Communities of Practice empowering the care finder workforce
4 February 2025
Since July 2024, COORDINARE - South Eastern NSW PHN's coordinated Communities of Practice (CoPs) have served as a cornerstone of workforce development, building a more resilient, confident and collaborative care finder workforce across the region.
These quarterly, face-to-face forums provide a structured and psychologically safe space for staff and managers to step back from day-to-day service delivery and engage in reflective practice, peer learning and collaborative problem-solving. The CoPs have consistently been well attended, with strong engagement from both frontline staff and leadership.
A December 2024 session involving care finder staff and managers across all organisations reaffirmed the effectiveness and value of the CoP, with participants describing it as “energising,” “practical,” and “a space where we feel heard and supported.”
Given the broad and complex nature of the care finder role, which requires strong networks, creative problem-solving and persistence, these sessions have proven invaluable. As one staff member described, “It’s like having a collective brain. I always walk away with something I can use.” Another manager noted, “It’s practical, not just theoretical. It’s where real challenges are worked through together.”
CoPs have been particularly impactful for newly commissioned services and staff new to the role. One care finder reflected, “It was especially helpful when I started, there’s no textbook for this work.” Cross-organisational learning has supported rapid adaptation, service consistency and innovation. Training needs identified during CoPs have led to more targeted development opportunities and improved client outcomes.
At the heart of the CoP is a strong culture of collaboration and psychological safety. Staff describe the sessions as “energising and safe,” where “concerns are not just heard, they’re acted on.” The contract manager’s leadership is consistently recognised as “humble, open, and client-focused,” setting a tone that fosters trust, reflection and growth.
Beyond skill-building, CoPs also strengthen staff wellbeing and reduce professional isolation, which are critical factors in long-term retention and performance. As one manager put it: “It keeps us going. You realise you’re not in this alone.”
Overall, the CoP model has contributed to a more confident, connected and consistent care finder workforce, delivering better, faster and more coordinated support to vulnerable individuals navigating the complexity of the aged care system.
You can find out more about the care finder service here.