Social Learning · Ongoing organizational process; can be applied to 1-day intensive workshops or multi-week learning programs.

SECI Model

A knowledge management framework that explains how organizational knowledge is generated through the continuous conversion and interaction between tacit (experiential) and explicit (codified) knowledge. It provides a structured approach for transforming individual insights into collective organizational intelligence to drive innovation.

When to use SECI Model

Ideal for organizational learning initiatives, post-project 'lessons learned' reviews, expert-to-novice knowledge transfer, and innovation workshops where hidden expertise needs to be captured.

How SECI Model works

Facilitators can design sessions as a 'knowledge spiral.' Start with peer-to-peer observation and dialogue (Socialization), move to collaborative brainstorming or metaphor-mapping to document insights (Externalization), synthesize these new documents with existing data or theories (Combination), and conclude with role-plays or on-the-job applications to embed the new concepts into practice (Internalization).

Phases of SECI Model

  1. Socialization (Tacit to Tacit): Tacit knowledge passes between people through shared experience, observation and working side by side. In a session, this looks like job shadowing, storytelling or doing a task together.
  2. Externalization (Tacit to Explicit): Tacit knowledge is put into words, models, metaphors or diagrams so others can use it. Participants articulate what they know through dialogue, sketching or writing down practices.
  3. Combination (Explicit to Explicit): Explicit knowledge from different sources is gathered, sorted and combined into new, systematic knowledge. Groups merge notes, documents and data into a shared framework, guide or report.
  4. Internalization (Explicit to Tacit): People absorb explicit knowledge through practice until it becomes their own know-how. Participants apply the new guide or model in exercises or real work, which starts the spiral again.

Key principles

  • Knowledge is a dynamic process, not a static asset
  • Tacit knowledge (skills/intuition) is the primary source of innovation
  • The conversion between tacit and explicit knowledge creates a 'spiral' of increasing organizational value
  • Effective knowledge creation requires a culture of psychological safety and sharing

Best for

  • Knowledge Management
  • Innovation Strategy
  • Organizational Development
  • Expertise Capture

Considerations

  • Externalizing tacit knowledge is difficult and often requires metaphors or visual aids
  • Success depends heavily on a corporate culture that rewards sharing over hoarding
  • Over-emphasizing explicit knowledge (manuals/data) can lead to losing the 'human' context of skills

Attribution & sources

Developed by Ikujiro Nonaka and Hirotaka Takeuchi, 1995

Primary source

Design a session with SECI Model

METODIC builds a complete SECI Model-based session — methods, timing, worksheets, and facilitator guides — in minutes.

Try METODIC free