Virtual Event Engagement Strategies

I’ve discovered a new way to handle large group debriefs. One that avoids endless presentations... And goes straight to meaningful discussions. --- How It Works: 1. Working in Breakouts: Participants form small teams and generate ideas, concepts, or proposals. Normally, each group would present, but this time we wait. 2. Uploading Deliverables to NotebookLM: I gather all their notes, slides, and documents, then upload them into NotebookLM. Now the AI sees everything each group created.     3. Crafting Key Questions: In a plenary session, each group formulates one or more questions they want answered.     4. Facilitating Q&A with NotebookLM: I feed a first question into NotebookLM. Since it has access to all the content, It reveal insights no single team could see alone. And show how one group’s idea complements another’s. Of course, we discuss the AI’s response together. Once done, onto the next question! --- Why (I think) It (will) Works? We avoid repetitive presentations, And I let groups create their own questions: --> The process becomes participative and fun. The result: a shared picture of everyone’s work. --- Why NotebookLM (vs. ChatGPT or Others)? - It’s easy to upload sources, making it perfect for live sessions. - It’s better at detecting subtle patterns across different documents, giving us richer, more integrated insights. I’ll test this approach in a workshop in January and keep you posted! === P.S. In the meantime, don’t miss my next newsletter. I’ll share 10 creative ways to use NotebookLM for workshops. P.P.S. A huge “thank you” to my buddies at the AI Tinkerers’ Club who took part in the 10 days of tinkering with NotebookLM. I’ve never seen such a rich stream of insights!

I think we’re measuring the wrong stuff… and it’s quietly killing momentum. 2026 has to be the year we fix it. Impressions. Clicks. MQLs. “Engagement.” The real game is happening in DMs, Slack threads, forwarded newsletters, and meetings. Here are 6 metrics I’d focus on in 2026 GTM (and why they matter). 1) Conversations → conversions What it is: Of the conversations your content starts, how many turn into a real next step (intro, meeting, opp). Why it matters: Content doesn’t “generate leads.” It generates conversations. Pipeline comes from what you do next. How to track: Tag every inbound convo (DM/email/reply) and mark the outcome: no fit / nurture / meeting / opp. 2) REAL ICPs engaging with content What it is: Not “engagement.” Engagement from the right people (titles, seniority, company tier, intent). Why it matters: 1 CFO at a target account > 1,000 random likes. How to track: Maintain an ICP list (titles + account tiers) and measure: % of engagers who match ICP of target accounts engaged per week repeat ICP engagers (X touches in 30 days) 3) Brand mentions inside ICP-relevant conversations What it is: How often your brand comes up when your ICP is discussing the problem you solve (not when you post). Why it matters: This is the difference between “content that performs” and a brand that gets recommended. How to track: Collect signals: customer calls (“we heard about you from…”), community moderators, partner chatter, dark social screenshots, and sales intel. Even a simple monthly “mention log” works. 4) Conversation velocity What it is: The speed from publish → first qualified conversation, and from convo → meeting. Why it matters: Velocity is the earliest indicator your messaging is landing. If it’s slow, you’re not sharp enough yet. How to track: time-to-first-ICP-convo after a post/report time-to-meeting after first touch “conversation depth” score (comment → DM → problem share → meeting ask) 5) Brand + category position What it is: Are you being associated with a clear “lane” (category/point of view) or just “a vendor who posts”? Why it matters: In 2026, positioning is distribution. If people can’t summarize your POV in one sentence, you’re invisible. How to track: Quarterly “message recall” check: ask prospects/customers: “What do we do?” “What do we believe?” “What are we known for?” 6) Dark social + word-of-mouth What it is: The off-platform sharing that actually drives deals: forwards, screenshots, Slack drops, “my friend sent me this.” Why it matters: A huge percentage of B2B buying happens in private. If your GTM can’t see dark social, you’re flying blind. How to track: “How did you find us?” (mandatory field) inbound screenshots / Slack mentions private replies after posts If your 2026 GTM dashboard doesn’t include conversations, ICP quality, dark social, and category position, it’s going to keep optimizing for attention… while someone else captures intent.

LinkedIn just made agency reporting 10x easier. The analytics dashboard got a complete makeover. And if you're managing client accounts or running an agency, this changes everything. Here's what's new: Along with daily impressions and followers, you can now see: • Compounded impressions over time • Cumulative engagement metrics • Follower growth trends in one view Why this matters for agency owners: Before, you had to piece together daily snapshots to show clients progress. Or worse, pay for third-party tools just to get basic trend data. Now? LinkedIn gives you the full picture natively. You can finally show clients: • How their reach compounds over weeks and months • Which content drives sustained engagement • Real growth patterns, not just daily spikes No more exporting CSV files. No more manual calculations. No more justifying another analytics tool subscription. The platform is doing the heavy lifting for you. This is huge for: Agency owners tracking multiple client accounts Marketers proving ROI to leadership Anyone who needs to show progress beyond vanity metrics LinkedIn is finally giving us the tools to measure what actually matters: momentum, not just moments. If you haven't checked out the new analytics yet, go look. It's a game-changer for how we report and optimize. What metrics do you track most closely for your clients or personal brand?

Most inaccessible documents aren’t created out of bad intent. No-one does it on purpose. They’re created out of habit. The good news is you don’t need to be an accessibility expert to help build a culture where accessible documents become the norm. Small behaviours, repeated often, shape organisational culture far more than policies do. Here are five simple things anyone can do, right now. (You can also find some further resources in the comments.) 1 - Build accessibility into your workflow Treat accessibility checks the same way you treat spellcheck. Before sending a document, take a minute to run an accessibility check and scan for obvious issues. When accessibility becomes a normal step in the workflow, it stops being an afterthought and starts becoming routine. 2 - Be an ally. You don’t have to personally need accessibility to advocate for it. Ask whether documents have been checked. Encourage colleagues to think about accessibility. If something isn’t accessible, raise it constructively, push back gently if someone sends you something that isn’t accessible. Cultural change often begins with someone asking the question. 3 - Learn the tools you already have Most people already have everything they need. Simple features such as document headings (heading 1, 2 etc), meaningful link titles, and built in accessibility checkers make a huge difference. Learning how to use these properly can transform the usability of a document in minutes. 4 - Think beyond screen readers. Whilst a crucial part of it, accessibility isn’t just about screen reader compatibility. Clear structure, readable layouts, logical headings, and descriptive links make documents easier for everyone to navigate and understand. Accessibility improves usability for the entire organisation. 5 - Automate your mailbox One simple trick is creating an Outlook rule that replies to anyone who sends you an attachment asking whether the document has been checked for accessibility. It’s a gentle prompt that helps build awareness and encourages better habits over time. Bonus tip - set the standard. If you want others to care about accessible documents, your own documents need to set the standard. When people consistently receive accessible content from you, it reinforces that accessibility is not an optional extra. It is simply how good work gets done. Accessibility culture doesn’t start with experts. It starts with everyday habits. ID: a Robbie Crow Purple infographic titled “Five top tips to build a culture of document accessibility”. It summarises the points in this post and full alt text can be found in the image. The graphic uses purple, pale yellow and gold branding with a “Progress Over Perfection” badge at the bottom.

Making workplace support easy to find A recent LinkedIn poll I ran showed that 45% of people were unsure who to ask or where to go for assistance in gaining adjustments or support in their workplaces. This highlights a simple but powerful truth that it’s not just about whether support exists, but how clearly it’s communicated and how easy it is to access. You may have some really good support systems but they may not be obvious or easy to find. Too often, employees only discover support options when they’re already struggling. Clear signposting can prevent this, helping people to thrive rather than survive at work. Here are five practical ways organisations can make support and adjustments easy to find and use: 1. Create a single, visible ‘Support Hub’ Develop a central place (intranet page, Teams channel, or digital dashboard) where all information about adjustments, wellbeing, and accessibility support is stored. Include contact names, request forms, FAQs, and examples of adjustments others have used successfully. 2. Use your everyday tools effectively Make use of existing software such as Microsoft 365, Google Workspace, or Slack to share accessibility tips and tutorials. For example, highlight built-in accessibility features (dictation, screen readers, captioning) and how to activate them. 3. Map accessibility from door to desk Provide clear guidance about physical accessibility - good way marking such as how to find your way around buildings, quiet spaces, parking, toilets, and if there are sensory environments. Include visual maps and contact points for anyone who needs specific adjustments before visiting. 4. 'Normalise' asking for support - see it as optimisation tools for all. Train managers and HR teams to talk openly about adjustments as part of regular conversations for all and not only during crisis points. Build “adjustment check-ins” into one-to-ones or onboarding processes so support becomes a part of working life for all. 5. Share stories and examples Hearing from colleagues who have used adjustments helps to reduce stigma and increase uptake. Case studies, short videos, or internal blogs can demonstrate that getting support is positive and proactive not a sign of weakness and ideas can help us all. When employees know where to go and who to ask, they’re more likely to seek the help they need early. Call to action: 👉 How does your organisation show what support and adjustments are available and how easy is it to find? What helps you?

Accessibility Strategy for Organizations Just Starting: ➤ Begin with 3 simple accessibility actions each week. ➤ Ensure 1 of them involves feedback from people with disabilities—whether it's testing a product, evaluating a service, or reviewing communications. ➤ Engage with people from the disability community every day—whether online or within your team—listen, learn, and ask for honest feedback. Once you start building momentum: ➤ Scale up to 5-7 actions weekly. ➤ Make 3 or more of them proactive accessibility improvements—like adding captions, improving site navigation, or hosting accessible events. ➤ Keep community engagement and accessibility-related discussions ongoing, just like you’d maintain customer relations or team communication. That’s really all you need to start building an inclusive culture. Remember: Don’t overcomplicate it. Accessibility is a commitment. It’s about making sure everyone can engage fully—your customers, your employees, and your stakeholders. Keep it simple, keep it human, keep it accessible.

Analytics aren’t just numbers; they’re your roadmap to publishing growth. Data isn’t power, it’s potential. For publishers, the real value lies in transforming raw metrics into repeatable growth strategies that drive audience retention, revenue, and #SEO performance. Too often, publishers collect vast amounts of data but fail to extract meaningful takeaways. The key is understanding what content resonates, how audiences engage, and where opportunities for growth exist. Collecting data is easy; extracting insights is not. Without clarity, metrics like pageviews and bounce rates become distractions. For example, a 40% drop in returning visitors isn’t just a traffic issue—it’s a retention red flag. By using the right tools and refining strategies based on real data, you can turn numbers into growth. Here are actionable strategies to turn data into action: 1. Know Your Audience Beyond Pageviews Pageviews alone don’t tell the full story. Instead, track return visitors, time on page, and scroll depth to measure true engagement. Tools like Google Analytics 4 (GA4) and Parse.ly provide deeper insights. Cohort analysis can reveal trends, millennials may prefer video, while Gen X engages more with newsletters. For example, if mobile traffic spikes by 20% after 8 PM, push breaking news via mobile notifications to capture that audience in real-time. 2. Optimise Content Performance with Behavioural Data Understanding why some content performs well helps you replicate success. Use @Google Search Console and Semrush to analyse search visibility and Hotjar Digital Marketing Company to track user interactions. For example, if "AI in media" gets 3x more shares than "content trends," double down on AI-related content. Additionally, A/B test headlines (e.g., “5 Growth Hacks” vs. “Proven Tactics”) to see what improves click-through rates. 3. Track Conversions, Not Just Traffic Traffic alone doesn’t guarantee success—conversions do. Set up goals in GA4 to measure newsletter sign-ups, paid subscriptions, or product purchases. Identify which referral sources drive the highest conversion rates, and adjust your strategy accordingly. For example, premium subscribers from "how-to guides" tend to have a 15% higher lifetime value than general news readers, meaning content type matters when driving long-term revenue. To scale what works, automate reporting with Power BI Visualization or Looker Studio to save 10+ hours per month. Analytics only matter when they drive actions. The biggest mistake any publishers can make is to treat data as a report card instead of a playbook. Start by auditing one content category this week, setting up a conversion goal in GA4, and A/B testing a headline. Data doesn’t lie, but it won’t work unless you do something. What analytics tools are you using to grow your publishing efforts? Share your go-to platforms in the comment below. #DigitalPublishing #SEO #ContentStrategy #AudienceGrowth #DataAnalytics

Stop chasing keynote fees. Build a stage pipeline that brings clients to you. I used to think the goal of speaking was getting paid to speak... Then I ran a free breakout session for a room of ~30 people at a niche conference. No fancy stage. No big cheque. But the room was full of the right buyers. After the session: - 7 quality conversations - 3 follow-up calls booked - 1 client closed within weeks That day taught me the difference: Paid keynotes pay once. Aligned stages can pay for months. The Stage Pipeline System (2–4 stages/month) below: 1) Pick buyer-dense rooms (not big rooms) Score stages on: - audience match - problem intensity - trust transfer - opt-in follow-up access 2) Lead with a breakout offer (easier to book, easier to convert) Specific topic. Clear outcome. Practical takeaways. 3) Install the follow-up bridge before you speak One simple next step: - opt-in resource → nurture → call 4) Run a monthly booking rhythm - Week 1: shortlist 12 stages - Week 2: outreach 12 organisers - Week 3: follow-up + confirm - Week 4: deliver + collect opt-ins If your pipeline feels shaky, it’s not always your offer. Sometimes you’re just not on enough aligned stages. PS: Want the full blueprint? Watch the free training in my bio section: Turn speaking into a client acquisition engine.

𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗔𝘄𝗸𝘄𝗮𝗿𝗱𝗻𝗲𝘀𝘀 𝗶𝗻 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗕𝗿𝗲𝗮𝗸𝗼𝘂𝘁 𝗥𝗼𝗼𝗺𝘀 “We’ve all been there — that moment when a breakout room goes quiet…” In the last two weeks, I’ve been on both sides of the screen — as a facilitator for the Youth PALLI Fellowship (DRASA (Dr. Ameyo Stella Adadevoh) Health Trust and Alliance for Sustainable Livestock) and as a participant in Women in Global Health’s CAMS training. Both experiences left me reflecting on one thing: 𝘣𝘳𝘦𝘢𝘬𝘰𝘶𝘵 𝘳𝘰𝘰𝘮𝘴. We all know the story: - Fifteen minutes are allocated. - By the 10th minute, the group is still figuring out the task. - The activity gets rushed, cut short, or pushed back to plenary. As a facilitator, I prepped four exercises but had to shift two out of breakout rooms because participants hadn’t had enough time to connect and gel as a group. As a participant, I saw the same pattern: hesitant starts, long silences, and leadership left to whoever finally decided to step up. 𝗠𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆? Collaboration online doesn’t just “happen” — it needs to be intentionally designed. Here are some practical shifts I’ve found useful: 1. 𝗨𝘀𝗲 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆 — introduce groups early with icebreakers so people know each other before the first task. 2. 𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆 — keep groups stable across sessions to build trust and rhythm. 3. 𝗦𝗲𝗲𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 — suggest assigning or rotating group leadership/rapporteur as part of instruction; so time isn’t wasted deciding who starts. 4. 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 𝗳𝗼𝗿 𝘀𝗽𝗲𝗲𝗱 — give clear, simple prompts and mini time checkpoints. 5. 𝗠𝗶𝘅 𝗳𝗼𝗿𝗺𝗮𝘁𝘀 𝘄𝗶𝘀𝗲𝗹𝘆 — not every task belongs in a breakout. Save them for real collaboration. If we want virtual engagement to be meaningful, 𝘣𝘳𝘦𝘢𝘬𝘰𝘶𝘵 𝘳𝘰𝘰𝘮𝘴 𝘮𝘶𝘴𝘵 𝘣𝘦 𝘥𝘦𝘴𝘪𝘨𝘯𝘦𝘥 𝘢𝘴 𝘴𝘱𝘢𝘤𝘦𝘴 𝘰𝘧 𝘤𝘰𝘯𝘯𝘦𝘤𝘵𝘪𝘰𝘯, 𝘯𝘰𝘵 𝘤𝘰𝘯𝘧𝘶𝘴𝘪𝘰𝘯. I’d love to learn from others too — what strategies have helped you make breakout rooms less awkward and more productive? #drbaddiesthoughts  #LifeLongLearner  #VirtualTrainingFacilitation  #DigitalEngagement