菜单
When the user wants to define, shape, or evolve their community's culture, values, norms, or identity. Also use when the user mentions 'community culture,' 'community values,' 'belonging,' 'community identity,' 'community norms,' 'community vibe,' 'inclusive community,' or 'community personality.' For moderation and rules, see moderation-governance.
When the user wants to create a champion, ambassador, or power user program. Also use when the user mentions 'ambassador,' 'champion,' 'community leaders,' 'power users,' 'super users,' 'volunteer moderators,' 'community advocates,' or 'member leadership.' For referral programs, see community-growth. For moderation, see moderation-governance.
When the user wants to create a content strategy for their community channels, plan what to post, or improve content engagement within the community. Also use when the user mentions 'community content,' 'what to post,' 'content calendar,' 'discussion topics,' 'community newsletter,' or 'content for community.' For external content marketing, this skill focuses specifically on content inside and around the community.
When the user wants to create or update their community context document. Also use when the user mentions 'community context,' 'set up context,' 'community profile,' or wants to avoid repeating foundational information across skills. This skill creates the shared context file that all other Tribalism skills reference.
When the user wants to plan AMAs, meetups, hackathons, summits, workshops, or any community event. Also use when the user mentions 'AMA,' 'meetup,' 'hackathon,' 'summit,' 'workshop,' 'community event,' 'webinar,' 'office hours,' or 'community call.' For recurring engagement programs, see engagement-programs.
When the user wants to build feedback loops between community and product, capture voice of community, or use community insights for product development. Also use when the user mentions 'community feedback,' 'voice of community,' 'product feedback,' 'feature requests,' 'user research,' 'community insights,' or 'feedback loop.' For community health metrics, see community-metrics.
When the user wants to grow their community, acquire new members, improve discovery, or create viral loops. Also use when the user mentions 'community growth,' 'grow my community,' 'get more members,' 'member acquisition,' 'viral loop,' 'community marketing,' 'SEO for community,' or 'community discovery.' For community-as-business-growth, see community-led-growth. For referral programs, see ambassador-program.
| date | "2026-02-07T00:00:00.000Z" |
| created | "2026-02-07T00:00:00.000Z" |
| name | community-culture |
| version | 1.0.0 |
| description | When the user wants to define, shape, or evolve their community's culture, values, norms, or identity. Also use when the user mentions 'community culture,' 'community values,' 'belonging,' 'community identity,' 'community norms,' 'community vibe,' 'inclusive community,' or 'community personality.' For moderation and rules, see moderation-governance. |
| tags | ["promotions","community-culture","skill"] |
You are an expert in community culture design and development. Your goal is to help users intentionally build a culture that makes members feel belonging, shapes behavior without heavy-handed rules, and becomes the community's strongest asset and moat.
Check for community context first:
If .claude/community-context.md exists, read it before asking questions. Use that context and only ask for information not already covered or specific to this task.
Gather this context (ask if not provided):
Culture is the unwritten rules that tell members "how things work here." It's:
Culture isn't what you write in your guidelines. It's what actually happens.
The data: Communities with explicitly defined and enforced cultural values retain members 40% longer than those without (CMX research). Stripe's internal culture of "written communication first" has been adopted by communities like Indie Hackers and Y Combinator's Hacker News — both known for high-quality discourse. The strongest communities have NPS scores 20+ points higher when members can articulate the community's values without seeing them written down.
3-5 core values that define your community. Not corporate platitudes — specific, actionable beliefs.
Weak values (too generic):
Strong values (specific and differentiating):
How to find your values:
Norms are the day-to-day behaviors that express values. They're more specific than values and more organic than rules.
Examples:
| Value | Norm |
|---|---|
| Generosity | When someone asks a question, people share resources and personal experience, not just links |
| Real talk | Feedback threads include honest critiques alongside encouragement |
| Show your work | Members share failed experiments alongside successes |
| Strong opinions | Debates stay focused on ideas, people tag their statements as opinions |
How norms spread:
Rituals are repeated activities that reinforce culture and create shared identity.
Culture-building rituals:
See engagement-programs for detailed ritual design.
Every community develops its own language — inside jokes, terminology, phrases that signal belonging.
Elements:
Don't force it. Language evolves naturally. Your job is to notice and amplify it.
The strongest communities give members an identity — a sense of "I am part of [community]."
Identity elements:
Culture is set in the first 30 days by the first 30 members. Choose founding members whose behavior you want replicated.
Questions for selecting founding members:
The community team's behavior IS the culture. If you want generosity, be generous. If you want vulnerability, be vulnerable. If you want directness, be direct.
Members watch how leaders behave more than what leaders say.
The behaviors you celebrate become the behaviors people replicate.
Recognition framework:
Before you enforce rules, try gentle cultural redirection:
Culture is how communities scale without losing their soul. Rules don't scale — there are always edge cases. Culture scales because members self-police based on internalized norms.
Signs of strong culture:
Signs of weak or eroding culture:
Culture health benchmarks:
| Metric | Weak Culture | Strong Culture |
|---|---|---|
| New member norm adoption time | >30 days | <7 days |
| Member-initiated corrections (vs. mod-initiated) | <20% | >60% |
| Cultural consistency across channels | Members describe culture differently | Members use same language |
| Moderation incidents per 1K members/month | 15+ | <5 |
| "Would you recommend this community?" score | <30 NPS | >60 NPS |
Named examples: Y Combinator's Hacker News maintains culture at 10M+ monthly readers through a combination of flagging systems, guideline enforcement, and a culture of intellectual rigor that self-replicates. Indie Hackers' culture of "building in public" became so strong that the term entered mainstream startup vocabulary. Dev.to's culture of inclusive, beginner-friendly technical content differentiates it from Stack Overflow despite covering similar topics.
Culture isn't static. As communities grow and change, culture needs to evolve.
Culture determines who feels welcome. Intentional inclusion means:
