How to Create a Learning Cohort
Grow Membership By Creating Belonging
Summary
Learning cohorts create indispensable connection.
They are organized groups of people looking to gain knowledge and solve problems in a common setting over time. Learning cohorts share five features: deep connection, applied learning, structured guidance, interdisciplinary approach, and longitudinal reach.
Learning cohorts are perfect for organizations or teams looking to gain a competitive advantage, build capability or capacity, or move the needle on an important, strategic initiative.
We serve associations looking to invest in and get better at creating unique, usable value for membership. Learning cohorts are a perfect vehicle for associations to get better at creating new products, new experiences, and new revenue.
The product community is a product development learning community designed specifically for associations.
The Power of Cohort Learning
“If you are the smartest person in the room, you are in the wrong room. Hang out with, and learn from, people smarter than yourself. Even better, find smart people who will disagree with you.”
Kevin Kelly
People learn in lots of ways: reading, watching, interacting, taking a class, consulting a trusted colleague, informally at the office, making mistakes, or by the seat of the pants (changing a tire on a busy freeway). A learning cohort incorporates these sources (both formal and informal), but goes further and is distinguished by these features:
Deep connection – Learning cohorts happen in community and are designed for individual and collaborative growth. Grouping people who are motivated and committed to growth creates a ripple effect of belonging.
Applied learning – Learning cohorts are intentional learning experiences. They result in applied skill building, new capabilities or capacities, and professional growth. This new knowledge can be used to solve problems, strengthen culture, or grow revenue.
Structured guidance – Learning cohorts are organized, guided by a curriculum or roadmap, and professionally facilitated. They have regularly scheduled touch points and activities to ensure participation and accountability.
Interdisciplinary approach – Learning cohorts can be composed of people from the same profession or discipline, but they are more effective with participants from different lenses or backgrounds. Interdisciplinary problem-solving is a powerful, transferable skill.
Longitudinal reach – Learning cohorts are not short-term initiatives. To achieve the multi-faceted (often ambitious) outcomes takes time. This is how learning takes hold and participants create a positive multiplier culture that far exceeds the cohort’s work.
A cohort is an intentionally created group of people who share something in common: a profession, an industry, or a compelling problem to be solved. Learning cohorts are great for associations looking to intentionally tackle and solve tough problems within a defined period.
They are based on the premise that continual, focused learning is an organizational priority that helps the association grow membership, diversify revenue, enhance engagement, and/or positively develop culture. Though each of the following could share the features of a learning cohort, it is not a committee, task force, mastermind group, degree program, or department.
Here are the four initial steps to implement a learning cohorts effectively in your association:
Identify a Problem – The best learning cohorts stem from a compelling problem that needs to be solved. This problem is generally a purpose-driven strategic priority, but could also be linked to a new capability needed to prepare the association for the future (like we do in the product community).
Develop the Structure – This involves building a schedule, developing a curriculum, collecting content (readings, videos, etc.), designing activities, identifying software (will you meet in person? will zoom be enough? do you need an LMS?) and envisioning shared outcomes for the cohort’s work.
Build the Cohort – Determine the criteria or characteristics that will define each cohort. This could include demographics, membership status, interests, or availability and will. Group participants based on these identified criteria to form distinct cohorts (remembering that a diverse, interdisciplinary approach is most preferable).
Evaluate for Progress – Continuously assess the effectiveness of each learning cohort. Gather feedback from participants, track engagement metrics, and make necessary adjustments to ensure the cohort achieves its intended aims.
By successfully designing, leveraging, and implementing cohorts, we can create a more engaging and personalized experience for members, volunteers, or staff. This, in turn, can develop a stronger sense of community, increase overall satisfaction, and drive the feeling of belonging that helps grow revenue.
Applying Cohorts to Associations
“When adult learners go through an experience together, a sense of wanting to support each other shines through.”
Luke Hobson
An association learning cohort is a structured group of staff, members, or volunteers who engage in a shared learning experience. Here is some guidance to getting a learning cohort off the ground:
Structure and Organization
Limited Size – Cohorts are often small to facilitate better interaction and engagement among participants, usually around 10-20 members.
Defined Duration – They run for a specific period, often spanning several weeks or months, depending on the depth and scope of the learning program.
Regular Meetings – Scheduled sessions or meetings occur at consistent intervals (weekly, bi-weekly, etc.) to maintain momentum and foster continuous learning.
Facilitator – A facilitator, mentor, or expert often leads the cohort, providing guidance, resources, and support throughout the learning journey.
Learning Experience
Curriculum – A structured curriculum or program outlines the topics, modules, or learning objectives for the cohort's journey. It may include workshops, seminars, readings, assignments, or practical exercises.
Interactive Learning – Emphasis on interactive learning methodologies like discussions, group activities, case studies, and collaborative projects to promote engagement and knowledge retention.
Resource Sharing – Participants may share resources, articles, tools, and experiences related to the subject matter to enrich the learning process.
Peer Learning – Encouragement of peer-to-peer learning and networking among participants, allowing them to learn from each other's diverse experiences and perspectives.
Support and Engagement
Community Building – Creation of a supportive community where participants can build relationships, exchange ideas, and support each other beyond the structured sessions.
Feedback and Reflection – Opportunities for feedback on individual and group progress, as well as reflection exercises to encourage self-assessment and growth.
Accountability – Participants hold each other accountable for completing assignments, participating actively, and contributing to the cohort's overall learning goals.
Outcomes and Benefits
Skill Development – Enhanced knowledge, skills, and competencies related to the specific subject matter or professional development.
Networking Opportunities – Expanded networks within the association, fostering potential collaborations and future connections.
Personal Growth – Increased confidence, motivation, and a sense of belonging through shared learning experiences within the cohort.
A well-structured learning cohort can provide participants with a supportive environment for growth, skill development, and networking, fostering a strong sense of community and shared achievement.
An Investment in Community
“We are each other’s harvest; we are each other’s business; we are each other’s magnitude and bond.”
Gwendolyn Brooks
Great learning cohorts foster shared progress and mutual accountability.
A culture of mutual accountability – linked to a strategy to move the needle on a hard-to-solve problem – creates authentic growth: for individuals, community, and the association.
We can also use cohorts to approach hard-to-solve problems that further our purpose: improve our approach to childhood cancer, enhance the job prospects of first generation college students, or to create an indispensable community of basketball coaches who are deeply committed to leveraging their sport to improve lives.
Learning cohorts create leaders. Leaders stretch boundaries to make space for new possibilities. Remember, product-led growth fuels connection. Join the product community and flip your destiny.
About the Author
James Young is founder and chief learning officer of the product community®. Jim is an engaging trainer and leading thinker in the worlds of associations, learning communities, and product development. Prior to starting the product community®, Jim served as Chief Learning Officer at both the American College of Chest Physicians and the Society of College and University Planning. Please contact me for a conversation: james@productcommunity.us