Knowledge Management is all about knowledge creation and the activities that support the creation and dissemination at various organizational levels. It starts with instilling a knowledge vision, building a collaborative culture, facilitating conversations, globalizing local knowledge, and encouraging creativity and innovation. 

Knowledge can be both explicit and tacit. The knowledge that can be quantified and documented is explicit knowledge. It is tangible and can be conveyed through processes, documentation, books, videos, etc. However, this just forms only a fraction of any organization’s knowledge while the rest of the knowledge bound to peoples’ experiences, intuition, insights, expertise, and personal conclusions is tacit knowledge. 

Recognizing the importance of this tacit knowledge and capturing it in a methodical way to make it explicit is a challenge for most organizations. The tacit knowledge may seem too fluid and inconsistent, but its fluidity is what makes it a powerful innovation tool. The conversion of tacit to explicit knowledge known as externalization is critical for an organization’s long-term success.

So how can organizations capture it?

Instilling collaborative culture to encourage discussions and socialization among employees to get people talking about their experiences and observations is how tacit knowledge can be assessed and used for the creation of new concepts and products.

How to do it:

Socialization and Informal Communication: Foster a culture of open and frequent communication among employees. This can be achieved through engaging in team-building activities, informal gatherings, or leveraging online collaboration platforms. By creating an environment where individuals feel at ease sharing their ideas and experiences, the exchange of tacit knowledge becomes more fluid and uninhibited.

Nurture Community of Practices (CoPs) – The foundation of the CoPs is to connect people by encouraging conversation to build and share knowledge. The moderators should periodically reach out to its members to harvest and tag knowledge leading to its dissemination across borders and different organization levels.

Storytelling: Encourage employees to share captivating stories that showcase their unique experiences and expertise. Harnessing the power of storytelling enables the transmission of tacit knowledge in a relatable and unforgettable manner. These stories can be effectively shared during meetings, workshops, or via internal communication channels, ensuring widespread dissemination and engagement.

Mentorship and Apprenticeship Programs: Introduce mentoring programs that enable seasoned employees to provide guidance and share their invaluable tacit knowledge with less-experienced colleagues. This personalized one-on-one interaction serves as a catalyst for effective knowledge transfer.

After-Action Reviews (AARs): AARs involve a structured review process that encourages participants to share their tacit knowledge, lessons learned, and insights gained during the project. This valuable exercise helps identify best practices and areas for improvement, contributing to the organization’s growth and success.

Knowledge Capture Workshops: To explicitly capture tacit knowledge, organizing workshops is highly recommended. These workshops can incorporate brainstorming sessions, role-playing activities, and other interactive exercises to encourage participants to share their expertise. By creating an environment that fosters knowledge sharing, organizations can tap into the wealth of knowledge possessed by their employees.

Create Best practices and knowledge sharing Wikis and directories – Encouraging a culture where people share best practices, not only enables collaboration but also saves the organization both time and money.

Employee Surveys and Interviews: Conducting surveys or interviews with employees is a valuable method to elicit tacit knowledge. By using open-ended questions that encourage employees to reflect on their experiences and share their insights, organizations can gain a deeper understanding of their employees’ expertise. This information can then be utilized to enhance processes and drive innovation within the organization.

Job Shadowing and Cross-Functional Training: Encouraging employees to participate in job shadowing or cross-functional training programs is an effective way to capture tacit knowledge. By observing the work of others and asking questions, individuals can learn from their colleagues, thereby gaining valuable insights across different roles and departments. This cross-pollination of knowledge contributes to a more well-rounded and knowledgeable workforce.

Recognition and Incentives: Recognizing and rewarding employees who actively share their knowledge and expertise is crucial. By providing incentives, organizations can motivate individuals to contribute their tacit knowledge to the organization’s knowledge base.

Capturing tacit knowledge is an ongoing process that requires a culture that values knowledge sharing and continuous learning. A combination of the various strategies discussed above will ensure the effective capture and utilization of tacit knowledge for the benefit of the entire organization.

Ekta Sachania has nearly 15 years of experience in learning and talent development disciplines, including knowledge management content management, and learning & collaboration with expertise in content harvesting, practice enablement, metrics analysis, site management, collaboration activities, communications strategy and market trends analysis. Demonstrated success in managing multiple stakeholder expectations across time zones and exhibiting good project management skills, by successfully developing and deploying projects for large audiences.  Ability to adapt and work in emerging areas with fast-shifting priorities.  Connect with Ekta at LinkedIn...

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