of skill, communication and writing skill. And they start focusing almost exclusively on finding someone who already has detailed knowledge of their industry, their methods and processes, or their products and services.

Why pay for the same expertise twice?

Remember, you started out by identifying a gap in capabilities, an obstacle to spreading best practices among your team. The gap was in the skills to get the message across, not in the knowledge that goes into the message.

You can easily waste a lot of money by hiring someone who kn

nd processes, or their products and services.

Why pay for the same expertise twice?

Remember, you started out by identifying a gap in capabilities, an obstacle to spreading best practices among your team. The gap was in the skills to get the message across, not in the knowledge that goes into the message.

You can easily waste a lot of money by hiring someone who kn

ctices among your team. The gap was in the skills to get the message across, not in the knowledge that goes into the message.

You can easily waste a lot of money by hiring someone who knows everything you know, without the writing and communication skills you actually want.

It is easy to see how this happens. Generating a quantity of clearly explained content, easy to read and understand, with a real impact on employee behavior . . . well, that's something you may find enormously challenging, even stressful. You'd rather focus on other activities you're more comfortable with, more confident about.

Then you discover that some business writers bring a little different perspective to your topic, trying to "translate" your content into more digestible form for people who are not intimately familiar with your products, services, or procedures. You find it easier to talk to the writers who are more keenly interested in the facts, specifications, and details of your topic than in the writing end of it.

After all, two experts don't need any "translation