Dan Coyle

🎙 𝗘𝗽𝗶𝘀𝗼𝗱𝗲 𝟭𝟳 𝗼𝗳 𝗧𝗵𝗲 Commudemy 𝗣𝗼𝗱𝗰𝗮𝘀𝘁 𝗱𝗿𝗼𝗽𝘀 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆, 𝗠𝗮𝘆 𝟮𝟭𝘀𝘁! This week, I chat with Philip Magnuszewski – veteran tech ecosystem builder and the Founder and Community Organizer of AI in NH, the force behind the Granite State’s grassroots AI movement. With over 25 years in technology and a deep belief in the power of local action, Phil is on a mission to build a space where 𝘢𝘯𝘺𝘰𝘯𝘦 can engage with AI - not just the experts. In this episode, we explore: 🌐 The digital divide — and how to make AI truly accessible 🏘️ What it takes to build a local AI movement from the ground up 🚀 Why New Hampshire’s model could inspire communities everywhere If you're passionate about tech for good, inclusive innovation, or building real momentum in your local community, this episode is packed with insights you can put into action. ⭐️ 𝗘𝗽𝗶𝘀𝗼𝗱𝗲 𝗱𝗿𝗼𝗽𝘀 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆, 𝗠𝗮𝘆 𝟮𝟭𝘀𝘁. ⭐️ #CommudemyPodcast #AIinNH #GrassrootsInnovation #CommunityBuilding #TechForGood #LearningEcosystems

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Did you know 73% of event teams juggle 5–7 disconnected tools? That means budgets spiral, deadlines slip, and worst of all — artists don’t get paid on time. The lesson: If your booking, contracts, and payments aren’t in one place, risk multiplies. At NYSUS, we’re building the seatbelt for this industry: verified contracts + secure payments + streamlined communication.

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💪 At this year's Health Rosetta, a Public Benefit Corporation's RosettaFest, one theme came through loud and clear: the future of MSK is local. Employers don’t need more middlemen or digital-only promises. They need trusted providers in their communities—PTs who can deliver better outcomes at lower cost. Digital tools have their place, but people still want in-person care. That’s why direct care models rooted in local relationships are gaining traction. Check out our recap of what we heard, what it means, and where PT fits in: https://hubs.ly/Q03Ghm360

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We often see companies pour every resource into maintaining external client service during an M&A while leaving the internal customer-the employee-to navigate the uncertainty alone. In my session, we are flipping the script. Whether you’re leading an acquisition or navigating the change as an employee, we will dive into: ✅ The Over-Communication Mandate: Why you haven't said it enough until you've said it across five different mediums. ✅ The Loss vs. Gain Audit: Recognizing that small changes to titles or workspaces are never small to the people living through it. ✅ The Personal ROI: How employees can move from data collection mode to advocacy mode to ensure their next chapter is the right one. M&A activity is emotionally heavy, but making people and operations equal priorities is the only way to ensure the transition actually sticks. If you'll be at the Philly SHRM Symposium next week, register below to join the conversation. ⬇️

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At the Massachusetts Nonprofit Network conference, we heard candid accounts of high turnover and a wave of senior-leader retirements. Conversations centered on how to sustain momentum—no matter the economic climate. Turnover is real. So is our bench. If 2026 asks more of nonprofit leaders, let’s not tell people to “man up.” Let’s build them up—with clarity, coaching, and chances to practice leadership before the title arrives. What actually helps staff step up (without burning out): - Make decision rights visible. Document who decides, who’s consulted, and why. Then give rising managers one decision they fully own this quarter. - Share the numbers, share the pen. Invite two emerging leaders to co-own a small budget line (print run, stipend pool, software). Review variances together monthly. - Shadow, then sub. Offer a rotating “ED/CEO shadow day,” followed by one low-risk moment where they lead a board or funder update—with coaching before/after. - Rehearse the hard stuff. Run 60-minute tabletop drills (grant loss, PR flare-up, staffing gap). Confidence grows when muscle memory forms. - Speaking reps, not perfection. Give every manager a recurring 3-minute “mission pitch” at all-hands; celebrate clarity and brevity over polish. - Mentor matrix. Pair each emerging leader with two guides: one for finance/compliance, one for people/ops. Put bi-weekly 25-minute touchpoints on the calendar. - Micro-credentials + time. Offer a stipend for one skill (budgeting, HR fundamentals, federal grants) and protect 2 hours/week to study—no guilt, no “catch it up at night.” - Care as capacity. Normalize boundaries, vicarious-trauma debriefs, and PTO that’s actually used. Courage sticks when people feel safe. Bottom line: Confidence isn’t a personality trait; it’s a process. When we design real practice, real feedback, and real support, your teammates don’t just cope—they lead. If you’ve tried one of these, what changed for your team? #Nonprofit #NonprofitLeadership #PeopleFirst #ProfessionalDevelopment #SuccessionPlanning #SocialImpact #InclusiveLeadership #CapacityBuilding

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In this week’s Biz/Dev episode, Boston-based growth strategist Brian Waldman lays out 3 must-hear tips for any founder trying to scale with clarity—not chaos. 1️⃣ Probability of Success is Low Face it. Own it. Prepare like your odds are 10%. 2️⃣ Lifestyle Balance Don’t burn your future to build your company. Your rhythm matters. 3️⃣ Alignment With your cofounder. Your team. Your plan. Misalignment is the #1 silent killer of momentum. FULL EP: https://lnkd.in/enikq9wu

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"We can't afford comprehensive benefits" is a common misconception among small business owners. The reality? You can't afford NOT to offer them when 86% of employers believe they're responsible for employee health and well-being. As fellow entrepreneurs, we've helped countless Long Island businesses develop cost-effective benefits strategies that attract top talent while protecting the bottom line. Ready to revolutionize your approach to employee benefits? Visit https://www.wizdom1.com/ for solutions designed by business owners for business owners.

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