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On this page:
• Communities of Practice • Community Interactive Theatre • Knowledge Fairs • Mentoring • Peer Assists • Peer Coaching • World Café
Communities of Practice
"Communities of Practice (CoPs) are ‘groups of people who share a concern, a set of problems, or a passion about a topic, and who deepen their knowledge and expertise in this area by interacting on an ongoing basis.' …The benefits include improvements in productivity, reduction in costs, improvements in both speed and quality of work, better decision making, greater collaboration, teamwork,…the list is endless... A thriving, successful Community of Practice can’t be forced. Rather it should be encouraged, both during the initial phases and throughout its development."
(Source: International Labour Office. 2006. I went to a knowledge sharing workshop and all I got was this guidebook (ILO, Geneva), p. 24)
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Community Interactive Theatre
"Interactive Theatre provides professionally scripted and improvisational performances addressing difficult issues that impact community. These creative forums are designed to engage community, faculty, staff and students... The performance becomes a springboard for dialogue among the characters, facilitator and the audience. This conversation often allows groups to explore difficult, complex issues and contributes to greater community strength, creativity and competence."
(Source: Knowledge Sharing Toolkit)
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Knowledge Fairs
"Knowledge fairs are ideal for those who have a lot of information to share with a large group of people. You can use several technical means to present your information to the target group. These include showcases, panels, scale models, stands, demonstrations and presentations.
Knowledge fairs are useful because:
- People focus on what interests them.
- There is immediate interaction with the presenter.
- They are excellent for networking. They establish contacts for the future.
- Organizers strengthen their team spirit and work together.
- They recognize best practices and achievements."
(Source: International Labour Office. 2006. I went to a knowledge sharing workshop and all I got was this guidebook (ILO, Geneva), p. 28)
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Mentoring
Mentoring is an important part of succession planning and knowledge sharing. Mentors are people who have more experience and knowledge in a specific area or profession that they are willing to share with newer colleagues. The relationship can be informal but is frequently formalized. Mentors answer questions, give advice and feedback and can help with professional development.
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Peer Assists
"Peer assist is a method of cooperation, based on dialogue and mutual respect, which seeks to share knowledge and understanding between people in similar fields but with different levels and types of experience. A meeting is called by a team (the ‘hosts’) when, for example, they are starting a new project. The hosts invite another group (‘the peers’) who have experience with a similar project. After outlining the project and its background, the hosts express their specific needs. Now both teams work together, using brainstorming and discussion, to identify possible solutions to the problem…Peer assist can be powerful as it provides a highly focused way to share knowledge. The host party is able to concentrate on a specific task and get quick results. Their peers also benefit, as any opportunity to talk and think about their experience is helpful. Everyone benefits from the chance to network and build relationships."
(Source: International Labour Office. 2006. I went to a knowledge sharing workshop and all I got was this guidebook (ILO, Geneva), p. 25)
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Peer Coaching
Peer coaching is a method of professional development whereby colleagues agree to formally learn from each other. The role of the coach is to give constructive feedback and to give advice based on their own similar experiences.
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World Café
The World café is a system of exchange based on social café conversation whereby a group of people are able to explore a chosen topic. The aim is to tap directly into the social nature of much of our learning. The session can have any number of participants, anything from ten to a thousand, who split into small discussion groups, ideally around café-style tables. The participants are encouraged to both listen and talk, and not edit their thinking or to worry about saying the ‘correct’ thing. Participants swap tables, taking ideas to a new group, while a permanent host remains at each table. As the ideas move about the room, they bear fruit in unexpected ways and networks are both bolstered or established and knowledge is shared.
(Source: International Labour Office. 2006. I went to a knowledge sharing workshop and all I got was this guidebook (ILO, Geneva), p. 28)
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