Tag: Tacit Knowledge

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Creativity Curiosity Living Work

The Human Router

There is a distinct difference between information and wisdom, and often, that difference is measured in velocity. We are accustomed to thinking that faster is better—fiber optic cables, 5G, real-time Slack notifications. We want knowledge to travel at the speed of light.

But Dan Wang, in his book Breakneck, captures a sociological truth about Silicon Valley that defies this obsession with speed:

“When I worked in Silicon Valley, people liked to say that knowledge travels at the speed of beer. Engineers like to talk to each other to solve technical problems, which is how knowledge diffuses.”

It is a charming, slightly irreverent metric, but it points to something profound about how humans solve difficult problems. There is “codified knowledge”—the explicit instructions found in textbooks, API documentation, and internal wikis. This travels instantly. It is frictionless. It is also, usually, insufficient for true innovation.

Then there is “tacit knowledge.” This is the intuition, the heuristic, the war story about why a specific architecture failed three years ago. This knowledge is heavy. It doesn’t travel through fiber optics; it travels through proximity. It requires the social friction of a shared table and the serendipitous collision of two engineers venting about a seemingly unrelated problem.

Crucially, this mechanism requires a specific type of operator: the Connector. These are the unsung heroes of the “speed of beer” economy. They aren’t always the 10x engineers on the leaderboard. They are the “human routers”—the people who instinctively know that the problem you are facing today is the same one Sarah from the Platform team solved last year. They are the ones who drag the introverted genius out to the pub, not to distract them, but to plug them into the grid. They curate the environment where the spark can jump the gap.

In our modern drive for remote efficiency, we are optimizing for the transfer of data. But we must be careful not to optimize away the people who pour the drinks, literal or metaphorical. That slow, liquid diffusion of ideas is often where the real breakthrough hides—steered by those special few who know exactly who needs to talk to whom.

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AI Work

The Rungs We Leave Behind

“Companies, too, must prepare. To thrive they need not only to make the best use of ai, but also to find and nurture the best people to work with it. Some back-office workers will lose their jobs. But others with tacit knowledge of the business may be trained for new roles. The biggest mistake would be to stop hiring young people altogether. That would not only choke off the pipeline for future talent, it would rob businesses of AI natives. Instead, companies should rethink the type of work they offer young people—less grunt labour, more judgment and analysis; speedier rotations across the business so they gain insight that ai cannot have; piloting new roles and trying new approaches.”
— The Economist

There is a specific kind of quiet panic in boardrooms today. It isn’t just about the bottom line; it’s about the lineage of knowledge. For decades, the “entry-level” role served a hidden purpose. It wasn’t just about getting the spreadsheets done; it was about osmosis. By doing the “grunt labor,” a young professional absorbed the culture, the politics, and the subtle, unwritten rhythms of an industry—what we call “tacit knowledge.”

We often view AI as a replacement for the “boring stuff,” but we forget that the boring stuff was the soil in which expertise grew. If we remove the bottom rungs of the ladder because a machine can climb them faster, how do we expect anyone to reach the top?

The shift from “labor” to “judgment” is a profound psychological leap. We are essentially asking 22-year-olds to skip the apprenticeship of execution and move straight into the apprenticeship of discernment. This requires a radical empathy from leadership. We cannot simply hand a junior employee a powerful AI tool and expect them to know what “good” looks like if they’ve never seen “bad” up close.

The “AI native” brings a fluidity with technology that my generation might never fully replicate, but they lack the scars of experience that inform intuition. To thrive, companies must become teaching hospitals rather than just production factories. We need to create “judgment-rich” roles where young people are encouraged to experiment, to fail safely, and to rotate through the business at a pace that keeps them ahead of the automation curve.

The disruption is here. It is unavoidable. But there is a soulful middle ground: using AI to strip away the drudgery while doubling down on the human mentorship that transforms a “worker” into a “leader.” The goal isn’t just to make the best use of AI; it’s to ensure that when the AI provides an answer, there is still a human in the room with the soul and the context to know if that answer is right.