What Is a Community of Practice—and Why Do E-Learning Pros Join Them?

Collective learning shapes the future of personal and professional growth

As a writer, my most productive years came when I was attending a masters program in creative writing. Professors contributed ongoing knowledge and support while my peers and I practiced our craft in a community setting and freely exchanged ideas. Being part of a supportive, like-minded community made it easier to put my knowledge, learning, and ideas into action.

This simple formula—the intentional fostering of shared knowledge, open collaboration, and continual learning development—is what makes up a community of practice. The benefits are far-reaching. Beyond the knowledge gained to each individual within a community of practice, organizations benefit as well—enough for Forbes to call CoPs “an organization’s superpower.”

As a learning professional, you may be searching for a way to take your own e-learning knowledge to the next level. Joining a community of practice can do just that, creating an informal avenue where you can regularly interact with people over shared interests, access pooled resources, and experience the power of collective learning.

In this post, learn more about what a community of practice is, and discover the individual and organization-wide benefits that e-learning professionals can gain from joining one.

Working group vs. community of practice: What’s the difference?

You might be thinking, I’ve been in working groups and teams that learn and develop together. Isn’t that the same as a community of practice? Not quite! While they may both share collaborative and learning practices, their goals differ greatly.

Here are the differences:

Features of working groups and teams:

• formed to achieve business-oriented goals
• launch new products or implement campaigns
• meet only until the goal is achieved, then dissolve
• collaborate mostly within their department only

Features of communities of practice:

• connect people with shared interests
• share existing knowledge
• celebrate the craft, not the product
• commiserate and troubleshoot common stress points
• breathe new life into old material

Here’s a specific example: A working group or team might meet weekly to discuss ideas for how to sell a feature of their e-learning platform, like an AI assistant or new course authoring templates. Once that goal is achieved, the working group is dissolved, and they move on to the next project with a whole new focus.

A community of practice, however, has no deadlines, no silos, no budgets, and no products to sell. Support and encouragement are available 24/7, and shared knowledge is open to learners of all levels. Whatever you’re curious about, your CoP can help.

From individual to organization, community of practice benefits reach everyone

Communities of practice have the potential to boost organizational success by way of shared knowledge to individuals. The collective learning that happens within these communities—whether officially part of an organization or not—frequently spills into the workplace with positive results.

When it comes to e-learning professionals—some of the most innovative folks around—ideas are at a surplus, but sometimes the work becomes stale, ideas run into dead ends, and the usual avenues of inspiration within the workplace aren’t bearing fruit.

For the following reasons, that’s precisely when you turn to your community of practice:

1. Increased collaboration and innovation

While collaboration in the workplace can mean working with others on your team and sometimes across departments, CoPs take collaboration to a whole new level. You can explore innovative timeline interaction ideas from community members from different time zones, different disciplines, and different cultures. Add your own and ask for feedback on how to make it more engaging. The opportunity for collaboration in a CoP is endless.

The organizational benefits: When employees can successfully collaborate and innovate with a variety of members outside of their organization, they’re much more motivated to build new relationships in the workplace. Additionally, innovation inspires innovation. Employees that are exposed to different perspectives on an ongoing basis will bring those new perspectives into their work.

2. Peer support and learning

As it was in the creative writing program I attended, peer support and learning is incredibly effective. Having to ask for help from your boss is sometimes demoralizing, even if you have a great relationship otherwise. When support comes from your peers, it feels more like teamwork. Perhaps you’re asked to make your organization’s compliance training more engaging. Ask your CoP, and they’ll swoop in with life-saving tips and tricks.

The organizational benefits: Peer support and learning brings clarity to the feedback process. When employees are part of outside communities of practice, they’re likely used to asking for and giving feedback without judgement. A common bond forms that blends the individual’s goals into group goals.

3. Sense of belonging and purpose

In my many years as a high school teacher, my purpose was to cultivate the love of learning in my students and make them feel seen and heard. I’m proud of that, but sometimes I needed to hear other teachers talk about their purpose to remember mine. Similarly, you might look to your CoP to share examples of work they’re proud of, igniting a newfound purpose in yourself, and reminding you that you’re not alone.

The organizational benefits: Individual employees who find a sense of belonging and purpose in a CoP are more likely to carry that feeling into the workplace. They’re reminded that what they do is meaningful. Their purpose is renewed, and they interact regularly with people who face and overcome the same challenges.

4. Professional development

It was Albert Einstein who said, “When you stop learning, you start dying.” Dramatic, sure, but to his point, it’s important to have a clearly defined path to growth—both on the job and in everyday life. Continuous learning renews engagement and motivation. As part of a community of practice, opportunities to level up your knowledge are everywhere, from live webinars to community challenges.

The organizational benefits: With a lack of growth opportunities accounting for 63 percent of respondents when asked why they left a job, it’s clear that employees want to enhance their skills. Employees who join or start communities of practice have their hunger for knowledge sated, keeping them around longer.

5. Open dialogue

How many times a week do you have a question that goes unanswered or an idea you’re just not sure of? In any given week, write those questions and ideas down, and bring them to your CoP. Like a digital suggestions box, but more responsive and user-friendly on all accounts, your CoP can bring your ideas to life and answer all the questions you’re too afraid to ask your boss.

The organizational benefits: When people are in open dialogue with a variety of voices about new possibilities, challenging problems, and creative solutions, they’ll bring that openness back into the office. They learn to pose their questions and frustrations in a productive way, leading to a more positive workplace culture, and employees who know how to communicate effectively.

Join a community of practice and thrive on shared knowledge

Communities of practice allow you to explore new possibilities, diverse ideas, and shared experiences that build understanding and insight that would otherwise be left uncovered. The value to both yourself as an individual and your organization is clear, giving you an informal avenue for professional growth and a renewed sense of purpose.

Ready to reap the benefits of open dialogue, peer support, and shared knowledge? Join our e-learning community of practice, E-Learning Heroes. Introduce yourself, join a group, check out the community blog, and find your people!