We will set up a way to capture important know-how in the company, transform it into a comprehensible knowledge base and connect it with internal training. This way, people can find the right information, learn from real practice and pass on experience without unnecessary dependence on individuals.
Important knowledge often exists but remains scattered among people, documents, emails, chats and informal procedures. The organization then repeatedly explains the same things, the new person learns from whoever they meet, and experienced colleagues become the only place to find the answer.
Knowledge management helps separate valuable knowledge from information noise, identify its owners, create a clear structure, and set up a method for regular updating. Internal training builds on this layer: it transforms knowledge into practical formats in which people learn from situations in their own organization.
Who creates, uses, explains and needs to pass on knowledge.
In which work steps does knowledge arise, change and determine the quality of the result?.
What should be documented, in what form and with what level of detail.
Where knowledge is stored, searched, connected and made accessible.
Whether sharing is a natural part of the job or just a one-time initiative.
The scope adapts to the size of the organization, the type of knowledge, and existing tools. You can start with a narrow pilot in one team or with a topic that has the highest value for the functioning of the company.
They need the way of working to not be transmitted solely through personal explanations between individuals.
They want to capture critical experiences and reduce operational dependence on a few key people.
They need to connect learning activities with real-world roles, processes, and required competencies.
They are looking for a common structure for instructions, decisions, workflows, and frequently asked questions.
They need to prepare for the transfer of knowledge before the experience becomes unavailable.
They want new processes, systems, or rules to also receive understandable educational and knowledge support.
The result doesn't have to be a large portal or a big project. Value is created when people know where to look, what to trust, who maintains the content, and how the knowledge is transferred to everyday work.
People can find a proven procedure, decision, or expert explanation faster.
Important know-how remains captured and transferable even when roles change or experienced people leave.
New colleagues gain common ground and better understand the context of their work.
Experts can focus on more challenging topics instead of repeatedly explaining the basics.
Internal formats are based on your own cases, processes, mistakes, and good practices.
New knowledge can be systematically captured, verified, and fed back into practice.
The specific set of outputs will be agreed upon based on the goal and scope. Not every collaboration requires all of the above components.
Overview of topics, sources, experts, users and places where the risk of loss or unavailability of know-how arises.
Design categories, content types, metadata, navigation, search, and links between topics.
Determining content owners, approval, updating, archiving and regular review.
Linking roles, needs, topics, formats, and rhythm of learning into a practical development framework.
Templates for instructions, decisions, lessons learned, expert articles, FAQs or agenda submissions.
Verified initial scope, user feedback, recommendations, and a realistic rollout process.
The process may end with a proposal, continue with a pilot, or include support for the entire first cycle. Each subsequent phase will be agreed upon based on the objective, readiness, and available capacities.
We will obtain basic information about the organization's needs free of charge. It does not produce a professional output or program proposal.
We will go over roles, processes, existing resources, user needs, and places where know-how is lost or most difficult to find.
We will design the content structure, ownership, management rules, search method, and link to internal training.
In the selected area, we will prepare the first types of content, working templates, and methods for involving experts and users.
We will support the handover of rules, internal workshops, work with the platform, and the integration of knowledge creation into regular processes.
We will verify usage, relevance, and practical benefit. Based on our findings, we will adjust priorities, content rhythm, or expansion plan.
The service can be a narrow diagnostic block, a pilot within a single team, or a comprehensive proposal for multiple parts of the organization. The scope of the modules is determined after understanding the goal.
It helps determine which knowledge is critical to the functioning of the company and where gaps are emerging today.
Contains: interviews, overview of roles and processes, inventory of resources, identification of experts, risks and priorities.
It transforms scattered content into a clear structure that can be navigated and searched.
Contains: categories, content types, taxonomy, metadata, navigation, naming conventions, and topic links.
It sets the responsibility to ensure that the knowledge base does not become outdated shortly after launch.
Contains: content owners, approval, review, versioning, archiving, escalation and quality rules.
It connects knowledge to roles, competencies, and situations in which people need to use it.
Contains: educational trips, internal lectures, workshops, peer learning, microformats and onboarding support.
It also captures practical and informal knowledge that is not normally found in a procedural document.
Contains: expert interviews, shadowing, lessons learned, decision-making situations, FAQs and structured role transfer.
It verifies whether the designed system helps people in real work and can be maintained with adequate capacities.
Contains: pilot content, user testing, communication plan, administrator training, usage indicators and improvement suggestions.
Maximum 30 minutes. It is intended to provide basic information and does not produce a professional output.
The paid block already includes the agreed professional work or output. A comprehensive proposal, pilot or implementation is priced according to the scope.
Monthly support can help maintain content ownership, update priorities, evaluate usage, and connect new topics to internal training. Scope, people, meeting rhythm, asynchronous work, and response time are determined in advance.
Meetings at agreed intervals help keep attention on the topic without unnecessary pressure.
In new situations, it is easier to distinguish what is a continuation of the chosen direction and what is a return to the old pattern.
To a certain extent, a question, experience, or basis for further reflection can be captured between meetings.
The development of the topic, decisions, and open questions remain understandable even during a longer process.
The Pepax library is being built gradually as a professional knowledge base. A subscription can augment independent study, but it does not replace personal coaching or individual recommendations for a specific situation.
For someone who wants to work on the topic of personal development between meetings or independently.
- in-depth texts about values, decision-making, boundaries and career transitions,
- practical methodological sheets and reflection questions,
- case scenarios and work instructions,
- materials for independent study and ongoing evaluation.
Why it may be worth it: It helps you stay in touch with the topic at your own pace and be more prepared to make further decisions.
For professionals who work repeatedly with the topics of development, decision-making or coaching conversations.
- methodologies and decision-making frameworks,
- coaching objective and employment contract templates,
- checklists for interim and final evaluation,
- work issues, ethical boundaries and safe work frameworks.
Why it may be worth it: It reduces the need to build a working structure from scratch each time and promotes consistent professional practice.
Neither L2 nor L3 include individual consultations, review of a specific document, personal recommendations, workshops, coaching, mentoring, or work on a specific assignment.
Boundaries help set realistic expectations and protect the organization from a solution that is formally ready but not used in practice.
Mentoring is intended to support development. The content of interviews should not be used as an undisclosed basis for performance, personnel, or disciplinary decisions.
The methodology can increase the quality of selection and support, but it cannot guarantee that every pair will work or that every participant will achieve the same progress.
The program needs to clearly separate the couple's confidential content from appropriate operational information, anonymized feedback, and management evaluation.
Management and HR make decisions about personnel issues and resolve work, legal or health situations. Mentoring is not a substitute for management, therapy or professional healthcare.
Pepax considers knowledge as part of the real functioning of an organization. It is not enough to determine where a document is stored. It is necessary to understand who creates the information, in what decisions it is used, how it changes and what helps people transfer it to work.
shows where knowledge is created, transmitted and influences the outcome,
they transform know-how into understandable and practically usable formats,
helps work with motivation, trust, expertise and sharing barriers,
they connect business needs, content architecture, user experience, and information management.
Overview of services based on individual or corporate development through relationships.
Experienced leadership and active transfer of know-how to the company.
A partner for top management decision-making when expert input is also needed.
An initial interview will help verify whether coaching, mentoring, or another form of collaboration is appropriate for your situation.
Explanation of pricing tiers for one-time services, monthly support, and library access.
The way Pepax connects human understanding, structure, communication and practical decision-making.
You purchase agreed upon professional work: for example, a knowledge audit, knowledge base design, governance, internal training plan, pilot or implementation support. The exact modules and deliverables will be determined by the situation.
Yes, if a business needs to reduce reliance on individuals, improve onboarding, or streamline important processes. The scope can start with one critical topic or team.
Repository addresses location. Knowledge management also addresses the meaning of content, its ownership, timeliness, searchability, role-based relationships, and how knowledge is used and developed.
A narrow diagnostic or design block can be short. A team pilot or full rollout typically requires multiple phases. The timeframe is determined after understanding the scope and availability of people and resources.
No. You can start with needs, processes and content architecture. If a platform already exists, the design will take into account its capabilities and limitations; the selection or technical implementation will be negotiated separately.
The initial interview lasts no more than 30 minutes, is free of charge and does not result in any professional output. The price from €290 indicates a minimum paid professional block, such as a diagnostic consultation or review of the intention; not a complete program.
Agreed consultation rhythm, appropriate asynchronous review and ongoing evaluation within the scope of the selected package. Monthly support does not mean unlimited availability and work beyond the agreed scope is only carried out after approval.
No. L2 and L3 provide professional content, methodologies, questions, frameworks and working papers. They do not include individual interviews, personal recommendations, assessment of a specific assignment, team coaching or workshops.
The initial interview lasts a maximum of 30 minutes…
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