Knowledge is power, and in law enforcement agencies where people stick around, that power is wrapped up in years of experience and hard-earned lessons. For rookies and transfers, tapping into this institutional knowledge can feel like cracking a secret code — and the challenges go beyond unwritten processes.

Each law enforcement officer brings unique experiences, motivations and responses to their job. Without recognizing these individual factors, even the best training programs and SOPs can fall short. Here are three hidden reasons why knowledge doesn’t always transfer effectively: the why, the barrier and the how.

The why: Motivation to give and receive information

An officer’s motivation to share or learn information plays a big role in effective knowledge transfer. Each person has tendencies that can unknowingly disrupt information flow, often due to hidden dynamics. To shed light on these dynamics, researchers and business leaders are turning to the Five Archetypes framework (tinyurl.com/ydhp7x6d) to help make knowledge transfer more effective. Rooted in Eastern philosophy and modernized by world-renowned expert Carey Davidson, this framework groups people by “primary” elements — fire, earth, metal, water and wood — making it easy to categorize how they approach challenges and interactions. For instance:

• Fire archetypes are natural motivators, connectors and teachers, energized by interactions with others. Fire trainers eagerly share knowledge with new team members, and fire learners will seek connections to bring procedures to life.
• Earth archetypes prioritize stability and harmony, often motivated to share information that will create a safe and supportive environment. Earth trainers make sure everyone understands foundational protocols, and earth learners are eager to learn as a way to help the team.
• Metal archetypes thrive on precision and structure, motivated by sharing detailed, accurate information. Metal trainers see a need to provide clear, step-by-step instructions, and metal learners will seek a solid framework to do their job effectively.
• Water archetypes value knowledge and meaning, and they’re motivated to share information to effect change. Water trainers deeply understand the need for exchanging ideas to impact the big picture, and water learners are excellent at listening and picking up nuances that others might miss.
• Wood archetypes are visionaries and risk-takers, motivated to share information that drives problem-solving and achieve big team wins. Wood trainers often challenge others to look beyond the status quo and explore new solutions, and wood learners will appreciate confidence-building lessons and being top of the class.

Being aware of our individual “why” can help ensure both giver and receiver of information is honored, empowering all involved. But there are barriers to be aware of: each archetype has a stress filter that can cloud the signal.

The barrier: Personal filters and stress response

Knowledge transfer is heavily influenced by an officer’s “personal filter,” shaped by experiences, current mindset and stress levels. Under stress, officers may shut down or hyper-focus, limiting openness to new ideas and affecting retention. Under stress, the Five Archetypes framework suggests the following potential barriers:

• Fire trainers can become scattered, forgetting key points and losing their focus. As learners, too much repetition can make fire types feel bored, which will send them daydreaming.
• Earth trainers might resist sharing disruptive information to avoid creating conflict. As learners, they might get overwhelmed by competition or standing out in the crowd.
• Metal trainers can become perfectionistic, withholding until information feels “complete.” As learners, they can become hypercritical of themselves or others.
• Water trainers avoid sharing if they feel unsupported or misunderstood. Water learners may literally disappear from training.
• Wood trainers may guard information if they view others as competitors. Wood learners will feel criticized when they get something wrong or lose in a competition.

Understanding these filters and addressing stress responses helps create an open path for knowledge transfer that supports trainers and learners in ways that support both for open communication and fostered growth.

The how: Adapting the message for effective transfer

Understanding each archetype’s tendencies also guides how information can be presented to ensure it resonates and sticks. Think of the archetypes as learner personas:

• Fire learners thrive in dynamic, engaging settings that encourage interaction and quick thinking. Surprise them with an impromptu day in the simulator with scenarios leading up from dispatch.
• Earth types appreciate a supportive, collaborative, group-learning environment. They’ll enjoy stories and curriculum rich with context.
• Metal learners prefer clear, step-by-step instructions and an organized outline. Put training sessions on their calendar ahead of time with an agenda.
• Water types prefer learning alone when they can, or when there is time to ask questions and reflect. Help them retain knowledge better by tying it to a meaningful purpose, such as community welfare or personal impact.
• Wood learners respond well to training that allows them to explore different approaches and be creative. Use challenging scenarios that require adaptability and strategic thinking, and make it competitive.

By meeting officers where they are, especially in mentoring opportunities when a tailored approach is practical, trainers can ensure the information is not just heard but retained and ready to use in high-stakes situations. With the high stakes and recruitment struggles in policing, making the effort at every possible angle is worth it.

Curious about your own archetype? Take the assessment at harmingroup.com/assessment.