Community+of+practice

//Learning as a social system//
 * Community of practice**


 * What it is**

Communities of practices (CoPs) are groups of people who share a specific area of work, an interest or passion in a knowledge domain. CoPs share knowledge, learn from each other and interact regularly with peers in an enabling networked environment. Organizations use CoPs to share knowledge based on specific themes and areas, to break down organisational silos, and stimulate interdisciplinary teamwork.

Communities of practice are: - Peer-to-peer collaborative networks through which people communicate, collaborate and connect - Driven by the willing participation of their members (principle of self-selection) - Focused on learning, sharing knowledge and strengthening capacity - Engaged in developing expertise and solving problems.

//CoPs are not about bringing knowledge into the organisation but about helping to grow the knowledge that we need internally within our organisations.// (Steve Dale, 2009. Communities of practice: turning conversations into collaboration. Presentation on [|Slideshare.net])


 * When to use it**

- Sharing and learning about practices that colleagues are interested in - Encouraging professional development and accelerating learning - Strengthening connections between headquarters and field presences (and among field presences as well) - Responding more rapidly to stakeholders' needs and inquiries - Learning by doing (action learning) - Identifying, documenting and sharing best practices - Collective problem-solving - Reducing duplication and avoiding re-inventing the wheel - Connecting "islands of knowledge", fostering cross-functional and cross-divisional collaboration


 * How to go about it**



Steve Dale summarized the relevant steps on how to build a successful CoP in five different stages.

1. Establish or identify a purpose (What problem am I trying to solve?) 2. Identify your community (Who can be part of it?) 3. Understand the culture and behaviours 4. Develop the practice 5 . Monitor and measure everything.

You can review the stages in more detail on the following presentation: http://www.slideshare.net/stephendale/cop-conversations-to-collaboration-presentation


 * Some crucial questions to ask your CoP**

key questions on **strategy** - What change(s) in the work will take place in the next 3-6 months because of the CoP? What impact will it generate? - Why is the community the best way of bringing about this change? - What is the one thing that I need to do next week to facilitate or contribute to the community?

key questions on the specific **knowledge domain** (the domain refers to the definition of the shared area of enquiry and of the key issues) - What specific topics do we want to address in the CoP in the next 3-6 months? - Why are these topics relevant to our organization? - What kind of influence do we want to have on our organization? - Who will assume leadership in promoting our domain?

Key **community** related questions? - Who will be members of the community in the next 3-6 months? - How can ownership and management of the community be fostered? - How often will the community meet? How will the members connect? - How can the community balance the needs of the various members? - How will members deal with conflict? - How will new members be introduced in the community?

Key **practice**-related questions? - How should we identify, create, store, share and use knowledge? - How should we evaluate the effectiveness of our CoP in the next 3-6 months? - How should we ensure ongoing connection between the members? - How should we deal with conflicts between our own work and our community work?

Key **support** related question? What support do we need to be successful in achieving changes to our work through the CoP?


 * How to adapt it**

These questions can also be used for interaction purposes between members of a community of practice.

1. What challenges do you face? 2. Are the challenges you face the same or different from mine? 3. What resources do you have that can be shared? 4. What ideas do you have about how to move ahead? 5. How can we be mutually supportive?


 * What to consider**

- CoPs can be excellent enablers to break up organisational and divisional boundaries - The strategic importance of the knowledge domain should have a legitimate place in the organization - Involve experts in your CoP - Look for a good balance of activities which are relevant for your members - Invovle a well respected, skillfull dedicated moderator - Highlight some of the incentives to participate in the CoP - Make sure members allocate time in their daily duties to participate in the CoP - Define from the outset how you are going to measure the success of this CoP


 * What about technology?**

Technologies can support communities of practices. This can go from the simple use of a mailinglist to the more expanded use of on-line social networks, combing discussionfora, blogs and wiki's. The use of technology needs to support the overall goal of the community of practice and definitely needs to bring an added value. It can facilitate communication over distances, it can reach more people anytime, anywhere. Which other reasons could you think of?

Two tips on reviewing technology for your CoP:

1. Have a look at the Technologies section of the Share, Learn and Innovate toolkit 2. Consult the following book "Digital Habitats, stewarding technology for communities, 2009. Etienne Wenger, Nancy White and John D. Smith" CPsquare.


 * Examples in OHCHR**

UN Human Rights Policy network – HuriTALK []

The UN Human Rights Policy Network (HuriTALK) is a virtual network which facilitates dialogue among UN practitioners on how to best integrate human rights in their work. Through the exchange of information, good practice and lessons learned, members develop their knowledge on human rights-related issues as well as their capacity to integrate human rights-based approaches (HRBA) in their work. The network currently has a membership of over 1600 practitioners from more than 15 UN entities across 100 countries, and serves as a valuable practical tool for translating the UN’s commitment to mainstream human rights into all aspects of its work. HuriTALK provides members with a virtual forum in which to:

• Pose Questions and start Discussions on substantive issues related to human rights in development programming and practice; • Share Comparative Experience, Case Studies and “Good Practice”; • Discuss Lessons Learned and formulate Strategies and Policies rooted in experience; • Share Information on upcoming events, relevant training, significant publications and resources through a Monthly Resource Update.

Many OHCHR staff are members of HuriTALK. They use it to advertise a consultancy, to invite replies to a survey or to share their newsletters, bullettins and information about an event to reach a large and interested audience. They launch queries to learn about experiences related to a task or a project they are working on. Some examples include: - experiences in opening and managing local human rights centres; - experiences in conducting a public survey on human rights awareness; - guidance and experiences in implementing a human rights based approach in national planning processes; - good practices in prison inspection; - materials and advice to organize a training on the rights of persons with disabilities; - awareness raising materials on stigma and discrimination associated with HIV/AIDS; - good practices on legislation and policies on evictions and resettlement.


 * Where to learn more**

Learning and Technology blog []

KS toolkit []

Digital Habitats []

[|Communities of practice - Linking knowledge, policy and practice]

[|Tips for communities of practice]

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