Communities of practice (CoPs) are social systems consisting of individuals who come together to share knowledge and solve problems around a common interest. For educators, membership in a CoP can facilitate access to expertise and professional development activities and generate new collaborations. This teaching tip focuses on online CoPs and provides tips for setting up and running such communities. The initial planning phase involves establishing the purpose of the CoP, recruiting an administrative team, designing the structure of the online environment, and choosing a platform. Once the online platform is launched, running the CoP involves building the membership, encouraging engagement (primarily in discussion forums), finding ways to create and share useful resources, and sustaining the community as an active and effective CoP. We also describe a specific example of an online CoP for veterinary educators involved in clinical skills teaching. The membership has grown to represent an international community who engage in a range of activities including sharing knowledge, tips and ideas, asking questions, discussing challenges, and promoting collaborative activities.

Curriculum leaders (individuals with responsibility for an institution’s veterinary curriculum) play a vital role in driving local curriculum priorities, development, and accreditation. This study aimed to describe the career paths of curriculum leaders and identify what motivates them, the barriers they face, and the knowledge, skills, and attributes they perceive as essential for the role. Self-determination theory was used to identify tensions experienced within the role. An international online survey targeted at those identifying as curriculum leaders was completed by 45 participants. 91% of participants held a doctoral level qualification and/or clinical Boards; 82% had additional training in leadership; 38% had additional formal training in education. Motivators included a desire to make a difference, personal satisfaction with teaching and working with students, and social influences. Participants experienced barriers relating to self-development and achievement of their curriculum goals; participants described essential knowledge (of the profession, educational theory, and wider higher education context) and skills (leading teams, change management, and communication). Attributes considered important related both to self (open-minded, patient, resilient, able to see the big picture as well as detail) and relationships with others (approachable, listener, respectful and respected, supportive, credible). Tensions arose in participants’ need for autonomy (experiencing barriers to achieving their goals), in their social relatedness (achieving curriculum goals while working with colleagues with conflicting priorities), and in perceptions of necessary competence (a need, but lack of opportunity, for advanced training in educational theory). The findings may help institutions more effectively support and train current and future curriculum leaders.

The Veterinary Evidence journal. Publication of the RCVS Knowledge

Curriculum leaders, individuals with responsibility for an institution's veterinary curriculum, are student-oriented, want to make a difference, and prioritize teaching and pedagogy in their work. However, as they work to enhance curriculum development, they experience tensions in their role. This study built on previous quantitative findings, and aimed to explore further how curriculum leaders respond to tensions, and how their identity is constructed and supported in a way that means they can thrive in their role. Using self-determination theory and narrative identity as conceptual frameworks, nine curriculum leaders were interviewed about their experiences. Narrative inquiry methodology enabled in-depth interpretations to be drawn about identity influences and participants’ responses to conflict and dissonance. Curriculum leader identity was defined as being student-centered, change-oriented, valuing both clinical (particularly general practice), and pedagogical expertise while engaging in hard work and service to achieve pedagogical goals. Participants were skilled in leading change and had developed skills and personal attributes for this. Leading change involved experiences of conflict and tension that were personally meaningful, evoking feelings of identity dissonance that were characterised by either emotional resilience or disaffection and frustration. This response depended on social identity influences, including opportunities to network with like-minded peers, recognition of achievements from influential others, institutional advocacy for change, and support for advanced pedagogical training.

Professionalism is central to veterinary practice, shaping not only the quality of care provided to animals but also the wellbeing of practitioners, the satisfaction of clients, and the sustainability of the profession. Prior research has catalogued various attributes of professionalism that are important for career success, but few studies have integrated these multiple perspectives into a cohesive framework. This study synthesizes insights from three key veterinary stakeholder groups—students, clinical practitioners, and clients—using a multi-methods approach including surveys, focus groups, critical incident interviews, and client complaint analyses. Across the datasets, ranking of Likert-scale responses and thematic analysis revealed four recurring themes that were identified as essential for career success: ‘Effective communication’; ‘Accountability, integrity, trustworthiness, and honesty’; ‘Personal wellbeing’; and ‘Quality of service’. These themes were organized into a unifying theoretical model of veterinary professionalism, conceptualized as a ‘navigational compass’, comprising three domains of care: patient-centered care, relationship-centered care, and self-care. By conceptualizing professionalism in terms of a compass, the model illustrates how veterinarians can draw on key professionalism attributes, coupled with consideration of the three domains of veterinary care, to navigate the challenges of practice and sustain long-term career success. The compass provides a reflective framework to guide veterinarians and educators, to support the integration of professionalism into curricula and to guide careers toward excellence in care and lasting personal fulfilment.