---
id: "action-formalize-internal-teaching"
type: "action-item"
source_timestamps: ["§ 2. Build a Distributed Apprenticeship Pipeline"]
tags: ["compensation", "performance-management", "mentorship"]
related: ["framework-distributed-apprenticeship", "concept-tacit-knowledge"]
action: "Write internal teaching and structured shadowing into the performance expectations and compensation of senior practitioners."
outcome: "A formalized knowledge-transfer system that captures tacit knowledge before senior leaders exit."
speakers: ["Jenny Fernandez"]
sources: ["reskilling"]
sourceVaultSlug: "hbr-seg-reskilling"
originDay: 10
articleStem: "hbr-sig-51-talent-strategy-ai-transformation"
sourceUrl: "https://hbr.org/2026/06/your-talent-strategy-has-to-keep-up-with-your-ai-transformation"
sourceTitle: "Your Talent Strategy Has to Keep Up with Your AI Transformation"
---
# Formalize and Compensate Internal Teaching

**Action:** Identify senior practitioners who carry irreplaceable [[concept-tacit-knowledge-d51]] (especially those within **five years** of exit). Build structured **shadowing programs** pairing them with mid-level managers on live cycles. Crucially, **write this teaching contribution into performance expectations and compensation** rather than treating it as volunteer work.

**Framework:** this is the execution of the [[framework-distributed-apprenticeship]] (its steps target practitioners within 5–8 years of retirement and mandate knowledge-capture protocols before transitions).

**Expected outcome:** a formalized knowledge-transfer system that captures tacit knowledge *before* senior leaders exit — the direct countermeasure to the [[concept-knowledge-cliff]] and the relational (20%) loss flagged in [[claim-70-20-10-development-loss]].