We are aware that for the CLD practitioner, the role of supporting others does not just happen at management level. For example, you may be a community worker responsible for supporting sessional and part-time staff or as a sessional worker you may be required to support volunteer staff.  It is for this reason that in this section you will find a range of In Practice examples alongside Resources that will support you in this critical area of  CPD for practitioners at all levels.

As with any profession, there are required and regulatory elements within CLD. Some of these areas of CLD practice are subject to the wider legal framework which applies to all public services.
Induction is vital for practitioners in new or changed roles. Good induction ensures these practitioners settle in quickly as productive team members. Induction is also about understanding the organisation's mission, goals, values, ethics, personnel practices, health and safety rules, and of course the job role.
A key part of your role as a practitioner is your capacity to affect those around you in a positive way. As a competent practitioner you will often have a dual role of providing services to communities and individuals and supporting and leading other staff members, including volunteers. As you progress through your career this role generally increases. This section looks at the ways in which you can do this effectively.
The term ‘community of practice’ is now widely used in relation to collaborative working, sharing experience, learning together and the development of practice. The use of the term may be recent, communities of practice, according to Etienne Wenger, are, however, age-old.