June 23, 2025 • 33 mins
If your team meetings feel like a waste of time—or worse, a beatdown session—it’s not your team. It’s your format.
In this episode, Brandon and Caleb break down the exact 7-step structure they’ve used every single week for over a decade to build culture, boost morale, and create record-breaking results inside Frank & Maven.
You’ll walk away with a full playbook for meetings that actually move people—personally and professionally.
In this episode:
• How to use ritual to increase buy-in, retention, and results
• Why personal wins are the most important part of your staff meeting
• A weekly rhythm that aligns team energy to your mission
• The link between celebration and performance
• The best way to make your team care about growth—and each other
• The exact slides, structure, and strategy we use (available below)
Want the meeting template?
Email mavenmonday@frankandmaven.com
Join the Maven Marketing Mastermind
Get real help with your campaigns + clarity from pros who’ve scaled hundreds of companies
👉 https://www.mavenmethodtraining.com
Free Marketing Audit
Discover what’s working, what’s not, and what to fix next
👉 https://www.mavenmarketingaudit.com
Our Website: https://frankandmaven.com/
Instagram: https://www.instagram.com/frankandmavenmarketing/
TikTok: https://www.tiktok.com/@frankandmaven
Twitter: https://twitter.com/frankandmaven
LinkedIn: https://www.linkedin.com/company/frank-and-maven/
Host: Brandon Welch
Co-Host: Caleb Agee
Executive Producer: Carter Breaux
Audio/Video Producer: Nate the Camera Guy
Do you have a marketing problem you'd like us to help solve? Send it to MavenMonday@FrankandMaven.com!
Get a copy of our Best-Selling Book, The Maven Marketer Here:
https://a.co/d/1clpm8a
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Brandon Welch (00:06):
Welcome to the Maven Marketing Podcast.
Today is Maven Monday.
I'm your host, brandon Welch,and I'm joined by Caleb, the
Meeting Master.
Ag, the Meeting Master.
He is Master of the Meeting.
Caleb Agee (00:16):
You know, I feel like some of these middle names
you give me are not my favorite,but I like that one.
Brandon Welch (00:23):
Caleb Long Nose AG.
Caleb Agee (00:26):
Just start tearing me down.
Brandon Welch (00:28):
Yeah.
Caleb Agee (00:28):
Caleb, you need to take a shower AG.
Brandon Welch (00:32):
Hey, don't tempt me.
This is Caleb AG's technology.
We're just living in it today.
This is titled how to ImproveCompany Culture with Better Team
Meetings.
Scratch that we changed thattitle, for Do this in your team
meetings and everything will getbetter.
And it is both are true, yeah,but this is more than just
(00:52):
culture.
This is if you are running teammeetings and I hope that you
are to some sort of predictablefrequency.
Pattern rhythm sequence.
I think the challenge is thatwe get caught in um mundane and
we get in going through themotions, uh.
but this uh process we're goingto share with you today, I would
(01:13):
I would venture to say, likeall good things that Frank and
Maven have come from this format, and we've been doing it for 10
years without missing a beat.
I used to say nine and a half,but we started doing this about
six months after we started thecompany.
Caleb Agee (01:27):
Yeah.
Brandon Welch (01:28):
And that would have been about 10 and a half
years ago.
Caleb Agee (01:30):
Yeah, Early on.
I'll say I noticed a differenceand Brandon and I I remember a
specific conversation we had 10years ago where I noticed a
difference in our week.
We had a small team, threemaybe four people, I don't
remember at the exact time butthere was a difference between a
week we had a meeting and wecame together on Monday morning
(01:53):
and a week when we didn'tBecause there was some reason.
There's a client thing we had togo to on Monday morning or
whatever, whatever it was, andwe hadn't set that time aside
and it was okay, I guess we'lljust miss the meeting this week.
Those meeting, those weeks justfelt off, something felt
disconnected.
And so we came together andsaid we will always have a
monday morning staff meetingevery week, without fail yes,
(02:17):
and and we protected that time.
Brandon Welch (02:18):
Yes, monday morning is a hard time to
protect because every everybodywakes up right and so, um, it's
worth protecting.
It's the.
It is the most constant thingwe do here at fm and we're not
besides this podcast.
Caleb Agee (02:32):
We wouldn't necessarily say you have to do
it at that time every week.
We're just telling you it'sworked really really well for us
, and you do need to cometogether with your team on some
sort of regular frequency yeahbut this, the main part of this
thing, is how we come together,how we come together and what we
talk about Before we getstarted.
Brandon Welch (02:49):
This episode is brought to you by the
Dishwasher's Full, which is whyI'm drinking out of a Seth
Meyers cup.
I do not endorse Seth Meyers orthe Late Night Show Not my
favorite, Not your favorite, itdoes keep coffee.
Caleb Agee (03:02):
It Not my favorite, not your favorite.
It does keep coffee.
It holds coffee Relatively,keeps it from spilling all over
your shirt.
Brandon Welch (03:06):
Yeah, relatively warm, that's all you ask of
these things.
Okay, this is a seven-partstrategy, seven-part flow.
You can borrow this.
By the way, I'm going to linkto an actual copy of our meeting
template.
That's giving away some serioustechnology.
Caleb Agee (03:21):
Yeah, we'll have it locked up, so you'll have to go.
It'll be like a Google Drive.
Brandon Welch (03:25):
You'll have to copy, so you have to go like
file, make a copy put it in yourdrive and then edit it from
there.
Which will be able to see ourslides.
And then I did a more directrun through of that actual
format and just kind of noted.
You know why we do everysection the way we do.
So you can actually have ourtemplate if you click in the
YouTube comments.
(03:50):
Actually, what you want to doinstead is you want to email
mavenmonday at frankenmavencomif you want the template and
then if we look and see thatyou've liked the podcast.
Caleb Agee (03:56):
Oh, I like what you're doing here.
Yeah, see what I did See what Idid Like the podcast.
Brandon Welch (04:01):
email us at mavenmonday, Just help us out a
little bit.
Caleb Agee (04:03):
Help us out a little bit, we'll give you the
template.
Brandon Welch (04:04):
Yes, there's some companies that are using this,
that are like, wow, this is agame changer for us.
So, anyway, one of those thingswe learned Part one, when you
set a team meeting, this isgoing to be, I think,
counterintuitive to a lot ofreally high-performing
businesses.
Actually, number one is youwant to actually slow down and
(04:30):
we think, okay, it's business,everybody's in this room, it's
expensive, let's start talkingabout business and you can do
that and you would engageexactly zero people from where
they actually are.
But Peter Drucker is famous forsaying culture eats strategy
for breakfast, and so I think weall know that this idea of
culture drives everythingforward.
It improves retention, improvesprofitability.
(04:52):
When you have good companyculture, people want to be there
, they want to work, they getexcited about the work.
Well, so we know culture is athing, but what is the driver
behind culture?
One of the most predictabledrivers of culture is ritual.
What do you do often?
What do you celebrate often?
What do you rally around and dothe same thing over and over?
(05:13):
Rituals define how we roll.
That is culture in action.
Gallup recently studied thatorganizations with strong
rituals and shared values arethree and a half times more
likely to have high employeeengagement.
Gallup also studied that over80% of companies right now over
(05:34):
80% are struggling from low tono engagement.
So only one out of fiveemployees in your organization
on average are engaged, and wethink that sucks.
And so one way to improve it forsure is to have better rituals.
And so we do these thingsritualistically because, not
(05:55):
because we want to force or like, manipulate some psychological
result, not because we want tohave some cookie cutter thing
that's just easy to do.
We do it because it's areflection of who we are.
Our heart is leaders.
Yeah.
And so that's number one isrituals.
We're going to talk to youabout the ones we do, but have a
ritual.
It can be your own weird thingwe're going to suggest our first
(06:17):
one is our favorite one andCaleb's going to tell you about
that one.
Caleb Agee (06:21):
Yeah, so the way we always start our meetings is
with personal wins, so we'll sitdown.
Uh, I think our catchphrase iswho's got to win?
Um, and we have a little slidedeck.
We mentioned that you candownload it.
But uh, we throw it on thescreen and it says personal win
can't be about work.
Brandon Welch (06:39):
Yeah, How'd you win in the last seven days?
Nate the camera guy.
Caleb Agee (06:41):
Yep and the in the last seven days.
What's something good.
And so what are we doing here?
We're talking.
We're talking about peoplefirst, not necessarily the work,
and I think that sets a amental thing.
Also, everybody after theweekend ours is on Monday
morning at 9am After the weekend, everybody does want to catch
up on what'd you do, how wasyour week, what's going on, and
(07:03):
this is our time to do thattogether.
Everybody gets to hear it and,um, it's a really, really good
time.
Um, and then there's we havethis can't be about work piece
and people will catch you.
It'd be like oh well, I hadthis good thing that happened
and it was kind of a work thing.
And they'll be like oh nope, itneeds to be completely personal
.
Brandon Welch (07:22):
And so-.
What that ends up being is itcould be anything from like I
saw my nephew this weekend or wewent on a special date night to
wow, I got a really good day ofrest, or something.
And just what happens whenpeople share their things is
that they become champions foreach other's things, and that is
a way stronger thing that youcould ever set as a goal in your
(07:43):
company or some sort of KPI.
Caleb Agee (07:45):
I'll tell you this can be the longest part of the
meeting if we let it be, andthat's totally fine.
I think about.
There's a really good bookcalled the Miracle Morning.
It talks about how youpersonally can set up.
I'm sidetracking for twoseconds.
Brandon Welch (07:59):
Yes.
Caleb Agee (08:00):
You can set up your morning and he has just
basically a formula how youstart your day and I don't
follow it to a T anymore, butI've adapted from where it
started and I have a lot offriends that helps you kind of
get in line.
He talks about, well, thiswould take an hour, the
beginning of the book.
He says wake up an hour earlier.
This is going to take you anhour, he said.
But there are ways to do it alot faster and I'll say, with
(08:22):
this, this could take 20 minutes.
I don't know how big your teamis, but sometimes we're in a
hurry and we've got a meeting.
We do have something that weneed to hustle.
We'll say 60 second wins, youknow, and we don't do that every
time.
That is an exception, not thenorm, but there's a way to do
that.
Sometimes we do have to hustle.
Brandon Welch (08:41):
One other thing we put in here.
It's kind of it's the sectionthat can be right after the
personal wins.
We're almost always doing somesort of a challenge around here.
And that is a very.
People don't want a job, theywant a life and the degree to
(09:14):
which your job reinforces thelife that everybody wants and
celebrates it, and not as acheck the box, not as a carrot,
but just as a literal thing as areflection of your company and
how you value people, the degreeto which you do that is, the
degree to which work doesn'tfeel
like work.
I think, and I would say thatfrom me as a leader all the way
down, I don't come in these fourwalls feeling like, gosh, I got
to work.
Now I come into these fourwalls feeling like I have a team
who wants to win, they want meto win, I want them to win, and
what a cool thing.
And so when you do personalchallenges every hundred days a
(09:37):
typical format for us is everyhundred days a team member has
to pick a new goal, and it'susually.
It could be life or work, butit's usually more.
On the life side, we've hadpeople pay off debt.
We've had people who didn'tthink they could buy houses
literally buy houses and gettheir financing in order and get
that done in a 100-day period.
We've had people turn theirmarriages around, we've had
(09:58):
people lose weight, we've hadpeople quit smoking, we've had
people do just all sorts ofamazing things, and I would
highly recommend you, as aleader, to be leading some sort
of challenge as an extra gestureof personal wins.
Caleb Agee (10:13):
And to be clear, they come up with these things
oh yeah, it's.
Who do you want to be?
What do you want to haveaccomplished in 100 days?
And everybody brings them.
You, as the leader, you have toset the tone and how deep these
are going to be, how realthey're going to be.
But what happens is everybodyshows up and they're like, oh,
I'm going to.
I one year mine was, you know,read three books, read four
(10:36):
books, read five books.
And I was really trying to makemyself a reader and I there was
some element of reading in myhundred day goals for a whole
year.
Brandon Welch (10:43):
Yeah, yeah, and it worked.
But I'm not going around saying, hey, caleb, that shirt's
hugging back a little.
You sure you don't have anyweight loss goals.
Caleb Agee (10:51):
Yeah, yeah, it's like Brandon, the smoking's
probably not good for you.
Yeah, yeah, exactly, you shouldquit.
So.
Brandon Welch (10:58):
Yeah, somebody's got a lot of here.
Nor is Caleb needing to lose,anyway, I think they got it, but
I think they got the point, butjust to make sure.
So what you also want to dohere is encourage dialogue.
Don't be leading it, don't bethe one saying, well, how'd you
win last week?
It's a team dialogue okay.
(11:19):
And something magic happens whenpeople are hearing themselves
read back around their peers and, frankly, these are the people
they spend more time with, oftenthan their family or any other
person, and so I know if I set agoal for water or if I set a
goal for getting a good night'srest, my people kind of probably
know how successful I'm beingat that, and there's just some
(11:41):
built in accountability in thehealthiest way.
So, we spent a lot of time onthat one, but I'm starting with
personal wins and then Iinterjected like as part of that
, we do challenges, challengesthat kind of force or heavily
encourage people to win in newways.
Caleb Agee (11:58):
Yep.
So, teams that begin meetingswith personal sharing see a 12%
higher emotional commitment totheir organization.
Brandon Welch (12:05):
Wow, I can't pronounce the source of that,
nate the camera guy, are you 12%more highly emotionally
committed to your work?
Caleb Agee (12:13):
13%, he says that's even better, fine.
Brandon Welch (12:15):
And then Gallup also said, companies that
emphasize human connection see a21% greater profitability.
It's not why we I believe it.
Caleb Agee (12:23):
It's not the reason, but you'll see the result as
well.
Brandon Welch (12:27):
I don't have anything to compare it to
because we've always done that,so I'd hate to think of what we
what kind of problem.
Caleb Agee (12:33):
So if we didn't do this we'd have.
I don't want to do without 21%21% less problem.
Brandon Welch (12:36):
Yeah, so All right.
Hey, number three.
So far, just real quick.
We've about have rituals Twostart with personal wins and
challenges.
Number three is unite aroundshared purpose.
Caleb actually leads this slideand if you download our
template because you've emailedmavenmonday at frankandmavencom
(12:57):
and you liked the podcast youwill see that there's a
transition slide.
So we go from this, what a lotof old school leaders might call
fluffy stuff.
We think it's just good heartstuff.
And it's really just a humanstuff.
Caleb Agee (13:10):
It's the way to lead a modern company.
Brandon Welch (13:12):
I think it's always been the way to lead a
company.
But anyway, we have atransition to go out of, not out
of that mode, but it's astepping stone into business.
Yeah.
And so Caleb will say hey, whyare we here?
Why are we here, nate, theCamera Guy?
Caleb Agee (13:25):
We're here to create a world where entrepreneurs can
confidently grow their businesswithout wasting money on
advertising.
Brandon Welch (13:30):
That's not on the sheet.
He did not rehearse that.
Anybody in our team could saythat we threw it at him.
Probably even John the interncould say it after being here
today.
Everybody say hi to John theintern, but we are making an
intentional statement of whywe're here and it's like, okay,
why did you, after all thesepersonal awesome things you're
doing in your life, why did youchoose to give us 40% of your
(13:52):
waking time?
Right?
Caleb Agee (13:54):
Yeah, it's really a mental shift because the rest of
the meeting hint is going to beabout that shared purpose.
We have Everything after thispoint this is the pivot point in
the whole morning meeting thatwe have Everything after this
point this is the pivot point inthe whole morning meeting that
we have and we're sayingeverything after this point.
Yes, we are individuals doingour own things, and we've talked
about that.
(14:15):
Now we are a unit, we are a teamwe are an organization that is
bent on that mission, andeverything we say after this is
filtered through that.
Brandon Welch (14:25):
Yes, I will say, for us that starts literally at
our recruiting process.
The people hear that from thefirst time they talk to us,
maybe even the first time goingto our website, but they
literally have seen that as athroughput.
Whether they've been here fivedays or five years, that is, at
the very very least, a weeklyreminder.
And so I will say this peoplewho don't believe in that have
(14:51):
already been filtered out.
People who don't get excitedabout growing family-owned
companies are automaticallyfiltered out.
It's not that we don't love them, it's just that they don't
belong here.
So that conviction, thatreinforcement, and then very
quickly transitioned in.
After we say that out loud, wego into okay, we'll say how did
we do that last week?
Before he tells you about howwe do that, I would like to
(15:14):
highlight that, according to aLinkedIn workplace report,
employees who believe in theircompany's mission are 72% more
engaged.
Caleb Agee (15:22):
That's a lot.
Brandon Welch (15:23):
That's almost double the engagement.
Imagine walking into a businessthat got twice as much done
just because you had a missionworth believing in and that you
celebrated it and youdemonstrated it.
Yeah.
So step number three isliterally align and just state
your purpose.
Caleb Agee (15:40):
Why are we here?
It's literally that's theshortest part of any of these
points.
It is why are we here?
They say it and then we move on.
If you don't have a concise andclear purpose, you've got some
work to do?
Brandon Welch (15:53):
Get yourself a copy of the Maven Marketer.
Caleb Agee (15:54):
Yeah.
Brandon Welch (15:55):
And read chapters 18, 19, and 20.
Caleb Agee (15:56):
Yeah, Vision, values and vows.
That is our vision statement.
Brandon Welch (16:01):
Yeah.
Caleb Agee (16:01):
To create a world where entrepreneurs can
confidently.
Entrepreneurs can constantlygrow their business without
wasting money on advertising.
Brandon Welch (16:04):
So you're at danger, if you just say this
stuff out loud, of it becomingthis fluffy thing that nobody
actually leaves in.
So you want to do this nextvery important step, which is
celebrate the ways you did thatlast week.
Caleb Agee (16:17):
Step number four is celebrate team wins Team wins,
and so I send an email everysingle Friday Early on.
We were celebrating team wins.
But what everybody would do isthey kind of pull up their
calendar on Monday morning andbe like, uh, what even happened
last week?
Cause sleep erases it.
Um, it's hard to remember whathappens by Monday morning.
You don't remember what Fridaywas like.
(16:37):
You certainly don't rememberwhat the last Monday was like.
So we, on Friday morning, Isent out an email.
It's also just a good time toconnect with the team, try to
encourage them or give them somesort of house updates, things
that are going on.
It's always fun.
But at the end of it I statesome wins and say, what'd you
see?
And everybody replies, and sowe get a little dose of, uh,
gratitude and winning on Friday,yep.
(16:59):
And then we're we screenshoteach one of those and put them
in the.
It takes four minutes, yep.
We put all each one of those inthe slide deck and have them
click through on Monday.
Brandon Welch (17:09):
Yep, you're going to get, um, yeah, you're going
to get really cool stuff.
Like by the time Monday rollsaround, you're like, oh, wow, we
did do that last week and, andeven on a tough week, you're
going to go.
Wow, it's you.
You find your team celebratingeach other.
You find you find your teamcelebrating each other.
You find, uh, you, as a leader,um, and all the things you have
to process, you find thatnaturally celebrating your team.
(17:31):
It's the coolest thing.
It's really cool and so and it'snot this big Kumbaya thing.
These are like real things,like hey, for and for us it'd be
like, oh, so-and-so's adcampaign was record revenue.
I'm going to tell you if you'rea client of Frank and Maven,
what's very, very often on thesewins is the stuff that we got
to see you guys do.
Caleb Agee (17:49):
Yeah, we get just silly excited about that.
I did this.
It's my client's winning andthey get to see the result of
their work, which is really cool.
Brandon Welch (17:56):
So you get more of what you reward.
You get more of what you reward.
And so what are you rewarding?
What are you celebrating?
If you're celebrating bad stuff, or if you're paying attention
to always bad stuff, you'regoing to get more of the bad
stuff, right?
Yeah.
And it's not that there's a time.
There's not that there's not atime to correct and clarify and
(18:16):
realign with you know betteractivities, but the research is
that one it takes 13 goodinteractions to overcome a bad
interaction in terms of morale,engagement, buy-in, confidence,
and so not trying to be a bunchof you know, everybody gets a
participation trophy type thinghere, but if you go looking for
(18:39):
wins, you will find them, evenin tough seasons.
Caleb Agee (18:40):
There is good, and that's the thing is.
Everybody needs to beencouraged.
You need to be encouraged bythis, and so it's good for you
to see I'm talking to you,leader, owner, whoever you are.
You need to be encouraged, andit's good for you to see from
the front lines what's going on.
What's good, because gratitudechanges the chemistry of your
brain.
You acknowledge what is goodand you don't get stuck in that
(19:04):
pit of despair.
Which knowledge what is goodand you don't get stuck in that
pit of despair.
Which?
Uh, sounds like princess bridethe pit of despair.
Brandon Welch (19:11):
Yeah, uh, that's a.
Caleb Agee (19:11):
That's a good quote yeah, you, you watch a lot of
movies.
So, um, the other thing we doin this, in this section, uh,
when we're celebrating team winsright after we go through
everybody's you know email that,by the way we make everybody
say their own wins.
Right this is a good time foryour team to speak out loud.
Brandon Welch (19:30):
Have a speaking party To practice.
Caleb Agee (19:33):
I think there are some offices where there are
people who don't talk that oftenyou are giving them a chance to
speak and that actually isreally powerful for your whole
team.
Yeah, but right after that, wehave this ugly.
I don't have it in the roomwith me.
We have this ugly little mossball for us.
That was a piece of decor thatwe found on the coffee table.
Brandon Welch (19:55):
Go get it.
Nate the camera guy.
Caleb Agee (19:57):
Nate's going to run and grab it.
I think Nate has it right now.
Brandon Welch (20:00):
Yeah, he does Actually he.
Caleb Agee (20:10):
So it's just sitting right on his desk like a trophy
.
He's got it propped up, youknow.
So we take this thing and weacknowledge Nate has it right
now and on Monday what he'sgoing to do is he's going to I'm
going to message him because Iset up our Monday meeting Be
like, hey, you've got the RockHutu this week, and then he's
going to say Brandon, and thenyeah, that's what he's going to
say.
Brandon Welch (20:23):
If he wants to keep his job, he's going to say
it.
Caleb Agee (20:25):
Yeah, and then I'll put Brandon's name in the slide.
It's got confetti shooting out.
It's really wonderful.
We usually take a moment whereMakes a girl feel good.
Yeah, throw it at us.
There you go, brandon's got it.
Brandon Welch (20:37):
This is the Solid Rock Award.
Caleb Agee (20:39):
Make sure I stop talking, so it cuts over to you
for a moment.
Brandon Welch (20:42):
Oh yeah, solid rock award yes.
Caleb Agee (20:44):
So we pass that around it.
Um, nate owns it right now, andthen he'll he'll make an
announcement and say last week Ireally saw Brandon showing up.
He was helping people withstuff and he was recording good
podcasts and he was growingbusinesses.
So this week I'm giving thesolid rock to Brandon and he
throws it to him and everybodyclaps and it's a great moment.
(21:07):
And then we move on.
Brandon Welch (21:09):
Yes, yeah, so it's team wins objectively, and
then one person passes it on toanother person.
Um, it's good stuff, guys.
It's good Like.
So imagine, imagine you, you dothis every week.
Okay, that's a 52, 52 meetingsa week.
That is 5% of your company'stime.
(21:30):
If you just do it for an hour,5% of your company's time has
now gone from haphazard toundeniably positive.
That would probably 3 or 4x theamount of joy you have in your
business right now.
Yeah, just by deciding to do itwith a safety net, without fail
.
Caleb Agee (21:48):
Some of you, your team members, would be very
surprised if you opened it withthis much positivity.
Brandon Welch (21:54):
Yeah, because what's going on?
Caleb Agee (21:55):
here.
Yeah, because, if I can befrank with you, your meetings
start off with a bunch of fingerwagging and do this, don't do
that.
Finger wagging and do this,don't do that.
And your team is trained that ateam meeting is really just
like a beat down session of whatI'm doing or not doing right,
or it's unproductive becausepart of it's not about them.
(22:16):
And it's just like we need to dothis.
You're kind of force feeding alot of things when you engage
your team this is actually trueof any part of your business
when you engage your team andyou make them a part of it, they
have ownership and they willown.
They own this meeting as a partof we, we guide it, we
facilitate it, but they own thismeeting because they talk.
They have talked two or threetimes by now.
(22:37):
Yeah.
And they're undeniably a part ofit.
It's not just some figureheadat the front of the, at the
front of the room, saying abunch of words at them.
Yeah, it is something they areinvolved in actively.
Brandon Welch (22:50):
Yep, keep it going.
Companies that regularlycelebrate wins experience 31%
lower turnover and 14% higherproductivity.
Amazing, that's from the TannerInstitute.
Okay, step number five learnsomething new.
This is probably more standard.
I think more companies probablydo this.
(23:10):
We do it in 10, 15-minutesegments and it's just something
that would improve your craftor possibly even your life
skills.
I would say ours is probablynine out of 10 times is probably
something about copywriting ormedia buying or ad strategy or
client Um, just like client carerelationship, yeah, and, and
(23:33):
maybe intelligence could be.
Caleb Agee (23:35):
Uh, sometimes it's like a new process.
So we're training on a new toolor a new thing, that that
everybody needs to learn.
Um, and we actually don't spareanybody from what we learn.
So Nate the camera guy does notwrite very much ad copy, but he
writes ads.
When we do ad lessons in theMonday meeting, Everybody gets
to learn.
It's a little bit ofcross-training and it's just fun
(23:56):
.
Brandon Welch (23:57):
Yep better working together.
And then Matthew Kelly I lovethis.
We kind of modeled a lot of ourfirst part of the meeting,
especially with 100-day goalsand things like that.
We modeled that after thisprogram called the Dream Manager
you should just look it up.
But that comes from a bookcalled the Rhythm of Life and
Matthew Kelly said in that bookhow can you expect someone to be
(24:18):
strategic for your company ifthey don't know how to be
strategic in their own life?
Read that one more time how canyou expect somebody to be
strategic for your company ifthey can't even be strategic
about their own life?
And it's not that we're a bunchof dum-dums that need a boss to
tell us what to do.
I have to say that about me,like if I'm not strategic about
(24:40):
my life.
I can't lead this company rightBecause I've got.
That would leave me withoutgrowth in all the other areas
the health area, therelationship area, the
friendships area and so we areactively challenging each other,
supporting each other,encouraging each other in those
areas and it's just like whenthose buckets are full, then
suddenly the energy that peopleshow up at the door, with myself
(25:01):
and Caleb included, I promiseyou we're the biggest that
people show up at the door withmyself and Caleb included.
I promise you we're the biggestbenefactors of that we have so
much more to pour into our work,and isn't that what we all want
?
We want to have more energy todo better work so that we feel
good about it.
We know we're doing good wherewe have lives of impact which
empower us on Caleb's wonderfulcircle of-.
Caleb Agee (25:20):
Extremism, Well, not a circle of extremism but you
have a word for it.
Brandon Welch (25:24):
But it's, you know, if you live, I'm going to
quote Caleb Agyen on my butcherand he's going to correct it.
Caleb Agee (25:29):
I don't know where he's going with this.
Brandon Welch (25:30):
If you are present at work, then you can
afford to be more present athome.
If you're present at home, youcan afford to be more present at
work.
Caleb Agee (25:37):
Yeah, I just call that the 100% rule several,
that's a lot of marketing rightthere but, wherever you are be
there, 100%.
Brandon Welch (25:44):
And so, yeah, so, but we're encouraging at work
like hey, nate, how much waterare you drinking?
Like um, and then how you knowwhat are the?
What are the markers of yourcareer success?
And so when we're, when we'retraining in that and we're
celebrating that, uh, wonderfulthings happen.
Caleb Agee (26:02):
Speaking of success, step number six is Visualize
success.
What we do is, yes, we aregoing to talk about where the
company is For us.
We'll put up our monthlyfinancial numbers how much our
billing and receivables looklike, and we're talking about
our financial statement for themonth and the quarter and the
year on the regular, so that theteam is aware of how we're
(26:24):
doing.
How else are they going to?
This is a reality of business.
We always say money isn't themission, it's just a measure of
the mission.
But the reality is, without thatmoney, without profitability,
without cashflow, we don't havejobs, and so we have to come
down to that reality and say,yes, we are serving.
(26:47):
Um, if you're worried about allthe fluff we had at the
beginning, there's still areality of business here.
Um, we're not ignoring and uh,so, um, that shows that we also
talk about big rocks.
Uh, we have, we have companygoals for the quarter or for the
year we actually were justtalking about.
We've crossed off a couple ofbig rocks.
(27:09):
We hired a Sydney around hereand we launched the Mastermind
we sure did which was one of ourbig rocks for the year.
Do you know what time it is?
Brandon Welch (27:21):
What time is it?
It's time to talk about theMastermind.
Bring it on, hey.
If you are a business that isstruggling with marketing, or
maybe you have really goodresults in marketing, or maybe
they were really good andthey're getting less really good
, and you would like access to ateam who spends millions and
millions of dollars testing allthe things, and you would just
like to run your ideas pastsomebody, we have created the
(27:43):
Maven Marketing Mastermind foryou.
It's where you get to join ustwice a month along with a
handful of other business peersin service and retail industries
and just bounce your marketingideas off of it Like, hey, I'm
having this sales problem.
Or hey, how could you make thisbetter?
Or what do you think about mylanding page?
Or should I invest in this?
Or I got this proposal for XYZmarketing plan?
(28:06):
Or love that we were talkingabout email marketing last week.
How do I engage my pastcustomers?
Any of that stuff?
we've created the MavenMarketing Mastermind for you
it's basically like your ownself-guided podcast where you
get to access.
On the other side of thesewalls we have a whole team of
marketers, growing companies allacross the country and they're
(28:27):
doing a wonderful job of it.
And it's not cheap to hire thatteam.
It's not cheap to work withreally any agency of a high
caliber, but for a very, very,very, very low price.
And right now there's stillentry-level membership pricing
that you can lock in for life100 bucks a month and you get
(28:48):
access to world-class team thatyou know.
We have a book's worth of stuff, of results we've pushed yeah,
uh, made happen, should say yeah, this um.
Caleb Agee (28:58):
the next call, if you want to sneak in, is this
Wednesday at one o'clock, isthat right?
One o'clock.
Yep, I believe that's thecorrect time.
Yes, I need to get this Central.
This is new central time.
Brandon Welch (29:11):
Yes, so you need to email.
If you want to be a part ofthat, you can either go to
mavenmethodtrainingcom and signup for yourself, or, if you want
more information, you want tohave a quick call about it.
Mavenmondayatfrankenmavencom.
Email us about that.
Yeah, so hey, that's going tobe you visualizing your success.
Last thing about the successpart of our business is so after
(29:36):
we review Big Rocks, we look atour week ahead.
Mm-hmm.
Every company's got a season ora week.
That's just going to be bonkersand this is our chance to go
okay, hey, that's going to be areally tough day.
How are we going to plan forthat?
Yeah, does somebody need tocome in a little early?
Do we need to bring our lunch?
Do we need to order lunch in?
Yeah, hey, everybody, you mightget your rest that evening,
like just looking at where ourebbs and flows are going.
(29:58):
And then also it's a chance forteam members to say, hey, I
need some help here.
Who can take this for me?
Yeah.
And then, by the time we've gotthrough our rituals, we've
celebrated personal wins.
We've translated that intocompany purpose.
Then we've clarified how wewere winning.
(30:18):
Last week, we review how we'rewinning for the year, the
quarter and really just on thefinancial spectrum, We've
learned something new together.
Then it's time to end with ourbattle cry, and that is step
seven.
We have six company core values.
Every company should have ahandful that everybody knows,
(30:39):
and they're simple.
Name one of them Nate thecamera guy.
Just to keep me honest, webelieve in filling one glass at
a time.
We believe marketers who can'tteach you why are just a fancy
lie.
You heard that one here.
Caleb Agee (30:50):
We believe in saying what needs to be said, even if
you don't want to hear it.
Brandon Welch (30:53):
We believe if we aren't growing you, we're using
you.
Caleb Agee (30:57):
We believe the best friendships are forged around
fires and food.
Brandon Welch (31:00):
Yeah, so there's six of them.
Caleb Agee (31:02):
And what'll happen?
We missed one.
We believe Ads don't bring.
Brandon Welch (31:05):
If ads don't bring smiles, fists or tears,
they fall on deaf ears.
Caleb Agee (31:07):
We did them a little out of order.
Brandon Welch (31:08):
So we yeah, we did them out of order, but we do
them in order.
Caleb will say what do webelieve?
And he'll pick somebody.
Could be Audrey, could be.
Caleb Agee (31:16):
Kyle, after they say it, because it's a like a fun
little game we play.
Can we do it without looking atthe screen?
Yep.
Brandon Welch (31:26):
Yep, you don't have to start that way, and then
it just goes around the roomand whatever six people were in
that line of people, um, saidthem out loud, and then we end
with kind of a team break andthe call is hey, guess what,
guess what?
It's going to be a great week,yeah, okay, so one last time.
We're going to recap all of thefacets of holding productive
(31:49):
team meetings that are going toimprove your culture and make
everything better.
Number one is have strongrituals those drive your culture
.
Those drive all of the thingsthat people can actually sink
their teeth into and believe.
Number two start with personalwins.
Number three unite around yourshared purpose.
Number four transition intoteam wins and celebrate all of
the things that you've donetogether.
(32:10):
Number five learn something newtogether.
Number six visualize success,review your financials and talk
about the big rocks and the bigthings that you're tackling more
quarterly and annually.
And then number seven is endwith your battle cry.
Let your people hear thosethings said out loud.
You can see our company corevalues in the template that we
(32:30):
put here for you guys to be ableto download, and it's just a
way to end on the same energyevery time.
It doesn't matter if it'sraining outside, it doesn't
matter if it's a season ofstress, a season of ease or
whatever.
It is consistent.
And so, just like when you lookback and you think about those
people who were strong characterbecause they did the same
(32:51):
things over and over, not unlikethe 1% rule, that's the thing
we do, no matter what.
That's the thing that definesour company character.
So I believe that your companyhas important work to do.
I believe that you have thingsthat have become mundane that
(33:14):
deserve to be celebrated.
I believe that when youcelebrate them, you will get
more of the good things that youwant, and that is why we are
here.
That is why we do this podcastevery week.
That's why we created themastermind.
We are unreasonably excitedabout helping owner operated
companies get more, do more,have more and then eventually
(33:35):
give more to the communities andplaces that you serve.
That is why we're here everyMonday.
That's why we'll be back hereevery Monday answering your real
life marketing questions,because value number two is
marketers who can't teach youwhy are just a fancy lie.
We'll see you next week.
Have a great week.
Welcome to the Maven Marketing Podcast.
Today is Maven Monday.
I'm your host, brandon Welch,and I'm joined by Caleb, the
Meeting Master.
Ag, the Meeting Master.
He is Master of the Meeting.
Caleb Agee (00:16):
You know, I feel like some of these middle names
you give me are not my favorite,but I like that one.
Brandon Welch (00:23):
Caleb Long Nose AG.
Caleb Agee (00:26):
Just start tearing me down.
Brandon Welch (00:28):
Yeah.
Caleb Agee (00:28):
Caleb, you need to take a shower AG.
Brandon Welch (00:32):
Hey, don't tempt me.
This is Caleb AG's technology.
We're just living in it today.
This is titled how to ImproveCompany Culture with Better Team
Meetings.
Scratch that we changed thattitle, for Do this in your team
meetings and everything will getbetter.
And it is both are true, yeah,but this is more than just
(00:52):
culture.
This is if you are running teammeetings and I hope that you
are to some sort of predictablefrequency.
Pattern rhythm sequence.
I think the challenge is thatwe get caught in um mundane and
we get in going through themotions, uh.
but this uh process we're goingto share with you today, I would
(01:13):
I would venture to say, likeall good things that Frank and
Maven have come from this format, and we've been doing it for 10
years without missing a beat.
I used to say nine and a half,but we started doing this about
six months after we started thecompany.
Caleb Agee (01:27):
Yeah.
Brandon Welch (01:28):
And that would have been about 10 and a half
years ago.
Caleb Agee (01:30):
Yeah, Early on.
I'll say I noticed a differenceand Brandon and I I remember a
specific conversation we had 10years ago where I noticed a
difference in our week.
We had a small team, threemaybe four people, I don't
remember at the exact time butthere was a difference between a
week we had a meeting and wecame together on Monday morning
(01:53):
and a week when we didn'tBecause there was some reason.
There's a client thing we had togo to on Monday morning or
whatever, whatever it was, andwe hadn't set that time aside
and it was okay, I guess we'lljust miss the meeting this week.
Those meeting, those weeks justfelt off, something felt
disconnected.
And so we came together andsaid we will always have a
monday morning staff meetingevery week, without fail yes,
(02:17):
and and we protected that time.
Brandon Welch (02:18):
Yes, monday morning is a hard time to
protect because every everybodywakes up right and so, um, it's
worth protecting.
It's the.
It is the most constant thingwe do here at fm and we're not
besides this podcast.
Caleb Agee (02:32):
We wouldn't necessarily say you have to do
it at that time every week.
We're just telling you it'sworked really really well for us
, and you do need to cometogether with your team on some
sort of regular frequency yeahbut this, the main part of this
thing, is how we come together,how we come together and what we
talk about Before we getstarted.
Brandon Welch (02:49):
This episode is brought to you by the
Dishwasher's Full, which is whyI'm drinking out of a Seth
Meyers cup.
I do not endorse Seth Meyers orthe Late Night Show Not my
favorite, Not your favorite, itdoes keep coffee.
Caleb Agee (03:02):
It Not my favorite, not your favorite.
It does keep coffee.
It holds coffee Relatively,keeps it from spilling all over
your shirt.
Brandon Welch (03:06):
Yeah, relatively warm, that's all you ask of
these things.
Okay, this is a seven-partstrategy, seven-part flow.
You can borrow this.
By the way, I'm going to linkto an actual copy of our meeting
template.
That's giving away some serioustechnology.
Caleb Agee (03:21):
Yeah, we'll have it locked up, so you'll have to go.
It'll be like a Google Drive.
Brandon Welch (03:25):
You'll have to copy, so you have to go like
file, make a copy put it in yourdrive and then edit it from
there.
Which will be able to see ourslides.
And then I did a more directrun through of that actual
format and just kind of noted.
You know why we do everysection the way we do.
So you can actually have ourtemplate if you click in the
YouTube comments.
(03:50):
Actually, what you want to doinstead is you want to email
mavenmonday at frankenmavencomif you want the template and
then if we look and see thatyou've liked the podcast.
Caleb Agee (03:56):
Oh, I like what you're doing here.
Yeah, see what I did See what Idid Like the podcast.
Brandon Welch (04:01):
email us at mavenmonday, Just help us out a
little bit.
Caleb Agee (04:03):
Help us out a little bit, we'll give you the
template.
Brandon Welch (04:04):
Yes, there's some companies that are using this,
that are like, wow, this is agame changer for us.
So, anyway, one of those thingswe learned Part one, when you
set a team meeting, this isgoing to be, I think,
counterintuitive to a lot ofreally high-performing
businesses.
Actually, number one is youwant to actually slow down and
(04:30):
we think, okay, it's business,everybody's in this room, it's
expensive, let's start talkingabout business and you can do
that and you would engageexactly zero people from where
they actually are.
But Peter Drucker is famous forsaying culture eats strategy
for breakfast, and so I think weall know that this idea of
culture drives everythingforward.
It improves retention, improvesprofitability.
(04:52):
When you have good companyculture, people want to be there
, they want to work, they getexcited about the work.
Well, so we know culture is athing, but what is the driver
behind culture?
One of the most predictabledrivers of culture is ritual.
What do you do often?
What do you celebrate often?
What do you rally around and dothe same thing over and over?
(05:13):
Rituals define how we roll.
That is culture in action.
Gallup recently studied thatorganizations with strong
rituals and shared values arethree and a half times more
likely to have high employeeengagement.
Gallup also studied that over80% of companies right now over
(05:34):
80% are struggling from low tono engagement.
So only one out of fiveemployees in your organization
on average are engaged, and wethink that sucks.
And so one way to improve it forsure is to have better rituals.
And so we do these thingsritualistically because, not
(05:55):
because we want to force or like, manipulate some psychological
result, not because we want tohave some cookie cutter thing
that's just easy to do.
We do it because it's areflection of who we are.
Our heart is leaders.
Yeah.
And so that's number one isrituals.
We're going to talk to youabout the ones we do, but have a
ritual.
It can be your own weird thingwe're going to suggest our first
(06:17):
one is our favorite one andCaleb's going to tell you about
that one.
Caleb Agee (06:21):
Yeah, so the way we always start our meetings is
with personal wins, so we'll sitdown.
Uh, I think our catchphrase iswho's got to win?
Um, and we have a little slidedeck.
We mentioned that you candownload it.
But uh, we throw it on thescreen and it says personal win
can't be about work.
Brandon Welch (06:39):
Yeah, How'd you win in the last seven days?
Nate the camera guy.
Caleb Agee (06:41):
Yep and the in the last seven days.
What's something good.
And so what are we doing here?
We're talking.
We're talking about peoplefirst, not necessarily the work,
and I think that sets a amental thing.
Also, everybody after theweekend ours is on Monday
morning at 9am After the weekend, everybody does want to catch
up on what'd you do, how wasyour week, what's going on, and
(07:03):
this is our time to do thattogether.
Everybody gets to hear it and,um, it's a really, really good
time.
Um, and then there's we havethis can't be about work piece
and people will catch you.
It'd be like oh well, I hadthis good thing that happened
and it was kind of a work thing.
And they'll be like oh nope, itneeds to be completely personal
.
Brandon Welch (07:22):
And so-.
What that ends up being is itcould be anything from like I
saw my nephew this weekend or wewent on a special date night to
wow, I got a really good day ofrest, or something.
And just what happens whenpeople share their things is
that they become champions foreach other's things, and that is
a way stronger thing that youcould ever set as a goal in your
(07:43):
company or some sort of KPI.
Caleb Agee (07:45):
I'll tell you this can be the longest part of the
meeting if we let it be, andthat's totally fine.
I think about.
There's a really good bookcalled the Miracle Morning.
It talks about how youpersonally can set up.
I'm sidetracking for twoseconds.
Brandon Welch (07:59):
Yes.
Caleb Agee (08:00):
You can set up your morning and he has just
basically a formula how youstart your day and I don't
follow it to a T anymore, butI've adapted from where it
started and I have a lot offriends that helps you kind of
get in line.
He talks about, well, thiswould take an hour, the
beginning of the book.
He says wake up an hour earlier.
This is going to take you anhour, he said.
But there are ways to do it alot faster and I'll say, with
(08:22):
this, this could take 20 minutes.
I don't know how big your teamis, but sometimes we're in a
hurry and we've got a meeting.
We do have something that weneed to hustle.
We'll say 60 second wins, youknow, and we don't do that every
time.
That is an exception, not thenorm, but there's a way to do
that.
Sometimes we do have to hustle.
Brandon Welch (08:41):
One other thing we put in here.
It's kind of it's the sectionthat can be right after the
personal wins.
We're almost always doing somesort of a challenge around here.
And that is a very.
People don't want a job, theywant a life and the degree to
(09:14):
which your job reinforces thelife that everybody wants and
celebrates it, and not as acheck the box, not as a carrot,
but just as a literal thing as areflection of your company and
how you value people, the degreeto which you do that is, the
degree to which work doesn'tfeel
like work.
I think, and I would say thatfrom me as a leader all the way
down, I don't come in these fourwalls feeling like, gosh, I got
to work.
Now I come into these fourwalls feeling like I have a team
who wants to win, they want meto win, I want them to win, and
what a cool thing.
And so when you do personalchallenges every hundred days a
(09:37):
typical format for us is everyhundred days a team member has
to pick a new goal, and it'susually.
It could be life or work, butit's usually more.
On the life side, we've hadpeople pay off debt.
We've had people who didn'tthink they could buy houses
literally buy houses and gettheir financing in order and get
that done in a 100-day period.
We've had people turn theirmarriages around, we've had
(09:58):
people lose weight, we've hadpeople quit smoking, we've had
people do just all sorts ofamazing things, and I would
highly recommend you, as aleader, to be leading some sort
of challenge as an extra gestureof personal wins.
Caleb Agee (10:13):
And to be clear, they come up with these things
oh yeah, it's.
Who do you want to be?
What do you want to haveaccomplished in 100 days?
And everybody brings them.
You, as the leader, you have toset the tone and how deep these
are going to be, how realthey're going to be.
But what happens is everybodyshows up and they're like, oh,
I'm going to.
I one year mine was, you know,read three books, read four
(10:36):
books, read five books.
And I was really trying to makemyself a reader and I there was
some element of reading in myhundred day goals for a whole
year.
Brandon Welch (10:43):
Yeah, yeah, and it worked.
But I'm not going around saying, hey, caleb, that shirt's
hugging back a little.
You sure you don't have anyweight loss goals.
Caleb Agee (10:51):
Yeah, yeah, it's like Brandon, the smoking's
probably not good for you.
Yeah, yeah, exactly, you shouldquit.
So.
Brandon Welch (10:58):
Yeah, somebody's got a lot of here.
Nor is Caleb needing to lose,anyway, I think they got it, but
I think they got the point, butjust to make sure.
So what you also want to dohere is encourage dialogue.
Don't be leading it, don't bethe one saying, well, how'd you
win last week?
It's a team dialogue okay.
(11:19):
And something magic happens whenpeople are hearing themselves
read back around their peers and, frankly, these are the people
they spend more time with, oftenthan their family or any other
person, and so I know if I set agoal for water or if I set a
goal for getting a good night'srest, my people kind of probably
know how successful I'm beingat that, and there's just some
(11:41):
built in accountability in thehealthiest way.
So, we spent a lot of time onthat one, but I'm starting with
personal wins and then Iinterjected like as part of that
, we do challenges, challengesthat kind of force or heavily
encourage people to win in newways.
Caleb Agee (11:58):
Yep.
So, teams that begin meetingswith personal sharing see a 12%
higher emotional commitment totheir organization.
Brandon Welch (12:05):
Wow, I can't pronounce the source of that,
nate the camera guy, are you 12%more highly emotionally
committed to your work?
Caleb Agee (12:13):
13%, he says that's even better, fine.
Brandon Welch (12:15):
And then Gallup also said, companies that
emphasize human connection see a21% greater profitability.
It's not why we I believe it.
Caleb Agee (12:23):
It's not the reason, but you'll see the result as
well.
Brandon Welch (12:27):
I don't have anything to compare it to
because we've always done that,so I'd hate to think of what we
what kind of problem.
Caleb Agee (12:33):
So if we didn't do this we'd have.
I don't want to do without 21%21% less problem.
Brandon Welch (12:36):
Yeah, so All right.
Hey, number three.
So far, just real quick.
We've about have rituals Twostart with personal wins and
challenges.
Number three is unite aroundshared purpose.
Caleb actually leads this slideand if you download our
template because you've emailedmavenmonday at frankandmavencom
(12:57):
and you liked the podcast youwill see that there's a
transition slide.
So we go from this, what a lotof old school leaders might call
fluffy stuff.
We think it's just good heartstuff.
And it's really just a humanstuff.
Caleb Agee (13:10):
It's the way to lead a modern company.
Brandon Welch (13:12):
I think it's always been the way to lead a
company.
But anyway, we have atransition to go out of, not out
of that mode, but it's astepping stone into business.
Yeah.
And so Caleb will say hey, whyare we here?
Why are we here, nate, theCamera Guy?
Caleb Agee (13:25):
We're here to create a world where entrepreneurs can
confidently grow their businesswithout wasting money on
advertising.
Brandon Welch (13:30):
That's not on the sheet.
He did not rehearse that.
Anybody in our team could saythat we threw it at him.
Probably even John the interncould say it after being here
today.
Everybody say hi to John theintern, but we are making an
intentional statement of whywe're here and it's like, okay,
why did you, after all thesepersonal awesome things you're
doing in your life, why did youchoose to give us 40% of your
(13:52):
waking time?
Right?
Caleb Agee (13:54):
Yeah, it's really a mental shift because the rest of
the meeting hint is going to beabout that shared purpose.
We have Everything after thispoint this is the pivot point in
the whole morning meeting thatwe have Everything after this
point this is the pivot point inthe whole morning meeting that
we have and we're sayingeverything after this point.
Yes, we are individuals doingour own things, and we've talked
about that.
(14:15):
Now we are a unit, we are a teamwe are an organization that is
bent on that mission, andeverything we say after this is
filtered through that.
Brandon Welch (14:25):
Yes, I will say, for us that starts literally at
our recruiting process.
The people hear that from thefirst time they talk to us,
maybe even the first time goingto our website, but they
literally have seen that as athroughput.
Whether they've been here fivedays or five years, that is, at
the very very least, a weeklyreminder.
And so I will say this peoplewho don't believe in that have
(14:51):
already been filtered out.
People who don't get excitedabout growing family-owned
companies are automaticallyfiltered out.
It's not that we don't love them, it's just that they don't
belong here.
So that conviction, thatreinforcement, and then very
quickly transitioned in.
After we say that out loud, wego into okay, we'll say how did
we do that last week?
Before he tells you about howwe do that, I would like to
(15:14):
highlight that, according to aLinkedIn workplace report,
employees who believe in theircompany's mission are 72% more
engaged.
Caleb Agee (15:22):
That's a lot.
Brandon Welch (15:23):
That's almost double the engagement.
Imagine walking into a businessthat got twice as much done
just because you had a missionworth believing in and that you
celebrated it and youdemonstrated it.
Yeah.
So step number three isliterally align and just state
your purpose.
Caleb Agee (15:40):
Why are we here?
It's literally that's theshortest part of any of these
points.
It is why are we here?
They say it and then we move on.
If you don't have a concise andclear purpose, you've got some
work to do?
Brandon Welch (15:53):
Get yourself a copy of the Maven Marketer.
Caleb Agee (15:54):
Yeah.
Brandon Welch (15:55):
And read chapters 18, 19, and 20.
Caleb Agee (15:56):
Yeah, Vision, values and vows.
That is our vision statement.
Brandon Welch (16:01):
Yeah.
Caleb Agee (16:01):
To create a world where entrepreneurs can
confidently.
Entrepreneurs can constantlygrow their business without
wasting money on advertising.
Brandon Welch (16:04):
So you're at danger, if you just say this
stuff out loud, of it becomingthis fluffy thing that nobody
actually leaves in.
So you want to do this nextvery important step, which is
celebrate the ways you did thatlast week.
Caleb Agee (16:17):
Step number four is celebrate team wins Team wins,
and so I send an email everysingle Friday Early on.
We were celebrating team wins.
But what everybody would do isthey kind of pull up their
calendar on Monday morning andbe like, uh, what even happened
last week?
Cause sleep erases it.
Um, it's hard to remember whathappens by Monday morning.
You don't remember what Fridaywas like.
(16:37):
You certainly don't rememberwhat the last Monday was like.
So we, on Friday morning, Isent out an email.
It's also just a good time toconnect with the team, try to
encourage them or give them somesort of house updates, things
that are going on.
It's always fun.
But at the end of it I statesome wins and say, what'd you
see?
And everybody replies, and sowe get a little dose of, uh,
gratitude and winning on Friday,yep.
(16:59):
And then we're we screenshoteach one of those and put them
in the.
It takes four minutes, yep.
We put all each one of those inthe slide deck and have them
click through on Monday.
Brandon Welch (17:09):
Yep, you're going to get, um, yeah, you're going
to get really cool stuff.
Like by the time Monday rollsaround, you're like, oh, wow, we
did do that last week and, andeven on a tough week, you're
going to go.
Wow, it's you.
You find your team celebratingeach other.
You find you find your teamcelebrating each other.
You find, uh, you, as a leader,um, and all the things you have
to process, you find thatnaturally celebrating your team.
(17:31):
It's the coolest thing.
It's really cool and so and it'snot this big Kumbaya thing.
These are like real things,like hey, for and for us it'd be
like, oh, so-and-so's adcampaign was record revenue.
I'm going to tell you if you'rea client of Frank and Maven,
what's very, very often on thesewins is the stuff that we got
to see you guys do.
Caleb Agee (17:49):
Yeah, we get just silly excited about that.
I did this.
It's my client's winning andthey get to see the result of
their work, which is really cool.
Brandon Welch (17:56):
So you get more of what you reward.
You get more of what you reward.
And so what are you rewarding?
What are you celebrating?
If you're celebrating bad stuff, or if you're paying attention
to always bad stuff, you'regoing to get more of the bad
stuff, right?
Yeah.
And it's not that there's a time.
There's not that there's not atime to correct and clarify and
(18:16):
realign with you know betteractivities, but the research is
that one it takes 13 goodinteractions to overcome a bad
interaction in terms of morale,engagement, buy-in, confidence,
and so not trying to be a bunchof you know, everybody gets a
participation trophy type thinghere, but if you go looking for
(18:39):
wins, you will find them, evenin tough seasons.
Caleb Agee (18:40):
There is good, and that's the thing is.
Everybody needs to beencouraged.
You need to be encouraged bythis, and so it's good for you
to see I'm talking to you,leader, owner, whoever you are.
You need to be encouraged, andit's good for you to see from
the front lines what's going on.
What's good, because gratitudechanges the chemistry of your
brain.
You acknowledge what is goodand you don't get stuck in that
(19:04):
pit of despair.
Which knowledge what is goodand you don't get stuck in that
pit of despair.
Which?
Uh, sounds like princess bridethe pit of despair.
Brandon Welch (19:11):
Yeah, uh, that's a.
Caleb Agee (19:11):
That's a good quote yeah, you, you watch a lot of
movies.
So, um, the other thing we doin this, in this section, uh,
when we're celebrating team winsright after we go through
everybody's you know email that,by the way we make everybody
say their own wins.
Right this is a good time foryour team to speak out loud.
Brandon Welch (19:30):
Have a speaking party To practice.
Caleb Agee (19:33):
I think there are some offices where there are
people who don't talk that oftenyou are giving them a chance to
speak and that actually isreally powerful for your whole
team.
Yeah, but right after that, wehave this ugly.
I don't have it in the roomwith me.
We have this ugly little mossball for us.
That was a piece of decor thatwe found on the coffee table.
Brandon Welch (19:55):
Go get it.
Nate the camera guy.
Caleb Agee (19:57):
Nate's going to run and grab it.
I think Nate has it right now.
Brandon Welch (20:00):
Yeah, he does Actually he.
Caleb Agee (20:10):
So it's just sitting right on his desk like a trophy
.
He's got it propped up, youknow.
So we take this thing and weacknowledge Nate has it right
now and on Monday what he'sgoing to do is he's going to I'm
going to message him because Iset up our Monday meeting Be
like, hey, you've got the RockHutu this week, and then he's
going to say Brandon, and thenyeah, that's what he's going to
say.
Brandon Welch (20:23):
If he wants to keep his job, he's going to say
it.
Caleb Agee (20:25):
Yeah, and then I'll put Brandon's name in the slide.
It's got confetti shooting out.
It's really wonderful.
We usually take a moment whereMakes a girl feel good.
Yeah, throw it at us.
There you go, brandon's got it.
Brandon Welch (20:37):
This is the Solid Rock Award.
Caleb Agee (20:39):
Make sure I stop talking, so it cuts over to you
for a moment.
Brandon Welch (20:42):
Oh yeah, solid rock award yes.
Caleb Agee (20:44):
So we pass that around it.
Um, nate owns it right now, andthen he'll he'll make an
announcement and say last week Ireally saw Brandon showing up.
He was helping people withstuff and he was recording good
podcasts and he was growingbusinesses.
So this week I'm giving thesolid rock to Brandon and he
throws it to him and everybodyclaps and it's a great moment.
(21:07):
And then we move on.
Brandon Welch (21:09):
Yes, yeah, so it's team wins objectively, and
then one person passes it on toanother person.
Um, it's good stuff, guys.
It's good Like.
So imagine, imagine you, you dothis every week.
Okay, that's a 52, 52 meetingsa week.
That is 5% of your company'stime.
(21:30):
If you just do it for an hour,5% of your company's time has
now gone from haphazard toundeniably positive.
That would probably 3 or 4x theamount of joy you have in your
business right now.
Yeah, just by deciding to do itwith a safety net, without fail
.
Caleb Agee (21:48):
Some of you, your team members, would be very
surprised if you opened it withthis much positivity.
Brandon Welch (21:54):
Yeah, because what's going on?
Caleb Agee (21:55):
here.
Yeah, because, if I can befrank with you, your meetings
start off with a bunch of fingerwagging and do this, don't do
that.
Finger wagging and do this,don't do that.
And your team is trained that ateam meeting is really just
like a beat down session of whatI'm doing or not doing right,
or it's unproductive becausepart of it's not about them.
(22:16):
And it's just like we need to dothis.
You're kind of force feeding alot of things when you engage
your team this is actually trueof any part of your business
when you engage your team andyou make them a part of it, they
have ownership and they willown.
They own this meeting as a partof we, we guide it, we
facilitate it, but they own thismeeting because they talk.
They have talked two or threetimes by now.
(22:37):
Yeah.
And they're undeniably a part ofit.
It's not just some figureheadat the front of the, at the
front of the room, saying abunch of words at them.
Yeah, it is something they areinvolved in actively.
Brandon Welch (22:50):
Yep, keep it going.
Companies that regularlycelebrate wins experience 31%
lower turnover and 14% higherproductivity.
Amazing, that's from the TannerInstitute.
Okay, step number five learnsomething new.
This is probably more standard.
I think more companies probablydo this.
(23:10):
We do it in 10, 15-minutesegments and it's just something
that would improve your craftor possibly even your life
skills.
I would say ours is probablynine out of 10 times is probably
something about copywriting ormedia buying or ad strategy or
client Um, just like client carerelationship, yeah, and, and
(23:33):
maybe intelligence could be.
Caleb Agee (23:35):
Uh, sometimes it's like a new process.
So we're training on a new toolor a new thing, that that
everybody needs to learn.
Um, and we actually don't spareanybody from what we learn.
So Nate the camera guy does notwrite very much ad copy, but he
writes ads.
When we do ad lessons in theMonday meeting, Everybody gets
to learn.
It's a little bit ofcross-training and it's just fun
(23:56):
.
Brandon Welch (23:57):
Yep better working together.
And then Matthew Kelly I lovethis.
We kind of modeled a lot of ourfirst part of the meeting,
especially with 100-day goalsand things like that.
We modeled that after thisprogram called the Dream Manager
you should just look it up.
But that comes from a bookcalled the Rhythm of Life and
Matthew Kelly said in that bookhow can you expect someone to be
(24:18):
strategic for your company ifthey don't know how to be
strategic in their own life?
Read that one more time how canyou expect somebody to be
strategic for your company ifthey can't even be strategic
about their own life?
And it's not that we're a bunchof dum-dums that need a boss to
tell us what to do.
I have to say that about me,like if I'm not strategic about
(24:40):
my life.
I can't lead this company rightBecause I've got.
That would leave me withoutgrowth in all the other areas
the health area, therelationship area, the
friendships area and so we areactively challenging each other,
supporting each other,encouraging each other in those
areas and it's just like whenthose buckets are full, then
suddenly the energy that peopleshow up at the door, with myself
(25:01):
and Caleb included, I promiseyou we're the biggest that
people show up at the door withmyself and Caleb included.
I promise you we're the biggestbenefactors of that we have so
much more to pour into our work,and isn't that what we all want
?
We want to have more energy todo better work so that we feel
good about it.
We know we're doing good wherewe have lives of impact which
empower us on Caleb's wonderfulcircle of-.
Caleb Agee (25:20):
Extremism, Well, not a circle of extremism but you
have a word for it.
Brandon Welch (25:24):
But it's, you know, if you live, I'm going to
quote Caleb Agyen on my butcherand he's going to correct it.
Caleb Agee (25:29):
I don't know where he's going with this.
Brandon Welch (25:30):
If you are present at work, then you can
afford to be more present athome.
If you're present at home, youcan afford to be more present at
work.
Caleb Agee (25:37):
Yeah, I just call that the 100% rule several,
that's a lot of marketing rightthere but, wherever you are be
there, 100%.
Brandon Welch (25:44):
And so, yeah, so, but we're encouraging at work
like hey, nate, how much waterare you drinking?
Like um, and then how you knowwhat are the?
What are the markers of yourcareer success?
And so when we're, when we'retraining in that and we're
celebrating that, uh, wonderfulthings happen.
Caleb Agee (26:02):
Speaking of success, step number six is Visualize
success.
What we do is, yes, we aregoing to talk about where the
company is For us.
We'll put up our monthlyfinancial numbers how much our
billing and receivables looklike, and we're talking about
our financial statement for themonth and the quarter and the
year on the regular, so that theteam is aware of how we're
(26:24):
doing.
How else are they going to?
This is a reality of business.
We always say money isn't themission, it's just a measure of
the mission.
But the reality is, without thatmoney, without profitability,
without cashflow, we don't havejobs, and so we have to come
down to that reality and say,yes, we are serving.
(26:47):
Um, if you're worried about allthe fluff we had at the
beginning, there's still areality of business here.
Um, we're not ignoring and uh,so, um, that shows that we also
talk about big rocks.
Uh, we have, we have companygoals for the quarter or for the
year we actually were justtalking about.
We've crossed off a couple ofbig rocks.
(27:09):
We hired a Sydney around hereand we launched the Mastermind
we sure did which was one of ourbig rocks for the year.
Do you know what time it is?
Brandon Welch (27:21):
What time is it?
It's time to talk about theMastermind.
Bring it on, hey.
If you are a business that isstruggling with marketing, or
maybe you have really goodresults in marketing, or maybe
they were really good andthey're getting less really good
, and you would like access to ateam who spends millions and
millions of dollars testing allthe things, and you would just
like to run your ideas pastsomebody, we have created the
(27:43):
Maven Marketing Mastermind foryou.
It's where you get to join ustwice a month along with a
handful of other business peersin service and retail industries
and just bounce your marketingideas off of it Like, hey, I'm
having this sales problem.
Or hey, how could you make thisbetter?
Or what do you think about mylanding page?
Or should I invest in this?
Or I got this proposal for XYZmarketing plan?
(28:06):
Or love that we were talkingabout email marketing last week.
How do I engage my pastcustomers?
Any of that stuff?
we've created the MavenMarketing Mastermind for you
it's basically like your ownself-guided podcast where you
get to access.
On the other side of thesewalls we have a whole team of
marketers, growing companies allacross the country and they're
(28:27):
doing a wonderful job of it.
And it's not cheap to hire thatteam.
It's not cheap to work withreally any agency of a high
caliber, but for a very, very,very, very low price.
And right now there's stillentry-level membership pricing
that you can lock in for life100 bucks a month and you get
(28:48):
access to world-class team thatyou know.
We have a book's worth of stuff, of results we've pushed yeah,
uh, made happen, should say yeah, this um.
Caleb Agee (28:58):
the next call, if you want to sneak in, is this
Wednesday at one o'clock, isthat right?
One o'clock.
Yep, I believe that's thecorrect time.
Yes, I need to get this Central.
This is new central time.
Brandon Welch (29:11):
Yes, so you need to email.
If you want to be a part ofthat, you can either go to
mavenmethodtrainingcom and signup for yourself, or, if you want
more information, you want tohave a quick call about it.
Mavenmondayatfrankenmavencom.
Email us about that.
Yeah, so hey, that's going tobe you visualizing your success.
Last thing about the successpart of our business is so after
(29:36):
we review Big Rocks, we look atour week ahead.
Mm-hmm.
Every company's got a season ora week.
That's just going to be bonkersand this is our chance to go
okay, hey, that's going to be areally tough day.
How are we going to plan forthat?
Yeah, does somebody need tocome in a little early?
Do we need to bring our lunch?
Do we need to order lunch in?
Yeah, hey, everybody, you mightget your rest that evening,
like just looking at where ourebbs and flows are going.
(29:58):
And then also it's a chance forteam members to say, hey, I
need some help here.
Who can take this for me?
Yeah.
And then, by the time we've gotthrough our rituals, we've
celebrated personal wins.
We've translated that intocompany purpose.
Then we've clarified how wewere winning.
(30:18):
Last week, we review how we'rewinning for the year, the
quarter and really just on thefinancial spectrum, We've
learned something new together.
Then it's time to end with ourbattle cry, and that is step
seven.
We have six company core values.
Every company should have ahandful that everybody knows,
(30:39):
and they're simple.
Name one of them Nate thecamera guy.
Just to keep me honest, webelieve in filling one glass at
a time.
We believe marketers who can'tteach you why are just a fancy
lie.
You heard that one here.
Caleb Agee (30:50):
We believe in saying what needs to be said, even if
you don't want to hear it.
Brandon Welch (30:53):
We believe if we aren't growing you, we're using
you.
Caleb Agee (30:57):
We believe the best friendships are forged around
fires and food.
Brandon Welch (31:00):
Yeah, so there's six of them.
Caleb Agee (31:02):
And what'll happen?
We missed one.
We believe Ads don't bring.
Brandon Welch (31:05):
If ads don't bring smiles, fists or tears,
they fall on deaf ears.
Caleb Agee (31:07):
We did them a little out of order.
Brandon Welch (31:08):
So we yeah, we did them out of order, but we do
them in order.
Caleb will say what do webelieve?
And he'll pick somebody.
Could be Audrey, could be.
Caleb Agee (31:16):
Kyle, after they say it, because it's a like a fun
little game we play.
Can we do it without looking atthe screen?
Yep.
Brandon Welch (31:26):
Yep, you don't have to start that way, and then
it just goes around the roomand whatever six people were in
that line of people, um, saidthem out loud, and then we end
with kind of a team break andthe call is hey, guess what,
guess what?
It's going to be a great week,yeah, okay, so one last time.
We're going to recap all of thefacets of holding productive
(31:49):
team meetings that are going toimprove your culture and make
everything better.
Number one is have strongrituals those drive your culture
.
Those drive all of the thingsthat people can actually sink
their teeth into and believe.
Number two start with personalwins.
Number three unite around yourshared purpose.
Number four transition intoteam wins and celebrate all of
the things that you've donetogether.
(32:10):
Number five learn something newtogether.
Number six visualize success,review your financials and talk
about the big rocks and the bigthings that you're tackling more
quarterly and annually.
And then number seven is endwith your battle cry.
Let your people hear thosethings said out loud.
You can see our company corevalues in the template that we
(32:30):
put here for you guys to be ableto download, and it's just a
way to end on the same energyevery time.
It doesn't matter if it'sraining outside, it doesn't
matter if it's a season ofstress, a season of ease or
whatever.
It is consistent.
And so, just like when you lookback and you think about those
people who were strong characterbecause they did the same
(32:51):
things over and over, not unlikethe 1% rule, that's the thing
we do, no matter what.
That's the thing that definesour company character.
So I believe that your companyhas important work to do.
I believe that you have thingsthat have become mundane that
(33:14):
deserve to be celebrated.
I believe that when youcelebrate them, you will get
more of the good things that youwant, and that is why we are
here.
That is why we do this podcastevery week.
That's why we created themastermind.
We are unreasonably excitedabout helping owner operated
companies get more, do more,have more and then eventually
(33:35):
give more to the communities andplaces that you serve.
That is why we're here everyMonday.
That's why we'll be back hereevery Monday answering your real
life marketing questions,because value number two is
marketers who can't teach youwhy are just a fancy lie.
We'll see you next week.
Have a great week.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com