06Jun

Building Thriving Communities of Practice: A Maturity-Based Approach

June 6, 2025 K_0mp3T3nz 15

In today’s knowledge-driven world, Communities of Practice (CoPs) have become essential for fostering collaboration, innovation, and continuous learning across various sectors. However, establishing and nurturing a successful CoP requires more than just bringing people together—it demands a strategic approach to development and growth.

Understanding CoP Maturity

The Working KnowledgeCSP CoP Maturity Model provides a structured framework to assess and guide the evolution of a CoP through five distinct stages:

Founding: Initiation of the community with a clear purpose and objectives.
Developing: Establishment of roles, norms, and basic processes.
Maturing: Enhancement of collaboration, knowledge sharing, and value creation.
Sustaining: Integration into the organization’s fabric with recognized impact.
Transforming: Adaptation and innovation to meet evolving needs and contexts.

This model enables organizations to identify their current stage and implement targeted strategies to advance their CoP’s maturity.
(Source: Working KnowledgeCSP)

Assessing Community Performance

To complement the maturity model, The Community Roundtable offers the Community Score assessment — a diagnostic tool evaluating a community’s effectiveness across eight competencies, including strategy, leadership, culture, and metrics. This assessment provides actionable insights to prioritize initiatives, allocate resources efficiently, and enhance overall community performance.
(Source: The Community Roundtable)

Implementing a Maturity-Based Strategy

By integrating the CoP Maturity Model and the Community Score assessment, organizations can:

Benchmark Progress: Understand current capabilities and identify areas for improvement.
Strategize Development: Align community initiatives with organizational goals and member needs.
Foster Engagement: Cultivate a culture of trust, collaboration, and shared learning.
Measure Impact: Track progress through defined metrics and adapt strategies accordingly.

Conclusion

Building and sustaining a high-performing Community of Practice is a dynamic journey. By adopting a maturity-based approach, organizations can systematically develop their communities, drive innovation, and achieve lasting impact across sectors.

References & Resources

Etienne Wenger, Jean Lave (1991) — Situated Learning: Legitimate Peripheral Participation — Foundational work introducing the concept of Communities of Practice.
Etienne Wenger, Richard McDermott, William Snyder (2002) — Cultivating Communities of Practice: A Guide to Managing Knowledge — Key guide for building and managing CoPs.
Bill Kaplan, Working KnowledgeCSP — Community of Practice Maturity Model — https://workingknowledge-csp.com/working-knowledgecsp-community-of-practice-cop-maturity-model/
The Community Roundtable — The Community Score Assessment — https://communityroundtable.com/what-we-do/research/the-community-score-2/the-community-score/
Harvard Business Review (2000) — Communities of Practice: The Organizational Frontier (Wenger, McDermott, Snyder) — Early business-oriented perspective on CoPs.

16May

Communities of Practice: Why They Matter More Than Ever

May 16, 2025 K_0mp3T3nz 89

In today’s rapidly changing world, knowledge is no longer static. It evolves constantly, shaped by new technologies, global challenges, and diverse human experiences. For businesses and research organizations alike, staying ahead means not only managing knowledge but creating environments where people can share, grow, and co-create it. This is where Communities of Practice (CoPs) come into play.

What is a Community of Practice?

A Community of Practice is a group of people who share a common interest, profession, or area of expertise and come together to exchange knowledge, solve problems, and innovate. Unlike formal structures, CoPs are dynamic, self-organizing, and deeply human-centered. They foster trust, open dialogue, and continuous learning.

In simple terms:

A CoP is where people connect to learn, share, and grow together.

Why are Communities of Practice so Relevant Today?

1. Knowledge Management in Action

Traditional knowledge management often focuses on storing information. But real knowledge lives in people. CoPs bring this human knowledge to life, allowing tacit knowledge — experience, intuition, insights — to be shared and transformed into collective wisdom.

2. Breaking Silos

In organizations, knowledge often gets trapped within departments or teams. CoPs cut across organizational boundaries, connecting people from different disciplines, locations, and backgrounds. This cross-pollination fuels creativity and innovation.

3. Supporting Continuous Learning

The pace of change demands lifelong learning. CoPs provide a safe space for members to learn informally, discuss challenges, and stay up-to-date with the latest developments in their field.

4. Enhancing Collaboration and Engagement

CoPs create a sense of belonging and shared purpose. When people feel connected, they are more motivated, engaged, and committed to organizational goals.

5. Driving Innovation

By bringing together diverse perspectives, CoPs become incubators for new ideas and solutions — critical for both business competitiveness and scientific advancement.

Applicable Across Sectors

Whether in the private sector, public institutions, or research environments, CoPs offer a powerful model for navigating complexity, retaining knowledge, and fostering human connection. For companies, they can improve processes, products, and services. For researchers, they can accelerate discovery and collaboration.

People First

At the heart of every Community of Practice are the people. Their curiosity, experience, and willingness to share make CoPs thrive. In a world where information is abundant but wisdom is scarce, creating spaces where people learn together is not just valuable — it’s essential.

16Jun

How to Implement a Competence Framework for Growth and Competitiveness

June 16, 2023 K_0mp3T3nz 87

As Geist Consultancy, we offer a structured and practical approach to developing a competency framework for SMEs, and we would like to share how we will do it and why it is important and beneficial for these companies.

Firstly, our approach consists of the following steps:

Defining the scope of the competency framework: We will work closely with SME managers and human resources professionals to determine the purpose and scope of the competency framework. This will allow us to understand the specific needs of the company and establish clear objectives.
Identifying the necessary capabilities: We will conduct a comprehensive analysis of key processes within the SME to identify the required capabilities. This will include identifying the skills and knowledge necessary to effectively carry out these processes.
Developing a competency taxonomy: We will create a competency taxonomy that serves as a structure for classifying and organizing the different required competencies. This taxonomy will provide a common language and a clear view of the skills required within the SME.
Defining the competencies: We will work closely with managers and human resources professionals to define the competencies needed for each identified capability. This will include describing the skills, knowledge, and behaviors necessary to perform each competency effectively.
Creating an architecture description: We will utilize visual representation methods, such as block diagrams or composite structure diagrams, to create a clear and understandable description of the SME’s competency framework. This will enable better communication and understanding of the required competencies.
Establishing a governance system: We will assist in establishing policies and procedures to ensure that the competency framework aligns with the SME’s strategic objectives. We will also establish key performance indicators and maturity models to continuously assess and improve competency development.

Now, let’s discuss why implementing a competency framework is important and beneficial for SMEs:

Strategic alignment: The competency framework will ensure that employees’ skills and knowledge are aligned with the SME’s strategic objectives. This will enable a coherent and targeted approach towards business success.
Talent development: The competency framework will facilitate the identification and development of talent within the SME. By clearly defining the required competencies, training and development programs can be established to enhance employees’ skills.
Operational efficiency: With a well-defined competency framework, the SME can optimize its processes and improve operational efficiency. Employees will possess the necessary skills to perform their roles effectively, leading to increased productivity and quality of work.
Talent retention: By investing in competency development, the SME can retain its key talent. Employees value growth and professional development opportunities, and a robust competency framework provides a clear path for their progression within the company.
Adaptability and competitiveness: In an ever-changing business environment, SMEs need to be agile and adaptable. A competency framework will enable them to quickly identify skill gaps and respond to new market demands, maintaining competitiveness within their industry.

In summary, implementing a competency framework in an SME brings a range of benefits, including strategic alignment, talent development, operational efficiency, talent retention, and adaptability and competitiveness. As Geist Consultancy, we are committed to helping SMEs achieve these benefits and drive their growth and business success.

11May

Kaizen!: 𝗮𝘀 𝗮 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝗮𝘀 𝗮𝗻 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗜𝗻𝘀𝘁𝗿𝘂𝗺𝗲𝗻𝘁

May 11, 2023 Cioka 61

Hoy en día escuchamos a menudo, que somos capaces de hacer más de lo que creemos.

21Mar

Football and competency assessment

March 21, 2023 Cioka 48