In today’s fast-paced business world, staying ahead isn’t just about keeping up—it’s about diving deeper, acquiring specialised expertise that gives companies a competitive edge. Interface Microsystems knew this all too well. As automotive tech evolved, the company saw that traditional, broad-based skills weren’t enough. To thrive, they would need to build a workforce with targeted, expert knowledge capable of adapting to new technologies and disruptions.
For Deepti Mehta, chief human resources officer, Interface Microsystems, the need for “expert learning”—focused, high-level training in specific fields—was clear. “In industries where expertise is paramount, such as automotive and aerospace, nurturing specialised knowledge is essential,” she says. As AI-driven systems revolutionised automotive tech, Interface Microsystems moved quickly to embrace cross-functional learning. Their approach? Blend the knowledge of veteran engineers who started their careers with manual technologies with the skills of younger talent fluent in automation and AI.
Every “war room” session at Interface brought together engineers of varying experience levels. The veterans, with their decades of traditional expertise, collaborated closely with younger engineers armed with cutting-edge techniques. The synergy was undeniable. “In our war room sessions,” Mehta recalls, “employees of varying experience levels brainstorm solutions, blending insights to address complex issues and drive long-term improvements.” It was this balance of traditional and modern knowledge that allowed Interface to deliver innovative solutions for clients such as BMW and Rolls-Royce, providing a real-time example of how expertise can transform an industry.
In many industries, niche expertise is overtaking generalist knowledge as the most valuable currency. Kamal Vatnani, VP, Global HR, NewVision Software, has seen this trend firsthand. “The market no longer favours generalist skill sets,” he notes. “Instead, organisations seek highly specialised knowledge to add value.” In today’s tech landscape, for instance, project managers are no longer just managers—they’re Agile, Lean, and DevOps experts. This shift has led companies like NewVision to launch specialised training programs and even establish knowledge-sharing hubs, where employees can deepen their expertise and align it with the company’s long-term goals.
Some organisations, such as NewVision Software, have taken an additional step to assess their workforce’s skills through “learning audits,” identifying gaps and tailoring their training programs accordingly. In the process, they don’t just fill gaps; they’re rethinking roles and reshaping development paths to match employees with strategic business needs.
But expert learning isn’t only about knowledge acquisition—it’s also about efficiency and innovation. Mehta recalls a particular moment at Interface Microsystems when a specialist’s deep understanding of process automation led to the development of a tool that reduced check-in times at the company’s facilities, saving over 100 work-hours daily. That’s the magic of expert learning: it not only enhances employee engagement but also delivers tangible, bottom-line results.
For employees, building expertise isn’t just beneficial; it’s critical for career resilience. Vatnani often advises mid-career professionals to “own their learning journeys.” For finance professionals, learning data analytics skills allows them to stay relevant in an era where financial modelling is increasingly tech-driven. Employees who pursue specialised skills create a unique value proposition, allowing them to transition from generalist roles to high-impact, specialised positions.
As project-based work becomes more common in today’s gig economy, the benefits of expertise-driven learning multiply. With specialised skills, project managers proficient in Agile methodologies, for example, gain access to more strategic projects and higher rates across different firms. They are also the ones that can secure impactful work that shapes industries.
For both Mehta and Vatnani, the best results come when companies make expert learning a strategic pillar. Conducting regular skill audits, investing in specialised certifications, and fostering a culture of knowledge-sharing are just the beginning. They advocate for lifelong learning incentives—stipends, study leave, and more—to encourage employees to deepen their knowledge continuously.
In the end, expert learning is more than a trend; it’s becoming the backbone of competitive success. As industries shift and markets evolve, companies that prioritise specialised knowledge are positioning themselves to not just weather disruptions but to lead through them, creating a resilient workforce that thrives in the face of change.
