In every organization, knowledge drives decisions, innovation, and collaboration. Understanding the types of knowledge your team holds can help you create better strategies for training, communication, and performance. The two primary forms of knowledge are tacit and explicit knowledge. Each has a unique role and value in how your team functions and grows.
This beginner’s guide breaks down what tacit and explicit knowledge mean, how they differ, and how you can effectively manage both for long-term success.
Table of Contents
What is Tacit Knowledge?
Tacit knowledge is the kind of knowledge that people carry in their minds. It is intuitive, gained through experience, and often difficult to explain or document. It includes personal insights, instincts, and deep skills that individuals develop over time.
For example, a seasoned project manager may know how to calm a stressed client or anticipate a project delay before it happens. These insights come from years of experience and are not found in manuals or process documents.
Tacit knowledge is usually shared informally, through conversation, mentoring, or observation. It is best transferred through one-on-one interactions, team collaboration, and hands-on experience.
What is explicit knowledge?
Explicit knowledge is the opposite of tacit knowledge. It is structured, codified, and easy to document or share. This type of knowledge includes everything from company manuals and training videos to policy documents and spreadsheets.
Explicit knowledge is easy to store in systems and knowledge bases. It can be accessed and used by anyone within the organization, making it extremely valuable for training, onboarding, and maintaining consistent practices.
For instance, your employee handbook, customer service playbook, or a step-by-step tutorial are all forms of explicit knowledge.
Key Differences Between Tacit and Explicit Knowledge
While both are vital, tacit and explicit knowledge differ in several ways:
- Nature: Tacit knowledge is personal and experiential. Explicit knowledge is formal and recorded.
- Communication: Tacit knowledge is shared through interaction. Explicit knowledge is shared through documents or systems.
- Transferability: Tacit knowledge is hard to transfer and requires time. Explicit knowledge is easily shared and reused.
- Storage: Tacit knowledge lives in people’s minds. Explicit knowledge is stored in files, databases, and platforms.
Understanding these differences helps you create strategies to manage and apply both types of knowledge effectively.
Why Both Types of Knowledge Matter
A successful knowledge management strategy depends on a balance of tacit and explicit knowledge. Many organizations focus heavily on documenting explicit knowledge but overlook the value of tacit insights. This can lead to knowledge loss when experienced employees leave.
By investing in both, you can strengthen:
- Team communication
- Innovation and problem-solving
- Faster decision-making
- Onboarding and skill development
- Company culture
For example, a team that shares stories, lessons learned, and tips from real experiences will likely perform better than one that relies solely on documented procedures.
How to Capture and Share Tacit Knowledge
Even though tacit knowledge is difficult to document, you can still create environments where it is shared naturally. Here are a few approaches:
- Mentoring Programs: Pair experienced staff with newer employees to transfer insights over time.
- Job Shadowing: Let employees observe and learn from each other in real situations.
- Storytelling: Encourage teams to share personal stories from projects or customer interactions.
- Post-Project Reviews: Reflect on what worked well and what didn’t after a project ends.
- Communities of Practice: Create informal groups for people with similar interests to meet and share ideas.
These methods build trust and open up new channels for learning that go beyond manuals and checklists.
How to Manage and Share Explicit Knowledge
Since explicit knowledge is easier to handle, your goal should be to make it accessible, organized, and regularly updated. Here’s how:
- Create a Central Knowledge Hub: Store guides, templates, and documents in one place.
- Organize by Topics or Roles: Make it easy for users to find what they need quickly.
- Use Clear, Simple Language: Avoid jargon and keep explanations short and visual.
- Assign Document Owners: Make sure someone is responsible for keeping each resource current.
- Train Your Team: Show them how to find, use, and contribute to your knowledge system.
This ensures that everyone—from new hires to senior leaders—has the information they need to work efficiently.
Conclusion
Understanding tacit and explicit knowledge is the first step in building a smarter, more collaborative team. While explicit knowledge keeps your systems and training organized, tacit knowledge fuels the creativity, leadership, and insight that move your business forward.
By capturing, sharing, and managing both forms of knowledge, you create a learning environment that adapts, improves, and grows with your people. Start by encouraging conversation, mentoring, and shared experiences alongside your documented content, and you’ll unlock the full potential of your team
Frequently Asked Questions
What is the difference between tacit and explicit knowledge?
Tacit knowledge is intuitive and experience-based, often shared through personal interaction. Explicit knowledge is structured and easily documented for sharing across systems.
Can tacit knowledge be converted into explicit knowledge?
Yes, but only to an extent. By documenting experiences, writing case studies, or conducting interviews, you can convert parts of tacit knowledge into more shareable forms. However, some of it may always remain experiential.
Why is tacit knowledge important?
Tacit knowledge reflects deep expertise and problem-solving skills that can’t always be taught through training materials. It helps with innovation and quick decision-making.
Is explicit knowledge enough for team success?
Not entirely. While it is essential for consistency and process, you also need tacit knowledge to handle real-world challenges and build a strong organizational culture.