Communities of Practice: How Mentorship and Collaboration Shape Growth

Think back to your first job. Chances are you reported to a manager, who reported to their manager, who reported to…well, you get the idea. The chain of command stretched upward, and you probably didn’t question it. That’s just how work was done.

At Narratives, we did stop to question it. Looking closely, we realized a traditional hierarchy didn’t quite fit who we are. We wanted something more dynamic, where mentorship would flow in many directions, and growth would feel expansive rather than strictly vertical.

Without knowing exactly how it would look in practice, we chose to experiment with a matrix organizational structure that includes Communities of Practice (CoPs). This framework values collaboration, honours expertise, and creates new ways of learning together.

As our organization grew, it became harder for a single leadership structure to support everyone’s development. Our work spans multiple disciplines, each with unique challenges and learning needs. We wanted a model that could support that diversity without creating silos. Traditional hierarchies often separate teams into isolated departments such as transportation, environment, or planning, each operating like a small firm. That separation can breed competition and limit collaboration, which runs counter to our culture.

Our project teams already had clear communication and accountability, but they didn’t offer enough space for long-term skill development. The matrix structure added that missing layer, allowing people to work across projects while deepening their expertise within a community. Many of us  have experienced organizations where departments became silos that stifled creativity and diversity of thought. We wanted to ensure that never defined us. The matrix model blends project-based collaboration with CoP-based mentorship, keeping knowledge flowing in all directions. It has become a mechanism for professional growth, shared learning, and innovation.

At Narratives, professional growth happens most meaningfully within our Communities of Practice, which are organized not by job titles but by shared subject matter. In our model, staff belong to both a project team and a Community of Practice. Projects deliver value, while CoPs build expertise. Each CoP has a lead who supports professional development not as a boss, but as a mentor and guide who understands the kinds of challenges their colleagues face. Our CoPs include Dialogue & Transformation, Place & Community, Expression & Connection, People & Culture, and Insight & Discovery. Staff can move fluidly between projects while remaining anchored in their discipline, balancing stability with flexibility and keeping the system responsive to change.

For example, Insight & Discovery goes beyond research and data to explore learning and inquiry across fields. Place & Community connects planners, landscape architects, and others focused on relationships between people and land. Dialogue & Transformation brings together those who facilitate change through dialogue, negotiation, and conflict resolution. Each CoP is a hub for mentorship and innovation, designed to strengthen expertise while encouraging collaboration across disciplines.

Since implementing this approach, we’ve seen meaningful benefits both internally and externally. One of the clearest has been around mentorship. Before, professional development felt ambiguous, but now, mentorship is built in. Junior staff receive guidance from both project leads and CoP mentors, creating clearer pathways for progression and technical growth.

The CoPs have also become spaces for curiosity and innovation. They provide room for people to explore new ideas, discuss strategy, and plan how to experiment with emerging approaches. These forums act as incubators where creativity and strategy meet, helping the organization evolve in step with our people’s interests and expertise.

Externally, the CoPs have fueled much of Narratives’ thought leadership. Journal articles that push boundaries, our design reels, which have been recognized for their innovation, the Dialogue & Transformation conflict workshops, and our Celebrate Everything initiative all began within these communities. They show how collaboration and internal learning can translate into visible, meaningful contributions to our broader field.

This structure has also helped us become more intentional about how we innovate. It encourages shared responsibility, trust, and creativity, turning collective learning into part of our everyday practice. Growth happens through mentorship and experimentation, not just management.

This model remains a work in progress, and that’s the point. Continuous improvement is part of our DNA. At its core, this is about focus and subject matter, understanding the materials we each work with and how they intersect. Our Communities of Practice are living systems. People move between them as their interests evolve, bringing their experiences into a shared mosaic of knowledge. By nurturing that fluidity, we create space for curiosity, creativity, and lifelong learning.

For teams facing high turnover, low morale, or a lack of professional connection, Communities of Practice can make a real difference. Often, employees leave not because of the work itself but because they don’t have a forum to learn, grow, or discuss their career paths. CoPs create that forum, providing both professional grounding and room for imagination. They also offer space for visioning, something that can get lost when day-to-day tasks dominate. Having a structured space for dreaming and exploration strengthens both morale and culture.

This approach may not be for every organization, but it raises an important question: Does your structure serve your people and your purpose? At Narratives, we’ve learned that support doesn’t have to mean supervision. It can mean mentorship, coaching, and shared leadership. Growth doesn’t have to follow a single ladder from junior to manager to director. People can build depth in their craft while also exploring leadership roles within projects. When expertise is honoured and leadership is shared, organizations become more adaptive and human.

Narratives’ journey away from traditional hierarchies isn’t a perfect formula, but it proves that new models are possible. When structures reflect your people, your values, and your mission, collaboration and growth naturally follow.