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This research paper looks into success factors for communities of practice. Although the "success factors" portion of the article may fit better with future "how-to" assignments, I found the breakdown of CoPs helpful. Retna covers the basic idea that adults learn from day to day experiences, not just activities specifically designed for learning. Knowledge transfer is explained with emphasis on what it looks like in organizations. The paper goes on the account for CoPs in a multi-national company based out of Singapore. The findings are explained in the three components domain, community, and practice. The key success factors are identified as leadership, culture, and individual motivation to learn. 

First thing that caught my attention was, "An employee picks up the most relevant know-how in an organisation from day-to-day activities and by watching and talking with other employees." This absolutely defines what a community of practice is. Professional development is a great way to learn, but many of us learn best by seeing a theory, action, or idea in practice. Communities of practice connect people who have similar interests, providing them with a wide range of resources to draw upon. Motivation is also a major part to making a CoP a success. Once a member, one must stay active. Having a responsible leader helps to maintain motivation and organization of the community. I especially appreciated the emphasis on informal CoP. Members are there because they want to better themselves and periodically the leader may provide a reward however I believe knowledge is reward enough. Great paper!

I like how this article talks about knowledge is best understood as a "habitus". This habitus is everything that a person does that helps them acquire knowledge. This includes their activities and life experiences.

By Dr. Etienne Wenger tthis is a stong definition oa community of practice with some thought given to implementation.

I especially liked how the CoP was referred to as a joint enterprise that is continually being renegotiated. Isn't that what learning is supposed to be all about? The table listing the relationships between CoP and businesses was interesting. The bootleg relationship does not surprise me at all. This one frustrates me greatly since it only applies to a select group of people who keep many things to themselves. Just think if they were to share some of their knowledge what an impact it could have on the organization. It was good to see the seven different styles of leadership defined, however I believe a good leader would exhibit a bit of each one of these characteristics. Being a leader is not a simple task but it is important to be well rounded.

I like the graphic organizers that are included with the information on communities of practice. The first is almost like a life cycle of a community of practice. Nothing that I read in my research acknowledged that a community of practice may have a timeline on it, so even though it may be implied, it was nice to actually see it in print. The second, the table, defined certain types of categories that CoPs may fit into. I was drawn to the third column, the challenges of each group, because it shows that working in a CoP and sharing beyond the community itself may not always be free of issues. Thanks for sharing this resource!

SUMMARY: I especially appreciate this resource as it points you in several exciting directions to online CoPs to help you as a consumer of informatioin understand what constitutes a CoPs. I was pleased to see that I already belong to a few of these CoPs and I am excited to look into the others.

This was a great find. This site connects educators with communities that suit their needs. Educators can pick their interests and connect with folks on the spot. I really enjoyed viewing this resource!

First of all of course I love the name of this listing of CoP, "Online Communities of Practice in Practice". This listing is so interesting to me, I have for a long time collected from individuals blogs through feeds, but I haven't come across such a good listing of online communities. It was amazing to me as I begin to research these groups the number of educators in these networks. Of course each person is at their own level of involvement, but they are each harnessing the power of connecting in their own right, exactly how it works for them!

This article describes the process of growth of the community of practice of SEDA, the Staff and Educational Development Association. Members of the community went from being on the outskirts, learning from others but not bringing anything new to the table. Then, as they grew, they later became mentors and trainers to those around them. In particular, phrases like "element of selflessness" and "stewarding knowledge" best describe the feeling and attitude of the article.

This article describes the process of growth of the community of practice of SEDA, the Staff and Educational Development Association. Members of the community went from being on the outskirts, learning from others but not bringing anything new to the table. Then, as they grew, they later became mentors and trainers to those around them. In particular, phrases like "element of selflessness" and "stewarding knowledge" best describe the feeling and attitude of the article.

Sheryl Nussbaum-Beach explains the clear distinction between networks and Communities of Practice. She addressed that her Personal Learning Network has a lot of different non-educators from all walks of like helping to frame who she is and who she is not. The difference is in a Community of Practice, "we are all educators, we're all shipbuilder, we're all dry cleaner workers interested in improving over time." She makes the point that members of a CoP are committed to each other and to growth. She also stresses Co-Created Content and Co-Created Community in a CoP.

I enjoyed this video. I liked how the speak said, "A community of practice is a situated learning community". I thought that this was a thoughtful, short effective presentation. I also liked that fact that she talked about co-created content. I think that is an important point. Thank you for sharing.!

This short video clip explains the difference between networks and communities of practice. The content is not education focused but gives a clear description of each and helps to highlight their differences.

In this article, Communities of Practice are defined as "groups of people who share a concern or passion for something they do and learn how to do it to better as they interact regularly." Communities of practice have three distinct characteristics including domain, community, and practice. All three characteristics must be present in order for it to be a community of practice. The domain is what we care about. The community is who cares about it. Practice is what we do together. This article includes a visual that shows a CoP very clearly. It also provides details of a CoP and how to organize a CoP. During the organization of a CoP, there are 5 stages to go through.

Great article Kayden! I've seen multiple articles also stating that the 3 main characteristics are the domain, community, and practice. Such great insight!

Etienne and Beverly Wenger-Traynor provide an introduction to communities of practice in this PDF found on their website. The introduction includes a definition, examples of what communities of practice may look like, how they began, and in what sectors of the community they are used today. Myths about communities of practice are also addressed.

By Etienne and Beverly Wegner-Trayner, this is an 8 page pdf of the basics of CoPs. I really like that there are myths debunked and demystified within the content of this paper as well.

I appreciate the scope of this resource including elements such as where the concept of communities of practice comes from, where it is applied, and myths about its usage. Moreover in regards to the myths I find it helpful that the resource includes a guide to how true the assumption listed may be such as: partially true, mostly false, false and maybe. I believe this section adds value to the theory of learning communities by acknowledging the misconceptions and limitations. Additionally I found the table with dialogue examples featuring various types of learning community tasks to be quite helpful in making sense of the dynamic ways these communities can be utilized.

This study examines how adults learn from one another within a workplace environment. As the article highlights: "[Informal] learning at work constitutes a large part of the learning undertaken by adults . . ." The article determined that large worksites afforded a range and variety of communities of practice, informal learning opportunities, and types of learning within a worksite. However, very often, the people we learn from at work are not necessarily recognized as having a role that traditionally promotes learning.

I thoroughly enjoyed reading this article and I found it logical that in the example of the Tiling Teachers, the article mentioned that they considered each other peers on the same level which would facilitate the learning that takes place within that group. I wonder how this learning would contrast from feedback or learning taking place from students in the class or even a superior like a Vice President of a program or a Senior Instructional Designer?

This was a great article and got me thinking a little deeper about communities of practice. So far this week, my studies have led to articles and examples of communities of practice in a learning or educational environment. I love how the focus was really on practices of communities of practice in the workplace. It was cool to realize that this process begins way before the class even begins. Thanks for sharing.

This article by Stephen Downes provides a great insight into what an effective PLN looks like and how it functions. I enjoyed reading about his second stage of PLNs, which is the "personal learning environment." This idea is presented as the evolution of PLNs due to technology and connectivism in the classroom.

This article by Stephen Downes gives a definition of a community of practice and then discusses PLE's moving into networks and the characteristics of a learning network: diversity, autonomy connectedness and openness.

As I was relatively unfamiliar with learning networks before this course, I wanted to find resources that showed me what they looked like and examples of how they can be used. This article introduces the importance of using digital tools effectively and empower ourselves to gain the knowledge the web offers. The author states that "Learning therefore evolves from being a transfer of content and knowledge to the production of content and knowledge". Working in a network, PLE or communities of practice allow learners to be creative about information and knowledge, instead of just consuming information and knowledge. The article highlights the key benefits of a PLN: diversity, autonomy, connectedness, and openness.

I am very pleased with this video. It's an interview with Etienne Wenger and he explains, in his own terms, his research and definition of the Community of Practice.

I also liked the explanation about how members from a Communities of Practice are engaged in a similar practice but they may do it in different settings. They don´t need to do it together. The learning contract between the members is the key of success.

Dr. Wenger talks about his Community of Practice. This discussion gives us an outline of how skills be shared through a CoP. According to Dr. Wenger, the CoP creates an on-going network of resources to communicate problems and discuss solutions. The learning and knowledge sharing can even create knowledge creation as solutions are discussed.

Etienne Wenger discusses elements of Communities of Practice, with a focus on the private sector. Though the discussion is pertinent to all uses of CoP. Noted as a crucial component is how the community is managed by facilitators, for that is who is ultimately responsible for caring for the domain of information. And who must know what the group needs in order to prosper. Where the information is being shared by peers to address questions and challenges in common. While interactions among community members include cultural and structural components, there is space for each participant to realize their identity through connections and engagement

This is a decent video of a discussion between two professionals who discuss CoPs.  It defines a CoP and gives examples of what might happen in a CoP.  It is informative and helped me understand the difference between CoPs and PLNs.  

This video contains an interview with Dr. Etienne Wenger in which he discusses communities of practice. Wenger describes his background and how communities of practice create partnerships in learning. Wenger explains that a community of practice provides a group of people one can turn to during a challenge, giving him/her a learning partnership to go to for assistance or ideas.

Meyerhoff, M. (2002). 21 Communities of Practice. This is another article that researches the marriage between social and linguistic definitions used in communities of practice. What I enjoyed about this excerpt was when the author went beyond the foundation communities of practice has, and explored distinguishing frameworks on which linguistic and social understandings were built. I also enjoyed that a good portion of this writing included the research that went on in the developmental stages of defining community of practice. This allowed me to draw strong correlations within my own educational arena and within the development of adolescents. All the research made sense to me as I read it; I just wish I knew the conclusion to the research, such as how it can affect those who want to belong to a less than morally ideal community of practice. How do I combat the need for certain students to want to feel part of a community of practice I know will not lead them to professional success.

Smith, M. K. (2003) 'Communities of practice', the encyclopedia of informal education, www.infed.org/biblio/communities_of_practice.htm . In this article, author, mike smith explains the beginning concepts that Jean Lave and Entienne Wenger developed for communities of practice. What I liked most about this article is it was the first reading I had that took communities of practice and put a learning centered spin on the theory. "Suppose learning is social and comes largely from our experience of participating in daily life. Their model of situated learning proposed that learning involves a process of engagement in a community of practice" (Smith, 2003). Mr. Smith defines and reiterates what Lave and Wenger argued, structure communities of practice. I also appreciated the time Mr. Smith took note the weaknesses that could be potential downfalls within their own research, such as "romanticizing communities of practice" as Mr. Smith puts it. "In their eagerness to debunk testing, formal education and formal accreditation, they do not analyze how their omission [of a range of questions and issues] affects power relations, access, public knowledge and public accountability" (Tennant 1997:79). He goes on to discuss organizational development and follows up with a conclusion that included the below phrase I really enjoyed. "Learning is in the relationships between people."(Smith, 2003) If you think about the history textbook version of what the authors and historians assumed thanksgiving was like and the weeks and days leading up to the day of thanks, you can see a great example of learning as a relationship between people.

This article examines the nature of learning communities constructed among a diverse group of adult learners in an online graduate-level 16 week instructional design course. Researchers analyzed course artifacts, survey responses, online profiles and project evaluations to explore communities formed in an online setting that involves 21 international participants. Data was collected through observing recorded audio webcasts and chat discussions, and analysis of student profiles, artifacts, survey responses, and course evaluations. The authors found evidence of community building without significant differences associated with race, culture, or gender. Instead, evidence for community building was more dependent on active participation, forming of shared identify, and the establishment of social network. The course design allowed individuals to work and communicate collaboratively. The authors admit that the study is narrow in scope with a small number of participants, making it unreliable for wider contexts.

In this article, Guldberg and Mackness focus on issues that both encourage and impede an individual's ability to participate in communities of practice. These issues were addressed based on their participation in a workshop focusing on understanding communities of practice. From this, they were able to identify five areas: emotion, technology, connectivity, understanding norms, and learning tensions that contributed to each participant's active or passive engagement in the workshop's community of practice.

This particular document looks at the communities of practice model from the lens of a government agency in its' partnership with businesses, foundations, non-profits, and other organizations. The document's value comes to life in the fact that it focuses on how the communities of practice implemented are more of a valid method for productivity because a shared interest is involved and the experiences are shared. First time viewers of this document would benefit from the diagram on page 8 that explores the distinct features of the community, domain and practice which lead to a successful community of practice. The diagram is an excellent means of introducing the model to new participants or those already engaged in a community of practice, but simply unaware of their involvement. I also appreciate this document because it offers practicality and context in viewing how multiple entities can come together to form a community of practice united by a common purpose.

I found this article interesting because it talked about the value of using CoP's in management, in particular government. It details the changing age of technology in meeting the demands and needs of communities and organizations around the world. As needs and wants begin to move, so do the challenges that are provided to government. In this regard it talks about utilizing the value on online communities to help create a network of highly skilled people to meet these new demands. By engaging people in this kind of networking through social media people are able to better handle new situations by connecting with people who have experienced similar problems in the past.