How can you build a collaborative community of practice?

Crafting a robust CoP starts indeed with crystallizing your purpose and goals. Imagine it as a roadmap guiding your community's journey. Delve into core themes, envision outcomes, and detail meeting dynamics. This groundwork not only aligns members but also attracts those who resonate with your mission. It sets the stage for focused exploration, shared commitment, and a thriving CoP.

I love this concept. My first 6 years in my coaching business I met regularly with 6 other coaches close to the same place in our business. We met for 6 years! We learned together and shared insights, wins and challenges. I don't think I would still be in business if I hadn't gathered that group. I recommend this to all my clients, who are new coaches.

To create a collaborative community of practice, we prioritize the cultivation of an inclusive and supportive ecosystem where knowledge sharing, skill development, and meaningful connections thrive. We value the following principles: 1. Shared Purpose: We rally around a common goal or purpose that unites us, whether it's mastering a skill, solving complex problems, or advancing a specific field. This shared purpose serves as the cornerstone of our community. 2. Open Communication:We encourage open and honest dialogue, respecting diverse perspectives. Active and respectful listening is key, as it enables us to learn from one another and adapt to evolving needs and challenges.

A CoP, as the words say is about practice. Which is an activity, or at least an active engagement. Make sure that this is part of the CoP. I have seen groups turnout to be one hour presentation sessions. Does not have to be bad but practice has to do something with practicing, ensure room for that!

The easiest way to create Trust and rapport is to be open, share vulnerability and be a real person. Sharing your own experiences and challenges of life with others will create safety for them - and safety means they can relax and will start to trust you over time. Additionaly, walking-your-talk, doing what you promise and having high ethical standards will enable others to trust you. Know that trust is earned by drops and lost by buckets.

The pitfall to groups like these can be that each person tries to coach the others. The group I was part of had a rule that we didn't step into the coaching role with each other unless expressly asked.

Change in communities is a given. As core members depart, a gap emerges. The challenge: ensuring the community thrives. Every group has its rising stars: active, passionate individuals ready to lead. Spotting and nurturing them early ensures continuity. Mentorship, where seasoned members guide newcomers, preserves the community's essence. Relying on a few can be risky; diversifying leadership dilutes the impact of departures and adds diverse viewpoints. Change in a community is also an opportunity in disguise. It's a chance to bring in fresh perspectives, rejuvenate the community, and ensure its longevity.

As a proud member of both Toastmasters International and formerly of the CPC Coaching community, I've come to realize that these communities of practice offer more than just knowledge exchange – they're catalysts for personal transformation. The constructive feedback and unwavering support from fellow Toastmasters have nurtured an environment where growth is celebrated, and setbacks are seen as stepping stones to improvement. On the other hand, my time with the CPC Coaching community has shown me that true learning thrives in the soil of diverse perspectives. Engaging with coaches from varied backgrounds and cultures has enriched my understanding of coaching techniques and their applications.