The account must describe the actual proposed duties. A training label does not make other expected work irrelevant.
Show both parts of the assignment
Identify what the employee teaches and what they perform directly. The reviewer should assess the real use of knowledge rather than a simplified description chosen for the filing.
An L-1B assessment has two distinct gates: the organizations must have the required qualifying relationship, and the person must have both the necessary foreign employment history and specialized knowledge for the US assignment. Break the proposed expertise into two layers: what the published industry standard teaches and what the employer’s own product, process, exceptions, or international application requires. If the answer is that nobody could be brought to that level without years inside the organization, because the knowledge includes undocumented judgement about why the process behaves as it does, the case is worth building. Produce a knowledge map linking protected methods, unusual internal systems, training sequence, access level and anticipated US tasks. The knowledge need not be unique or secret, but the American role must genuinely use it: if the assignment reduces to translating and formatting an existing binder, the claim no longer matches the work. L-1B requires special or advanced knowledge of the company's own procedures—here the resort's mineral-water blending, heating and scaling protocols—and a U.S. assignment that needs that knowledge.