Evolution of the Modern Community

Dr. Anthony Randall • June 10, 2024

Humans have huddled together since pre-historic times, pooling resources against a world full of threats. The threats evolved, over time, as did the structure of the communities people occupied. Simply put, a community is a group of people who share common interests and goals, like not getting eaten. In the early 20th century, industrialization and urbanization led to sprawling cities where professional communities developed. Later in the century, suburbanization and advances in communication moved people and businesses out of city centers and impacted established professional communities. In 2020, a global pandemic further accelerated distribution of professional communities. So where are we today, and where are we going? This article looks at the modern evolution of community and suggests key principles of community to employ today.

Early Professional Communities

The 1940s must have been an exciting time to live in Chicago. People from all over the country flocked there to take advantage of its booming economy and the opportunities Chicago offered. Chicago was becoming a major hub for steel production, food processing, printing, and other manufacturing industries. These industries produced thousands of jobs for the city’s residents to fill. All these people brought a diverse taste for music and art. Jazz and blues clubs popped up across the city, drawing talented musicians like Nat King Cole and Benny Goodman. Chicago writers like Saul Bellow and Nelson Algren gained national recognition for work inspired in the city. So what do you need when you have lots of industries employing lots of different people who enjoy lots of good art? That’s right, lots of lawyers.



Though it had been around since the 1800s, the American Bar Association (ABA) was also changing in the 1940s. With its [DM1] headquarters in Chicago, the ABA began to shift its efforts. In 1943, the ABA established a Special Committee on the Integration of the Bar and worked to eliminate racial discrimination in the profession. Also, the ABA increased involvement in public policy and advocacy, establishing a section focused on Governmental Affairs. 


The core of the ABA, however, remained unchanged. Lawyers sought membership to validate credibility and status. Membership indicated that an individual accepted the organization’s established norms, expectations, and definition of professionalism. Membership also allowed for further professional development and continuing education, reinforcing individual status and value to the community. Member acceptance of norms and practices is an essential facet of any successful community.

Rise of the Internet

The Chicago of 1995 would likely be unrecognizable to a 1940s-era resident. Though manufacturing was still an important industry, increased globalization led to a rise in transportation and logistics. The city invested in technology and infrastructure, like the expansion of O’Hare international airport. Chicago was still a thriving music and arts scene. The Smashing Pumpkins, a local fixture, released “Siamese Dream” in 1993. Popular Chicago comedians like Chris Farley, Tina Fey, and Steve Carell drew crowds at Second City comedy club. With all the commotion, the city’s residents began an exodus from the sprawling city, escaping to the relative peace of the suburbs. This migration was enabled by the expansion of highways and the emergence of affordable housing. Suburban residents in Evanston, Oak Park, and Wilmette, to name a few, enjoyed green spaces, relative quiet, and a “slower” way of life. Though still a novelty, the internet had become a staple for most professionals. E-mail enabled increased effectiveness of business “branches” where employees settled into cubicle farms near their suburban homes.


The rise of the internet and the re-distribution of people to suburbs affected the nature of professional communities. The advent of online forums during this period emerged as a powerful new way for people to connect without the constraints of physical proximity. People used tools like America Online to access chat rooms and discussion forums aligned with their interests. There, they gained access to seemingly unlimited resources, conversation, and the potential for growth and development. For the first time in history, people could effectively align with a non-geographical community. Even traditional professional communities reacted. The American Bar Association began offering online legal research tools in the 90s, enabling access to legal information whenever they had a dial-up connection.



During this era, professional communities were deeply impacted by increased distribution and personal preference. To garner members in a diverse and saturated online environment, community leaders must clearly align purpose and actions. The most successful communities clearly align their day-to-day activities with an overarching vision and purpose. Further, community members must “buy in” to these values to achieve true success. 

The COVID Accelerant

Like many other American cities, Chicago and its suburbs were momentarily wrecked by COVID-19. To “stop the spread,” The Chicago Department of Public Health and mayor’s office implemented numerous restrictions. Face coverings and social distancing were required, gathering sizes were limited, and non-essential businesses were closed. Restaurants and bars were relegated to carry out orders with stay-at-home advisories in effect. The restrictions were well-intentioned but left many feeling depressed, anxious, and isolated. Lonely people in Chicago and around the world turned to the Internet as a cure for their destitute communities.[DM2] 



COVID-19 led many to go “all in[DM3] ” online as social media became a crucial source of support, information, and entertainment. People joined online communities hosted on existing platforms like Facebook, Slack, LinkedIn, and Twitter. Where they may have previously served as an additive resource, online communities became the only option for many people. 


While a powerful tool, online communities proved to have limitations during this period of near-exclusive use. The lack of physical interaction and face-to-face communication left a hollow feeling. Often, it led to increased feelings of loneliness and isolation. Further, many people reported increased fatigue and burnout when reliant on digital communications. The digital communities which thrived in this period did so with measured engagement. As the thread of COVID abated, community leaders sought to diversify engagements, balancing virtual and “in real life” engagements. This blend allowed individuals to reap the benefits of technology, avoid burnout, and build deeper ties to a community through human contact.


Today, communities online and around the world continue to evolve and grow. As this article described, modern professional communities have followed a path of centralization, decentralization, and distribution. Many communities that succeed today adhere to a common framework. First, communities thrive when their members align with a common set of norms and shared values. Next, community leaders ensure alignment between the group’s activities and these shared norms and values, usually amplified through an effective mission and vision. Finally, effective community leaders balance the volume and method of engagement. As we progress toward an increasingly digital and interconnected world, employing these key principles of community will be increasingly important for individuals and organizations looking to create and sustain meaningful connections.

By Anthony Randall April 25, 2025
In today’s ever-changing world, organizations that thrive are not just those with the best strategies or tools—they’re the ones that foster a mindset of continuous learning and adaptability. That’s where a growth mindset comes in. Coined by Dr. Carol Dweck, a growth mindset is the belief that abilities and intelligence can be developed through dedication, feedback, and effort. It stands in contrast to a fixed mindset, where people see talent as natural and unchangeable. If you’re looking to bring a growth mindset into your organization, here’s where to start: 1. Model It from the Top Change begins with leadership. Leaders must show what it looks like to take risks, make mistakes, and learn from them. Share stories of setbacks and lessons learned. Celebrate progress (no matter how small), not just results. When leaders admit what they don’t know and demonstrate a willingness to grow, it gives permission for others to do the same. 2. Make Feedback Normal (and Safe) Organizations with a growth mindset don’t just tolerate feedback—they search for it. Create a culture where feedback flows in all directions: top-down, bottom-up, and peer-to-peer. Safety is key. People need to know they can speak up, ask questions, or try new things without fear of embarrassment or retribution. 3. Recognize Effort and Learning, Not Just Outcomes Growth doesn’t always show up in numbers. Recognize behaviors like perseverance, curiosity, collaboration, creativity, and problem-solving—even when the results aren’t perfect. Shift your praise from “You’re a natural at this” to “Your hard work, determination, and strategy really paid off.” 4. Invest in Development Support your people’s growth with meaningful learning opportunities: coaching, mentorship, stretch assignments, and accessible leadership training programs. Give them room to expand their skills and explore new paths. And don’t just develop your top-level leaders. Develop your managers as they are often the ones who shape team culture day-to-day. 5. Reframe Failure In a growth mindset culture, failure isn’t the end—it’s data. As Thomas Edison once said, “I have not failed. I've just found 10,000 ways that won't work.” Ask: What did we learn? What would we do differently? What systems or assumptions need to be challenged? When teams are encouraged to experiment and iterate, innovation follows. Who knows what “lightbulb” is waiting to be discovered. Final Thoughts Cultivating a growth mindset in your organization isn’t about motivational posters or buzzwords. It’s about creating an environment where people are safe to learn, motivated to improve, and empowered to contribute. Start small. Start real. Start now. Because when your people grow, your organization grows with them.
By Anthony Randall April 22, 2025
For emerging and established leaders alike, stepping into positions of influence is both thrilling and deeply challenging. The pressure to perform, the responsibility to inspire, and the drive to create lasting impact demand more than skill—they require ethical clarity, emotional intelligence, and a deep commitment to character. At the core of ethical leadership lies trust. Trust that is earned, not assumed. Trust that is cultivated, not commanded. And just as vowels are essential for language to function, ethical principles are essential for leadership to resonate. Without them, communication falls flat, teams fracture, and progress stalls. Executive coaching, when grounded in ethics, becomes the catalyst that reinforces and sustains character-driven leadership. It equips leaders to move from reactive management to intentional influence—where every decision reflects integrity, empathy, and long-term vision. Here’s a coaching framework, built on the A, E, I, O, and U “vowels” of leadership, that illustrates this intersection: A – Assess with Integrity Great leaders don’t just assess performance—they assess influence. Ethical leadership starts with knowing who truly shapes the culture. Titles don't equal trust. Coaching helps leaders identify the quiet influencers who embody values, drive morale, and align with the mission. E – Enlist Trusted Allies Every ethical leader needs a circle of truth-tellers. A coaching culture fosters the development of teams grounded in integrity—people who challenge, support, and protect the mission. These “allies” speak truth, hold space for growth, and serve as a sounding board in complex decisions. I – Identify and Address Toxicity Ethical leadership doesn't mean tolerating destructive behavior under the guise of development. Some individuals undermine cohesion and values. Coaching empowers leaders to draw clear boundaries—develop the willing, but protect the whole by removing what threatens trust. O – Observe with Empathy Observation is more than oversight. It's the practice of empathetic leadership. Through coaching, leaders develop emotional intelligence to read both spoken and unspoken dynamics, understanding how culture is shaped in the hallways, not just in the handbooks. U – Utilize Coaching as a Culture When leaders utilize coaching as a daily practice—not just a program—they cultivate environments where feedback flows, growth is constant, and hierarchy gives way to empowerment. Ethical leadership thrives where coaching transforms how people think, communicate, and grow. Final Thought:  Ethical leadership and executive coaching aren’t separate ideas—they’re interconnected disciplines. One without the other creates gaps. But when combined, they build resilient teams, aligned cultures, and enduring trust. Buy the vowels. Lead with character. Coach with purpose. And build a legacy defined not just by success—but by how you got there.