Community Building Tips

A ‘major’ donor said to me once “The only reason I give honestly is because of you." While it might sound like the ultimate compliment, it’s actually a red flag. Here’s why: Donors should be engaged through a hearts-and-minds approach, but not just a single person. Of course, part of my job is building trust and personal connections—but if I’m the only contact for that donor, we’ve got a problem. Sustainable funding is the goal…not just immediate dollars in the door driven by one person. If the donor doesn’t trust at least two other people at the organization, I haven’t set them up to truly invest in the work itself. My charm might open the door, but their belief in the mission is what weaves them into the ecosystem. They shouldn’t just be riding for me—they should be riding for the impact, the purpose, the vision. So yeah, it’s a cute moment for my ego, but it also means I needed to organize my team and do a little more. Program staff touchpoints beyond the development folks are crucial. Donor relationships that depend solely on me don’t ensure longevity—and this work demands sustainability. Make sure folks are riding for your work, not just you. #SustainableFunding #BuildingTrust #AskSadé #SadeKnows

community building learnings — part 2 🤹♀️ 6. consistency > virality. leap.club didn’t grow because of one viral moment. we grew because the team showed up every single day like it was day one. newsletters went out every month. events ran even when only 12 women rsvp’d. we celebrated members on the internet even if they were not ‘influencers’. fixed bugs that affected all of 2 users. consistency builds credibility. and credibility builds community. some of our best written work is here btw: https://blog.leap.club/ 7. community is built where no one is watching. even though we built in public for the most part, not everything was public. some of our strongest connections, feedback, and loyalty came from replying to every single DM, whatsapp ping, or concern - with honesty. whether it was a member reaching out to me or the team at an odd hour or a random person inquiring about their application, we replied. always. i know the team lowkey hated that i tracked instagram responses/ team@leap.club through our 5 years of building - but i think some of the best feedback/ ideas came from there :) 8. the right people will build it with you. your early community members are not your end users. i believe that 100%. but they are your co-creators. leap.club’s strongest features, events, rituals, even the tagline came from women inside the community. our job was to listen, test, and amplify. magic happens when people feel ownership. ps. i miss the product roasts the most! 9. your team is the community. your internal team culture leaks into your external community. we had some solid, mission-first, opinionated women lead our community ops through the years. you felt that energy in how they hosted events, replied to queries, and onboarded members. our trainings were intense, yes. did we make hiring mistakes? of course. but the most important ingredient? that can’t be taught. 10. the real measure of community? what happens when you're gone. we officially paused operations end of may, but the whatsapp groups are still buzzing. meet ups still happen. women still reach out to each other for advice, support and gigs. that’s when you know you didn’t just build a product. you built something that matters.   tldr: community isn't about the tech, or the hype. it's about trust. and if you're lucky - what you build continues long after you leave the room.

After founding and scaling a women's organization to 15,000+ members, I know one truth: 89% of women's networks fail to deliver real value. This one won't. As the founder and former CEO of the National Association of Women Sales Professionals (NAWSP), I built a community that transformed careers, not just conversations. Three critical elements I learned about building powerful women's networks: • Success depends on curation, not collection. The right 20 connections outperform 2,000 random ones every time. • Women leaders need spaces designed for their actual lives, not idealized versions. Your calendar is already full. • Networks that drive results focus on action and visibility, not just talk and theory. This is why I immediately recognized the power of the Wednesday Women Membership that just launched today. It's not another crowded Slack group with performative networking. It's built for exec-level women who lead with conviction, value authentic connection, and want every woman to rise. No Instagram-perfect corporate masks. No status symbol price tags. No time-wasting activities. Instead: ✅ Hand-curated and AI-powered network connections that actually matter ✅ Value that fits into your actual life ✅ A community rooted in action, generosity, authenticity, and visibility I've built and led organizations that changed the trajectory of women's careers for over a decade. The Wednesday Women approach aligns with everything I know works. Power doesn't come from larger networks. It comes from strategic ones. What would change if you stopped collecting connections and started cultivating the right ones? P.S. For women executives tired of networks that take more than they give: This is your community. https://lnkd.in/epHyq42c #WednesdayWomen #ExecutiveWomen

As International Women’s Day nears, we’ll see the usual corporate gestures—empowerment panels, social media campaigns, and carefully curated success stories. But let’s be honest: these feel-good initiatives rarely change what actually holds women back at work on the daily basis. Instead, I suggest focusing on something concrete, something I’ve seen have the biggest impact in my work with teams: the unspoken dynamics that shape psychological safety. 🚨Because psychological safety is not the same for everyone. Psychological safety is often defined as a shared belief that one can take risks without fear of negative consequences. But let’s unpack that—who actually feels safe enough to take those risks? 🔹 Speaking up costs more for women Confidence isn’t the issue—consequences are. Women learn early that being too direct can backfire. Assertiveness can be read as aggression, while careful phrasing can make them seem uncertain. Over time, this calculation becomes second nature: Is this worth the risk? 🔹 Mistakes are stickier When men fail, it’s seen as part of leadership growth. When women fail, it often reinforces lingering doubts about their competence. This means that women aren’t more risk-averse by nature—they’re just more aware of the cost. 🔹 Inclusion isn’t just about presence Being at the table doesn’t mean having an equal voice. Women often find themselves in a credibility loop—having to repeatedly prove their expertise before their ideas carry weight. Meanwhile, those who fit the traditional leadership mold are often trusted by default. 🔹 Emotional labor is the silent career detour Women in teams do an extraordinary amount of behind-the-scenes work—mediating conflicts, softening feedback, ensuring inclusion. The problem? This work isn’t visible in performance reviews or leadership selection criteria. It’s expected, but not rewarded. What companies can do beyond IWD symbolism: ✅ Stop measuring "confidence"—start measuring credibility gaps If some team members always need to “prove it” while others are trusted instantly, you have a credibility gap, not a confidence issue. Fix how ideas get heard, not how women present them. ✅ Make failure a learning moment for everyone Audit how mistakes are handled in your team. Are men encouraged to take bold moves while women are advised to be more careful? Change the narrative around risk. ✅ Track & reward emotional labor If women are consistently mentoring, resolving conflicts, or ensuring inclusion, this isn’t just “being helpful”—it’s leadership. Make it visible, valued, and part of promotion criteria. 💥 This IWD, let’s skip the celebration and start the correction. If your company is serious about making psychological safety equal for everyone, let’s do the real work. 📅 I’m now booking IWD sessions focused on improving team dynamics and creating workplaces where women don’t just survive, but thrive. Book your spot and let’s turn good intentions into lasting impact.

How philanthropy can better support frontline leaders and environmental movements [At Climate Week, I joined a Global Greengrants Fund-led discussion with grassroots leaders that offered a sharp view of how philanthropy meets—and sometimes misses—the realities of frontline work.] Philanthropy is purportedly rooted in a ‘love of humanity’, yet its operating systems are often transactional. “Philanthropy” encompasses everything from small family foundations to major multilateral donors, but common norms—short grant cycles, risk aversion, and a preference for quantifiable results—shape behavior even among those seeking to work differently. For many frontline conservation and climate justice groups, traditional approaches to giving can feel misaligned with the realities they face. Too often, donors equate success with what can be counted: hectares protected, tons of carbon sequestered, beneficiaries reached. Yet much of the real progress happens outside those metrics. A woman leader challenging taboos in her community, villagers reviving their language, or waste pickers forming cooperatives after exchange visits—these are not “soft” outcomes but signs of resilience. The challenge is not measurement itself but learning to value change that resists easy quantification. A more adaptive ethos would treat grants as relationships rather than contracts, underwriting learning, pivots, and even failure. One youth climate organizer described a $2,000 grant in West Africa that initially flopped. A decade later, the same group had won a national award for emissions-reduction work in the same municipality—an outcome enabled by funders who stayed the course after the first donor’s support ended. Protecting those who protect nature requires investing in people’s well-being and staying power, not only their deliverables. Flexibility, though, is most effective when paired with transparency and mutual trust. Money alone rarely shifts power; the governance of money does. Community leaders seldom sit on foundation boards or advisory groups, yet their participation can recalibrate priorities and improve accountability. Some restoration programs overlook the less visible work of community organizing, even though such engagement is vital to long-term success. Real lives are not lived in thematic silos, yet philanthropy often rewards narrow proposals. All of this unfolds amid growing strain—forest loss, shrinking civic space, and a mental-health crisis within conservation. Short-term funding and job insecurity amplify stress; predictable support allows people to plan, rest, and sustain their commitment. Systemic challenges like climate change demand long-term patience and humility. Philanthropy will not fix global inequities, but it can practice disciplined optimism: funding for resilience, not just results. The path forward lies in trust-based support, shared governance, and the resolve to apply well-known principles with consistency and care.

We were never meant to navigate this journey alone. Remember the episode of Sex and the City where Carrie Bradshaw confesses her insecurities about love and relationships to her close circle of girlfriends? In that heartfelt conversation, surrounded by laughter and understanding, Carrie finds a safe haven to express her vulnerabilities. This scene beautifully captures the essence of what women's spaces have historically offered: a refuge where we can be heard, understood, and empowered. 💫 As women in our late 20s, early 30’s and beyond, we navigate a complex landscape. Dating, marriage, fertility, career aspirations, self-care – the list goes on. Facing these challenges head-on can feel like a lonely tightrope walk. A "safe and brave space" where vulnerability isn't a weakness, but a strength. A space where you can share your joys, anxieties, and everything in between, knowing you'll be met with understanding and support, not judgment. ✨ This space might be a small, intimate group of women, a mix of peers who are figuring it out alongside you and people who have walked the path before. It could be professional, focusing on navigating career hurdles, or personal, delving into the intricacies of relationships and self-discovery. The beauty lies in the "collective journey". We learn from each other's triumphs and stumbles, fostering a sense of belonging and reminding ourselves that we're not alone. We find solace in shared experiences, gain new perspectives, and discover the strength that lies within our community. Creating this space isn't about having all the answers or pretending to be perfect. It's about "embracing the messy journey" together, with honesty, empathy, and a genuine desire to uplift one another. It's about remembering the power of sisterhood, a force that has sustained women for generations. For me personally, Podium has become that space (even as a Founder who is building it). It's a space where I've felt understood, supported, and even challenged (in the best way possible) to step outside my comfort zone. It's a testament to the power of community, a space where we, as women, can truly thrive together. I encourage you to seek out safe and brave spaces, whether online or in your local community. We were never meant to navigate this journey alone. #Community #FemaleFriendships #IWD2024 #CollectiveJourney

Is climate activism about shouting down your opponents? Or is it about helping under-represented communities find their own voice? Is it about winning at any cost? Or is it about ensuring a 'just transition', so people aren't simply cast aside? A recent Greenpeace UK webinar got me thinking deeply about this. It revealed a sophisticated, modern strategy built on a surprising foundation: patient coalition-building, often with the most 'unusual allies'. The most striking example was their work with small-scale UK fishers. For years, the two groups were adversaries. But after a simple conversation, they realised they had 90% common ground. Greenpeace's role then shifted. They didn't just campaign 𝘢𝘨𝘢𝘪𝘯𝘴𝘵 the industry; they helped the small fishers – who made up 80% of the fleet but had no voice – form their own union and get a seat at the table. This photograph by Suzanne Plunkett is the perfect visual evidence for this story. It shows the outcome of that patient coalition-building: French and UK fishers, united with a single voice against destructive fishing. It's a brilliant capture of what that shared purpose looks like in action. It's a compelling model for the complex, multi-stakeholder challenges we face here in Australia. It shows that the most effective activism is often about building bridges, finding shared values and amplifying the voices of those on the frontlines. This philosophy is the very reason I co-founded Climate Crew. It's a space designed to foster exactly this kind of collaborative spirit on the ground. Let's start thinking less about confrontation, and more about connecting and collaborating. 💚 #ClimateActivism #SystemsChange #CommunityBuilding #JustTransition #Photojournalism

Three simple things you can ACTUALLY do to champion more women at work (instead of just talking on LinkedIn and on conference stages 🤓) 1. When you see a topic that is your colleague's matter of expertise, cc her in on that email. "Thanks for writing to me, let me rope in Priya, she is leading the marketing aspect and she would be best placed to advise on next steps". I know your human desire to hog the spotlight gets the better of you and you worry that sharing the seat with Priya may leave lesser for you (or God forbid, not showcase you as the "expert"), but that's quite contrary to the truth. Sharing the seat with Priya shows your magnitude as a true leader. 2. In meetings, give credit where its due. Loudly and clearly. Meeting chair: Hey Kathy, so are you gonna take us through the progress of this campaign? Kathy: Yes sure I am gonna take you through the key milestones. However, there are some wins this week on the social front that I'd love for Sneha to cover, she's the one who made it happen. Its called a #bossmove 3. If there's a role you are not fit for or not keen to take on, refer another woman for it. "I know someone who'd be perfect for this role. She has 15+ years of experience across B2B and B2C across the industries you mentioned and she's a great team player. Would you like an introduction?". See? None of these are hard to do, are they? Your so-called "influence" is only worth the real "impact" you finally create. Let's not operate from a scarcity mindset: "there's so few of us, so there must be so little for the taking". Let's operate instead from the abundance mindset: "If she, I and so many others can go there together, they'd be forced to build a bigger table". Together we are infinitesimally more powerful, ladies! #womenempowerment #womeninbusiness #womenleaders #womenintech #leadership #togetherwecan

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

24 May 2016. I made a move to the social sector after 27 years of corporate life. After managing a 1,500 crore business with thousands of employees, shifting focus to a non- profit rural initiative at a seemingly small scale raised many questions – internally and from my peers. But I am grateful to our co-founders Ronnie and Zarina who supported me as I navigated a new landscape – literally and figuratively. I visited Swades villages in Raigad and experienced first-hand, the transformation of our rural communities and the promise they hold when empowered with the right tools. Reflecting on these fabulous 8 years, here are some of my biggest learnings: 1. Earn community’s trust: Community, is the strongest catalyst to create sustainable social change. It is imperative that we earn their trust - through conversations, community-building exercises and above all, patience. The Village Development Committee that plays the eyes and ears of Swades on ground is an excellent example of how a supportive and aspirational community drives change. 2. Build team confidence: Understand the motivations, strengths and challenges of your key stakeholders and teams. Invest in building 3 Ps – process, people and performance. Engaging meaningfully with the team by way of town halls, competitions, recognitions goes a long way in creating a transparent and inclusive environment where one can leverage every insight (especially of those on ground) that’ll help collectively chase a common goal. 3. Share learnings to create replicable models: Social sector unlike corporate sector thrives on collaboration, not competition. There is excellent work happening the world over in the social sector and with regard to government initiatives. So expand your peer networks, indulge in knowledge sharing with corporate CSRs, other NGOs, governments, academicians. Swades model is a combination of some of the brightest ideas adopted from other institutions – for one, BRAC (Bangladesh) that is one of the few to adopt a holistic model of change.   4. Adopt a climate lens: At the outset include ways to make the model green – with renewable energy, local resources, mindful use of resources. The Swades toilet with compost pits, community-led water conservation efforts, solar-powered water / lighting programs are fine examples of how social change can be environmentally conscious. 5. All Hands (Head and Heart) on deck: Measuring social impact is not the same as measuring profits. Considering the human aspect of the effort is crucial to creating a compassionate model where the team, community and all other stake holders can work seamlessly and contribute most effectively. Hope you will find these useful. Ronnie Screwvala Swades Foundation