Capturing tacit knowledge in the organisation is not a common man’s task. A person needs to be expert in doing that and should have some desirable qualifications. An expert needs to be evaluated based on the following criteria:
Indicators of expertise:
The expert commands genuine respect.
The expert is found to be consulted by people in the organization, when some problem arises.
The expert possesses self confidence and he/she has a realistic view of the limitations.
The expert avoids irrelevant information, uses facts and figures.
The expert is able to explain properly and he/she can customize his/her presentation according to the level of the audience.
The expert exhibits his/her depth of the detailed knowledge and his/her quality of explanation is exceptional.
The expert is not arrogant regarding his/her personal information.
The expert should know when to follow hunches, and when to make exceptions.
The expert should be able to see the big picture.
The expert should posses good communication skills.
The expert should be able to tolerate stress.
The expert should be able to think creatively.
The expert should be able to exhibit self-confidence in his/her thought and actions.
The expert should maintain credibility.
The expert should operate within a schema-driven/structured orientation.
The expert should use chunked knowledge.
The expert should be able to generate enthusiasm as well as motivation.
The expert should share his/her expertise willingly and without hesitation.
The expert should emulate an ideal teacher’s habits.
Experts levels of expertise:
Highly expert persons.
Moderately expert problem solvers.