He knows more about this than anyone in the room. Put him in front of a group and he freezes. The knowledge stays locked because the format is wrong, not because he is unwilling. This is Authority Anxiety. Change the format and the knowledge flows.
Practical Techniques
Go One-on-One
A group audience creates performance pressure. One person across a table does not. Arrange a working session between him and the person who needs to learn. Call it “working together,” not teaching. Say: “Can you walk me through how you handle this? I want to learn your approach.” He will talk freely. The other person will learn.
Ask Him to Write It Down
Some experts talk better on paper than in person. Invite him to write a short guide, a checklist, or his answers to common questions. This works at his own pace. He can revise before anyone sees it. The result becomes a resource the whole team uses, with his name on it.
Let Someone Else Lead the Questions
An interview format removes the pressure of performing. Someone asks. He answers. You handle the slides, the room, the notes. Say: “You just answer my questions. I will manage the rest.” He is no longer the teacher. He is the expert source. That feels different to him.
Why This Works
The hesitation is about format, not knowledge. A formal teaching role comes with expectations he does not trust himself to meet. Take away the role and he shares freely. The knowledge reaches the people who need it.
Do Not Overload Him
Sharing takes time. If he is also carrying his main workload, the sharing will stop. Protect some of his schedule for it. Make it part of his job, not an addition to it.