Alumni Champions — Onboarding Philosophy
Purpose
Define how onboarding should feel, what it should accomplish, and the guardrails that keep it invitational and action-oriented.
When to use
- Designing onboarding flows and “first week” experiences
- Writing verification / waiting-state copy
- Creating role education sequences
- Designing nudges and reminders
Goals of onboarding
- Help a Champion feel seen and welcomed.
- Make the program easy to understand in under a minute.
- Give a small set of “today” actions that are concrete and doable.
- Let a Champion self-identify a role direction without pressure.
- Reinforce flexibility: start small, grow over time, participate seasonally.
Posture and tone
- Low-pressure: no “hard sell,” no guilt, no scarcity.
- Clear: reduce ambiguity. Explain what this is and is not.
- Action-oriented: always offer a next step.
- Recognition-first: “You’re already showing up. Now we’re naming it and giving you a pathway.”
Sequencing (recommended)
1) Welcome + simple definition
2) “Why this matters” in human terms (belonging, transition, community)
3) Role snapshots (4 roles, concrete examples)
4) Pick a starting role (optional)
5) Give a “small pack” of actions aligned to that role
6) Reinforce: you can change roles, add roles, or pause anytime
Guardrails (avoid misfires)
Avoid:
- “We need you to…” giving language
- language that implies obligation or exclusivity
- vague inspiration without actions
- claims about guaranteed outcomes
Prefer:
- invitation
- celebration of small actions
- clarity about what success looks like today
Portal implications
- Waiting states (verification, profile completion) should still offer meaningful things to do.
- Role selection should feel like discovery, not commitment.
- “Actions” should be trackable and celebratory, not punitive.
- Onboarding should point to real places in the portal: communities, events, connections, stories, giving impact.