Community Building Tips

In a world where attention is fleeting and virtual fatigue is real, how can you successfully host online events? Here are 9 essentials to keep in mind: 1. Start with a Compelling Opening Your opening should grab attention, set the tone, build anticipation and give people a reason to stay. 2. Make Eye Contact Look directly into the camera to create a sense of connection. If you're using a teleprompter or script, keep it at eye level to maintain that engagement. 3. Mind Your Facial Expression People are paying close attention to your face. They can see when you’re smiling, or when you appear bored, upset, or frustrated. Be conscious of your expression. 4. Manage Your Energy Your energy drives the entire experience. If you seem disengaged or flat, your audience will tune out. 5. Build Emotional Connections Use personal stories, relatable examples, and analogies. These human elements help your message resonate on a deeper level. 6. Engage the Audience Make your audience part of the experience. Use polls, Q&A, or chat prompts to keep them actively involved. 7. Be Clear and Concise Attention spans online are shorter. Get to the point quickly, and use clear language. 8. Use Visual Aids and Multimedia Use images, short videos, graphics, and animations that support your message. However, don’t overload your slides with text. 9. Check Your Tech Setup Poor lighting, audio, camera quality, or an unstable internet connection can lead to frustration and reduced participation. Test in advance. Hope this helps. I’m Temi Badru, a professional event MC for physical, virtual, and hybrid events. I also train individuals and teams in public speaking and effective communication. #temibadru #voicesandfaces #eventhost #mc #moderator #speaker #events

Most neighborhood revitalization strategies get one thing fundamentally wrong. They focus on buildings, incentives, and investment — and ignore the social fabric that actually makes places work. A new report by the UK"s Independent Commission on Neighbourhoods on the Strategies for Renewing Neighborhood Social Infrastructure makes this case clearly — and uncomfortably. It argues that the small, everyday places we tend to overlook — local shopping strips, cafés, laundromats, community hubs — are not just amenities. They are social infrastructure. They are where: ✅ Relationships form ✅ Trust is built ✅ Community identity takes shape And when they disappear, something deeper breaks. What struck me most is how directly the report challenges the dominant playbook. Too often, we try to fix neighborhoods by: 🔵 Attracting outside investment 🔵 Building new physical infrastructure 🔵 Launching programs aimed at “growth” But without strong social foundations, these efforts rarely produce lasting change. The report shows that the most successful neighborhood turnarounds didn’t start with capital projects. They started with: ✅ Local actors stepping up to take responsibility ✅ Deliberately shaping the mix of local businesses and spaces ✅ Building networks between residents, traders, and institutions ✅ Activating places to bring people together In other words: they rebuilt connection before chasing growth. That’s the real lesson. If we are serious about strengthening neighborhoods — in the U.S. or anywhere else — we need to rethink what we invest in. Not just: 🔵 Physical infrastructure 🔵 Economic incentives But: ✅ The places where people gather ✅ The local institutions that build trust ✅ The networks that hold communities together Because ultimately: Economic development does not create strong communities. Strong communities create the conditions for economic development. This is a report worth reading — especially if you’re working on neighborhood revitalization, economic development, or community building. (See link in comments.) It will challenge how you think about what actually drives change. #community #neighborhood #equity #inequality #health #urban Purpose Built Communities Placemaking Education Cormac Russell Frances Kraft Vanessa Elias Usha Srinivasan Jennifer Prophete Kevin Ervin Kelley, AIA Lory Warren Noah Baskett Matt Abrams Anna Scott Ethan Kent John B. Carol Naughton Sarah Strimmenos Ben Lewis Tim Tompkins Aaron Kuecker Aaron Hurst Tim Soerens Sam Pressler Tracy Hadden Loh David Erickson Shawn Duncan Mollie Johnson Katie Delp Carola Signori Andrew O'Brien Madeleine Jennings Ross Mudie Ben Glover Kirk Wester-Rivera Lorenzo A. Watson David Edwards Tim Tompkins Jonathan Haidt Alexa Arnold Pronoy Sarkar

You don’t need to attend awkward networking events to build connections. Here are 10 ways to network online (from your couch) to land your dream job, mentorship or just to stay in touch: 1. Start with warm calls, not cold DMs Reaching out to strangers is intimidating. So, begin with people you already admire or respect: past colleagues, old classmates, mentors, or anyone you’ve gotten value from. Reach out, share your goals, ask for advice, or simply reconnect. — 2. Build (or join) a 3-6 person mastermind Invite people you admire to check in monthly or quarterly. Ask 3 simple questions in each meeting: • What’s your biggest win? • What’s your biggest challenge? • How can we help each other? This becomes your personal board of advisors, and their networks become yours, too. — 3. Make intros within your own network Instead of always trying to add new people, try connecting two people you already know. It builds goodwill, and often sparks reciprocity. Some of my best opportunities came from introductions I made first. — 4. Be the tortoise, not the hare Strong networks aren’t built in a week. They come from consistency, trust, and staying top of mind. Check in. Celebrate small wins. Be helpful, even without asking for anything.  — 5. Send snail mail Want to stand out in a sea of LinkedIn messages? Send a handwritten card or even a fun comic with a note. The person will always remember your “extra” effort. — 6. Elevate the interaction • Only chatted with someone online? Try a call. • Had a few calls? Try a Zoom meeting. • Know them over Zoom? Meet up in person. Each upgrade strengthens the connection. — 7. Pick one platform to dominate Instead of being everywhere, go deep somewhere. For example, if it’s LinkedIn: • Endorse people • Write thoughtful comments • Share niche insights your network actually values   This depth pays off more than shallow visibility. — 8. Curate, don’t just connect Curate the best insights, tools, or articles in your niche, and share them regularly. You’ll become a trusted source people keep coming back or referring to. — 9. Do something fun together Shared activities build bonds. This could be as simple as playing a game, joining a sweepstakes, or co-hosting a webinar.  People remember who made them feel something. — 10. Swipe right (yes, really) Apps like Shapr or Invitly are designed for warm outreach — you match with people who want to meet others. It’s cold networking without the awkwardness. Networking isn’t about pitching. It’s about planting seeds. Start with one person. Reach out. Reconnect.  Then keep showing up, helping others, and making connections that count.

“Let’s celebrate our differences!” — easy to say when you’ve never actually had to WORK through real differences. Here’s the thing: Real differences don’t feel like a celebration. They feel messy, uncomfortable, even threatening. 🧠 Our brains are hardwired to detect difference as potential danger. When someone thinks, works, or communicates differently than we do, our first instinct isn’t to embrace it—it’s to resist it. Recently, I worked with a team trapped in conflict for years. The problem wasn’t competence or commitment. It was cognitive diversity they didn’t know how to handle. 👉 One part of the team was task-focused—eager to get to the point and skip the relational aspects of collaboration. 👉 The other part was relationship-driven—prioritizing emotional connection and dialogue before diving into action. Celebrate their differences? Not likely. 🚫 The task-focused group saw the others as emotionally needy attention-seekers. 🚫 The relationship-driven group saw their counterparts as cold and disengaged. So, what changed everything? Not a shallow celebration of their diversity, but finding their common ground. 🚀 I used my D.U.N.R. Team Methodology to transform their conflict into collaboration: 1️⃣ D – Diversity: we explored their differences without judgment and recognized the strengths in both approaches. 2️⃣ U – Unity: we found their shared purpose—every one of them cared deeply about the team’s success, just in different ways. 3️⃣ N – Norms: we co-created practical norms that guided their interactions and set clear expectations. 4️⃣ R – Rituals: we introduced rituals to honor both styles while reducing friction and fostering collaboration. The real breakthrough? Not pretending their differences were easy, but building bridges through shared values. My honest take: If you’ve truly worked through real differences, you know it’s not about celebrating them—it’s about navigating them with care and intentionality. 💡 Celebrate your common ground first.  That’s how you unlock the power of team diversity. What’s your experience with managing real differences on a team? 🔔 Follow me for more insights on inclusive, high-performing teams. ___________________________________________________ 🌟 If you're new here, hi! :) I’m Susanna. I help companies build an inclusive culture with high-performing and psychologically safe teams.

You want engagement? Don't ignore those who are already engaging. Most people treat comments like background noise. I treat them like they matter. Because they do. Every like. Every reply. Every DM That's someone choosing to listen to you. And if you don't respond? They stop showing up. Because you didn't. If you want to build a community here, do this: 1. Respond to 75% of your comments → Not just the questions. → The emojis. The "this!" replies. People remember when you see them. 2. Match energy → If someone drops a thoughtful comment, give more than "Thanks!" → Treat it like a conversation, not a transaction. 3. Don't ghost your DMs → If someone asks for help and you can help, show up. → Even if it's a voice note or one quick insight. → That's how you build trust without selling. 4. Comment on other posts intentionally → Not "great post." Not "thanks for sharing." → Drop thoughts. Ask questions. → Micro-content builds macro-visibility. 5. Treat comments like content → Your replies are windows into how you think. They add up. They compound. If you're not supporting the people already in your corner, why should new people want to join you? Build community first. Business follows. How do you manage your comments and DMs? Any personal rules you follow?

A BIG follower count looks impressive. But followers don’t pay the bills 🤷🏻♀️ High numbers ≠ revenue. Why? Because followers don’t always translate to trust. That’s the difference between having an audience or a community. An AUDIENCE listens. But they’re passive. They consume your content and move on. A COMMUNITY? They engage. They connect. They show up for you. Audiences might watch from the sidelines. Communities take action. They invest. They stick around. And here’s the key difference: Communities are built on shared values, not just content. If you’re struggling to monetise, it might not be about growing your follower count. It’s about deepening your relationships. So, how do you build a community on LinkedIn? 1. Start conversations, not monologues. Ask questions. Invite opinions. Respond to comments with thought and care. 2. Be authentic. Share your wins and your challenges. Vulnerability creates connection. 3. Engage outside your posts. Comment on other people’s content. Join relevant discussions. Be present where your audience is. 4. Create shared value. Offer insights, solve problems, and share ideas that help your network grow. 5. Highlight others. Celebrate their wins. Share their content. Show that you care about their journey. 6. Be consistent. Communities thrive on trust, and trust is built by showing up regularly over time. 7. Take it offline. Meetups, coffee chats, or webinars. Bring your LinkedIn network into real-life connections. A handshake or face-to-face conversation builds bonds no algorithm can replicate. Communities aren’t built overnight. They grow when you focus on connection over attention. Because people don’t just buy products or services. They buy trust. They buy relationships. When you build a community, you don’t just have followers. You have advocates. Supporters. Friends. That’s the real game-changer. PS: Do you have an audience or a community?

In today’s evolving workplace, fostering a culture of inclusion isn’t just a “nice to have”—it’s essential for innovation, collaboration, and belonging. Dr. Liz Wilson's 8-Inclusion Needs of All People Framework provides a comprehensive approach to fostering inclusion by addressing the fundamental needs individuals have to feel seen, heard, valued, and supported in both personal and professional environments. Grounded in intersectionality, the framework emphasizes that inclusion efforts must consider the diverse, overlapping identities of individuals to create equitable outcomes. The eight inclusion needs are: Access – Ensuring everyone can participate fully by removing physical, cultural, or systemic barriers. Space – Creating environments where individuals can authentically express themselves. Opportunity – Providing equitable chances for growth and advancement. Allowance – Recognizing and respecting the uniqueness of every person’s identity and experience. Representation – Amplifying diverse voices and ensuring all groups are visibly included. Language – Using inclusive communication that acknowledges and respects differences. Respect – Treating all individuals with dignity and fairness. Support – Offering resources and systems to empower individuals and address challenges. This framework shifts away from conventional inclusion strategies that often attempt to assimilate individuals into existing norms. Instead, it advocates for transforming organizations to embrace the full spectrum of human diversity and intersectionality, ensuring everyone can thrive collectively. Dr. Liz’s work underscores the importance of proactive, ongoing inclusion efforts tailored to these needs, offering tools and strategies to integrate these principles into everyday practices. #inclusion #belonging #leadership

You can’t do community engagement on a deadline. I came across a contract offer recently. It was a community engagement ‘task and finish’ project over 2 months. But community work doesn’t work like that. If you want genuine engagement then you need trust and trust isn’t a task on a Gantt chart. People don’t open up when the timeline says so, they open up when they feel safe. Genuine relationships don’t form during engagement events. They grow in conversations after the meeting has ended, during those ‘water cooler’ moments, at the school gates chats, on the walk back to the car. If your timeline has a fixed slot for “community engagement,” ask different questions: Who already has trust here and are they in the room? Where do people naturally gather and are we showing up there? Are we listening to meet a deadline or to understand what’s really going on? Community engagement isn’t the soft bit before delivery, it is THE work. It’s slow, human, and sometimes uncomfortable. But when people start to trust the process, everything else moves further and faster than any deadline could force. Please repost if you believe others need to hear this. #CommunityDevelopment #CoDesign #Trust

Decoding belonging: B – Bravery Encouraging voices to challenge the status quo, surface truths, and advocate for necessary change. Speaking up against harmful practices and behaviors. E – Equity Recognizing that different people have different needs, removing barriers that have disadvantaged historically excluded groups, and designing systems where everyone can access information, resources, and opportunities they need to succeed. L – Leaning In Engaging with curiosity, confronting discomfort, and being willing to learn and unlearn rather than retreating into defensiveness. O – Openness Fostering a transparent, trust-based environment where information flows freely and where vulnerability is not seen as a weakness. Openness is also about sharing decision-making power, encouraging feedback, creating space for honest dialogues across all levels of the organization, and holding ourselves accountable. N – Nurturing Committing to the long-term development of individuals and teams by investing in their growth, well-being, and potential. G – Growth Embracing learning, innovation, and change as continuous processes. Seeing mistakes as opportunities rather than character flaws. I – Inclusion Ensuring that every individual, across every identity and experience, feels valued, respected, and heard (except racist, misogynistic, homophobic, transphobic, ableist, and other oppressive narratives and behaviors.) N – Normalizing Making belonging practices part of everyday life instead of a one-time initiative or a special program. Embedding inclusion into hiring, meetings, leadership, evaluation, and decision-making until it becomes “that’s how we work together.” G – Grounding Rooting actions, policies, and practices in shared values. Grounding reminds us that organizational culture needs a steady foundation where decisions are not only strategic but also aligned with who we say we are and who we aspire to be. —— [Image description] The image features the word “BELONGING” in bold, capitalized letters at the center. Each letter in the word is vertically connected by dotted lines to a corresponding value or concept that elaborates its meaning.

CMO: Our tariff hedge isn't just cutting costs. It's building a creator community. CFO: You lost me at "community." CMO: Hear me out. We're paying a disintegration tax. CFO: A what now? CMO: We're paying for influencer seeding, UGC ads, and whitelisting. All separate agencies, separate efforts, and expensive. CFO: And? CMO: We can get all 3 for the price of 1 and consolidate the strategies. CFO: How? CMO: An integrated creator ecosystem through our own creator community. We recruit 100 creators/ mo on a performance basis, run monthly content challenges, and affiliate links. CFO: Sounds complicated. CMO: It's not. We align incentives, creators make better content. CFO: What's the bottom line? CMO: More creatives, higher quality, lower cost. Plus, it pays for itself. CFO: You had me at "pays for itself." How? CMO: Affiliate sales from new customers. Performance-based compensation. CFO: Numbers. I need numbers. CMO: One client broke even in 9 months and is producing 50+ UGC/whitelisting ads per month at a net zero dollar price per ad. CFO: That's... impressive. But our margins are already tight. CMO: Exactly why we need this. It's not just a tactic, it's a strategic hedge. CFO: Against what? CMO: Tariffs squeezing margins. Rising ad costs. This fights both. CFO: So we're not just cutting costs? CMO: We're cutting costs and we're extracting more value from every marketing dollar. CFO: While our competitors are just slashing budgets? CMO: Bingo. They're playing defense. We're playing offense. CFO: And this really works? CMO: It's the ultimate competitive advantage in this environment. CFO: Alright, I'm intrigued. What's next? CMO: We consolidate our creator programs into one creator community that compensates creators for creating organic, affiliate, and ad content on a performance basis. CFO: And if it doesn't work? CMO: Then we'll be right where our competitors are. But if it does... CFO: We'll be leagues ahead. Got it. Send me a proposal. CMO: Already in your inbox. With enough ROI data to make you say "and for that reason, I'm in." CFO: Did you just... CMO: Shark Tank you? Yes, yes I did.