feat(skills): add marketing skills collection

shared/skills/community-marketing/references/community-models.md

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+# Community Models & Scaling Phases
+
+The named model taxonomy, the flagship benchmark, and how the community-owner role changes as the community grows. Pair this with the goal playbooks and health metrics in `SKILL.md` — this file adds the *shape* of the community, not the tactics.
+
+Source: Corey Haines, *Founding Marketing*, Ch. 12 — "Community connects customers with each other." The thesis: don't just sell software, create a movement. Community is an **audience-first** play — indirect, "deposits in a relationship bank account" — built on **community-led systems** and **recognition/rewards**.
+
+---
+
+## The 5 Community Models
+
+Pick the model that matches the primary business goal. Most communities lean on one and borrow from others. Each has a "best when…" fit test and a real case.
+
+### 1. Support-Driven
+
+- **Best when…** support volume is high, questions are repeatable, and peers can answer each other faster than your team can. Goal: **support deflection**.
+- The community exists so members resolve each other's problems, cutting ticket load while raising satisfaction.
+- **Case — GreenPal:** ran a Facebook group where users and vendors helped each other, deflecting support away from the team.
+
+### 2. Product-Development
+
+- **Best when…** your users are technical or opinionated and their feedback directly shapes the roadmap. Goal: **feedback + build-in-public momentum**.
+- The community is a feedback engine: feature requests, bug reports, and public traction all flow through it.
+- **Case — Ydata:** ran a Slack community that drove **GitHub stars and product feedback**, turning members into co-builders.
+
+### 3. Education / Enablement
+
+- **Best when…** the product has a learning curve and activation/retention hinge on members getting good at it. Goal: **churn reduction**.
+- The community teaches members to succeed with the product; competence lowers churn.
+- **Case — LiveAgent:** used community education/enablement to **reduce churn** by helping customers get more capable.
+
+### 4. Founder-Led
+
+- **Best when…** you're early-stage, the founder's voice is the brand, and personal presence is the fastest way to build trust. Goal: **direct relationships + word-of-mouth**.
+- The founder shows up personally — answering, hosting, setting culture — before systems can carry it.
+- **Cases — Bento** (Discord) and **Postaga:** founders led their communities directly.
+
+> The fifth "model" in practice is the blend: a community usually starts **Founder-Led**, then specializes toward Support-Driven, Product-Development, or Education as it scales.
+
+---
+
+## Flagship Benchmark: Notion's Ambassador Program
+
+The reference point for community-led growth at scale:
+
+- **300+ ambassadors**
+- **1M+ template downloads**
+- **25% of new users come from community referrals**
+
+Use these as the "what great looks like" north star when sizing an ambassador program's potential — not as day-one targets. (For building the program itself, see the ambassador playbook in `SKILL.md`.)
+
+---
+
+## Scaling-Phase Role Shift
+
+The community owner's job changes at each stage. Match your effort to the phase — running a 1,000-member community like a 50-member one (or vice versa) is the most common failure.
+
+| Phase | Members | Role | Focus |
+|-------|---------|------|-------|
+| Foundation | 0–100 | **Community Architect** | Lay the foundation and build relationships — do things that don't scale, know members by name, set the culture. |
+| Systems | 100–1,000 | **Community Manager** | Build systems and governance — rituals, moderation, onboarding paths, clear norms so activity survives without you touching every thread. |
+| Scale | 1,000+ | **Community Enabler** | Enable others — stand up ambassador programs and sub-communities so members and leaders run it. You architect the leverage, not the conversations. |
+
+**The shift in one line:** architect the *room* → manage the *systems* → enable the *people*. Each phase hands off the previous phase's manual work to structure and to members.