Comment concevez-vous et facilitez-vous des événements et des activités d’apprentissage efficaces pour votre communauté de pratique?

In a project with a Greek Financial Institution, we designed learning events for our CoP by first understanding its purpose and goals. Our CoP aimed to enhance risk management and align with the bank's strategy of operational excellence. We used these steps: A. Create outlined goals and alignment with strategy. B. Communicate benefits to members. C. Use a logic model to detail expected outcomes.

To make your learning events hit the mark, start by really getting what your CoP is all about. Is it all about boosting skills, solving problems, or building connections? Once you’re clear, tailor your events to fit those goals. For example, if you’re into leveling up coding skills, think workshops or hackathons. Keep things interactive and participative to encourage collaboration and knowledge sharing. Understanding your community’s purpose and aims lays the groundwork for meaningful learning experiences.

Oftentimes I’ve witnessed external consultants try to come in and via meetings and lots of questions assume they can figure out the needs of “the business” when really they fail to understand “the business” is the people doing the everyday work, not the managers. So, if someone wants to know what’s going on, you should train an existing employee that is already doing the work to help with the business development. This works better than hiring externals to try and ramp up empathically, which few are trained to do.

Designing and facilitating effective learning events for a community of practice involves understanding their needs, creating engaging content, and fostering interactive discussions. Start by conducting needs assessments and using feedback loops to tailor content. Incorporate diverse learning methods like case studies, simulations, and peer learning to enhance engagement. Utilize technology for virtual participation and collaboration. Foster a supportive environment that encourages knowledge sharing and networking. Measure success through pre and post-event assessments, feedback surveys, and tracking participant engagement. Stay agile, iterate based on feedback, and leverage data analytics for continuous improvement.

To create impactful learning events, understand your CoP's members and what they seek. Are they beginners eager to learn basics or seasoned pros looking for advanced insights? Tailor your sessions accordingly. For instance, if your group comprises tech enthusiasts, they might prefer deep dives into emerging technologies rather than basic tutorials. Knowing your audience ensures events resonate with their interests, boosting engagement and value for everyone involved.

Again, the process described above takes an impersonal perspective by allowing an outsider to assume they will have access to the information they need to build training. But really, most employees already know what they are doing, and the training is top-down authority making changes disguised as training, which will automatically be resisted by any good employee who knows firsthand what changes need to be made, because he or she on the front lines is actually doing the work and is intimately involved in it. Elevate the common employee, and you elevate your business. Information that matters, should flow Up, before it comes Down.

Any interactive group like COP must be formed in the right context, otherwise it will not be effective. Some organizations start forming such groups regardless of this issue, for example, I have seen organizations that have formed Cop for a group of 5 people who work together and work in the same room together. , This group is not effective at all, because these people are sharing information and knowledge in their daily interactions

In a financial institution project, we ensured effective learning events for our CoP by understanding our members and their needs. We conducted surveys to identify preferred learning topics and methods. For example, many members preferred interactive workshops over lectures. We held focus groups to delve deeper into specific needs and expectations. Using this data, we segmented members into profiles based on their roles and experience. This allowed us to tailor learning interventions, such as creating advanced risk management seminars for senior staff and introductory sessions for new hires, ensuring relevance and engagement for all.

Consider factors like audience preferences, content complexity, and learning objectives. For instance, complex technical topics may benefit from workshops or hands-on labs, while general updates can be shared through webinars or forums. Choose interactive formats for engagement and passive ones for updates. Matching the format to the content and audience ensures effective communication and learning outcomes.

All of these learning objectives discovered will not matter one bit, unless you establish real, lasting relationships with the people who are asking for help. Help usually comes from in the form of oppression by a leader in a company who does not do the actual work that is expected of those below him or her. The trick about good training, is that is is 99% care and compassion and listening to those who are doing the work, not about the leader, who will never be in the same position, nor respect the trials and pain the worker has to endure. Ask a worker what tools will help them, or what they would like to see change, and let that empowered employee take the lead.

I remember how creative we were on this topic in one of my favourite projects in the National Gallery of Greece: We hosted hackathons to foster creative problem-solving, created video tutorials for on-demand learning, and facilitated book clubs to discuss industry literature. We also conducted role-playing exercises for practical application and organised informal lunch-and-learn sessions.

Host workshops where participants apply new knowledge directly to work scenarios, enhancing retention. Use diverse formats such as webinars, workshops, and forums to cater to varied learning styles. Encourage peer-to-peer sharing and feedback, fostering collaboration and deeper understanding. By aligning content with real-world challenges and providing interactive experiences, you empower learners to engage meaningfully and apply insights effectively in their roles.

In a project with the Historical Archives of a Bank, we designed learning events using adult learning principles. We involved archivists in planning workshops, linking content to their existing knowledge of historical documents. We used practical examples from the archives and facilitated collaborative projects, like digitising rare documents. Feedback sessions and resource-sharing ensured relevance and practical application, respecting their expertise and autonomy.

If you have a relationship and care about the people you want to help, you will naturally be involved in helping them. Get personal! Get rid of the objectivity that hinders relationships and bring a professional sense of love into the dynamics. Earn trust, don’t expect it, and don’t try to rush it.

Incorporate interactive elements like live polls, breakout sessions, and real-time Q&A. This not only keep participants engaged but also encourage active participation and knowledge sharing. Always gather feedback to refine future events, ensuring they remain relevant and impactful.

If you’ve done the work to understand what it’s like to be the worker, which few leaders have the stomach for, then you will have earned access to being interesting to those you are “training”. You only earn respect by listening and caring, not by assuming you’re fit to lead anything without having walked in someone else’s shoes.

I remember a KM project with the Historical Archives of a Bank. The KM team facilitated learning events for children with engagement and interaction in mind. The learning and Development team set clear expectations and used fun icebreakers like "Guess the Artifact" to build rapport. Interactive polls and quizzes about history made learning exciting, while stories and humorous anecdotes captured their attention. Visual aids, such as colorful images and videos of historical events, enhanced understanding. This approach doubled participation, boosted knowledge retention, and inspired kids to explore history enthusiastically.

One of the most important actions that should be taken into account in the formation of cops is measuring their effectiveness. This action can be done by measuring qualitative or quantitative indicators. Our experience in implementing this technique shows that the best way is to use the "business case" approach, with this the expected results are determined from the beginning and the whole team members work to realize it. In the end, measuring the indicators is done easily.

Happiness is not usually a metric, especially when happiness is associated with laziness or with poor quality. But with the loyalty that you will gain from truly making your employees equal to you financially, you will now see results that less than 1% of all companies can ever hope to achieve. What I am suggesting is that you either profit-share, and listen to the voices of the talent at the bottom level of your business, or risk the fate of authoritarian governments whom any self-respecting individual would despise. Treat everyone as they are, someone who can do something you cannot do, and so you need them as they need you.

In a financial institution KM project in 2016, we did it like that: - After each KM session, we distributed surveys to participants. In one case we found that 85% of respondents reported an improved understanding of risk management practices. - We conducted follow-up interviews to gather in-depth insights. Feedback led to adjustments in our workshops, increasing participant satisfaction by 30%. - We monitored engagement through analytics tools. We saw a 50% increase in document access and usage, indicating effective knowledge dissemination. - We used pre- and post-event tests to measure learning outcomes. Results showed a 40% improvement in knowledge retention among employees.

Evaluating learning events is critical for continuous improvement. Rather than just relying on post-event surveys, look deeper. Track the application of learned concepts in real-world scenarios—has there been a measurable change in behavior or performance? For example, in a corporate setting, after a knowledge-sharing workshop, assess whether participants are implementing new tools or practices in their daily work. Also, gather feedback not only on content but on the learning experience itself—was the format engaging enough? Use this data to refine future events, ensuring they align with your community’s evolving needs.

Know your audience: Assess the needs and preferences of your members through surveys or dialogues. Diversify your approach: Blend various formats such as workshops, guest speakers, case studies, and collaborative projects to keep engagement high. Promote engagement: Stimulate active involvement, facilitate open discussions, and promote knowledge exchange to enhance the learning experience.

In general, think of designing and facilitating learning events for your community of practice (CoP) like preparing a gourmet meal for a diverse group of guests. First, understand your guests' preferences and dietary needs (CoP's purpose and goals). Then, gather the best ingredients (know your members and their needs). Choose the right recipes (formats and modes) that cater to everyone. Cook with care, considering presentation and flavour (adult learning principles). Serve the meal with interactive elements to keep everyone engaged. Finally, ask for feedback to improve your next culinary adventure. Enjoy!

The creative challenge process is an important learning tool for a community of practice. By engaging in creative challenges, community members are able to apply their knowledge and skills in new and innovative ways, pushing themselves to think outside the box and develop new solutions to problems. This process fosters creativity, collaboration, and critical thinking, which are all important skills for lifelong learning and success in any field. Additionally, creative challenges can help to build a sense of community and shared purpose within the group, as members work together towards a common goal.