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How to set up a Community of Practice (CoP) for Nutritionists See What is a CoP and how do I use this resource?What is a CoP and how do I use this resource?

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Presentation on theme: "How to set up a Community of Practice (CoP) for Nutritionists See What is a CoP and how do I use this resource?What is a CoP and how do I use this resource?"— Presentation transcript:

1 How to set up a Community of Practice (CoP) for Nutritionists See What is a CoP and how do I use this resource?What is a CoP and how do I use this resource?

2 You have decided to set up a COP for nutrition professionals- Great! The aim of this presentation is to guide you on how to create a successful and sustainable CoP We hope to offer you practical tips and help you navigate common issues Plus provide you with useful resources via hyperlinks Introduction See Why a Community of Practice?Why a Community of Practice?

3 Setting up a CoP can be divided into these steps 1.Inquire 2.Design 3.Prototype 4.Launch 5.Grow 6.Sustain 7.Evaluate Introduction

4 Domain- a particular shared Nutrition interest Community- a group of people (Nutrition professionals from a specific health field or region) Practice- practical implications and applications of professional knowledge Key Definitions

5 Make a case to employers to allow you to dedicate time to a CoP Potential benefits to organisations include: –Employee efficiency, in terms of time and cost, in retrieving information –Industry benchmarking capacity –Involvement in key industry and national initiatives –Organisational reputation as a contributor in building new capabilities –Increase access and use of evidence Inquire

6 Summary of the advantages of a CoP Inquire See CoP versus other forms of professional developmentCoP versus other forms of professional development Short-term valueLong-term value Help with challenges Access to expertise Confidence Fun with colleagues Meaningful work Personal development Reputation Professional identify Network Marketability Problem solving Time saving Knowledge sharing Synergies across units Resuse of resources Strategic capabilities Keeping abreast Innovation Retention of talents New strategies Organisation Members

7 Draft charter or group guidelines with three to five members including: –Mission –Scope –Goals –Objectives –Participant expectations See CoP Charter TemplateCoP Charter Template Design

8 Identify leaders in your CoP –Find a skilful and reputable coordinator that has an interest in the domain Allocate two primary roles –Community leader: Takes overall organisational responsibility for the CoP. Helps the group stay focused and aligned with the charter –Community sponsor: encourages member participation and access to technology or resources See Case for Sponsorship BriefCase for Sponsorship Brief Design

9 Subject Matter (domain) of CoP –Identify topical/controversial/common issues related to the circumstances of the profession –Groups are best for problem solving –Find Subject Matter Expertise (SME). These will be people who are considered knowledgeable and leaders in identified domains See SME Tip SheetSME Tip Sheet Design

10 Subject matter expertise: The CoP for PHNs working with remote retail stores aimed to increase access to the evidence base for this unique and newly emerging field This included access to six experienced professionals who previously and currently work in the field, at different times during the groups existence Sessions were conversational in nature allowing members to ask questions of such experts where they may not have had access or felt comfortable to do so in another professional development forum Case Study

11 Choose a facilitator to keep conversations focused, relevant and inclusive. There are many different ways to do this, some options include: –Most experienced person facilitates/chairs meetings –Facilitators rotate monthly or each session See Facilitation Tip SheetFacilitation Tip Sheet Design

12 Consider timing of meetings –Frequency ideally six weekly to ensure no long gap between meets –Duration (depending on size of group ~two hours) –Face-to-face meetings (this can especially be useful for members in rural/remote areas, trying to meet 1x year i.e. at a major national professional conference once per year Design

13 Communication: consider accessibility, cost, reliability, practicability –Video/audio conferencing e.g. Google Chat (free) Adobe (cost) – lets users present documents and screen share Skype (cost for group conference) –Telephone –Face to face See Technology Tool ComparisonTechnology Tool Comparison Design

14 Management of knowledge –Record of meetings e.g. allocate a scribe –Inform members who miss sessions –Have a way to follow up on issues raised for future meetings –Prompt dialogue between meetings through chat room or s –Encourage sharing of reflections whilst they occur in the workplace Design

15 It is time to test the CoP out with the core members –Refine method of communication and technology tools the community will use –Ensure each core members role is clear –Go through case scenarios to test the functionality of meetings A group of remote Public Health Nutritionists may test out their CoP with a topic like The process of developing a store nutrition policy Prototype

16 Use the below templates as one example of how to get the word out to potential members To recruit members try – ing past and present colleagues –Social and research network sites such as Facebook, ResearchGate, Linkedin, Twitter –Professional bodies i.e. DAA, PHAA, Nutrition Society of Australia and special interest groups within these bodies See Formation Announcement TemplateFormation Announcement Template See Invitation ApproachInvitation Approach Launch

17 Membership –Consider the size of your group, evidence suggests groups of around ten are most manageable –Use the template below to track membership skills, contact details See Membership Tracking TemplateMembership Tracking Template Launch

18 Aim to increase participation and member contribution: –Create subgroups to support emerging group activities –Publicise successes and encourage sharing of stories from the front line –Consider rewards for participation such as CPD points (may need to involve and discuss with professional bodies i.e. DAA) –Involve experts and develop the evidence base with research and university bodies See Maximising group effectivenessMaximising group effectiveness Grow

19 Value the work of communities –Actively encourage ideas, sharing of knowledge Create a newsletter to summarise activities of the CoP and to plan for next meetings Keep stakeholders and your organisation informed of your involvement SeeNewsletter templateNewsletter template See Sustaining a CoPSustaining a CoP Sustain

20 Individual and/or group reflection and evaluation See Evaluation interview guideEvaluation interview guide Employ the Most significant change technique See MSC guideMSC guide Facilitator diaries See Evaluating a CoPEvaluating a CoP Evaluate

21 The creation and evolution of a CoP can be broken down into simple steps. Use the hyperlinks to help you set up your CoP but remember they are just a guide. It is important to just work with what suits the groups needs. Aim to create a CoP that empowers its nutrition members and encourages them to Collaborate, Apply, Support and Engage for lifelong learning and career development. Go and set up your own CoP Summary

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