Category Archives: Podcast

Auto Added by WPeMatico

Low Budget, Big Impact: Crafting Video Ads with Humor

Low Budget, Big Impact: Crafting Video Ads with Humor written by Jarret Redding read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Emily McGregor

In this episode of the Duct Tape Marketing Podcast, I interviewed Emily McGregor, founder of Penguin Cat Creative, a copywriting agency specializing in high-converting marketing funnels and campaigns. With over 20 years of experience in video marketing, comedic content, and creative advertising, Emily has helped bestselling authors, top influencers, and e-commerce brands craft compelling, humor-driven video ads that engage audiences and drive sales.

During our conversation, Emily shared powerful insights on how businesses—regardless of budget—can leverage humor in marketing to enhance customer engagement, build a strong brand voice, and create video ads that resonate. By tapping into emotional marketing, storytelling in marketing, and advertising psychology, brands can stand out in a crowded digital landscape.

Emily McGregor’s expertise in comedic advertising and creative video ads proves that humor, when done right, can be a game-changer in digital marketing strategies. Whether you’re working with a tight budget or looking to refresh your brand voice, leveraging humor can lead to more customer connection, higher social media engagement, and increased sales conversion.

Key Takeaways:

  • Comedy is a powerful marketing tool – Humor in marketing creates instant emotional connections, increasing customer trust and engagement. It helps brands stand out while making complex topics more relatable.
  • Know your audience deeply – Effective comedy in branding requires understanding your audience’s pain points, language, and humor style to craft content that truly resonates.
  • Lean into constraints for creativity – Limited budgets shouldn’t be seen as obstacles; instead, they can inspire innovative, high-converting marketing strategies. Simple locations, clever concepts, and strong storytelling in marketing can outperform high-budget productions.
  • Authenticity matters in video ads – Today’s consumers are drawn to real, engaging content. A well-crafted, humorous video marketing campaign builds customer connection and drives social media engagement.
  • Storytelling drives success – The best video marketing isn’t just about jokes; it’s about weaving humor into compelling narratives that highlight brand voice and reinforce marketing funnels.
  • Test, refine, and optimize – Creating impactful comedic content involves iteration. Even professional comedians tweak their jokes based on audience response—businesses should do the same with their marketing campaigns.

Chapters:

[00:09] Introducing Emily McGregor
[01:12] What is Comedic Content?
[02:32] Comedy Great for Customer Connections
[03:44] Is There a Formula to Funny?
[04:27] Comedy Communicates You Understand
[05:47] How Low Budget Ads Can Compete
[08:49] Developing a Brand Voice with Humor
[09:57] Which Industries Can Use Comedy?
[10:59] The Comedy Writing Process
[13:49] When Jokes Fall Flat
[14:25] Understanding Your Ideal Client
[15:47] What is the Place of Video in Marketing Channels?

More About Emily McGregor: 

  • Check out Emily McGregor’s Website
  • Connect with Emily McGregor on LinkedIn

John Jantsch (00:01.19)

Hello and welcome to another episode of the duct tape marketing podcast. This is John Jantsch. My guest today is Emily McGregor. She’s a seasoned creative with over 20 years experience in video sketch comedy, marketing and leading dynamic teams as the founder of Penguin Cat Creative. Her copywriting agency, she has crafted hundreds of high converting marketing funnels and campaigns. Her work has helped bestselling authors, top influencers, e-commerce giants.

and industry leading coaches achieve remarkable success selling out events, tripling membership signups and exceeding launch goals. So Emily, welcome to the show.

Emily McGregor (00:38.99)

Thank you so much for having me. it. Well, Penguin Cat, technically it’s right behind me there. It is a penguin and a cat, and it’s an adorable logo. It’s basically a penguin with cat ears and whiskers for people not watching on video. Yes, it is. is.

John Jantsch (00:41.104)

So first I need a visual. What is a penguin cat?

John Jantsch (00:54.776)

Okay, awesome. And very memorable, right? Which is half the battle, right? So I said before we got started, you pitched me kind of three ideas for the show and I’m gonna mash them together because I like them all. So we are gonna talk about video, but you have a background in comedy and specific, I don’t know, is this a term? Comedic content?

Emily McGregor (01:08.718)

Great.

Emily McGregor (01:20.046)

Sure, yeah, yeah. I think it’s a term. Yeah. Yeah.

John Jantsch (01:21.634)

So let’s define that. What is comedic content? I know that sounds like a silly question, but I think we ought to sort of have your take on it.

Emily McGregor (01:30.902)

Yeah, so just to be clear, I’m a behind the scenes writer of comedy, so I’m not going to do standup on this podcast. I haven’t actually, no, I’m like very not. like, I’ve directed a lot of comedy. I have a lot of patients for comics. think it makes me a better director, but yeah. So yeah, don’t, don’t ask me to do my type five today, but yeah, in terms of what is, what is comedic content? I think it can mean a lot of things. think.

John Jantsch (01:36.745)

you’ve done some improv. You’ve done some improv. I know you have.

Emily McGregor (02:01.708)

Especially when it comes to marketing and things, think there’s a tendency to be like, comedy is just jokes and it’s just like punch lines and, you know, set up punch lines, set up punch line, things like that. And especially with marketing, think it’s important to think about it as more like humor as a whole and humor more as an ecosystem, as a tone, as a voice, as more of like a mindset behind your content rather than just telling a bunch of quippy little jokes, because that can get very repetitive very quickly and actually hurt your brand. Yeah.

John Jantsch (02:27.26)

Yeah, yeah, yeah, yeah.

So from a like connection, people connection standpoint, and obviously potential customer connection standpoint, you know, why do think comedy is such a great tool for that?

Emily McGregor (02:35.534)

Mm-hmm.

Emily McGregor (02:44.076)

Yeah, think it’s, I think there’s a lot of reasons. I have like a million reasons. I’ll try and cut it down. I think a big one is it’s sort of like the ultimate no like trust, like shortcut, I think. Because if you can talk about somebody’s like pain or what they’re struggling with in a funny way, you’re really showing them and not just telling them that you deeply understand that problem to the point where you can make a joke about it. And you can talk about it in way that doesn’t make them feel shame or make them feel bad about it. It’s like bringing lightness.

to the problem, which makes them feel good, while still highlighting that you’re the solution to it. So I think it’s a beautiful way and a really powerful way to kind of shortcut a lot of marketing pitfalls in terms of talking to your audience.

John Jantsch (03:27.398)

There’s probably some brain, there’s probably some brain chemistry in there too, right? know if I, if I want to pick me up, I just go watch Nate Margottsi for about five minutes, you know, and, and I feel better, right? So there’s probably some science to it there, right?

Emily McGregor (03:31.244)

Yeah. Right. Yeah, right. Yeah, it’s like literally disrupts the cortisol in your body and gives you a dopamine hit. Like, yeah, there’s like pure neuroscience behind it too,

John Jantsch (03:42.576)

Yeah, yeah, yeah.

So if somebody’s sitting there thinking, okay, yeah, I’ve got to be funny in some of my stuff, you know, like, is there a framework? Is there a formula? mean, being funny is not easy.

Emily McGregor (03:56.814)

No, it’s not. It’s not easy. It’s sometimes harder. yeah, mean, a framework, yes, I think it really starts with like knowing your audience to such an extreme level. know, that’s true in any kind of marketing. need to know your audience so deeply. With comedy, you need to take it one step further or a million steps further in terms of really understanding

where they’re coming from on a very specific and niche basis and having the confidence and ability to go there and make content that will relate to them in a comedic way.

John Jantsch (04:39.408)

Yeah, I always tell people, know, in creating core messages, you know, we want to communicate like, what’s the problem that you promised to solve? Don’t tell me what you do. You know, what’s the promise? And I think it’s the ultimate way to say, you get me. And I’m sure comedy, if you make a joke about something that’s very common in the industry or very common with your prospect, I mean, that’s a great way to say, you get me, right? Yeah.

Emily McGregor (04:47.618)

Yeah. Right.

Emily McGregor (05:01.164)

You get me? Yeah, it’s the ultimate shortcut, I think. One thing that I, half jokingly, but I do honestly think this would be a good idea is to play Cards Against Humanity, but like with your imaginary client that you’re selling to. And like, I don’t know if you know that game. Yeah, yeah, yeah. But if you play that, if you could guess what they would pick as the funniest thing. Like think that’d be a good way to try and like really.

John Jantsch (05:17.005)

I do, yeah, yeah, yeah.

John Jantsch (05:23.142)

Yeah. Yeah.

Emily McGregor (05:27.148)

get in their heads in like a fun light comedic way. Just, you know, maybe ask HR first, but.

John Jantsch (05:31.548)

There is a game that game that my daughter’s brought for Christmas this year. And I think it was called something like most likely to. And so the idea was most likely to be a serial killer, you know, whatever. mean, that and you played with a group and you kind of the same thing. You’re like, yeah, this is totally you. And it it it did does do a lot of, you know.

Emily McGregor (05:41.777)

yeah.

Emily McGregor (05:45.802)

Mmm. Yeah.

Emily McGregor (05:53.293)

Yeah.

John Jantsch (05:59.014)

Picking on the sun and laws was the easy part, of course, you but it does do a lot of, think, connecting. Do you have an example, I hate to put you on the spot, maybe you don’t want to name names, of some, like you’ve had low or no budget and you needed to create an ad and it needed to like, you know, compete against people that had lots of budget.

Emily McGregor (06:00.675)

Ha

Right, yeah.

Mm.

Emily McGregor (06:14.958)

Yeah.

Emily McGregor (06:22.816)

Yeah, I mean, so the thing that I start with that is, besides the concept, like the concept matters so much more than like your lighting package or…

necessarily location and things like that eat up a production budget very quickly, you know, coming up with a concept that does relate to the audience. And in coming up with that concept, if you have no budget, lean into that is the first thing I say, like don’t fight your budget. Don’t try and like, let’s do something. I really have this like billion idea and it involves a bear. Like, well don’t.

John Jantsch (06:37.936)

Right.

John Jantsch (06:50.619)

Yeah.

Emily McGregor (06:57.592)

Don’t do that idea. Unless it might be funny with like a teddy bear or something. If you can like lean again, like lean into that being the joke, then that could work. But don’t try and like fight your budget in terms of the concepts. Like think of things that you have access to for free. You know, does your friend own a boat? Awesome, go film on that boat. It’ll add a ton of production value instantly and think of a funny concept that can work in that context, yeah.

John Jantsch (07:01.405)

Yeah, yeah.

Yeah.

John Jantsch (07:21.68)

Do you have a specific example of one that you’ve done? Like somebody came to you and what you and, know, with little idea of what they wanted, little budget and what you came up with, you know, provided results that you think, hey, that was, that punched way above its weight.

Emily McGregor (07:37.07)

Yeah, we recently did one for a company. I won’t name the company. don’t know if I have their permission or not, it was a software company, basically. And they came to us like, hey, we have like $5,000 to make a few commercials. And I’m like, awesome, you’re not getting any lighting. You’re getting my friends who are competing actors and like will come up with a concept.

And it’s great, we were in California, so we filmed on the beach, we faked a campfire camping scene in my backyard with a flickering light bulb that I was controlling with my iPhone. And the ads did exceedingly well. They doubled their sales this year. And I can’t take full credit for that, but I partially credit for running those video ads. And the responses that we got were…

were amazing in terms of in the comments and everything. And nobody was like, oh, this was made for $5. People just thought that they were an enjoyable, fun concept.

John Jantsch (08:34.128)

Yeah, it’s funny, but I’m sure you wish you had $50,000. But do you think sometimes the constraint is actually a benefit?

Emily McGregor (08:46.168)

totally. Yeah, I mean, it depends. Yeah, I mean, you always, never have enough money to get, you never have enough money or time. Like that’s true in construction, it’s true in film production. But yeah, like I think a lot of creativity can come with like, okay, here’s your very limited sandbox. Like what can you create in that? And I sort of like that process and like that exercise. I think it can push you to like,

John Jantsch (08:52.582)

Right.

Emily McGregor (09:13.268)

milk the resources you have and that can foster more creativity and fun actually.

John Jantsch (09:19.004)

It’s just one more key grip can eat up a lot of budget, So do people come to you for one-off projects quite often or how often do you actually help them develop a brand voice that might involve humor because it’s appropriate?

Emily McGregor (09:22.786)

Totally, yeah.

Emily McGregor (09:38.198)

Yeah, we have a mix of both. In the copywriting side of my business, we tend to have lifelong kind of clients. We make friends with all our clients and they come back repeatedly. And we have from the ground up created voices, especially for a lot of our clients there. They tend to be coaches and consultants and solo peoniers where capturing the voice and the energy of that person is so important.

And so many of our clients, are innately funny, vivacious, fun, playful people, and their previous marketing has been bland and boring and just not sparkly like their personalities. And so a lot of our work is really trying to capture and highlight what is there and what makes them exciting and fun and amazing to work with and putting that with a marketing messaging and strategy behind it. Yeah, and a lot of that just comes from

Honestly, just talking to them, just getting a sense of their personality and turning that into words that I can sell.

John Jantsch (10:38.364)

So a lot of industries, I think, makes total sense for comedy to be a part of it. People expect that, for example. But there some industries not so much. Federal homes, accountants. However, could an industry like that use comedy as a real differentiator because it’s not expected?

Emily McGregor (10:45.646)

Sure, yeah, right. Right.

Emily McGregor (11:02.368)

Yeah, I mean, of course, I look at, look at insurance companies. not, not a fun topic. Yeah. Right. But like they all do. Yeah. Yeah. And they all do comedic ads, right? Yeah. so, and we, we’ve done, we did a set of, comedy commercials for a, coach for women lawyers should sound super dry, but we had a great time coming up with really relatable fun.

John Jantsch (11:06.436)

Well, that’s all they do. You don’t even know what they sell, but boy, that shot of Patrick Mahomes was funny.

John Jantsch (11:29.178)

Yeah, right.

Emily McGregor (11:32.654)

ads that related to their issues and made them playful and fun. Where in her industry, like most of the things targeted into them is like hot supermodels in front of an airplane selling lawyer coaching.

John Jantsch (11:42.97)

Right. Yeah. Right. So, you know, we’ve all seen skits where people are trying to do, here’s the writer room, right? They sit around the table and throw out jokes. No, that’s terrible. No. Okay. That’s a good one. I mean, is your process anything like that?

Emily McGregor (12:02.19)

I mean, yeah, it’s pretty similar. Honestly, to get to a joke, you have to throw out 100 bad or mediocre ones. There’s no real good shortcut. mean, sometimes you land on something pretty quickly, but there’s no real shortcut to comedy. think there is a misconception. You see an hour-long stand-up routine, and you just think they make it sound like they’re just coming up with it off the cuff, and you…

John Jantsch (12:08.781)

Yeah.

Emily McGregor (12:27.574)

Forget that they’ve done that literally hundreds, maybe thousands of times before that hour long special, really perfecting and crafting the joke. Yeah, exactly.

John Jantsch (12:34.362)

Well, in every little bit, you know, came from somewhere else, right? I mean, it was eventually stitched together after, you know, bunches of it bombed, right?

Emily McGregor (12:42.188)

Right, yeah, exactly. There’s a lot of like silent comedy nights to make that really good special, yeah.

John Jantsch (12:49.372)

So, and you won’t have an answer for this, this is just an observation I’ve had. I do a lot of public speaking and I’m always perplexed by the idea that some joke that I’ve used over and over again kills it all the time. And then one audience just doesn’t get it. And I’m like, I did that in exactly the same way, same words, same body language. so is that just…

Emily McGregor (12:51.31)

Sure.

Emily McGregor (13:03.086)

Mm.

Why this time? Yeah. Great.

John Jantsch (13:15.388)

Again, don’t expect you to really have an answer to that, but why does that happen?

Emily McGregor (13:16.878)

Right? Yeah, I don’t know. mean, that’s the one unpredictable thing with with comedy is like context matters so much, you know? But yeah, so who knows what was going on before your speech? They have zero control over. Yeah.

John Jantsch (13:30.99)

Yeah, was a different audience. So do you feel, I was joking before we even got started and I said, I expect you to be funny for the show today. Do you feel some extra pressure? Because I mean, that is like, if I’m hiring somebody to create comedic content, they’re gonna make me laugh, right? I mean, do you feel some pressure from that?

Emily McGregor (13:43.436)

Yeah.

Emily McGregor (13:58.006)

I mean, I think, you know, I know I’m always confident in our ability to make it come out in the work and I don’t think anyone’s hiring me to be a stand-up comedian. yeah, I don’t, don’t, it doesn’t, that doesn’t bother me too much.

John Jantsch (14:07.76)

Okay.

John Jantsch (14:12.154)

Yeah. Have you had, we’ve talked about your win. have you had some things where, where stuff just seemed like it was going to be awesome and it bombed?

Emily McGregor (14:17.528)

Yeah.

Emily McGregor (14:24.074)

I mean, we’ve had that on set where like a joke or like an idea that I had is like, it’s not really like landing. You have to rewrite it in the moment because it sounded funnier on paper or the way, or even seeing new opportunities, like the way the actor was presenting it. Like, that’s totally different than what I saw. And that’s funnier, but it means we need to change X, Y, and Z to make it work. so yeah, totally.

John Jantsch (14:26.789)

Yeah, yeah, yeah.

John Jantsch (14:32.943)

Yeah.

John Jantsch (14:46.342)

Yeah.

Emily McGregor (14:49.762)

Definitely happens on set. The old adage is true. Anything in film gets written three times. It’s written in the script, it’s written on set, and that’s rewritten in the editing bay as well. So that’s for sure. Yeah, they’ll do stuff. Sometimes we’ve had the problem where an actor came on set and they just really weren’t giving what I wanted. And then you do have to kind of make the performance happen in the editing room, which is…

John Jantsch (15:00.092)

And I imagine some actors take liberty with the script too, right?

Emily McGregor (15:19.244)

Not ideal, but it does happen.

John Jantsch (15:21.35)

Then you have Robin Williams where you’re like, I have no idea what he’s going to say, but it’s going to be funny, So how much time, and I’m sure every project is different, every budget is different, but it’s probably seems to me like it’d be very hard for you to do your job well or any marketer to do their job well without understanding the ideal client. So how much, how much effort do you have to put on the front end, on the front end? Because my experience is most clients.

Emily McGregor (15:24.59)

Right, exactly. Dream for those, yeah!

Emily McGregor (15:35.458)

Yeah, sure.

John Jantsch (15:51.536)

can’t tell you who makes an ideal client and why.

Emily McGregor (15:55.15)

Right, right, yeah. Yeah, I mean, that’s like, I would say most of the work kind of comes from doing that understanding and really diving deep into that understanding and asking a lot of those questions and finding, because like the comedy really comes from the specifics of that, like the specifics of what that person is going through. So we do.

John Jantsch (15:58.14)

Okay.

John Jantsch (16:19.132)

Yeah.

Emily McGregor (16:21.696)

a lot of work to make sure that the comedy is also coming from an authentic place, because people can sniff it out really quickly. I gained that skill from back in the day. My original work, working in comedy, creating like geek comedy, like comedy for like the nerd world, which was like a thing in like the early 2010s. Which is like, as much as my appearance tells you otherwise, I’m not actually into a lot of those things, but they will sniff you out.

John Jantsch (16:38.808)

Yeah. Sure, sure.

Emily McGregor (16:50.06)

very quickly if things are not authentic. So learning how to make jokes that were authentic, that reached that audience, and that were new and fresh, that was a skill I actually learned in that world, yeah.

John Jantsch (16:50.128)

Yeah, yeah, yeah.

John Jantsch (16:56.433)

Yeah.

what?

John Jantsch (17:02.876)

So we have had video content probably for 20 years, you know, at the very beginning part. I mean, obviously we’ve had video for much longer, but in terms of people using it in marketing on their websites and things. How would you say it’s evolved? it having like, is it become more important? Is it, people, it’s just gotten easier to do, so more people are doing it. Where, how would you kind of talk about the state of video and its place in the marketing channels, if you will?

Emily McGregor (17:31.894)

Yeah, I mean, think, you know, kind of two minds of it. In some ways, it hasn’t changed in the fact that…

it’s so powerful and so important and it has just become more important. Reels are so much more important on Instagram than a static post. You’re not gonna get very far with just static posts. You need to be on there. People more and more wanna buy from individuals, from people with a story, from people with a perspective rather than just a cool, shiny thing. Competition is more competitive and the more…

John Jantsch (17:41.305)

Right.

Emily McGregor (18:05.176)

personality and memorability that you can bring to it. And I think video is a great way of doing that. Especially if it’s like, if it is selling a person or coaching or something like that, that person does just need to be visible on video. There’s kind of no way around it anymore, I would say. Yeah.

John Jantsch (18:23.066)

Yeah, you know, I think when it first started, was such a trust builder, right? It’s like I can connect with Emily and she seems like a nice person, you know, in video, right? I’m finding more and more people using it much farther down the buyer journey. You know, then it’s, I don’t need to go to the website now. I mean, I might buy something right off of a YouTube called Action. And I think that’s probably one of the more significant changes that we’re experiencing in marketing right now.

Emily McGregor (18:29.922)

Yeah.

Emily McGregor (18:39.502)

Yeah.

Emily McGregor (18:46.83)

Yeah, no, that’s a good point. Definitely. Yeah, we found clients using video instead of just in cold all the way through or even sending individual personalized videos to client perspective clients, things like that using Voxer and then, or not Voxer, Loom and those kind of tools to connect.

John Jantsch (18:59.982)

Right, right.

John Jantsch (19:03.994)

Yeah,

So I’m curious of your thoughts on this. You know, there’s still, I don’t know why YouTube seems to bring out the trolls more than pretty much anybody else and any other platform and commenting. I mean, is that equivalent to in your world? Is that like the head clerk in the audience?

Emily McGregor (19:14.83)

Yeah.

Emily McGregor (19:22.638)

Yeah, I guess it’s pretty similar.

John Jantsch (19:25.116)

So Emily, I appreciate you taking a few moments to stop by the duct tape marketing podcast. Where would you invite people to connect with you and find out more about your funny penguin cat videos?

Emily McGregor (19:36.91)

Yeah, check us out on penguincatcreative.com or scrappyads.io and you can hit us up on Instagram or LinkedIn as well.

John Jantsch (19:48.092)

Again, I appreciate you taking a few moments to stop by and hopefully we’ll run into you one of these days out there on the road.

Emily McGregor (19:53.73)

That sounds great. Thank you so much. Really appreciate it. Have a good time.

 

 

Cold Outreach Strategies That Actually Work in 2025

Cold Outreach Strategies That Actually Work in 2025 written by Jarret Redding read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Matthew McQueen

In this episode of the Duct Tape Marketing Podcast, I interviewed Matthew McQueen, co-founder of Coldlytics, a company that specializes in research-based lead generation for cold outreach. Matthew has helped digital agencies and B2B businesses refine their cold email strategy, improve outbound sales, and increase client acquisition with targeted, high-quality prospecting lists.

During our conversation, Matthew shared actionable insights on how businesses can improve cold outreach by focusing on personalized, value-driven engagement rather than mass-email tactics. He explained why many cold email campaigns fail, how businesses can leverage AI in sales for better email personalization, and why smaller, highly targeted prospect lists lead to higher response rates.

Matthew’s approach to digital prospecting and B2B marketing is a game-changer for businesses looking to improve cold outreach results. By prioritizing high-quality data, personalization, and multi-channel engagement, companies can increase business growth and close more deals efficiently.

Key Takeaways:

  • Quality Over Quantity in Lead Generation – Instead of blasting thousands of emails, focus on a targeted lead generation strategy with high-intent prospects who are more likely to engage.
  • Personalization is Key – Generic cold emails don’t work. Use email personalization techniques such as referencing website data, industry involvement, or prior marketing activity to connect with potential clients.
  • AI and Automation Can Help—but Only If Used RightSales automation tools and AI in sales can improve efficiency, but they should enhance personalization, not replace human connection.
  • Multi-Touchpoint Outreach Works Best – Combining email marketing, direct marketing, LinkedIn engagement, and even phone calls creates an omnichannel approach that builds trust faster.
  • Success in Outbound Marketing Takes Testing – The best outbound marketing strategies involve constant testing and iteration—optimize email prospecting sequences and messaging for better conversion rates.
  • Smaller, More Qualified Lists Convert Better – Instead of sending mass emails to a broad audience, create a refined list of ideal prospects based on industry, company size, and digital marketing activity.

Chapters:

  • [00:09] Introduction to Matthew McQuinn
  • [00:54] Outreach with Intention and Value
  • [02:57] Targeting Your Cold Outreach
  • [07:18] How is AI Impacting Lead Generation?
  • [10:51] What Works to Generate Leads
  • [14:14] Brand, Privacy, and Effective Outreach
  • [16:44] Qualifying Leads
  • [21:10] The Most Effective Form of Outreach

More About Matt McQueen: 

This episode of the Duct Tape Marketing Podcast is brought to you by

Want to elevate your marketing game? AdCritter pairs Connected TV ads with precise digital retargeting to drive real results. Discover how their full-funnel strategy can help your business grow smarter. Let them know Duct Tape Marketing sent you, and you’ll get a dollar-for-dollar match on your first campaign! Learn more at adcritter.com.

The Franchise Playbook: Insider Tips for First-Time Buyers

The Franchise Playbook: Insider Tips for First-Time Buyers written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Alex Smereczniak

In this episode of the Duct Tape Marketing Podcast, I interviewed Alex Smereczniak, serial entrepreneur and CEO of Franzy, a platform transforming franchise discovery and acquisition. Alex has a deep understanding of franchise business strategy, from brand messaging to customer insights, and he shares insider tips on how first-time buyers can successfully navigate the franchise landscape.

During our conversation, Alex revealed the raw truths about franchise ownership, the emotional triggers that drive investment decisions, and how effective marketing research can help buyers identify the right opportunities. He also shed light on the importance of business strategy, customer feedback, and executive insights in building a profitable, scalable franchise.

Alex’s expertise in franchise strategy and customer feedback makes this episode a must-listen for anyone considering franchise ownership. Whether you’re looking for marketing solutions or insights into brand strategy, this conversation provides invaluable guidance on making the right investment.

Key Takeaways:

  • Franchising Is More Than Fast Food: Many people associate franchises with McDonald’s, but the industry extends to home services, fitness, B2B marketing solutions, and beyond.
  • Data-Driven Decision Making: Leveraging customer insights and executive feedback can significantly improve success rates in franchising.
  • The Financial Reality: While franchising offers a lower-risk business model, profitability depends on location, operations, and marketing innovation.
  • Red Flags to Avoid: Be cautious of misleading brand messaging, exaggerated earnings claims, and lack of transparency in marketing research.
  • The Role of Emotional Triggers in Buying a Franchise: Personal goals, lifestyle aspirations, and long-term business strategy should align with the franchise choice.

Chapters:

[01:03] Franchising History
[02:06] Franchise vs. Independent Business
[03:28] Is Franchising Secure?
[05:31] Alex’s Franchise Journey & Franzy
[07:14] Who Invests in Franchises?
[08:34] Franchising is Easier Than You Think
[09:29] Keys to a Profitable Franchise
[14:11] How Franzy Supports Franchising
[17:57] Franchise Red Flags
[19:15] Getting Started with Franzy

John Jantsch (00:00.941)

Hello and welcome to another episode of the Duct Tape Marketing Podcast. This is John Jantsch and my guest today is Alex Smereczniak. Nailed that, I? He’s a serial entrepreneur and the co-founder and CEO of Fransi, a platform revolutionizing franchise discovery and acquisition. They empower aspiring entrepreneurs with transparency, support, and the tools to find the right franchise opportunity. He’s also the co-founder and former CEO of

Alex Smereczniak (00:10.844)

yeah.

John Jantsch (00:29.901)

to you laundry and Laundro lab where he helped build and scale a successful venture backed laundry delivery service and it’s franchise arm as well. So he continues to serve on both boards of those companies. So Alex, welcome to the duct tape marketing podcast.

Alex Smereczniak (00:45.646)

Thanks, John. I’m excited to be on with you today and look forward to talking to all things franchising and how people can get into the wonderful, wacky world of it.

John Jantsch (00:55.607)

Yeah, you know, it’s interesting franchises. I think a lot of people think McDonald’s White Castle’s, you know, some of the really early like food franchises. But in looking at the model, you know, it’s probably been around since the Middle Ages. You know, when, when some king would say, okay, you over there, you get to collect taxes in this region and you submit some of it back to me and you, you know, you get an exclusive on that region. You know, again, I

half kidding, half not kidding, but I mean, it’s really a model that’s been around for the ages, hasn’t it?

Alex Smereczniak (01:29.12)

It has been around forever and it’s more pervasive and I think our everyday lives and most people realize to your point, think McDonald’s, Subway, you don’t think about the moving company that helped you move is probably a franchise or the painting company. It is 8 % of our country’s GDP is produced from the franchise industry and it spans food, hotels, home services, fitness.

John Jantsch (01:35.351)

Yeah. Yeah.

Right, right, Yeah.

Alex Smereczniak (01:54.618)

Coffee, mean you entertainment you name it. There’s probably a franchise model around it

John Jantsch (01:59.917)

Well, yeah, I was going to say the models become so successful that there’s probably not a service where somebody hasn’t at least tried, you know, to get it going. Right. I mean, because I think a lot of people, you know, see the successful model. so, so let’s go there for a minute. You know, is there an inherent advantage, theoretically to a franchise as opposed to somebody just kind of figuring it out on their own.

Alex Smereczniak (02:24.058)

Yeah, so I actually, you know, I’ve done a lot of research on franchising as a whole and two metrics that have jumped out to me before is that, you know, the two year success rate of a franchise business is about 76%. Oh, sorry, sorry. It’s 92 % for the two year success rate for franchising 85 for the five year success rate. That is opposed to 76 % for the two year success rate for just an independent business.

a whopping 50 % success rate after five years. if you look at the two numbers I just shared, 85 % success for franchise businesses after five years, 50 for independent businesses after five years, that’s the answer right there. A lot of people get into franchising because it’s de-risked. It gives people, I don’t want to say a safety net, but you’re working with a community of other people around you that are also building their businesses with you, and then a corporate parent that

John Jantsch (03:06.285)

Yeah, yeah.

Alex Smereczniak (03:19.352)

has proven the model, has marketing resources, has training resources, has tech resources, et cetera, to isolate you to an extent and be valuable.

John Jantsch (03:28.899)

So when the concept or the model itself was really blowing up, probably in the seventies or eighties or so, there were a lot of issues that had the FTC step in. A lot of people were setting up Ponzi schemes. They were taking a hundred thousand dollars from somebody and then the people no support or nothing, what was promised. How would you say the state of sort of regulating that industry has evolved and is it safer?

certainly than it was 50 years ago.

Alex Smereczniak (03:59.802)

There’s two sides to that coin on the regulation around the brand themselves to prevent snake oil salesmen from saying, hey, this is the get rich quick in this whatever concept. The regulation has done a good job there. So every brand has to have what’s called an FDD. It’s called a franchise disclosure document. And it is a 100 to 200 page onerous legal document that covers bankruptcy, litigation, team experience.

John Jantsch (04:10.147)

Right, right.

John Jantsch (04:22.221)

Yes.

Alex Smereczniak (04:27.29)

investment costs, audited financials. mean, it has everything in it and every brand is required to have that. So I, you know, when we got into franchising, was happy to find that the other side of that coin where there still needs to be more regulation is how franchises are sold and bought today. And so a lot of people can go to a McDonald’s and fill out the contact form. They can find something, you know, from a neighbor who might be franchising a concept word of mouth.

A lot of people work through business brokers, franchise brokers, and this part is still very much the Wild West, meaning, if you think about buying a house, your real estate agent had to get licensure, they had to go through training and courses, and they also disclose to you what their commission is going to be. There is zero of that for business brokers, not just in franchising. Any business broker doesn’t need to be licensed. You and I could go be business brokers today.

John Jantsch (04:56.312)

Yeah.

John Jantsch (05:18.263)

Yeah, yeah.

Alex Smereczniak (05:18.99)

And we also don’t have to disclose what percent fee we’re taking and how we’re making money. So there’s also this kind of misalignment to a degree that’s happening there, but that’s changing. Regulation is coming there as well that I think will protect your average consumer and business buyer here in the near future.

John Jantsch (05:35.799)

What would you say you, you started a couple other businesses you franchised or at least participated in franchising those other, did you learn a lot along the way that you’ve now brought to Frenzy?

Alex Smereczniak (05:48.27)

Yeah, honestly, if I hadn’t had the experience previously building a franchise or essentially being my own franchisee running multiple laundromats, I wouldn’t have even had the idea for Franzi. was getting into the franchise world that made me realize, Hey, there’s a big gap here and there’s not a lot of alignment between the brand, brokers, prospects, et cetera. There’s not a good database or set of tools for people to find the right concept for themselves. so.

Part the reason I transitioned out of my last business was to be able to go start this one. It was just a huge gap. It’s kind of like what Zillow did for the real estate market before you had to go through a real estate agent. wasn’t a way to shop online or look at your dream home or your vacation home. And with Frenzy, we’re trying to do exactly that. Be the Zillow for franchising where you can go on your computer at work or go on your computer late at night and say, I’m in Atlanta. I’ve got a hundred K to invest.

What can I afford? Here’s my operational experience. Here are my goals for my family and myself. What are the top five or 10 brands recommended for me based on this information? And that’s exactly what we’ve built with Franzi is you go in, you enter that information and we recommend brands for you. You can deny them or approve them and go further down the conversation with them. And then we facilitate that introduction along with a number of other tools that first time or any business buyer needs.

entity formation, lending, finding the right CPA, etc. We help with all those pieces as well.

John Jantsch (07:13.72)

Yeah.

John Jantsch (07:19.271)

Would you say that there is, and maybe you don’t have enough experience to answer this question, but would you say there’s a distinct different profile of a buyer of a franchise as opposed to somebody who’s just going to go out there and start a business?

Alex Smereczniak (07:32.154)

It’s kind of a cop out answer, but it depends. I just talked to a number of entrepreneurship through acquisition folks. It’s a big trend right now where people are either getting a sponsor to back them to go buy an established business where it’s someone retiring that wants to sell. But some of those ETA folks are looking at buying up the family that owns five Jimmy Johns and wants to sell.

John Jantsch (07:41.677)

Yeah, yeah.

John Jantsch (07:55.191)

Yeah, sure.

Alex Smereczniak (07:57.018)

So you had an ETA person, they’re looking at both independent businesses and franchises as a potential solution. You also have within franchising the large private equity groups that own 50 Jimmy Johns and 20 McDonald’s and they’re massive. But you also have the vice president of a bank who’s in his forties and hates his job and wants to leave and go be his own boss. And he also becomes a McDonald’s franchisee. so your ideal customer profiles, your ICPs vary pretty widely.

John Jantsch (08:08.098)

Yeah.

John Jantsch (08:16.504)

Yeah.

Alex Smereczniak (08:26.99)

they fall pretty solidly into three buckets. It’s your private equity groups, it’s your nine to five veteran that wants to get out, or it’s your family that’s built up a nice business and they’re adding their sixth, seventh, eighth location.

John Jantsch (08:32.301)

Yeah.

John Jantsch (08:43.427)

I guess the part of that question was, know, somebody learns how to be a plumber and they start a plumbing business. lot of franchisees owners, mean, they don’t know a thing about the actual business. Like they’ve never run a restaurant, right? You know, they’ve never run a gym, but they like the idea of not really needing to know that because the system’s figured out. I mean, is that a fair statement?

Alex Smereczniak (09:06.714)

Yeah, I franchising is a lot more accessible. It goes back to the success rates I mentioned earlier. There’s a reason it’s almost double. You know, the success rate is almost double for those getting into franchises versus going at it alone. You have training wheels essentially in franchising, but eventually when you start going from one unit to two to two to five, five to 10 training wheels are off and you’re, booking it downhill. You got some momentum behind you and you know what you’re doing at that point, but

John Jantsch (09:30.413)

Hehehe

Alex Smereczniak (09:33.55)

You had to cut your teeth at some point, just like anything. You got to learn those first year or two and get yourself in the business.

John Jantsch (09:39.693)

So talk a little bit about, and again, maybe you haven’t owned enough franchises to have this opinion, but talk a little bit about the profitability or the ability to really make money in a franchise. One of the knocks you sometimes hear, whether it’s true or not, is that there are people owning a couple of subways and not making as much as they would in a regular job, for example. Is that?

Is that a true statement? You really need to actually be able to scale this thing to a certain point or is that more the nature of picking the right franchise?

Alex Smereczniak (10:16.888)

Yeah, so think it depends on a number of things. Your individual goal, if it’s a retail business, the location you decide on in the market around it, how competitive is it? How much of a need is this? A lot of it depends on the operator. You could have the best business in the world, but if you’re not there at all, you only show up once a month and you’re not checking in on things, it’s going to be run poorly. So like any other business, the franchise still requires thoughtfulness around the location, being a good operator, et cetera.

to be more pointed. There is a franchise for just about every kind of goal and need. There’s one that you can be a basically buy yourself a job, get a bucket and a mop. A lot of people don’t realize UPS is a franchise where you franchise the route, but you are the delivery driver. And some people like that because they’re buying themselves a job, but they also have the freedom and the flexibility of being an owner, even though they might only be profited.

John Jantsch (10:57.95)

yeah. Yeah.

Alex Smereczniak (11:12.356)

profiting 40 to 100K a year. That’s fine. They just like that they report to themselves essentially.

John Jantsch (11:17.823)

Yeah, plus they don’t have to depend on dozens of teenagers actually running the store,

Alex Smereczniak (11:22.618)

So you’ve got, you’ve got things from the delivery driver to, you know, a commercial cleaning business all the way up to you’re building a $4 million sky zone, you know, in indoor trampoline park and the EBITDA, the profit is substantially higher, you know, half a million plus. There is such, that’s what’s so great about franchising is it’s so accessible and there’s something at each end of the spectrum and each range, each risk tolerance, each goal.

John Jantsch (11:36.673)

Right.

John Jantsch (11:51.915)

Are there, are there some, hot kind of categories right now?

Alex Smereczniak (11:57.946)

Yeah. So home services is really big right now because it’s, really accessible. You don’t need to build this multimillion dollar location. You also don’t have to be as right about the location because you have this huge territory. And so if you’re doing gutter cleaning or window cleaning, or, um, there was an interesting one I saw the other day, you know, it’s, it’s a Christmas decorations or the franchise for, and so it’s, you have some of these things that are more accessible, less upfront costs and investment.

John Jantsch (12:20.671)

Okay, yeah.

Alex Smereczniak (12:27.242)

but still can generate pretty substantial revenues and profit to the point where it could replace a lot of people’s annual salaries. And now again, it’s your thing, it’s your business, you have more flexibility and freedom and more fulfilling.

John Jantsch (12:34.232)

Yeah.

John Jantsch (12:41.175)

Yeah, it’s interesting too, in home services, you know, used to be you’d call a remodeler or handyman and they’d come out and look at what you needed. But now it’s like, my garage door, I need that fixed. You know, here’s somebody that puts in 75 garage doors, you know, every week, you know, I’m going to call them. And so it’s, you see the, especially the home services getting really, really nichey, don’t you?

Alex Smereczniak (13:01.402)

Yeah, that’s one of my favorite ones. You actually just mentioned is there’s a concept called the garage Kings. It’s a franchise and Damon, Damon John, the guy from shark tank actually use them unintentionally and did his own Instagram reel of it because he just was so blown away by the quality of the service. But to your point, it’s cause garage Kings only does garage. They epoxy, epoxy the floors. put up shelving and storage.

John Jantsch (13:10.115)

Sure.

Alex Smereczniak (13:24.856)

And it’s a phenomenal business. You don’t need a ton of equipment and the average territory does over a million dollars a year in revenue and it’s a franchise.

John Jantsch (13:31.543)

Yeah. So talk a little bit about kind of your approach and what, you know, if somebody’s out there looking, thinking I want to do this, you know, what role do you fill for that person that’s kind of, cause just as we’ve talked about, I mean, it’s, know, the, if you just went out there and typed in franchise, you know, it’s going to be like, okay, let’s start with 6 billion, you know, ideas. So, so kind of where do you, where do you fit in the search?

Alex Smereczniak (13:56.282)

Yeah.

Yep. we’re, we’re, uh, you know, the way that we describe ourselves as reeducation. So if you’re a first timer franchising one-on-one, what is an FDD? What is a franchise disclosure document? What are the terms I should be familiar with? And then what should I be thinking about as far as affordability, time commitment, what’s available? You know, those key buckets. We also are a resource for people that are buying their 10th business or that private equity group that I mentioned that might be looking for the right concept to go buy 20 of.

And so we do, we have tools for kind of each one of those buckets, but let’s follow that person through the journey of, don’t know what I’m doing, know, what the hell I’m doing. So we help with the education and getting people comfortable. Once you come to Franzy, we also start to help you get pre-qualified with lenders that we’ve partnered with. So right away, you know, just like buying a house or buying a car, lot of these, a lot of these sites tell you that now. And so it helps refine your search immediately. There’s 4,000 brands in the United States. Well, once you fill out your pre-qual,

John Jantsch (14:47.585)

Yeah, here’s what I can afford. Yeah, yeah.

Alex Smereczniak (14:57.486)

Well, now here’s a thousand that you can financially afford. All right. What areas are you looking in? All right. Here’s 300 that are available. You see where this is going to goes from 4,000 to a thousand to 300. And then we start to ask a lot of questions about what’s your, what are your family’s goals? What’s your risk tolerance? What’s your operational experience? And then what are your hobbies and interests so that we actually, you know, we find a business that resonates with you and that you like. By the time we do all of that and we’re using AI to do this, there’s also coaching with franchise experts on our team that you can speak with.

By the time you have those conversations and you fill out these surveys, we’ve got it down to a pretty high degree of confidence that here’s this five brand recommendation for you. One of these five brands is going to be a perfect fit. And if it’s not, we’ve got another couple hundred that we’ve narrowed it down to that we can continue to feed and teach our model to make sure that this is the absolute best business for John from those four factors I mentioned. It satisfies his risk tolerance. We know he can afford it. We know it’s available in his area.

and it fits his goals and his interests.

John Jantsch (15:58.819)

I’m curious, what’s the, and it probably varies a little bit, but what’s the process from, okay, you’ve given me those five brands to like somebody actually starting a business once they decide. mean, is that a year long process?

Alex Smereczniak (16:12.418)

It depends on the type of business. So with Franzy as an example, let’s say we get to the five and you’re excited about three of them. So we’ll introduce you to those three. have relationships with all these brands. you start to go through their process and build a rapport with them. They’re interviewing you to make sure you’d be a good franchisee as part of their system and vice versa. You’re interviewing them to make sure that this is a 10 year commitment you want to make and an investment of time and money that you want to make. And so let’s say.

You narrow it down to one, you love it, you’re married to this idea, you want to become a franchisee and they feel the same way. You sign a franchise agreement. Well, sorry, let me back up a second. As soon as you start matching with a brand and you have that first conversation, the average sales cycle is 90 to 120 days. There’s a lot of calls back and forth. You eventually fly to the headquarters to see a day in the life and meet the team. That’s 60 to 90 days.

John Jantsch (16:55.971)

Yeah. Yeah. Yeah. Yeah.

Alex Smereczniak (17:03.63)

From there, if it’s a retail business, can definitely expect 12-ish months because you have to find a site, do build out. There’s a lot more to a retail business. If it’s a home services business, which is why they’re so hot right now, is you can get a truck and do some training and you’re locked and loaded in two months, baby. Let’s go.

John Jantsch (17:09.133)

Yeah, yeah, yeah, yeah.

John Jantsch (17:15.329)

Yeah, yeah, yeah, get a get a truck and get it wrapped. Yeah, yeah, yeah, yeah, yeah, yeah. As and I’m sure you’ve seen all these and so you advise some people, but I’m guessing you probably only work with reputable folks. But are there some red flags that somebody should that you would tell people, hey, if they’re telling you this?

Alex Smereczniak (17:39.514)

Yeah, anyone that’s promising you’re going to get rich. Be very wary of that because again, at end of the day, you’re running a business. It’s still your business and no one can guarantee that you’re going to be successful. Even yourself. I mean, you have to get the right side. You got to be a good operator. All the things we mentioned. So look for people promising things. You got to be careful of that. Look for stores closing. And so we have tons of data over the last five, five years on Franzy. So if you see a trend of, hey, they opened 300 stores and then 50 shut down and they only opened a net new, you know, 10 over that.

John Jantsch (17:42.497)

Yeah, right. Right.

John Jantsch (17:47.555)

Yeah.

John Jantsch (18:00.748)

right, yeah yeah.

Alex Smereczniak (18:09.53)

What’s going on here? You know, that’s the question you should be asking. Any litigation, the obvious one is litigation or bankruptcy. And then checking the item 19 is critical. That’s where the audited financials are in the FDD. If you see, you know, if a business is doing well, they’re going to want to brag about it, right? They’re going to want to show the financials and look at our stores, make a ton of money. And so could you, if they’re hiding it or they’re doing weird adjustments and, adjusted

John Jantsch (18:14.902)

Yeah.

John Jantsch (18:24.493)

Huh.

John Jantsch (18:33.677)

Yeah.

Alex Smereczniak (18:38.774)

EBITDA and adjusted revenue and goofy things like that. That’s a flag to at least press on and double click on.

John Jantsch (18:39.98)

Yeah. Yeah.

John Jantsch (18:47.139)

So how does the process with you? mean, is it fairly much an online tool? I know you have a couple like the Fit Score and the Connect Tool. Is that all something you just go to your website, create an account, and kind of start doing on their own?

Alex Smereczniak (19:03.822)

Yeah, so the whole goal of Franzy is going to make this really accessible to anyone. And so you create an account, free to do, it’s free for anyone using our site all the way through. We make money if an individual buys a franchise, then the franchisor pays us kind of like a real estate agent. But we’ll help you through finding the right fit, which is part of AI powered, part of the product we’ve built. We help you with pre-qualification.

John Jantsch (19:23.426)

Yeah, yeah.

Alex Smereczniak (19:32.014)

We help you with all the data and the research that you need to make a confident decision. And then we also do have expert coaches on our team, people that have owned franchise businesses or that were franchisors that will talk you through any hesitations, questions, concerns that you have to get you familiar with everything you need to be successful. The really cool part about what we do is once we introduce you to brands that we’ve vetted,

John Jantsch (19:48.824)

Nice.

Alex Smereczniak (19:58.21)

We become a virtual coach in your corner. So part of the sales process is you have this overview call, a unit economics call, stuff that’s kind of intimidating if it’s your first time. And even if it’s not, it’s a lot of work and you want a sounding board. So we’ve built all these resources to say, Hey, John, you have an overview call coming up. Here’s what to expect and some pre-read materials to prepare yourself. And also here’s some curated questions we recommend you ask on that call so that you’re making sure you’re addressing your risk, your hesitations and other things.

that you expressed to us during this whole onboarding process. And then you can talk to us as a person as well that whole time whenever you want. A long answer, but soup to nuts, research, coaching, your qualification and matching you with the right fit brand.

John Jantsch (20:36.14)

Awesome.

John Jantsch (20:44.043)

Yeah. Well, and I think one of the real advantages, while obviously you want somebody to move forward because that’s how you get paid, you don’t really care which one they move forward with. So you’re not really pushing one horse or another, you?

Alex Smereczniak (20:56.122)

I’m glad you brought that up because it’s one of the reasons we started this is a lot of folks that have gone through, you brokers, other channels don’t realize they’re being presented only brands that have agreed to pay to play in the background. We have this inventory of thousands. We’re, your point, we’re indifferent. Our success fee is a flat dollar amount versus a percent of the commission. As you can imagine, if one brand has a, you an $80,000 franchise, and one has 40,000 and I’m paid a percentage of that.

John Jantsch (21:23.181)

Right, yeah. Sure. Yeah.

Alex Smereczniak (21:23.706)

People are inherently going to try to push you to the 80, even though it might not be in your best interest. So we cut that out of the model entirely and said, we don’t care if it’s 80 or 40, we get paid X. So we really want to find the right fit for John because ultimately that’s going to cause him to buy the second one, the third one, increase his chance of success, tell his friends to check out Franzy, et cetera. It’s in everyone’s best interest if we all get a line.

John Jantsch (21:44.907)

Awesome. there somewhere, I appreciate you taking a moment to stop by the Duct Tape Marketing Podcast. Is there somewhere you’d send people to connect with you and learn more? know we’ve talked about Franzy, FRNZY.com. Anywhere else you want to send people?

Alex Smereczniak (22:01.166)

No, think Franzy is the best place to get started. then if you can, if my complicated last name shows up, connect with me on LinkedIn. I’m happy to answer anyone’s franchise related questions or help them in any way that I can as they think about becoming an entrepreneur, buying a business, or just curious about franchise things in general.

John Jantsch (22:17.219)

And did I get close on your last name?

Alex Smereczniak (22:20.314)

So you were close on like the actual authentic pronunciation. The Americanized is Smrznak. The Polish version is Smiercznek, which is closer to what you said.

John Jantsch (22:26.467)

Yeah. Yeah. I was trying to get that neck in there, know, part, but I have an Austrian name that has a lot of consonants at the end of it. So I’m very sensitive to trying to get people’s names right. Awesome. Awesome. Well, I appreciate you stopping by the Duct Tape Marketing Podcast. Hopefully we’ll run into you one of these days out there on the road.

Alex Smereczniak (22:45.402)

Well, I appreciate it. You were close.

Alex Smereczniak (22:54.754)

Yep, thanks again, John.

 

 

How to Adapt, Thrive, and Stay Human in an AI-Driven World

How to Adapt, Thrive, and Stay Human in an AI-Driven World written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with John Jantsch

In this episode of the Duct Tape Marketing Podcast, we dive into the evolving world of marketing in 2025, where artificial intelligence (AI) is reshaping how businesses operate. The discussion highlights the importance of balancing cutting-edge AI tools with timeless human elements like emotional intelligence (EI) and authentic connection. As marketing trends accelerate and marketing tools multiply, the challenge lies in leveraging these advancements strategically while staying true to your brand voice and fostering personalization.

AI in marketing has the power to disrupt industries, but as discussed, it’s critical to focus on strategic marketing and storytelling to maintain authenticity. The conversation also explores hyper-personalization, marketing automation, and how businesses can navigate the fast-paced evolution of marketing tools while creating meaningful relationships with their customers.

By blending cutting-edge AI with timeless human values, businesses can adapt, thrive, and stay human in an AI-driven world. As marketing evolves, success will depend on leveraging personalization, EI, and a clear brand voice to cut through the noise.

Key Takeaways:

  • Strategy Before Technology
    Without a solid marketing strategy, shiny new AI tools can lead to faster failure. Focus on aligning AI applications with your business goals to maximize impact.
  • The Role of Emotional Intelligence (EI)
    As AI democratizes intelligence, EI becomes a key differentiator. Skills like empathy, communication, and contextual understanding are more important than ever in strategic marketing.
  • The Power of Storytelling in Marketing
    Storytelling remains a vital way to humanize your brand and connect with audiences. AI can’t replicate personal experiences, making your authentic stories a unique advantage.
  • Brand Voice and Personalization
    Define and maintain your brand voice to stand out in an AI-saturated landscape. Use AI-driven hyper-personalization to deliver tailored messages that resonate with your audience.
  • Navigating AI Disruption
    AI is transforming marketing trends and tools across content creation, design, and personalized sales. However, businesses that prioritize the human element in marketing will create stronger, more authentic connections.

Chapters:

[01:15] AI vs Previous Tech Excitement
[03:25] Approaching AI Strategically
[05:02] Adopting the Right Mindset Around AI
[10:47] The Human Element Stands Out
[13:04] Importance of Storytelling for Your Brand
[13:49] AI’s Impact on Marketing
[16:08] The Future of Personalization
[18:55] Marketing Focus for 2025

John Jantsch (00:00.686)

Hello and welcome to another episode of the Duct Tape Marketing Podcast. This is Jon Jantsch and I think I’m kind of the guest today because my host today is Sarah Ney, CEO of Duct Tape Marketing and she’s gonna, we’re just gonna have a conversation about some of the things going on in the world of marketing. I’ve said before, I think 2025 is going to be a year to remember in terms of change. I’ll say that next year too, I bet.

But I think the pace of change that I think we’re seeing right now, just in the first couple of weeks of January, it’s kind of flooring me. And I think it’s going to be tough to keep up. So strap in, hang on, and here we go, sir.

Sara Nay (00:40.285)

And we were just having a discussion with some of our team about how we’re always, you know, looked at it, staying in top of marketing trends. And that’s been the position of duct tape marketing for a while. And right now we feel like we’re sprinting more than we have before with all the advancements. And that’s a lot of what we’re going to talk about today. So thanks for letting me steal the host seat. I want to start with a question. Sure.

John Jantsch (00:46.574)

You

John Jantsch (00:58.368)

Yeah. Well, I can, throw in a joke, a lame joke. So R and D now stands for run and dash.

Sara Nay (01:03.805)

I it. Well, I’m going to start with a question. You’ve been in the game, the marketing game for quite some time now. So you were involved when websites, everyone started building websites and getting online. And also when social media became a thing and everyone was talking about how that’s going to change the whole entire industry. And so right now, obviously we’re going through a lot of conversation and discussion and excitement around AI and everything that’s evolving there. So I’m curious, how does right now feel the same?

than some of those different excitement phases that have happened or developments that have happened over the years. And also on the other end, how does it feel a bit different this time or does it feel different?

John Jantsch (01:41.964)

Yeah. So, I mean, in some ways it feels if there’s a same, it’s fundamentally what we’re here to do as marketers. I don’t think it’ll ever change. And so a lot of the changes that came along were like, wait, we have a new way to interact with customers. We have a new platform to be found. Customers, you know, have a different way to buy from us. So those were, those were kind of in a lot of ways, incremental changes, significant ones for a lot of folks.

In terms of the change with what AI is bringing, I think it’s much more foundational. It certainly feels very different. And I think partly because it impacts so many areas of a business. A lot of the website was kind of a marketing thing, whereas AI is impacting finance, it’s impacting customer service, it’s impacting certainly all the marketing functions. And ultimately it’s impacting consumers and what they’re able to do greatly.

I just feel like this is a, you know, I’ve heard some people say this, it might be kind of cliche, but you know, this is almost like, this is almost like, you know, the industrial revolution, like all these machines, you know, came along that automated, you know, manual labor that, you know, that, that really displaced a lot of jobs and started creating the, you know, the knowledge economy. And I think this is a bit more like that. This is going to fundamentally shift how we work.

Sara Nay (03:04.059)

Yeah, absolutely. And the school system, a lot of it was built from that era as well. And so I’ve heard a lot of conversation about, you know, potentially AI adjusting how we actually teach our children in school as well. Who needs it? It’s done for you. A lot of what you’ve spoken about over the years is strategy before tactics. And now a lot of people are talking about strategy before technology. And so I’m just curious your take on there’s, there’s a lot of shiny objects in AI.

John Jantsch (03:08.546)

Yeah. Yeah.

John Jantsch (03:14.722)

Yeah, no more math, right? Who needs math? Who needs learned math, right?

John Jantsch (03:24.557)

Yes.

John Jantsch (03:31.278)

Yeah.

Sara Nay (03:31.867)

There’s a lot of, every time I check my email, there’s 10 different tools that are being recommended for me that relate to AI. And so I think a lot of people are getting sucked into just doing things and figuring out how it works, but not necessarily taking a step back and saying, how could this apply to my business? How could I approach this strategically? So what would your advice be there for someone that needs to get out of the shiny object syndrome and focus on the strategy behind it?

John Jantsch (03:54.498)

Well, I think there’s a real danger in not. In fact, think strategy is more important. And here’s why. It’s like taking somebody who used to ride a bike. You know, got a helmet, you’re riding the bike, you’re probably okay if you crash unless you’re like on a mountain or something, right? But now we’re going to put somebody in the seat of a Lamborghini without a seatbelt, without a helmet. We’re going to say, drive really fast. And if they don’t…

If they’re on the right road, if they don’t have the right map, if they don’t have the right skills, you know, they’re just going to, they’re just going to die faster. I know that’s sort of dramatic, but I think that that’s what’s going to happen from a marketing state, from a business. If your strategy is wrong, if your messaging is wrong, if your product market fit is wrong, you’re just going to fail faster now. So you might succeed faster as well.

Sara Nay (04:29.233)

Yeah.

Sara Nay (04:43.648)

Yeah.

John Jantsch (04:46.606)

But if you don’t have the right strategy in place, it’s going to say, here’s the path we’re going to take. There’s a real danger in just having a whole lot of technology that’s going to get you there faster.

Sara Nay (04:57.649)

Yeah, absolutely. What about the mindset shift too? Cause there definitely are different sides of things. People are like AI is the future, stuff’s changing quickly. This is the best thing ever. But there’s also the other side of things where people are like, I’m terrified as where we’re going, we’re going to lose all these jobs. And so what about adopting the right mindset to be able to advance with these different tools?

John Jantsch (05:04.824)

Yeah.

John Jantsch (05:10.424)

Sure. Yeah.

John Jantsch (05:16.13)

Well, I think there’s legitimate fear. There are a lot of jobs that are going to be displaced, a lot of positions, a lot of skills that are not going to be that important. mean, when you think about it, I now have the world’s smartest human beings, the world’s greatest IQ at my disposal. All of sudden being smarter is not going to be an advantage necessarily because we can tap that computing power.

so the mindset shifts, I think, I think it’s a two level, certainly at the leadership level, you have to embrace it. You have to train your folks. You have to get them ready. And I think at the manager, the skilled, you know, person working in an organization, you know, they have to realize that their job is probably not, any more about doing technical things. it is going to be about managing the path that those technical things are being done on. So.

You know, that might not be a fit for everybody who really likes to get in there and crunch the numbers and analyze the data. You know, instead of really looking at like, I need to be really good at reading actuary tables, for example, you actually need to be really good at analyzing this amazing output that you’re going to get from these tools and managing and orchestrating the output that you get and making sense of it and contextualizing it. And that’s probably a different skill set.

You know, before we got on the call, I was, and I give Lisa Adams full credit for this. her up on LinkedIn. If you want to find out some somebody who’s really doing some great things in AI. But she, she said this statement. I think we’ve been saying it for a long time. Strategy is going to be more important. The human element is going to be more important, but she, just nails it with this. As AI democratizes IQ, EQ is going to become more important.

Some people call them soft skills, but emotional quotient. The ability to bring emotion, the ability to bring reality into who you’re trying to market you, to understand your customers, to understand the context in which your customers are trying to solve their problems. Those are things that humans with high EQ are very, very good at.

John Jantsch (07:33.058)

you can take it farther. mean, AI is democratizing reach. So community is going to be more important. Like as we can like spam more people, you know, communicating is going to be more important as AI just makes it so easy for anybody who’s never written two words, or put two sentences together, can now create, you know, theoretically create long form content, you know, having that personal connection with your clients is going to become more important. So those are all things that

If you were going to go read a book or take a course on EQ, those are the kinds of things, listening, empathy are the kinds of things that they would talk about. And I think those are going to be the things that those are going to be the skills that are going to be valued in the job market moving forward.

Sara Nay (08:19.611)

Yeah, absolutely. And so we’ve talked about this a lot, you and I too, it’s right now it’s we’re not thinking about AI is replacing jobs. It’s helping us do different or better or higher level work. And so think that also sums up what you were saying there. We’re not like firing our whole team and letting them go because we’re bringing a bunch of AI. but we are helping them all elevate and us ourselves elevate, you know, to, focus on the strategic thinking and the creativity and the collaboration and the EQ elements that you talked about there as well.

John Jantsch (08:48.844)

Yeah, and sadly, there will be people that are looking at that way. Look, I can have all these agents and I don’t have to have any people. I saw somebody post on LinkedIn, the $3 billion company with only three employees. you know, those get headlines, those get clicks. But, you know, frankly, it is going to displace the positions or the functions inside of organizations. you know, certainly people with high EQ, I think, will

who can adapt to kind of a new way to work, I think will thrive. And there will be some, you know, just like everything. I mean, when the automobile came along, you know, when the factories came along, mean, different jobs got displaced when the computer came along, you know, different jobs got displaced. And, you know, the, the, it ultimately, you know, new jobs were created, new education was created, new training was created for people to, you know, to change the skills. But that’s

Sara Nay (09:20.669)

Yeah.

John Jantsch (09:44.482)

You know, it’s never great for somebody that, you know, all their life has done a certain type of job and now they’re being told, you have to, you have to work differently than you have your whole life. But you know, that that’s come really with, with even incremental changes, you know, over time in the workplace.

Sara Nay (09:53.776)

No.

Sara Nay (10:00.197)

Yeah, I think it’s really important. I read something the other day about the mind shift with AI and what you were talking about there is like, you really have to have a growth mindset with this thing. You have to be eager to learn and expand and grow as a human to be able to get the full capabilities of AI. And I think that’s a good, good way to think about it as well.

John Jantsch (10:07.918)

Totally. Totally.

John Jantsch (10:16.504)

Yeah. And I’ll acknowledge it’s exhausting. but you, you know, I think particularly at the speed, you know, that we’re moving right now, but you’re absolutely right. You have to have that gross mindset and, and it’s tough because I mean, it means you have to do things that are not comfortable. Maybe, you know, there, there’s a lot of people that you mentioned this idea that AI seems really frightening and kind of techie. And so there’s just.

Sara Nay (10:18.993)

Yeah.

John Jantsch (10:43.468)

You know, some folks that that’s, know, that’s not their comfort zone, but it’s a matter of, don’t mean this in a really negative sounding way, but, I don’t think we have much choice.

Sara Nay (10:55.079)

Yeah.

Another area I want to dive into a bit more is you mentioned the human element a little bit more and making personal connections with your clients. And so with the evolution of AI right now, we’re seeing people are producing more content. There’s chat bots online, you’re, you know, you’re getting cold outreach, direct outreach from AI tools. And so there’s a lot of stuff that feels very automated. LinkedIn comments is another example where it just feels very automated. So how can companies stand out from that noise by doing things such as, you know, building trust, building brand actually

John Jantsch (11:07.491)

Yeah.

John Jantsch (11:25.635)

Yeah.

Sara Nay (11:26.675)

connecting with people. So what are some examples to stand out from the noise?

John Jantsch (11:30.894)

Well, I think for a lot of marketers, particularly, you have to really understand your brand voice. mean, you have to have a brand voice. mean, that’s one of your differentiators. Duct tape marketing is quite often seen by people as very practical, down to earth, plain spoken. And that’s a brand voice that we’ve spent a lot of time developing. And shame on us if we use some of the automation tools to not sound like us.

so, so I think that’s really, you know, I feel like we’re very empathetic. think we’re very caring about what we do, and care about the people that we serve. and that comes out, I think in the content that we produce and, you know, it is really tempting to say, look, I can do a, I can automate somebody having a hundred LinkedIn comments, you know, spread all over the place. Well, first off, it probably is counter.

to what you’re trying to do because you know, you and I have laughed about it. You see these comments on your LinkedIn posts and it’s clearly, you know, that was just AI generated and, and, you know, it really actually kind of makes you want to ban that person, you know? And so it’s certainly not doing any value for them. But I think what it just means is it’ll get easier to spot something that is both AI generated and something that is actually authentically generated.

I think you’ll get, I think the gap between those two is going to get even larger. And so spending the time to say, Hey, here’s who I really am. And this is how I talk. And maybe I don’t use punctuation here, you know, whatever, whatever it is, that is your brand voice. I think just understand it and stay true to it. And I know there are a lot of people talking about, you can train AI to do that. but I can spot it.

Sara Nay (13:18.619)

Yeah. think one of the easiest ways to spot an actual human producing content for me versus AI, one of the best ways I can see is storytelling. If someone’s talking about their actual personal experiences, I think that’s an easy way to spot. do you think there’s going to be an increased importance of storytelling as a brand and also humans representing the brand as well?

John Jantsch (13:27.458)

Yeah, yeah, yeah, yeah, yeah.

John Jantsch (13:39.148)

Yeah. Yeah. I think storytelling has actually been, it’s been hot for 10 years. know, I mean that idea in marketing, but I think you’re right. It’s now going to be a key differentiator. mean, AI can’t make up that case story or that example of, know, what happened, you know, on the day at work in your actual office can’t be made up. And so, you know, I think that that’s a lot of ways going to be a huge differentiator.

Sara Nay (14:04.081)

Yeah, absolutely. Do you think there’s a specific area of marketing that’s being shaken up the most right now? So SEO, paid, any channels that are being shaken up the most right now?

John Jantsch (14:12.653)

Yeah.

John Jantsch (14:16.194)

Well, I think the content one was the first one that of course, you know, when people woke up and went, wait, I hate writing content. You mean I can just put this in this thing and it’ll spit out 700 words? I mean, the real temptation, you know, was first there because it seemed so easy. It seemed, you know, too good to be true, right? And so people certainly jumped in there. So it, now a lot of people are starting to realize the backlash of that and the fallacy of, you know, of that just being able to produce content. So that was the first area though that clearly got disrupted.

I would say the next one is clearly going to be coming in the creative space, the design, the video, the editing. mean, those are things that, again, I don’t think there’s too many people out there going to Dali and producing images for everything, but certainly it’s not far away and they’re not only having video and audio editing tools that work quite well, they’re going to have video and audio creation.

tools that are going to work, you know, to the, to the level where you could actually put in a script and it will actually create an entire video for you. So I think there’ll be some disruption there. Again, I think that’s one of those things that now all of a sudden there’s the, know, there’s a lot of things that AI tools can do. And, you know, I think the differentiator is going to be somebody looking at it and saying, you know, with our brand voice in mind, with our brand promise in mind.

what should it do? And so, you know, there are things, you know, I had somebody that wanted to have an AI bot interview me for a podcast, you know, for, for example, I was like, well, first off, I wasn’t interested, but secondly, I was like, why would anybody, you know, think that was a good idea? But, you know, there are a lot of things that people do because they look at it they go, look, if we connect this together and this connect and people get really excited about that.

Sara Nay (16:01.852)

Yeah.

John Jantsch (16:10.382)

But I think we have to stay real and say, okay, from a practical sense, what would be best experience for our clients?

Sara Nay (16:17.723)

Yeah, absolutely. And that’s why we’ve been really focused on recently in our conversations is what’s a good use case. Like, why are we exploring this? How can we actually make a difference with that? And I think that’s an important thing to keep in mind. Another area that I’ve heard you talk about a little bit is hyper personalization in terms of communication. And so it’s not going to be just about mass content to everyone that follows you. Like we have an opportunity to get a lot more focused in what we’re saying to specific people. So I would love to just hear your, your insights and what do you think the opportunity there is for 2025?

John Jantsch (16:47.352)

Well, for a lot of smaller businesses, the opportunity, mean, personalization has been there. Let’s face it, since email service providers came along and you could say, John, inside an email, that’s a level of personalization that’s been there forever. But what AI does is gives us easier access to a lot of data. So for instance, not only do I know your first name,

I know your LinkedIn profile and I know the last five things you’ve posted about. And that can actually be brought into a data set, you know, keeping all privacy, you know, things in mind that can be brought into a data set that would allow me to say, Hey, here are four products we sell. You talked about this. I’m going to send you an email on Tuesday morning at seven o’clock, because that’s when you post all the time. And I know you’re around on your computer. So I’m going to send you that email and I’m going to talk about.

not only a certain product that we have that I think would be a fit for you, but the problem that you uniquely identified that it solves for you. So that’s the promise of it. Now, the challenge of course is, you know, a lot of small businesses don’t have access to that data. A lot of larger organizations certainly are way ahead in that game. but

Segmenting and personalizing is something that, you know, a lot of the tool sets are going to start making easier in the very near future. And I think it’s, you know, a lot of what we have to do as marketers is informed by behavior that other companies are doing, that people get used to. And so when people start expecting that you’re going to understand, you know, what they need, or you’re going to understand it.

They already bought that product. They’re going to be less tolerant about, you know, your kind of one size fits all kind of promotion.

Sara Nay (18:41.275)

Yeah. On the sales side of things, I’m using a tool right now to prepare for sales calls where it basically brings in someone’s disc profile based on their LinkedIn. And it helps me understand how to sell to that unique individual, how to get their attention. Should I stay very high level or should I get down into the weeds? And so that’s just an example of more personalized sales. I know you were talking a lot about marketing, but marketing and sales go together. So

John Jantsch (18:57.485)

Right.

John Jantsch (19:05.582)

Yeah. I, it’s funny that I use that same tool. Of course, I just did a Google meet with somebody and it actually popped up in the Google meet and said, here’s how to talk with that person. So it was pretty, pretty cool. Yeah. I suspect it does in zoom. I didn’t, I’ve never done it, but I, that was the first time I’d seen it.

Sara Nay (19:16.414)

well.

Sara Nay (19:23.724)

Well, we’re at the top of our time about so any final thoughts just on the topic of 2025, what people should be focusing on right now in marketing.

John Jantsch (19:31.436)

Well, you said probably the one that’s the biggest, know, is, is continue to evolve. I mean, this is not going to stop. You’re not going to catch up necessarily. So continue, you know, to grow, continue to commit to growth. And I don’t think you have to, I don’t think you have to throw your hands up and say, I have to learn everything about this. Follow a couple of good people, focus on one new tool or one new use case, you know, a month.

or something so that you’ll start understanding it and start making it a priority for your teams to start, to continue to grow, to continue to learn these things so that you can actually explore them together and really start to get that mindset cemented about how we have to work with this new set of tools and technology that we’re all going to have available, whether we like it or not.

Sara Nay (20:24.893)

And I would add one more to I’ve learned a lot from just connecting and masterminding with other people that are doing really interesting things with AI and so I would also encourage you on top of what John just shared to form a mini mastermind group with some peers and share use cases and how you’re both all exploring the different tools as well because I think you can just learn a lot from others because we’re all just figuring it out right now.

John Jantsch (20:32.622)

100%.

John Jantsch (20:46.668)

We ought to do that. Why don’t we create a membership type of program where you can join and we’ll give you a use case once a month and kind of collaborate as a group in a live training or something. If that sounds interesting to you, send me an email, because that’s something we might actually work on. think that would be a really cool thing. So it’s just John at Duct Tape Marketing if you think that that idea of a collaboration membership.

around AI so you can learn in real time. Like there’s no way to create a course on AI because it’s changing so fast, but kind of having a monthly accountability group where you’re working on a use case might actually be kind of cool. So let’s do that, sir.

Sara Nay (21:26.609)

Let’s do it. heard it here first. We’ll keep it as practical as possible. So thanks, John.

John Jantsch (21:28.206)

All right. Awesome. Well, thank you all for tuning in to another episode of the Duct Tape Marketing Podcast. And this is where I guess I’m supposed to say, hopefully we’ll see you one of these days out there on the road.

Sara Nay (21:42.109)

Thanks everyone.

 

 

The Framework That Transformed My Business (And Can Transform Yours Too)

The Framework That Transformed My Business (And Can Transform Yours Too) written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Nick Sonnenberg

In this episode of the Duct Tape Marketing Podcast, I interviewed Nick Sonnenberg, founder of Leverage, a leading operational efficiency consultancy, and author of the bestselling book Come Up for Air. Nick is an expert in business efficiency, team productivity, and workplace systems. His CPR framework has transformed the way businesses operate by addressing common bottlenecks in communication, planning, and resources.

During our conversation, Nick shared his personal journey of overcoming chaos in his business, where rapid growth led to inefficiency and burnout. He explained how the CPR framework—focusing on Communication, Planning, and Resources—helps organizations streamline workflows, improve team collaboration, and maximize time management. By implementing this approach, businesses can achieve operational efficiency, reduce stress, and create sustainable systems that support long-term success.

Nick Sonnenberg’s CPR framework is a game-changer for business owners looking to improve team productivity, streamline workflows, and create a stress-free operational environment. Whether you’re an overwhelmed entrepreneur or a growing organization, adopting this framework can transform how you work and set you up for long-term success.

Key Takeaways:

  • The CPR Framework
    • Communication: Streamline internal communication by consolidating tools and reducing unnecessary back-and-forth. For example, task-related discussions should live in project management tools, not Slack or email.
    • Planning: Centralize task and project management in tools like Asana or Monday.com. This ensures everyone knows what needs to be done, by whom, and when.
    • Resources: Create a knowledge base or wiki where team members can self-serve answers to routine questions, reducing disruptions and improving efficiency.
  • Prioritize Return on Time (ROT)
    • Focus on tasks that yield the highest time savings for the least investment. This approach ensures that efforts are directed toward impactful improvements in business workflows and team productivity.
  • Systemize Early to Scale Effectively
    • Even solopreneurs should start implementing systems early to prepare for growth. Small, incremental changes to streamline processes can prevent chaos as the business scales.
  • The Importance of Documentation
    • Use tools like Loom to record processes and create step-by-step guides. Documenting workflows not only helps current employees but also reduces risks when onboarding new team members or transitioning roles.
  • Long-Term vs. Short-Term Thinking
    • Businesses focused on long-term efficiency see greater success than those chasing quick wins. Investing in operational efficiency and business systems now creates a stress-free and scalable environment in the future.

Chapters:

  • [00:09] Introducing Nick Sonnenberg
  • [00:44] How Nick Stopped Drowning in Work
  • [06:25] Prioritizing Where to Start
  • [07:46] Focusing on What Matters
  • [10:08] Investing in Implementing Change
  • [11:34] Solving Operational Efficiency Holistically
  • [12:48] Best Practices of CPR (Communication, Planning, and Resources)
  • [16:24] What Size Business is CPR for?
  • [18:14] Find Out More About Nick and His Work

More About Duncan Wardle: 

This episode of the Duct Tape Marketing Podcast is brought to you by

Want to elevate your marketing game? AdCritter pairs Connected TV ads with precise digital retargeting to drive real results. Discover how their full-funnel strategy can help your business grow smarter. Let them know Duct Tape Marketing sent you, and you’ll get a dollar-for-dollar match on your first campaign! Learn more at adcritter.com.

Why Your Focus Groups Are Failing and What to Do Instead

Why Your Focus Groups Are Failing and What to Do Instead written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Jacqueline Lieberman

In this episode of the Duct Tape Marketing Podcast, I interviewed Jacqueline Lieberman, founder of Brand Crudo and creator of the Anti-Focus Group method. Jacqueline is a brand strategist who works with global giants like Google, Unilever, and Lexus to uncover raw truths and develop innovative brand strategies.

Jacqueline shared how traditional focus groups often fail to provide actionable customer insights and why a new approach is essential for B2B marketing success. She introduced the concept of the Anti-Focus Group, a unique method that replaces sterile conference rooms with VIP dinners to unlock authentic customer feedback, emotional triggers, and deeper connections. This revolutionary approach delivers valuable insights that drive impactful brand messaging, marketing solutions, and business strategies.

Jacqueline Lieberman’s Anti-Focus Group revolutionizes the way brands approach customer insights, brand strategy, and marketing innovation. By moving beyond traditional focus groups and leveraging intimate, VIP settings, businesses can unlock deeper emotional triggers, craft more impactful messaging, and elevate their B2B marketing efforts. If you’re ready to transform your approach to customer research and brand development, the Anti-Focus Group method offers a fresh, effective solution.

 

Key Takeaways:

  • Why Traditional Focus Groups Fail
    Traditional focus groups often take place in uninspiring environments, like conference rooms or Zoom panels, where participants feel detached or distracted. These settings fail to uncover the emotional triggers and raw truths needed for meaningful brand strategy.
  • The Power of Anti-Focus Groups
    Jacqueline’s Anti-Focus Group method uses curated VIP dinners to create a comfortable, engaging atmosphere. By fostering authentic conversations, this approach uncovers actionable customer insights and builds deeper connections.
  • Emotional Triggers and Customer Feedback
    Emotional triggers and customer mindsets are critical to effective marketing. The Anti-Focus Group method helps brands identify these elements, enabling them to craft brand messaging that resonates deeply with their target audience.
  • B2B Marketing Innovation
    In B2B settings, understanding executive feedback is key. The Anti-Focus Group method helps businesses gather these insights while also enhancing brand perception through high-quality, exclusive experiences.
  • Rapid and Actionable Insights
    Unlike traditional marketing research methods, Anti-Focus Groups provide a quick turnaround. Insights are delivered within 10 days, allowing brands to act swiftly and confidently on new strategies.

Chapters:

  • [00:09] Introducing Jacqueline Lieberman
  • [01:10] Anti-Focus Group Dinners: A New Approach to B2B Research
  • [05:17] Leveraging Dinner Events for Authentic Customer Feedback
  • [09:41] Impact of VIP Dinners
  • [12:41] Client Feedback of Anti-Focus Group Dinners
  • [14:38] Logistics and Strategy for B2B Client
  • [16:06] Scaling the Impact of Group Dinners

More About Jacqueline Lieberman: 

  • Check out Jacqueline Lieberman’s Website
  • Connect with Jacqueline Lieberman on LinkedIn

John Jantsch (00:01.282)

Hello and welcome to another episode of the Duct Tape Marketing Podcast. This is John Jantsch and my guest today is Jacqueline Lieberman. She’s former chief strategy officer at Story Worldwide, a master of narrative-based marketing, blending human insights with brand truths for giants like Unilever, Google, and Lexus. She’s now the founder of brand Crudo, which she created the DNA method to help &A executives and CMOs differentiate their brands by leveraging raw

truths that can’t be copied. Frustrated by the stale research methods, she also launched the Anti-Focus Group, exclusive dinners that deliver actionable insights from hard to reach audiences while doubling as premium brand experiences. So Jacqueline, welcome to the show.

Jacqueline Lieberman (00:49.624)

Thank you, john. feel like that’s the podcast. did such a great job with the intro. We’re done.

John Jantsch (00:52.452)

Well, I just read what you gave me to tell you the truth. So I take no credit credit for other than being able to read, which Mrs. Morrison in first grade made sure of.

Jacqueline Lieberman (00:57.262)

you

Jacqueline Lieberman (01:03.16)

There we go.

John Jantsch (01:04.228)

All right, so let’s define like what’s an anti-focus group dinner look like.

Jacqueline Lieberman (01:09.422)

sure. Yeah, well, let’s see, as the name suggests, it is the opposite of what a traditional focus group is. And because I am a believer that setting really matters. So when you think about traditional focus groups, they basically take two paths. The traditional route is that you think of this, you know, conference room, a stale conference room with a

what feels like this double glass, you know, one sided mirror that’s there that makes you feel like you’re in like an FBI interrogation room, you know, being detained for some reason. And then you have a moderator who nine times out of 10 really just looked at, you know, what they’re supposed to be talking about. And they don’t really have a lot of skin in the game as to like what to do with the information. So there’s that.

And then the, you know, with the advent of zoom and online panels. So now a lot of really where it’s gone is that you’re looking at a screen with a bunch of boxes that people are doing all day long anyway. And of course people are multitasking while they’re supposedly answering your questions and paying attention. So that’s made the whole feedback loop even worse in my opinion, you know? So yeah.

John Jantsch (02:31.564)

Yeah, yeah, yeah. So, no, I was just going to say, so, you’ve talked about all the limitations of those, but I mean, are, the real limitation that we’re not getting very much that’s actionable out of these? mean, is that why it’s broken?

Jacqueline Lieberman (02:33.998)

And so what I go ahead and you go.

Jacqueline Lieberman (02:51.254)

Yeah, I mean, so being 30 years on the receiving end of those reports, and that number is a real number three, zero. And, and I because I’m the one that’s supposed to do something with it as a brand strategist. This is supposed to be a gold mine of information by which I’m supposed to use as a foundation for brand strategy, audience messaging. And, you know, because of that,

John Jantsch (02:59.95)

Yeah.

Jacqueline Lieberman (03:21.068)

What I end up getting is I dig through a hundred pages of a poorly designed PowerPoint and the crux of it is really about it tells you exactly what was said in the room, which is helpful, but it doesn’t tell you why it was said. It doesn’t tell you really what the motivations are behind what some of the feedback was. And really what the anti-focus group dinners are about is

They’re designed to uncover key mindset and emotional triggers, right? So those are really the two foundational elements of marketing mindset and emotion. So that’s what this dinner setting is meant to unlock because immediately the professional armor comes off. As soon as they walk in the room, they’re like, this is like the best, this is the best part of my day right now. They’re treated like VIPs from the second they walk in.

And they’re sitting down to an amazing meal in an amazing setting. And I’m gently moderating the conversation. I’m not peppering them with a million questions, but it’s new course, new question, or new course, new sets of questions. And we talk about things like, how do you build trust with people? Who do you love to collaborate with and why?

Is there anything in your career that you haven’t done yet that you really want to do? Just so we can understand the more as people and not as targets is really what the feedback is.

John Jantsch (04:59.62)

So as I listen to those, it’s almost more like networking questions than research questions, right? It’s something you might typically want to uncover in a healthy networking conversation. But let’s back up a little bit. So I’m assuming, or maybe I’m wrong, but are these mostly, if not exclusively, B2B settings? OK. OK.

Jacqueline Lieberman (05:10.712)

Sure.

Jacqueline Lieberman (05:17.794)

Yeah, they seem to work for b2b, you know, so, you know, it’s not about, you know, let’s look at the latest box of Cheerios and determine what the creative is. It’s, it’s really more about business to business products and services.

John Jantsch (05:26.733)

Yeah, okay.

John Jantsch (05:34.116)

So I’m a customer or maybe a targeted customer. get invited to this. Am I told I’m going to dinner and it’s going to be a research? do you sometimes get a little, because it’s unique, do you sometimes get a little, wait a minute, what?

Jacqueline Lieberman (05:42.402)

Yes.

Jacqueline Lieberman (05:48.45)

Well, we get mostly the only wait a minute what is when we do disclose that they will be wearing microphones, because this is research, you know, so this is, you know, when I call it, it’s the most productive dinner you’ll ever sponsor all year, you know, it’s like you have b2b dinners all the time and networking, right and golf outings and all of this stuff. But but when people walk in,

John Jantsch (05:56.676)

Yeah.

John Jantsch (06:04.536)

Yeah, yeah.

Right.

Jacqueline Lieberman (06:14.574)

They we let them know in the invitation before they even respond that they will be mic’d up that this is for research and just like research in a focus group they do get compensated for their time. So we want them to feel that their time spent was immensely valuable in every way.

John Jantsch (06:36.42)

So I’m sure people forget about the microphones pretty quickly in, I’m imagining like, okay, I can’t burp, right? So, all right, so then you get, I assume the microphone is because you’re recording, right? So you get all of this recordings. How do you make sense out of them that in a way that you can actually address the objectives of the sponsor?

Jacqueline Lieberman (06:43.502)

We haven’t run into that.

Jacqueline Lieberman (07:02.464)

Yes. Well, before I answer that directly, I will address the so the mindset questions that I was saying before, we do have dinners where it is a mix, it really depends on the goal of the dinner. some goals of the dinner are to really understand their ideal customer way better in terms of their mindset and emotional triggers. So that could be the beginning of the dinner, the second half of the dinner could be very much of a brass tacks look,

John Jantsch (07:10.627)

Yeah, yeah.

John Jantsch (07:17.188)

Hmm.

Jacqueline Lieberman (07:30.246)

we would like you to respond to this messaging or this concept board. And I hand it I hand it out over dinner and say, you know, once we’re done, or we’re looking at dessert, and we say, Okay, what do you think about this particular concept or this tagline? So we can get to brass tacks and cover that for sure. But we recommend that it’s definitely going to be a balance of both mindset as well as the brass tacks to make it really worth the sponsoring companies while

John Jantsch (07:33.86)

Mm-hmm.

John Jantsch (08:00.258)

You know, I’ve always contended for years that, you know, one of the best things a company can do is bring their customers together so that they can, hey, you know, I’ve had this problem. They solved that problem for me too. So there’s networking, there’s referrals that go on. It’s people feel like champions now because you’ve treated them to dinner. Is there a little bit of a combination of, hey, we’re like treating you special and getting research from you?

Jacqueline Lieberman (08:07.266)

Yeah.

Jacqueline Lieberman (08:27.086)

for sure. Yeah, for sure. mean, and making them feel valued is part of where the authentic feedback comes in, you know, because when, you know, like I said, when that armor kind of comes down immediately, when you make this comfortable setting and you’re breaking bread with people and introducing yourself and all of a sudden, you’ll get a very different piece of feedback if you ask the same question in a zoom panel or in a conference room.

know, you just do and and that’s the the beauty of it. And and with your question before about you know, how do I weed through three hours of transcript but you know, I’ve been interviewing stakeholders my entire career, it’s part of my process for brand strategy, right? So so before I even, you know, put pen to paper on a brand foundation work, I

ask and say give me the 1015 people at your company who I should be talking to. So so I’ve been doing you know, trying to pull out the nuggets of what people say, you know, my whole career and this is really no different.

John Jantsch (09:37.944)

Yeah. Well, and I will say maybe you’ll disagree with it, but this idea, but, your, strategist brain creates the questions in the conversation, but I do think some of the new tools that we have AI tools, are very good at analysis if given the right data, right? Yeah.

Jacqueline Lieberman (09:50.446)

Mm-hmm.

Jacqueline Lieberman (09:54.938)

sure. Yeah, absolutely. I mean, it helps with calling down transcriptions and you know, maybe generating some themes but you know, I’m I’m the only one that has my client in the back of my brain to understand really what they’re looking for. So, that’s what I’m looking at when I look through those raw transcripts.

John Jantsch (10:07.82)

Yeah, that’s right.

John Jantsch (10:14.98)

So do you have an example maybe of a campaign or maybe you can’t name names but maybe talk a little bit about the impact of one of these dinners?

Jacqueline Lieberman (10:24.216)

Sure, yeah, I can’t name names or disclose, but we’ve had dinners where it was first, it’s like, okay, we need to really know our customers better because the current personas that we have just tell me the pain points of why they hate my technology, for instance. And I already knew that. can we really understand who they are as people? So that was dinner number one. Then we went back to work.

and said, okay, so this is the feedback from dinner number one, we worked on brand strategy and positioning. So we worked on actual messaging for campaigns and for websites, like for homepages, product descriptions, things like that. And it was a piece of technology for a platform. And, and then so dinner number two was very specific around, what do you think about what this company is saying and how they’re talking about their technology?

And that now that particular dinner informed what ended up on the website and what is in campaign development right now. And, you know, so CMOs are, you know, it’s a way to really kind of keep a quarterly pulse on, know, how their customers are evolving. Also how, you know, especially if it’s a B2B technology company.

John Jantsch (11:41.538)

Mm-hmm.

Jacqueline Lieberman (11:49.388)

You have a product roadmap, you’re constantly putting out new technology. So that’s always evolving. So, you know, they’re using it as these quarterly check-ins to understand if they’re on the right track.

John Jantsch (12:01.633)

Do you see this approach being something that has specific uses or do you think this is just going to reshape the way brands do research, period?

Jacqueline Lieberman (12:11.592)

mean, honestly, it’s, I mean, there’s nothing wrong with starting if brands are doing surveys, you know, things like that. I think there’s always a use for surveys because it casts out a wide net. And surveys will always be there for that reason is to get a beat on, you know, what the mass market or what your mass consumer is saying if we want to send it out to a couple of hundred people. Now, when you really start to

Any qualitative is usually second after that survey is like, okay, here are the general themes that we saw that people are saying and what they care about. Let’s dig in deeper. And usually that’s where, you know, focus groups and online panels come in. But, you know, as I said before, when we’re talking about really understanding, say, executive level insights, C-suite insights, they’re not going to focus groups. They’re not joining.

online panels, and maybe they’ll be doing a survey maybe. So this is the way to really understand what that B2B executive is really caring about and what motivates them.

John Jantsch (13:22.092)

Have you heard from clients that have done, I don’t know, let’s call it traditional as opposed to anti-focus group. Have you heard from some that say, wow, this is different or what’s been the feedback?

Jacqueline Lieberman (13:34.97)

yeah. I mean, I can’t so the feedback from clients and I’ll talk about the guests in a minute. but what clients are really loving is the fact that there there is this brand halo effect that happens. That’s that intangible effect of when people are leaving on a high. So even if they didn’t know the sponsoring brand coming in, you know, we disclose who the sponsoring company is. But even if they weren’t familiar with it at first, say,

John Jantsch (13:41.284)

Mm-hmm.

Jacqueline Lieberman (14:04.822)

Now they’re leaving the room, understanding them better, leaving on a high, networking and exchanging numbers with other guests. So it became like this peer to peer exchange dinner by default. you can’t beat getting a beautifully designed 15 to 20 page chock full of actionable insights where we go, here’s the main insight.

Here’s the main implication and here’s the very specific marketing opportunity. You get that within 10 days, not a month, not six weeks, not anything that you need like, well, can we look at this or that? Can you cut the data this way? It’s 10 days, they get exactly what they need to act on. And that’s what they’ve been loving.

John Jantsch (14:51.812)

So I heard you say that they may not know the brand. these are not customers. I just made an assumption that they’re interviewing customers or having customers at these.

Jacqueline Lieberman (14:59.648)

It’s a little it’s been both. So some it’s been let’s invite our existing pool of customers. And then there’s been you know what, we need to just recruit our existing profile and of people who may or may not know us, but we’re going to invite them to dinner anyway. So and you know, there’s a lot of gold in inviting those types of guests as well.

John Jantsch (15:22.99)

So there are some logistics, right? They have to be in the room. So do you, know, lot of B2B brands, their clients might be all over the country, all over the world. So does that add a layer of logistics and cost, I assume, right? Yeah.

Jacqueline Lieberman (15:26.094)

Correct.

Jacqueline Lieberman (15:33.368)

Yes.

Jacqueline Lieberman (15:38.072)

For sure. Yeah. I mean, I think really what we do is we start with the customer, the sponsoring company. Everybody has a sales, Jen demand, Jen lead list. So everybody has warm leads, hot leads. We start there and say, okay, who, who are they? Can we, can we get them into in a specific geo? And then once we get the geography down, then we pick the, the 20 that really will.

move the needle for the sponsoring company. then, you know, the, take care of all the logistics from there, which is as soon as I have those 15 to 20 people, then we start the outreach and, and I have to say the, you know, the venue is also very important because again, if we want people to come, we want them to be excited about it, that it’s time well spent. it’s

it’s in a venue that either they’ve heard about been there before or someplace that they’ve always wanted to go and just haven’t been. So the venue is definitely a draw. And that’s why, you know, we really insist on keeping the quality very high, because we want it to be, you know, really well worth their time, you know, when when they enter. So, yeah.

John Jantsch (16:56.388)

Is this something in your mind that you could write a book about, that you could teach, that you could certify other people to do, or do you have any plans to scale it beyond your work?

Jacqueline Lieberman (17:07.266)

Yeah, I mean, I’ve thought about, you know, I thought about a book at least, in thinking about just kind of the magic that happens when you break bread with people around the table and and what you kind of learn from that because guests come in as complete strangers and then they leave almost as friends. I mean, they’re hugging me at the end, you know, taking selfies with a group selfies of all of us, they’re exchanging information.

John Jantsch (17:32.004)

Right.

Jacqueline Lieberman (17:36.174)

We connect on LinkedIn and every single person who on LinkedIn has commented on any of my posts, if they were a guest, they say, I mean, here’s the other thing. They haven’t just commented like one sentence like, that was great. Paragraphs, I’m getting paragraphs of comments saying this was unlike anything I’ve ever experienced. You know, it was a way that…

John Jantsch (17:55.204)

video.

Jacqueline Lieberman (18:02.274)

we opened up I keep in touch with the people around the table that I met that night now on a consistent basis. So it’s it’s a really nice ripple effect that happens, you know, after that particular dinner, which is which feels great. You know? Yeah.

John Jantsch (18:17.228)

Yeah, absolutely. Well, Jacqueline, I appreciate you taking a moment to stop by and tell us a little bit about what you’re working on. Is there any place you’d invite people to find out more about your work or certainly about

Jacqueline Lieberman (18:30.016)

Yeah, absolutely. They can just go to brand crudo dot com and there’s an anti focus group tab right there and they can find out more info.

John Jantsch (18:40.132)

I’m going show my ignorance here and I’m sure you told me the last time you were on the show, what’s the significance of the word of the yeah, yeah, yeah.

Jacqueline Lieberman (18:46.03)

brand crudo. So part of the DNA method of what I uncover for brands to help out maneuver their competition is that I believe that every brand has a raw truth, you know, and that’s part of their DNA. So, so that’s where crudo came from. And, that’s what I helped them uncover and tell to the world through strategy.

John Jantsch (18:59.986)

John Jantsch (19:10.486)

Awesome. again, appreciate you taking a few moments to stop by and hopefully we’ll run into you one of these days out there on the road.

Jacqueline Lieberman (19:17.046)

awesome. Thank you, john. Thank you so much for having me. Bye bye.

John Jantsch (19:19.492)

You bet.

 

 

Stop Killing Ideas! Use “Yes, And” Instead of “No, Because”

Stop Killing Ideas! Use “Yes, And” Instead of “No, Because” written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Duncan Wardle

In this episode of the Duct Tape Marketing Podcast, I interviewed Duncan Wardle, former Head of Innovation and Creativity at Disney, who shared his strategies for embedding innovation and creativity into organizational culture. Duncan has spent decades fostering innovation in some of the world’s most iconic brands, including Disney Imagineering, Pixar, and Lucasfilm. His fresh approach emphasizes breaking free from traditional thinking, fostering playful leadership, and reframing challenges to create breakthrough solutions.

During our conversation, Duncan highlighted the power of replacing the dismissive “No, because” mindset with the collaborative “Yes, and” approach. This simple shift not only encourages creative thinking but also transforms individual ideas into collective solutions that are more likely to succeed. By fostering a culture of playful leadership, embedding innovation into the DNA of teams, and solving consumer pain points with reframing strategies, leaders can drive sustainable growth and cultivate organizational creativity.

Key Takeaways:

  • Adopt the “Yes, And” Mindset
    Replace “No, because” with “Yes, and” to foster collaborative brainstorming and build on ideas instead of shutting them down.
  • Reframe Challenges for Better Solutions
    Instead of asking, “How can we make more money?” reframe questions to solve consumer pain points, like Disney did with their Magic Band innovation.
  • Leverage Playfulness to Unlock Creativity
    Incorporate playful leadership techniques, such as short energizers and humor, to shift teams into a creative and problem-solving mindset.
  • Embed Innovation into Your Culture
    Avoid isolating creativity in specific teams—empower all employees to think innovatively as part of their roles.
  • Look Outside Your Industry for Inspiration
    Borrow ideas and technologies from other industries to inspire creative thinking and problem-solving.
  • Reclaim Imagination and Creativity
    Break free from the constraints of traditional education and encourage curiosity, intuition, and imagination in your workplace.

Chapters:

  • [00:09] Introduction to Duncan Wardle
  • [01:00] Defining Innovation and Embedding a Culture of Creativity
  • [03:12] Embracing Innate Creativity
  • [04:48] The Future of Employability
  • [09:38] Collaborative Brainstorming Exercise
  • [12:43] Unlocking Creativity through Playfulness and Collaboration
  • [17:01] River of Thinking and Innovation

More About Duncan Wardle: 

This episode of the Duct Tape Marketing Podcast is brought to you by

Want to elevate your marketing game? AdCritter pairs Connected TV ads with precise digital retargeting to drive real results. Discover how their full-funnel strategy can help your business grow smarter. Let them know Duct Tape Marketing sent you, and you’ll get a dollar-for-dollar match on your first campaign! Learn more at adcritter.com.

 

John Jantsch (00:01.89)

Hello and welcome to another episode of the Duct Tape Marketing Podcast. This is John Jantsch. My guest today is Duncan Wardle. He’s the former head of innovation and creativity at Disney. Duncan played a pivotal role in fostering innovation across Imagineering, Lucasfilm, Marvel, Pixar, and Disney parks, crafting enchanting new storylines and experiences. He’s also the author of a book we’re going to talk about today, The Imagination Emporium.

Creative recipes for innovation. So Duncan, welcome to the show.

Duncan (00:34.324)

Thank you, thanks very much for having me.

John Jantsch (00:36.074)

So one of my viewers, listeners, not viewers, won’t be able to know this, but one of my favorite characters is Goofy. You’ve got him right there behind you.

Duncan (00:46.794)

Yeah, so yes, these are hand-painted. It’s not an illustration. Yeah, they were created a few years ago now.

John Jantsch (00:55.106)

Very, very cool. So there was a book I read right when I was getting started, actually, that was very influential on me. was written by Peter Drucker and one of the comments in there was that he said that the only two things in business that matter are marketing and innovation. Everything else is a cost. I think a lot of people quote that and I’ve heard that phrase many times, but I’m wondering, like,

If we asked 10 people what innovation actually was at a company, I think we would get maybe 11 or 12 definitions. So how do you frame the idea of innovation? mean, it’s very large concept.

Duncan (01:32.57)

Yeah, crystal clear. Creativity is the ability to have an idea. We can all do that. We do it every day. Innovation is the ability to get it done. The challenge for most of us is the more experience, the more expertise we have, the more reasons we know why the new idea won’t work. So we constantly shoot it down. I call it our river of thinking. And it’s very fast and very wide and very allowing you and me to make quick and informed decisions. But in the last four years, we’ve seen global pandemics.

John Jantsch (01:39.394)

Yeah, yeah, yeah. Nice.

Duncan (01:58.762)

We’ve seen Generation Z entering the workplace but doesn’t want to work for corporate America. We’ve got artificial intelligence entering the marketplace. And what was the fourth one? There’s four of them. Global pandemic, Generation Z entering the workplace, artificial intelligence. Doesn’t matter. The world’s changed, right? And it’s changed irrevocably. We can’t go back to thinking the way we thought four years ago. And so, you know, Disney, I tried four models of innovation. Model number one.

I hired somebody who knew what they were doing. I said, make me look good. That was an agency. And to a certain extent, they did. They were never around for execution. And they certainly weren’t going to show me how they did what they did, or they were worried I wouldn’t hire them again. Model number two, we’re creating an innovation team. Duncan will be in charge. What could possibly go wrong? Well, outside of legal, who does legal work? Outside of marketing, who does marketing work? Nobody. So when you create an innovation team, you subliminally just told everybody else you’re off the hook.

We tried an accelerator program which created some level of access enabling us to partner with some young tech startups and bring some new technology to market. But we had failed in our overall goal, which was set by the CEO of Disney, was how might we embed a culture of innovation and creativity into everybody’s DNA. So I set out to create a toolkit that has three principles. It takes the BS out of innovation and makes it less intimidating to normal, hardworking people.

Make creativity tangible for those people who are uncomfortable with ambiguity and gray. Fun, more importantly, make the process fun. Give people tools they choose to use when you and I are not around.

John Jantsch (03:31.062)

All right, so and I’m sure you hear this all the time. I know you’ll have a great answer for this, but what do do in those organizations or individuals who we know there are lots of them, but say, I’m just not creative. Yeah.

Duncan (03:44.488)

Yeah, I disagree. I’m sorry. Look, let me ask you question. When you were a small boy, what was your favorite toy?

John Jantsch (03:54.094)

Probably a stick.

Duncan (03:55.594)

See what why because the stick was your lightsaber. That’s why it was your wand It was anything you wanted it to be and we were all born creative with an amazing image when you were given a gift for a holiday and it came in an enormous box and it took you ages to take the toy out of the box what do you spend the rest of week playing with Yeah, the box right it was your rocket it was your force it was your cart It was anything you wanted to be till you went to the number one killer of creativity Education and the first thing your first grade teacher told you to do was don’t forget to color in between the lines

John Jantsch (04:10.798)

The fort.

John Jantsch (04:20.044)

Right.

Duncan (04:24.586)

Small children, they’re very curious. ask why, why, why, why, why again? Because they’re seeking the core consumer truth. They’re after the insight for innovation. If I were to survey 5,000 people and ask them why they go to Disney on holiday, the number one response I’ll get is we go for the new attractions. But that’s not strictly true, is it? So if I were to rely just on my data, I’d go spend $250 million on a capital investment strategy. But if I pause for a moment and I act childlike, not childish, and say, well, why do you go for the new attractions? Well, now I like the classics. Why do you like the classics? Well, I like it’s a small world.

Why do you like it? a small world. Why remember music? God, no, not the music. Why the music? Where’s my mum’s favourite ride we used to go every summer? Why is that important to you 20 years later? I’ll take my daughter now. Boom. There’s your insight for innovation. Call consumer truth. It’s got nothing to do with the capital investment strategy and everything to do with that person’s personal memory and nostalgia. But then we go to the number one killer of curiosity, education. And the next thing we’re taught to do is to stop asking why, because there’s only one right answer. Here comes artificial intelligence, right?

You think we used to laugh at the blue collar workers? Well, guess what? They’ll be laughing at the white collar workers now. But I’ve been working with Google on their DeepMind project, which is their AI project. And I asked the lead engineer what I said, how the hell am I going to compete with this? You know, what will be the most employable skill sets the next five to 10 years? And she said, that’s easy. The ones that will be the hardest for her to program into AI. I said, well, what are those? says, the ones with which you were born, imagination, creativity, curiosity, empathy, and intuition. But they’re drummed out of us by the time we’re 18.

That’s the challenge.

John Jantsch (05:51.81)

Yeah, Of course, having some handy set of plumbing skills will become very necessary too though, It is.

Duncan (06:00.52)

No seriously hands-on workers absolutely fine. look I set out here’s why people say why do you write a book. Let me ask you quite an honest question here. When you see a business book in an office physically where is the book?

John Jantsch (06:15.022)

laying on a desk.

Duncan (06:16.616)

Yeah, there you go. it’s on the coffee table. It’s on the bookshelf. I’m going to get to it tomorrow, but my boss needs this now, so I actually never read it. I have good intentions to read it, but I don’t. So I thought, OK, how do I make it more accessible to people who’ve got other things to do? I thought, what nonfiction book have I ever read where I could read one page today and know exactly what I was going to do and not worry about the rest of the book today? My mum’s cookbook. You want shepherd’s pie? You got to pay 67. So the contents page is designed for busy people. It says, have you ever been to a brainstorm where nothing ever happened?

Go to page 67. Don’t know how to find insights for innovation? Go to page 42. Work in a heavily regulated industry? Go to page 67. So it’s designed to be very accessible, but it’s also designed to appeal to what I call the three sensory learning styles. So let me ask you a question. May I ask you to close your eyes for just a moment?

How many days are there in September? I would ask you to keep your eyes closed and tell me how you knew, how you remembered, how you learned or what you could see with your eyes closed right now. Bingo, you can open your eyes. 30 % of the people will recite the rhyme. 30 days has September, blah, blah. No, it’s true. And so they just told me they learn by listening. They probably read a lot. It’s an auditory style. How do I know that? Because they were six when they learned it. How did they remember it? Because they heard it. Another 30%.

John Jantsch (07:07.502)

30.

John Jantsch (07:15.626)

see a calendar.

John Jantsch (07:21.856)

Yeah, yeah.

Duncan (07:33.502)

Put the knuckles together and start counting the knuckles. January, February, March, April, May, June, June. Those are kinesthetic learners. By the way, John, you were taught both, but you don’t remember either because that’s not your preferred learning style. You’re the majority of the audience. You learn by seeing. You represent 40 percent of the audience. So I thought, OK, how do I create a book that’s not a book? I want it to be a toolkit. I want it to be fun, but I want it to be purposeful. I want it to appeal to all three learning styles. So it has QR codes embedded with each chapter with Spotify playlists for auditory learners.

It has animated videos in each chapter where Duncan is now an animated character. I pop out of the book with a bunch of other characters I’ve created for the visual learners and teach you how to use the tools and for our kinesthetic learners starting, I think today, but maybe in a couple of days from now, the QR code on the back of the book will actually take you directly to the very first ever fully integrated artificial intelligence book.

Why? Because I’ve never done it before. That’s why. So you will be able to ask the book questions and through chat. It’ll answer you through WhatsApp. So you might say, how do I use the tool on page 67? And it’ll answer you. But you could also say, how do I use the tool on page 67 to develop a marketing campaign that’s more of a mercy to experience for my brand? And the book will answer you.

John Jantsch (08:50.158)

Who published this book?

Duncan (08:52.266)

You know what, Amplify

John Jantsch (08:54.798)

So I’ve written several books with major publishers and I’m envisioning the meeting where you described what this book was going to be like.

Duncan (09:04.2)

I kept telling the publisher, we thought, he said it’s a book. I said, hell no, it’s not. It’s a toolkit. By the way, I want to give it away for free. Needless to say, the publisher had other ideas. I still want to give it away for students because we are killing the most employable skill sets in the next decade.

John Jantsch (09:19.502)

Yeah. So if you’re going to work with an organization that, and again, I don’t know if that’s a service you offer consulting, but if you were going to work with an organization, I mean, what are some of the mindsets they would have, you would try to get them to change the habits you would get them to change that would really make this come to life?

Duncan (09:35.686)

Here’s the first one and this is particularly for leaders, right? Because again, the more experience we have, the more reasons we know why the new idea won’t work. So John, you and I have been tasked with coming up with an idea for a birthday party, for a Harry Potter birthday party. Are you familiar with Harry Potter?

John Jantsch (09:53.166)

I’m not a, yes, I’m familiar, but I’m not a junkie.

Duncan (09:59.378)

No, but have you seen a couple of films? OK, good. So I’m going to come at you with some ideas for a Harry Potter party. I’d like you to start each and every response with the following two words. No, because they’ll be the first two words you use and you’ll tell me why not. I was thinking of coming to your house, putting a sorting hat outside the front door, having all the good people get the Gryffindor party, but all the bad people get the Slytherin party.

John Jantsch (10:01.079)

I have.

John Jantsch (10:20.428)

No, because everybody just wants to play Quidditch.

Duncan (10:24.921)

right, I tell you what then, we’ll give everybody a broomstick and they can go running around the back garden looking like idiots and work the snitch to be acting on a drone.

John Jantsch (10:29.806)

No, because they can’t really fly.

Duncan (10:34.406)

Alright, fair point. I’ll tell you what then, let’s say that we’ll bring them all indoors and we’ll have a magic potions room where we can all drink something that turns us into something totally freaky.

John Jantsch (10:42.766)

no, because, there’s actually a giant animal in the back closet that would probably eat everyone.

Duncan (10:53.898)

Fair point. tell you what then, what if we just showed the movies? We’ll put them on your TV screen and we’ll serve butterbeer and No because, come on. So let me ask you question. When somebody’s constantly no becauseing you, how does that make you feel?

John Jantsch (11:00.14)

that’s perfect. No, because there might be somebody allergic to popcorn.

John Jantsch (11:13.432)

frustrated.

Duncan (11:14.364)

Okay, I would call it business as usual. Let me ask you a question. Do you think our idea was getting bigger as we were going or was it getting smaller? Which way was it headed?

John Jantsch (11:16.578)

Yeah.

John Jantsch (11:21.486)

It was, we were down to watching the movies. It was getting smaller.

Duncan (11:25.48)

Yeah, all right. Let’s start again. Are you familiar with Star Wars? OK, so I’m going to come at you with some Star Wars ideas. Unlike Harry Potter, where you started the response every single time with no, because this time I’d like you to start every single response with the words yes and and we’ll just build on it together. So I was thinking of coming to your house, getting into the kitchen, painting it black, turning it into the Death Star canteen and we could have a food and wine festival and half of the boo and tattoo.

John Jantsch (11:29.518)

Yes.

John Jantsch (11:50.632)

yeah, yes, and let’s add stormtroopers.

Duncan (11:53.462)

yes, and yeah, we can have a cosplay party. All the tall people could come as Darth Vader and all the little people would come dressed as Ewoks.

John Jantsch (11:55.993)

Yeah. Yeah. Yeah. Yes. And we’ve got to have Yoda, don’t we?

Duncan (12:03.121)

yes, and we can have the force. Everybody get a glow in the dark lightsaber full of their favorite alcoholic liquid.

John Jantsch (12:10.198)

Yes, and what about Darth Vader? Could he appear?

Duncan (12:14.362)

yes, and we could have Harrison Ford. We could bring back, yeah, or even the dead celebrities could come back via hologram and we could take them all on your corporate jet down to Disneyland to see the new galaxy’s edge.

John Jantsch (12:24.526)

Yes, and why not invite George Lucas?

Duncan (12:27.176)

Alright, so we’ll stop there. So a lot more laughter, a lot more energy. Most of us became Italian for the first time today, waving our arms. This time around, bigger or smaller.

John Jantsch (12:31.608)

Yeah.

John Jantsch (12:37.432)

Well, it kept getting much larger.

Duncan (12:39.434)

You can always take a big idea and value engineer it down. Pretty hard to turn a small one into a big one. Far more importantly, we work inside big organizations, we work inside small organizations, we have colleagues and constituents and clients to bring on board with our idea. By the time you and I just finished building the idea together, whose idea was it by the time we finished?

John Jantsch (12:58.145)

well was totally mine.

Duncan (12:59.53)

I would argue ours, John, thank you. So here’s the thing, two little magical words, yes and, have the power to turn a small idea into a big one really quickly. But far more importantly, have the power to transfer my idea, which never goes anywhere inside an organization, to our idea and accelerate its opportunity to get done. Just remind yourselves, I know you’re leaders, I know you’ve got responsibilities and quarterly results and deadlines. Just remind ourselves, we’re not green lighting this idea for execution today. We are merely green housing it together using yes.

If you take nothing away from listening to today’s podcast, don’t let the words know because be the first two words out of your mouth when somebody comes at you with a new idea. They have made genius two days from now, two weeks from now. You’ll never hear it. Your job as a leader is just that you’ll get to the know because but don’t start there. The other thing that I tried to teach is playfulness and I’ll tell you for why. Can I ask you to close your eyes? Where are you and what are you doing when you get your best ideas?

John Jantsch (13:47.405)

Yeah.

John Jantsch (13:59.438)

Definitely outside.

Duncan (14:01.768)

OK, so you can open your eyes. I’ve done this with up to 20,000 people. You’re here. Shower, bathroom, jogging, walking, driving, commuting, gym. Do you know how many people say at work? Nobody. Not one person ever writes down at work. Well, why not? Close your eyes again. Picture that last argument you were in. Bit of a shouting match. You’re angry at them. They’re angry at you. Now you turn to walk away from that argument. You’re 10, 20, 30 seconds away. You’re about a minute away from the argument and…

John Jantsch (14:12.142)

the

Duncan (14:30.026)

What just popped into your brain totally spontaneously the second you turned to walk away from that argument? What was it? Well, you should have said the killer one-liner, that one perfect, beautiful lie. You wish you’d choose to the argument, but you didn’t, did you? No, never did. Why not? Because when we’re in an argument, our brain is moving at a thousand miles an hour defending ourselves. When we’re at work, we’re doing emails and presentations and reports and we hear ourselves say, the number one barrier to innovation, I don’t have time to think. And when you say, don’t have time to think, you’re in the brain state science calls beta.

John Jantsch (14:34.702)

what I should have said.

Nope.

Duncan (14:58.57)

where the door between conscious and subconscious brain is firmly closed. When that door is closed, you only have access to your conscious brain. That is 13 % of the capacity of your brain. 87 % of the capacity of your brain is your subconscious brain. Every creative problem you’ve ever solved, every innovation you’ve seen is back here to serve as unrelated stimulus. But when the door is shut, you don’t have access to it. So how do I move you from there metaphorically and place you back in the shower where it is when you have your best ideas? You can still make an informed decision.

But still have a big idea that brain state is known as alpha. I call it amazing alpha. The best brain state for creativity at work. How do I get you there? By being playful. What do I do? I run an energizer. Well, what’s that? It’s a 60 second exercise. What am I doing? I’m making you laugh. Why am I making you laugh? Because the moment I hear laughter, I know that I’ve just opened the door between your conscious and subconscious brain. When we ask who are the most creative people you’ve ever met, everybody always says children. And I always hear people say, we don’t have the resources. You say,

Who are the most creative people? Children. how much money they got? none. Now, I don’t expect people to be playful every minute of every day. Life would be great fun, but we wouldn’t get much work done. I do expect you, particularly as leaders, to be playful at the right time.

John Jantsch (16:07.18)

Yeah, you know, I read something recently about this idea of why children, you know, are able to have just such rich imaginations and such creativity. and it, well, the person concluded that, that actually, you know, young children, particularly, are halfway in a fantasy world, you know, and, we sort of the school and everything sort of beats that out of them says, no, this is reality. But, but it’s an interesting thought that,

Duncan (16:16.778)

I haven’t gone to school yet.

John Jantsch (16:34.778)

They’re able to be so creative because they really live between reality and fantasy.

Duncan (16:39.922)

Yeah, very true. Very true. No, it’s true. Education is killing the most employable skill sets of the next decade. The future of education is gaming. Education will not exist as it exists today. Why? Because it deserves to die. Why? Because your children are learning the same thing I learned at school but I went in the 70s. That’s why.

John Jantsch (16:47.694)

Yeah.

John Jantsch (16:56.483)

Yeah. Yeah. Multiplication tables are not going to be really a necessary skill, are they? So I want to talk a little more about, you mentioned it briefly, but I think there’s a lot more to this idea of river of thinking. Can you kind of talk about that metaphor and how it both informs and gets in the way?

Duncan (17:12.38)

Yeah, we all got stuck in it. You know, I worked at Disney for 30 years and I was helping Lucas, Lucas Films, Marvel and Pixar have new ideas. But the challenge is when you’re talking to anybody who’s worked in one particular line of business for a long time is they become so entrenched in what I call their river of thinking. So let me explain how that or the danger of a river of thinking. You and I are going to go into business together and we’re going to open a car wash. Tell me if you were three or four essential ingredients we must have in our car wash.

John Jantsch (17:41.454)

customers, water, employees.

Duncan (17:42.718)

What else?

What else?

Employees, customers, employees and water. OK, you and I are actually, are venture capitalists. We’ve been invited to open a brand new franchise of auto spas. Who are a spa? Now close your eyes. What would you what have you seen in the spa? What would you like to see in your spa? What could we have in the spa?

John Jantsch (18:06.926)

Great music. Very, very comfortable, fancy chairs.

Duncan (18:08.714)

Okay, what else?

Duncan (18:13.94)

Okay.

Duncan (18:18.442)

What else have you seen? There we go. So you can open your eyes. I said car wash straight into your river of thinking, right? Water brushes, so vacuum dryer. I said auto spa, which is about the same product. We’ve got masseuses, we’ve got many pedis. So this tool is brilliant. Walt Disney created it. He said we will not have any customers in our park. We will only have guests. We will not have any employees. We’ll only have cast members. And with that simple re-expression of the relationship between the customer and the employees, the cast member, the guests.

John Jantsch (18:18.774)

Aromas aromas. Yeah

John Jantsch (18:25.32)

Yeah.

Duncan (18:47.514)

everybody got out of their river of thinking created this culture of hospitality. Our river of thinking is this, how might we make more money? How might we make our quarterly results? If we continue to ask that question, we’d put the gate price up at Walt Disney World by three percent, you’d have complained and we’d have made our quarterly results. You don’t get to iterate in a post pandemic world. You innovate or you die. So instead of asking the question we ask ourselves every day, because that’s our river of thinking, how might we make more money? We reversed the challenge and said,

How might we solve the biggest consumer pain point? Everybody knew what it was. It was called standing line. And I said, what if there were no lines? Didn’t know how to solve it at the time. And we looked outside of our industry for an insight for innovation. Most of the insights for innovation come from looking outside of your industry. It’s called Where Else? It’s in the book. And we noticed there was a very small pharmacy in Tokyo, Japan, using RFID technology to enable people not to stand in line. Welcome to the world of Disney’s Magic Band. Does it come in red or gray in the mail?

Of it does. Why? Because you’re like, right, the Star Wars edition. Does it come with matching merchandise? Of course it does. This is my room key today. I don’t check in or check out of a Disney Resort Hotel. It’s my theme park tickets, my reservations for my character meet and greets and my rides. Now it’s morphing towards the phone. I can pull for merchandise and have it sent to my hotel room or house, depending on how many times I touch it. I can order my food through my smartphone, walk into the restaurant when I want to walk in, sit at the table I want to sit at. The food comes fresh to me. Had we started by saying, how might we make more money? Yeah, we’d have made 3%.

but by reversing the challenge and asking how might we solve and getting out of our river of thinking, say, how might we solve the biggest consumer pain point? The average guest at Walt Disney World today has two hours free time they didn’t have six years ago each and every day. What does that result in? Record intent to recommend, record intent to return and record revenues. What do people do with their free time in Disney parks? They spend a bucket load of money.

John Jantsch (20:29.58)

Yeah. All right. Buy more stuff. Absolutely. Well, Duncan, this has been a fascinating interview. I’m not sure if you interviewed me or I interviewed you, but nonetheless, I think the listeners will be the better for it. I really appreciate you taking a moment to stop by. there someplace you’d invite people to find out more about your work and the imagination?

Duncan (20:40.906)

you

Duncan (20:54.228)

Well, they can normally find me in the Lammon Flag pub in Covent Garden, but if I’m not there, they could go to the imagination emporium dot com or Duncan Wardle.

John Jantsch (21:01.762)

Well, again, I appreciate you taking a moment to share and hopefully we’ll run into you one of these days out there on the road. Likewise.

Duncan (21:07.388)

Nice to meet you.

 

 

Why Two Weeks Notice Is Hurting Workplace Culture

Why Two Weeks Notice Is Hurting Workplace Culture written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Robert Glazer

In this episode of the Duct Tape Marketing Podcast, I interviewed Robert Glazer, founder of Acceleration Partners, a global partner marketing agency, and author of the bestselling book Rethinking Two Weeks Notice. Robert is an expert in workplace culture, employee retention, and leadership. His work challenges outdated corporate practices and offers fresh strategies for creating thriving workplace environments.

During our conversation, Robert shared powerful insights on why the traditional “two weeks’ notice” practice is no longer effective and how companies can replace it with the Open Transition Program. By fostering psychological safety, improving communication, and rethinking job exit strategies, businesses can enhance employee retention, protect workplace culture, and build long-term loyalty.

Robert Glazer’s fresh perspective on employee transitions offers actionable strategies for improving employee retention, workplace culture, and corporate reputation. By replacing outdated practices like the two weeks’ notice with the Open Transition Program, businesses can create a supportive, loyal, and high-performing work environment.

Key Takeaways:

  • Why Two Weeks’ Notice Is Outdated
    The traditional two weeks’ notice creates rushed transitions, strains relationships, and disrupts workplace culture. This outdated rule often leaves both employers and employees feeling dissatisfied and unsupported during career transitions.
  • The Open Transition Program: A Better Solution
    Robert introduced the Open Transition Program, a proactive approach that encourages open conversations about career transitions. By providing a structured and supportive process, employees can leave on better terms, ensuring smoother transitions for all parties.
  • Psychological Safety Is the Foundation of Loyalty
    Building psychological safety within the workplace allows employees to share their career aspirations and challenges without fear. This creates an environment of trust, where transitions can be managed with transparency and respect.
  • Strengthening Workplace Culture Through Better Transitions
    Employee transitions are a crucial but often overlooked aspect of workplace culture. A thoughtful approach to resignations and career changes demonstrates respect for employees and reinforces a culture of trust and collaboration.
  • The Long-Term Benefits of Positive Transitions
    Companies that implement better job exit strategies often see long-term benefits, including alumni referrals, Boomerang employees, and stronger client relationships. Treating employees well at the end of their tenure creates lifelong advocates for the brand.
  • Replacing Resentment with Respect
    Traditional resignation practices can leave both employees and employers feeling resentful. The Open Transition Program focuses on respect, ensuring that employees leave on a positive note while protecting the company’s reputation.
  • The Cost of Ignoring Exit Strategies
    Ignoring the importance of employee transitions can lead to high turnover, damaged client relationships, and a negative reputation. Implementing modern job exit strategies can mitigate these risks and foster long-term success.

Chapters:

  • [00:00] Opening
  • [00:34] Introduction to Robert Glazer
  • [01:20] Problems with the Traditional Two Weeks Notice
  • [03:45] Replacing Two Weeks Notice with the Open Transition Program
  • [05:30] Addressing Employee Performance Issues Early and Constructively
  • [10:04] Organizational Culture and Open Transition Programs
  • [17:24] Structured Employee Transitions and Client Retention

More About Robert Glazer: 

John Jantsch (00:00.705)

Hello and welcome to another episode of the Duck Tape Marketing Podcast. This is John Jantsch. My guest today is Robert Glazer. He’s the founder and chairman of the board of Acceleration Partners, a global partner marketing agency and the recipient of numerous industry and company culture awards, including Glassdoor’s Employees Choice Awards two years in a row. He’s the author of the inspirational newsletter, Friday Forward. Everybody should subscribe and the number one Wall Street.

Robert Glazer (00:08.144)

Thank

John Jantsch (00:30.571)

journal USA Today and international bestselling author of five books. We’re going to talk about his latest today, Rethinking Two Weeks Notice, Changing the Way Employees Leave Companies for the Better. So Robert, welcome back to the show.

Robert Glazer (00:31.322)

Bye.

Robert Glazer (00:44.548)

John, thanks for having me.

John Jantsch (00:46.185)

So, the enemy is two weeks notice the standard practice of, of, Hey, I’m, I got a better offer. I’m giving you my two weeks notice or the other way around. You’re not working out here. You got two weeks notice. So that kind of deal. So, so why is that bad?

Robert Glazer (00:57.54)

Yeah, here’s two weeks severance. Yeah.

Robert Glazer (01:03.824)

There’s two problems that we have. Well, I’m a big fan of psychology and cognitive dissonance. And so the left side of our brains knows that we’re not in lifetime employment situation anymore. We don’t have pensions, people are going to work forever. And yet when people then leave our organization, the right side of the brain, we treat it more like the end of a marriage than the end of a professional sports contract, like this huge betrayal or otherwise. So we’re just not reconciling.

these two things and it produces bad outcomes. You have employees who leave employers and their managers and their mentors with a bad taste in their mouth. what they’re told by their parents, two weeks notice. That’s what you do, it’s respectful. But if you mentored someone for three years, you trusted them, you gave them a lot of rope and they were out a little bit and had doctor’s appointments and now they’re leaving in two weeks.

John Jantsch (01:44.791)

Yeah. Right.

Robert Glazer (01:55.874)

You don’t realize, I mean, I get a lot of back channel references over the years. Everything is layout. You’re going for a job, two jobs from now and someone reaches out and they’re like, yeah, John, like, I just remember how you left, right? And so endings really matter. If you’re planning a conference, your last speaker is really important. It’s sort of, it’s everything that people remember. And then similarly for the company, particularly in a service business, know, clients hate account turnover.

John Jantsch (02:10.486)

Yes.

John Jantsch (02:14.433)

Yeah.

Robert Glazer (02:22.436)

rushing to get a new person, all these things. it just really is suboptimal. It’s just an outdated process. Most people just don’t know what to replace it with.

John Jantsch (02:30.423)

Yeah.

Right. Yeah. It’s funny. I, you know, in marketing circles, I mean, I pay a lot of attention to testimonials and reviews and things like that. And it’s amazing how really the perception that somebody has of the brand is not the brand, but Rusty, you know, the guy that fixed their boiler, you know, or whatever.

Robert Glazer (02:50.832)

Look, anyone listening to this, if you are either personally or professionally, whether it’s accounting firm or your marketing agency, there is nothing that hurts the reputation more of a professional services firm than account turnover. It’s the thing that puts it at risk. If you’ve ever been with a brand and you get three different managers in 12 months, you’re like, I’m out. I don’t want to do this anymore.

John Jantsch (03:03.501)

F

John Jantsch (03:07.777)

Yeah. Yeah. Yeah. Yeah. It was too much work to get in a rhythm. all right. So I’m just going to jump right into your concept of what would replace it. The open transition program OTP. You got to love a framework. So Robert, let’s just go there. We’re going to talk about bits of it, but maybe set the table. What is, what is your, theory about replacing two weeks notice?

Robert Glazer (03:12.89)

Yeah.

Robert Glazer (03:35.408)

Yeah. So, so it’s not just the theory because we practiced it for over 10 years and, and, but it is a theory, but it’s also, and I’ve had a lot of other leaders just with little bits and pieces who wanted to be better reached out. And look, we were building a great culture and just the two week notice thing felt antithetical to that. So we tried this concept of a transition program that said, look, when you’re ready to leave, we’ve created psychological safety, come and have an open, honest conversation with us. We will never walk anyone out the door that day if they come and have it. And likewise,

John Jantsch (03:41.185)

You

Robert Glazer (04:04.336)

our managers are gonna have honest conversations with you. And when we kind of sense that something’s not going right, we’ll see if we can fix it. And most problems, if you actually get to them earlier, they don’t become irrecoverable. If you wait long enough, then everyone’s pissed and they can’t get it. It almost doesn’t even matter what the original problem was. Now you’ve got this whole vicious trust cycle and stuff going on.

John Jantsch (04:21.921)

Yeah. Yeah.

Robert Glazer (04:26.266)

So we said, look, it’s okay, we’ll enter you into a transition program and maybe that’s 90 days, but you’re working here and you’re starting to interview and you’re communicating with your boss about that. And maybe our HR teams helping you with your resume. And we want you to be a productive alumni member. When it’s time to go, we want that to be a good outcome. And we’d rather do that and have less surprises and pay you to work here, understanding we’re gonna get some diminished capacity.

paying you severance or paying you kind of not to work or go away and blowing the thing up at the end.

John Jantsch (05:01.557)

Yeah, there’s a couple things you said there. I want to circle back to that idea that most problems are created by because we just don’t deal with them because we’re like, I, you know, an employee gets fired, but I should have done that three months ago, you know, kind of, kind of thing. And so it just really deteriorates. So, I think that’s, that’s, I think people have to realize that before they can start thinking about the open transition program, right?

Robert Glazer (05:26.768)

Right. is psychological safety is that there’s four components, psychological safety, open communication, mutual respect and commitment to be mutually beneficial outcomes. Psychological safety is the foundation of this. With it, you can have some good outcomes. it’s, we’re recording this in December. John, like if I am firing you this week, cause I am at my wits end where I was going to put you on a pip and you’re with your wits end. What the issue was probably emerged in March and.

John Jantsch (05:31.095)

Yeah.

Robert Glazer (05:55.288)

If I had really, and it emerges some performance problems, but this is the issue. Like this is like Western medicine versus Eastern. If three people have a headache and I give them a Tylenol, it might help the headache, but one is dehydrated, one’s allergic to gluten and one has a brain tumor, right? Tylenol is not a cure for that. So I talk in this book around digging to the root and there’s three common roots. Problems the employee needs to fix, problems the employer can fix and wants to fix, and then problems that.

they’re not gonna fix. So I start noticing you’re a little off in March and instead of saying, John, you gotta do better or whatever, I’m like, John, like what’s going on? And you confide in me, because I’m your manager and you might say one of three totally different things. One, you lost your childcare and so you’re really tired and distracted or you’re going through a separation and so you’re just not there. And so was like, look, John, I can help with this, we can change your hours, but this is on you to fix. And generally, if you repair that problem,

your satisfaction with work and your performance is gonna improve. The second one you say, look, the last three people that we hired were at a higher level me, higher salary, I’m doing the same work, I was promised a raise years ago, like I’m just getting really frustrated, right? And if I look at that and I say, geez, John’s right, like we kind of overlooked him. I might say he’s not and that’s a different discussion, you he wants a but he’s right. So we give him the promotion he deserves, he gets a new manager and boom, it recovers.

John Jantsch (07:13.099)

Yeah. Right.

Robert Glazer (07:21.616)

The third one, the one not gonna fix, John comes and says, look, I know you told me a remote only company and I thought I wanted that, but I’m just, missing an office. And you know, that leads to a discussion like, hey John, we’re not getting offices. Like, so why don’t we help you find a better opportunity? So each of those circumstances might’ve showed up in a performance problem, but they have totally different roots and totally different solutions. And that’s why this program can have a good outcome. If I lean in early and we’re doing this transition in the third case,

you know, in July, that’s different because one of the common objections is like, you can’t do this, people are toxic, all this stuff. like, look, John’s toxic in December because this has been going on for six months and now I’m pissed at him and he’s pissed at me and otherwise. the other objection, well, people will, they’ll steal and they’ll do this and people when they’re leaving all this stuff. And to that, I would say if you have a lot of people that are constantly acting toxic and stealing stuff as they’re on the way out of your company,

John Jantsch (08:01.569)

the

John Jantsch (08:10.229)

Yeah.

Robert Glazer (08:21.464)

Either you are really doing a terrible job in hiring or there’s something about your culture that’s making them that way. And either of those scenarios require a little bit of a deeper look.

John Jantsch (08:27.692)

Yeah.

John Jantsch (08:33.005)

Yeah, and that’s the real common idea behind the practice, right? It’s like, well, once we decided to fire this person, we like take away their computer, get them out the door, right? Because they’re going to do something bad.

Robert Glazer (08:41.68)

Even before that, I think in the three months when you know you have to fire John and you don’t, because John’s a super nice and likable guy, but he’s just not doing well, you start to distance him and push him away and sort of make him out to be a bad guy so that it makes it easier for you when you fire a bad guy. This would advocate the opposite. Like John, we talked about this John a few months ago, John, come into my office in July. Like John, I love you.

John Jantsch (08:45.195)

Yeah, yeah, yeah.

Yeah.

John Jantsch (08:59.467)

Yeah, yeah. Yeah, yeah.

Robert Glazer (09:06.81)

but you know that you can’t be a 50 % quota on our sales team for four quarters in a row. This isn’t working. Do you wanna be in sales? What do you wanna do? Can we help you do something different? You can lean into the relationship while holding the performance component there, but I think it’s better to go that way than to, your brain can’t, this is cognitive distance 101. It can’t handle that John’s a good guy and a bad worker, so I have to make him a bad guy so that I feel better.

John Jantsch (09:11.117)

Yeah.

John Jantsch (09:24.777)

Yeah. Right.

John Jantsch (09:32.653)

Let’s use a Susie for our example instead of John. Okay. So, so you have, you have a company that, helps, people create partnerships that are beneficial to their businesses. that’s, you’ve written books about that, which is a very common thing for an author to do, to, and, and.

Robert Glazer (09:36.046)

Yeah, so you know, you’re not the first person to say that, but the next example will be Suzy.

John Jantsch (10:00.801)

business owner to do to write a book that supports their, what they do, what their core mission is. You’ve written a couple, what I would call people ops books, that probably on the S on the very, very surface, you know, don’t seem like they would support your business objective. And yet here we are. So why, why, is this topic? So are you so passionate about this topic of people?

Robert Glazer (10:23.28)

It’s a great question. I think yeah, we are a marketing agency, but we’re also a services firm. And after 20 years of building a services firm, you can be interchangeable with a psychologist, right? It is every issue is a people issue. There’s never a broken widget. There’s never a broken press or a shipment that’s late with FedEx. And so I, you know, as a building organization, you know, we were discovering, I wanted to build this great culture. It required rethinking a lot of the

practices I had seen and as we kind of learned things and tested things, my purpose is to share ideas that help people and organizations grow. So I became kind of passionate about being a little bit of a laboratory and if we found something that worked, try to share it with people or companies. To me, companies and great leadership are the solutions to our problems. If it’s not clear to you in 2025 that government is not the solution to your problems these days, then to me that’s the biggest impact.

that we can all have is that one great leader and one great organization spawns off a whole legion of great leaders and go off, a horrible leader and a horrible organization spawns off a whole group of traumatized people. So that’s sort of the why behind.

John Jantsch (11:38.393)

So as I read the definition of open transition program, OTP, there’s a lot of culture in it first. I mean, I don’t think you wake up and go, I read Robert’s book and now we’re going to do this. Right. I mean, there’s, there’s a, if there’s not a culture of trust and there’s not a culture of we want you to succeed, you know, but what’s best for you. mean, how do you kind of start to change that?

in order to adopt this. Cause I think a lot of companies could not physically adopt this.

Robert Glazer (12:09.872)

No, no, actually thank you for saying that because there’s two disclaimers that I forgot to make. One is, do not read this book as an employee and go into a company with a horrible culture and say, hey, I’m thinking about leaving or whatever when they walk everyone to the door in hoods because this is not a bottoms up thing. This is a tops up thing. And as you said, if you have a, and I say it in the book, if you have a crappy culture and you have poor psychological safety, this probably isn’t going to work.

John Jantsch (12:19.159)

Yeah

John Jantsch (12:22.926)

Hehehehehe

Yeah.

Robert Glazer (12:37.136)

So it needs to be built on a foundation of that. I mean, the quickest way in an organization to really try to improve psychological safety, which is not easy, is vulnerability and feedback, right? Leaders are sharing more, they’re vulnerable, they’re real, and people see that feedback is welcome and taken and acted on, right? Those tend to be two of the main doors that open that up. But yeah, this is not…

This is actually a program for good companies and good leaders. And I’m not saying like myself, but like myself, we’re frustrated that the two week thing just doesn’t feel compatible with what they’re trying to do, but no one knows any other way. So I’ve had people ask, like, look, if my company doesn’t operate this, can I do this as my team leader? And I was like, look, there’s nothing that would preclude you from having open and honest conversations, encouraging people to come, you know, if you got to give HR

John Jantsch (13:14.583)

Yeah. Yeah.

John Jantsch (13:20.033)

Yeah.

Robert Glazer (13:34.434)

notice you can wait till four weeks and let them know.

John Jantsch (13:38.443)

Yeah, yeah. Well, you know, it’s interesting. While this is sort of a prescription for the end game, it’s actually a bit of a roadmap for how to not have as many end games, isn’t it?

Robert Glazer (13:51.536)

Yeah, you don’t, look, we even talk to people about this when they join, you know, so they feel like if I happen to make a mistake, it’s not going to be a disaster. People are going to leave, right? So the question, and it could be two years and it could be great or it could be four years. The key is just how do they not leave poorly? And how do you turn that into what McKinsey has mastered? And I think what we’ve had a lot of success with is like alumni, you know, you can have.

John Jantsch (14:00.407)

Yeah.

John Jantsch (14:19.211)

Yeah.

Robert Glazer (14:19.92)

your alumni at some point might be more than the number of employees you have. And they can either be net promoters and that distractors our alumni like McKinsey consultants who go in-house at companies and hire McKinsey. They go in-house at large brands and you know, they tend to hire us back to help with that. But that only works if they, if they left on a good note. So there’s a real long game to be played. You know, we live in the real time checking and glass door and review world. it, it, it, it, it’s everyone knows about.

scorched earth these days. Actually, people know more about it of the company that scorches earth rather than the candidate. I’m waiting for someone to build the inverse of Glassdoor. But it’s all interconnected and your brand’s kind of live out there. And if you can turn something that’s a negative into a positive, we put all this work into hiring well and culture and we’ve just totally ignored leaving.

John Jantsch (14:50.807)

Yeah.

John Jantsch (15:14.209)

Yeah, yeah, yeah, which is sort of the ultimate expression of culture, isn’t it?

Robert Glazer (15:19.79)

Yeah. How you treat someone out the door, probably the door probably said when you have nothing to gain from them, it’s the same thing. How do you, you you enter, know a lot of people interview and they always try get into a meal and try to see how they treat the help or the server. How do they treat people that, you know, they’re not trying to impress because they tend to show their true stripes.

John Jantsch (15:26.893)

Yeah.

John Jantsch (15:34.817)

Yeah,

John Jantsch (15:41.197)

Since you’ve been doing this for a while, I assume, do you actually consult with other companies to do this? I’m not sure if that’s part of your model.

Robert Glazer (15:48.816)

I haven’t, I’ve done some workshops or I do more speaking on the topic, but other than the, this is actually like, I had a lot of people reach out just from the Ted Talk and the HBR article and tell me, I went and decided to try to have one of these real conversations. It was so much better, but they didn’t have sort of the playbook. So this is the first time the sort of playbook has hit the market. And so, yeah, if there are companies that need help with it, I’m happy to talk to them about it.

John Jantsch (16:06.391)

Yeah. Yeah, yeah, yeah. Okay.

John Jantsch (16:18.765)

Well, I mean, it to me, it sort of perfect workshop, you know, kind of material. But again, I think the hard part is you got to still you got to come with the right frame of mind. This is not going to fix the wrong frame of mind, is it? Yeah. Yeah.

Robert Glazer (16:23.46)

Yeah.

Robert Glazer (16:31.554)

No, you have to have the right company and the right people and there has to be a level of frustration and understand that the behavior of the employees will focus, will inherently go around what they see. There was a company I talked about in the book years ago that had won these cultures award and talked about their culture, super proud of their cultures. When I asked them how people left their company, they said, well, people give notice and then we ask them to leave that same.

because there’s a lot of risk. So they kind of march everyone out that same day with a box. And then like, if you think that anyone else is going to give you more than like, again, you’re worried about people stealing, they’re not going to steal at 10 a.m. on the day that they give notice, they’re going to do it the months beforehand because they see and they know that you’re going to throw them out that day. it is just this classic devil you don’t know versus devil you know.

John Jantsch (17:07.533)

Yeah.

John Jantsch (17:19.575)

Yeah.

John Jantsch (17:25.345)

Have you, have you determined any sort of metrics, employee morale, productivity? know, I mean, is there, I know this is in some ways just sort of a tweak to your culture anyway, and it’s not a giant pivot. So, you know, have you been able to determine maybe even anecdotally?

Robert Glazer (17:44.314)

can tell you it’s probably saved us just selfishly outside of the, look, it’s actually created, I can couple things. It’s also allowed for Boomerang employees because they leave well. A lot of employees would like to come back, but I think they’re even embarrassed based on how the end went or they gave two weeks notice and they don’t wanna call, they assume everyone hates them. So we’ve got a couple of our best employees be Boomerang employees. So I think that’s a great.

John Jantsch (17:48.417)

Yeah.

John Jantsch (17:55.733)

Mm-hmm. Yeah.

Well, truth.

John Jantsch (18:05.719)

Yeah, yeah.

Robert Glazer (18:11.92)

effort of it and then also just client retention. Like I know that there are clients we would have lost. I know that, you know, again, how this plays out in a services firm. if, you know, Tracy, we’ll pick on Tracy now, you know, Tracy gives two weeks notice and is my account manager on an account for maybe my PR firm.

John Jantsch (18:25.879)

Okay.

Robert Glazer (18:35.002)

So she comes on the weekly call and she says, hey Bob, I’m gonna leave in two weeks and there’s gonna be a replacement. I don’t know who it is yet, but they’ll reach out to you. Like I’m gonna be kind of pissed, right? But let’s say Tracy’s on a transition program. so they decide, so they find out about this two weeks later, they do some account shuffling and they bring in John. And John starts listening on the reverse week’s call, then leading in on week three and four and then building the rapport. And then by week eight or nine,

John Jantsch (18:43.063)

Yes, right.

John Jantsch (19:00.109)

Right.

Robert Glazer (19:03.834)

Tracy says, hey Bob, actually John’s gonna be taking over from here and now I know John, I’m already comfortable with John, like you just assuage this whole account turnover problem.

John Jantsch (19:12.941)

Yeah. Yeah. We actually do that even in a sales environment. you know, a of times people contact us cause they’ve read one of my books or something. and if I’m the one that’s having a meeting with them or I’m the one that starts, you know, they want John and, and so we’ve done that all along. It’s like, no, you get the team here. They are, they’re here on day one before you become a client. So that kind of leads me to, I don’t know if this is that kind of out there, but because you’re in a services business every now and then.

Robert Glazer (19:26.735)

Yeah.

John Jantsch (19:41.525)

A client needs two weeks notice. Right. Either, either you want to fire them or they want to fire you. Could some of this apply to a better outcome, you know, when you’re going to disengage with a client.

Robert Glazer (19:55.374)

Yeah, mean, ideally anyone would want time. Similar, we had some clients who, this goes a little to professional sports. You’ve got people hitting their free agency period, right? You know they’re not resigning, they’re not dogging it, they’re playing out their current contract knowing that they’re not gonna renew the contract. And I just think that if we could take a, yeah, no, usually they have their best year. Thank you, Scott Borass.

John Jantsch (20:06.434)

Right.

John Jantsch (20:17.633)

Well, sometimes they have their best year.

Robert Glazer (20:24.272)

And this is just, I think, where we could emulate a little more and take this a little less personally. People are not gonna work at your company forever. We’re just not, if they’re under 30, you talk to people under 30, they think two years is like a good term. Like that’s like, hey, I did my two years, it was great, like let’s move on. And so that’s the reality. And we just need to update our software for the version that we’re running.

John Jantsch (20:40.833)

Yeah, yeah.

John Jantsch (20:44.941)

Yeah. Yeah.

John Jantsch (20:50.443)

Yeah. Yeah. I always kind of made a joke about the term when people talk about best practices. I’m like, well, there aren’t any better practices. Like, shouldn’t we try to do better practices as opposed to just what everybody does?

Robert Glazer (21:03.738)

Right? That’s funny. We always say at our company that we have a process for everything. And if you don’t know how to do it and you don’t have time or whatever, follow the existing process. But the goal is to upgrade all the existing processes. The difference is we want you to upgrade it for everyone, just not for yourself, right? Upgrade the software, upgrade the app. If you found a better way, do it and share it, right? Don’t, we don’t, want to be delivering a consistent service, but we don’t want it to just be consistently outdated.

John Jantsch (21:14.05)

Yeah.

John Jantsch (21:25.473)

Yeah.

John Jantsch (21:31.691)

Yeah. Well, Robert’s always great to visit with you. You are not only obviously building a strong culture at your own organization, you’re really contributing so much to the thinking on around the topic, even as a marketing company here. Here, most people think marketers are just cold blooded money grabbers, right? Just kidding.

Robert Glazer (21:57.604)

That’s salespeople.

John Jantsch (21:58.669)

That’s true. So I appreciate you taking a few months to about where can people find out more about your work and obviously more about rethinking Two Weeks Notice and that workshop that’s surely soon to be coming.

Robert Glazer (22:10.308)

Yeah, you can download the book anywhere that books are sold or audio books are sold. You can also go to robertglazer.com. That’s where all of my books, podcasts, newsletter, everything is on there. If you click on the Friday Forward Newsletter, you’ll then see a tab for rethinking two weeks notice. I have the book up on my sub stack and you can download the first, you can read the first three chapters totally free and see if it’s something that grabs you and you’ll get.

plenty of information even from those first three chapters.

John Jantsch (22:43.615)

Awesome. Well, again, I appreciate you stopping by and hopefully we’ll run into you soon out there on the road.

Robert Glazer (22:47.78)

John, thanks for having me again.

 

 

The Secret to Smarter, Focused Productivity

The Secret to Smarter, Focused Productivity written by John Jantsch read more at Duct Tape Marketing

The Duct Tape Marketing Podcast with Tommy Mello

In this episode of the Duct Tape Marketing Podcast, I interviewed Jay Papasan, a bestselling author, VP of strategic content at Keller Williams Realty International, and co-creator of The One Thing. Jay has dedicated his career to helping individuals and businesses achieve extraordinary results by simplifying priorities and mastering the art of focus. His expertise spans habit formation, goal setting, and purposeful decision-making, all aimed at fostering clarity and productivity in a world filled with distractions.

During our conversation, Jay shared powerful insights from his book and personal experiences, highlighting how small shifts in mindset and behavior can lead to transformational outcomes. From adopting effective morning habits to aligning decisions with core values, Jay broke down actionable strategies to help you navigate competing priorities, improve time management, and achieve sustainable business growth.

Key Takeaways:

  • Focus on the One Thing That Matters Most
    Instead of juggling multiple priorities, identify and commit to the one task or goal that will make everything else easier or unnecessary.
  • Embrace the 66-Day Challenge for Habit Formation
    Research shows it takes an average of 66 days to form lasting habits. Commit to this timeframe to develop successful habits that align with your goals.
  • Start Your Day with Morning Habits That Boost Clarity
    Before picking up your phone, review your goals for the day. This simple shift ensures you prioritize what matters most over distractions.
  • Simplify to Achieve Business Growth
    Focus on fewer initiatives executed at a higher level to improve team productivity and accountability, leading to sustainable success.
  • Align Decisions With Core Values
    Use your core values as a filter for decision-making. If a choice doesn’t align with your top priorities, it’s a clear “no.”
  • Make Productivity Accessible to All
    Writing and communicating at a simple, clear level—like the fifth-grade reading standard Jay uses—ensures your message resonates with a wider audience.
  • Leverage Strategic Planning for Long-Term Success
    Build a one-page business plan with clear goals and initiatives. Simplicity fosters clarity and alignment across teams.
  • Purposeful Living Creates Work-Life Balance
    By focusing on meaningful goals and eliminating unnecessary tasks, you can achieve a balance that supports both personal and professional success.

Chapters:

  • [00:00] Opening
  • [00:09] Welcoming Jay Papasan
  • [01:44] The Longevity and Impact of The One Thing
  • [06:34] Understanding the Concept of The One Thing and Applying Core Values
  • [12:03] Impactful Habits for Personal and Professional Success
  • [17:43] Evolution and Offerings of The One Thing Training Company

More About Jay Papasan: 

This episode of the Duct Tape Marketing Podcast is brought to you by

Want to elevate your marketing game? AdCritter pairs Connected TV ads with precise digital retargeting to drive real results. Discover how their full-funnel strategy can help your business grow smarter. Let them know Duct Tape Marketing sent you, and you’ll get a dollar-for-dollar match on your first campaign! Learn more at adcritter.com.

 

John Jantsch (00:00.92)

Hello and welcome to another episode of the Duck Tape Marketing Podcast. This is John Jay, and my guest today is Jay Papasan. He’s a bestselling author and VP of strategic content for Keller Williams Realty International. He’s also the CEO of the One Thing Training Company, productive and co-owner of the Papasan Property Group in Austin, Texas. He’s co-authored several bestselling books, including one we’re going to talk a little bit about today, The One Thing.

Surprisingly simple truth about extraordinary results. So Jay, welcome to the show.

Jay Papasan (00:31.209)

Hey, thanks for having me. Excited to be here.

John Jantsch (00:33.61)

So I do want to ask about your title. What does a VP of strategic content do?

Jay Papasan (00:40.412)

It’s not what you think. I actually transitioned roles. was running three big departments and then got to focus again around the things I love. And when I was running our big marketing team here for about three years, if you’ve ever run a marketing team, you get lots of cold DMS on LinkedIn and everywhere else. So I was like, okay, I’m going to come up with something that is anti-marketing. So I like strategy. I love creating content. So I just made up a title.

John Jantsch (00:41.987)

You

Jay Papasan (01:09.332)

It doesn’t really mean anything. I don’t think there’s a lot of them out there. So I don’t get many cold DMs, so I consider it a success.

John Jantsch (01:16.654)

Yeah, well, I just assumed that it meant you made up all the content ideas and then told other people to do them.

Jay Papasan (01:24.172)

That is some of what I do. So I’m a part of five podcasts. I help create them. And I do some editorial direction, which is in my past, I was an editor. But I also put my fingers on the keyboards for our books and newsletters.

John Jantsch (01:25.486)

Hahaha

John Jantsch (01:41.067)

So the one thing, book, I read, did come out 11 years ago, 12 years ago? I read it when it came out.

Jay Papasan (01:47.468)

It came out April 1st, 2013, so 11 years ago.

John Jantsch (01:50.22)

Yeah, okay. Still sells year in, year out tons, has sold millions, translated into many languages. Is there anything that you would put your finger on? I mean, it’s one thing for a book to be really popular, but to remain that popular. Is there anything that you’ve identified that you think keeps it in selling year in, out?

Jay Papasan (02:10.412)

I’m a book nerd and my publisher is an engineer. So we probably overthink this to be honest. So Gary was very clear he wanted to write a timeless book. And I’ve had writing professors point out like you can’t use words like Kleenex and Frisbee because nobody will know what they mean in a hundred years. That’s a tissue. That’s a throwing disc. And strangely this guy who started an upstart real estate company thought the same way. So we did set out to write

a book that was more timeless than timely, which is counterintuitive in publishing. It’s very accessible. I ran the whole book through a program called the Hemingway app, and it’s written at a fifth grade reading level. And I had read research that the bestselling authors of all time write at a very surprisingly low grade level, like Hemingway fourth grade. And I’ve trained myself, if I’m honest, I don’t publish anything that’s higher than a sixth grade reading level.

John Jantsch (02:51.182)

Yes.

Jay Papasan (03:08.544)

because we want the widest possible audience to find it accessible and it’s not work to read. And then I do think that we got a little bit of timing. That would be the other big one. We showed up, our book showed up right when smartphones were really everywhere. Our kids had them, they had them in schools and we had so many opportunities to connect and also obligations to do. People didn’t know how to sort through their priorities. And here we are with the book called The One Thing.

John Jantsch (03:13.827)

Yeah.

John Jantsch (03:37.613)

Yes.

Jay Papasan (03:37.76)

which kind of promised we can kind of help you simplify and focus.

John Jantsch (03:41.654)

Yeah. So a movie that shows up in the book early on of Jack Parlin’s kind of the famous Curly character, say, what’s the secret of life? One thing. What, if any, that impact?

Jay Papasan (03:55.98)

And I think about him on stage at the Oscars, like at age 85 doing one-handed pushups too. Like that’s my memory of that guy. He was legit.

John Jantsch (04:01.11)

Yeah, yeah, yeah, yeah. What if any role or impact did that have in your thinking?

Jay Papasan (04:11.08)

It was a sideways thing. Gary and I had come up with the idea of the book in 2008. We spent about four and a half years researching and writing it with the team. And we had never actually threw that in, in the mix. But when we were starting to get clued to the finish line and teach it and socialize it, everybody kept coming up and going, well, it’s this all came from city slickers, right? And we’re like, no. So we actually went back and very late in the process added it to the book because

John Jantsch (04:12.781)

Yeah, yeah.

John Jantsch (04:33.614)

Yeah

Jay Papasan (04:39.966)

It was just an expectation. If the book is called The One Thing, that movie was so big, everyone expected it to be connected, so we did. And it’s perfect. I I can’t believe that wasn’t the connection.

John Jantsch (04:41.816)

Yeah.

John Jantsch (04:48.418)

Yeah.

Yeah, so surely somebody has stopped you at some point and said, but Jay, what’s the one thing?

Jay Papasan (04:59.148)

All the time, right? And that’s honestly what we do in our training company. We do try to help people figure out what matters most. a friend of ours, Sean Blanc, he was sharing with me, like lot of times he works with busy entrepreneurs and he goes, they look up one day and realize that 93 % of their success comes down to two hours a week. It’s just hard to believe that that could be so important those two hours.

John Jantsch (05:02.006)

Yeah.

Jay Papasan (05:29.036)

Thank

John Jantsch (05:29.474)

Yeah. You know, I wonder, I’ve often, in fact, I wrote about this years ago, so more than one dude, I guess. If somebody just said, look, I’m just going to start working 20 hours a week. That’s just all the time I got. Cause I got this other thing, whatever it is. Would they be any less productive? I wonder.

Jay Papasan (05:47.936)

think if they’re committed to a big goal, they’d be more productive. So like, I don’t know, I’ve written about the power of constraints and my wife launched her career just as soon as our youngest child was being dropped off for daycare. And she said, I will only sell between 9 a.m. and 2 p.m. because I’m going to be there for drop off and I’m going to be there for pickup. And she was rookie of the year and sold like 85 homes. And it’s not so much.

John Jantsch (05:51.095)

Yeah, yeah.

Yeah.

John Jantsch (06:12.344)

Yeah. Yeah. Yeah.

Jay Papasan (06:16.18)

What she did, what she did is what all successful real estate salespeople do. It’s all the stuff that she chose not to do. She wasn’t hanging out at the water cooler. So I think of it like the day before vacation miracle, right? The day before vacation, you are a very productive individual and it’s not because of what you’re doing. You’re doing the right stuff. It’s you’re not doing any of the nonsense.

John Jantsch (06:23.192)

Yeah, right. Yeah.

John Jantsch (06:37.74)

Yeah, yeah. On April 14th, everybody has time to get their last minute tax preparation done, So what are some of the kind of common, especially in a book that is seemingly simple, it’s not a large book, 150 pages, something like that. What are some of the common misperceptions when people hear that this simple concept?

Jay Papasan (06:43.116)

Yeah, you got it.

Jay Papasan (07:03.444)

You know, when they hear the one thing, I think they think only one thing. And I think that really stops a lot of people in their tracks. I mean, maybe it sells a lot of books because they’re like, well, I want to know what that is. But the reality is we want people to understand it in a given moment, right? This week, this month, this hour, you should be clear about what your number one priority is. And so if you you pick up the US edition of the book, it’s white hardcover.

John Jantsch (07:05.698)

Yeah, right. Yeah.

John Jantsch (07:26.232)

Yeah.

Jay Papasan (07:31.946)

We never put testimonials on the back. We never did any of the traditional stuff. We always had a question because we were very clear that what was the one thing we wanted people to do when they put down this book? We wanted them ask, like, what’s my one thing? And we wanted to make the book into a, like I’ve heard from people who flip the cover around on their bookshelf so that they were always staring at the question just to remind themselves, am I acting in my priorities or am I messing around right now?

John Jantsch (07:44.994)

Yeah, yeah.

John Jantsch (07:59.81)

So there’s a huge body of work talking about core values in a business and finding your why and your purpose. I’ve had a lot of people go through those exercises and, and, and end up saying, well, now what, what do I do with that? do you feel like you’ve sort of crossed that bridge?

Jay Papasan (08:12.993)

Yeah.

Jay Papasan (08:18.888)

Yeah, I mean, when we were preparing to talk, like I shared, one of the things that since the book came out, I think I’ve gotten really good at is making decisions based on my core values. And core values isn’t actually in the book. We talk about purpose. And I’ve taught the book, I don’t know, four or 500 times now, corporate and private audiences. And everybody kind of struggles with this idea of what’s my purpose, what’s my mission. And a lot of times they’ll pull together a statement

John Jantsch (08:32.398)

Yeah, yeah.

Jay Papasan (08:47.616)

that doesn’t feel wholly authentic because it’s too weighty. I’ve found that core values is a gateway drug and I could give you the long story, but I won’t. What we teach people to do is identify what are your top three core values. And when you have a big decision, it should be a nine out of 10 on all three if possible, but certainly on number one. And mine are impact, family and abundance.

John Jantsch (08:49.816)

Yeah. Yeah.

Jay Papasan (09:11.872)

And we teach people like, I know what family means. It’s not just my immediate family. It’s my friends and partners. It’s the people I treat like family. And I mean, I actually got some of this from a fellow named Stu McLaren, who’s big in our space. He sold his first business because of this realization from reading our book and essentialism. So if you see my phone and I’ll hold it up for the people watching, I’ve got my core values as my screen saver.

John Jantsch (09:19.96)

Mm-hmm.

John Jantsch (09:37.986)

Mm-hmm.

Jay Papasan (09:39.732)

I’ve read that you see your phone screen 87 times a day. I’ve got them on my one page goal sheet. I’ve got them front and center with my coach. So what I’ve tried to do is make it impossible for me to forget the things I’ve decided are important to me so that I can try to let my decisions be informed by them. But how do we make it practical? Is it a nine out of 10?

John Jantsch (10:03.928)

Yeah, yeah, yeah, yeah.

Jay Papasan (10:06.09)

Or is it a five out of 10? Like that should tell you something. That’s not a heck yes, that’s a heck no.

John Jantsch (10:12.672)

So I’m sure that in your teaching, somebody says, okay, here’s the process, or you teach, here’s the process for identifying your one thing in a sea of competing priorities. Is there a process?

Jay Papasan (10:29.142)

There is. what I thought, I was worried. Gary, you know, he’s the self-made billionaire. He was the coach of all the top people in our industry for so long. He had more faith in it than I did because he’d lived it longer. But when someone asked the focusing question, what’s the one thing I can do such that by doing it, everything else will be easier, unnecessary? It’s a mouthful, but it’s a big question. I even asked him, I said, what if people don’t know the answer? He goes, you might be surprised.

John Jantsch (10:30.094)

Ha

Jay Papasan (10:58.342)

And having taught this to probably 10,000 people, I’ll tell you 98 % of people know what their one thing is, and they just are too busy to stop to ask the question. And usually they’ll tell you they feel guilty for not doing it. They’re walking around with a bad case of the shoulds. I know I should be doing this. I know I should be doing this. What they don’t have is a framework for them to live their intentions. And so we tried to help them have a simple framework.

for identifying that thing, which most people can, but then how do I put it on my calendar and live my schedule?

John Jantsch (11:32.366)

Yeah. Yeah. So, so that gets us to habits. This is a lot about habits, right? Because I think, I think a lot of times people can have a, they can go to a weekend workshop or whatever, have the aha, you know, but just like everything, if I say I’m going to lose weight, well, there’s some habits I’m going to have to change or develop, right? So what have you found have been the habits that people need to change or develop to really bring this to life?

Jay Papasan (11:49.707)

Yeah.

Jay Papasan (11:57.878)

So in our research, we discovered that as near as we can tell factually, takes 66 days on average to form a habit. That was a discovery because we walked into it thinking it was 21 or 30 days. And so it takes longer than people think. But we’ve done, actually trademarked 66 day challenge just for the fun of it. And every year we lead three or four cohorts. So I’ve actually got good data on the habits that people have found most impactful. So I’ll share with you.

John Jantsch (12:21.57)

Huh. Yeah.

Jay Papasan (12:27.306)

I’m writing about it in a few weeks, but I’ll give you the sneak peek. The most impactful habit we ever did as a group cohort was getting people to look at their goals before they picked up their phone. And I underestimated it, I’ll be honest. But when you know what you’ve actually said yes to, it becomes a lot easier to say no to everything else. And almost everyone you know and I know, within 10 minutes of getting up, they’re on their phone.

John Jantsch (12:39.458)

Mm.

John Jantsch (12:50.21)

Yeah, yeah.

John Jantsch (12:56.707)

Yeah.

Jay Papasan (12:57.236)

and they’re usually on social media, email or text. And those are places that other people’s priorities live. And so we had the highest reported overall halo effect when people just took five minutes in the morning to look at their goals before they went about their business. They did more work, they did it earlier, they were more focused, less distracted, like weird stuff, like fewer dirty dishes. So…

John Jantsch (13:22.626)

Ha

Jay Papasan (13:23.584)

There you go. I mean, I could go through habit after habit that has impacted me, but in terms of the ones that we’ve measured, that’s been by far the most successful.

John Jantsch (13:32.674)

Yeah. And I think it makes a ton of sense because especially, well, anybody, but I’ve been an entrepreneur all my life. So I’ll use my example. mean, we just, from the minute you get in front of your computer, you’re pulled in a thousand directions. it feels like, and so you’re right, just the simple habit of reminding yourself, yeah, I said I was going to do that. is, is so I could see the power.

Jay Papasan (13:45.632)

Yeah.

Jay Papasan (13:55.318)

think I heard John Maxwell say this, so this is not a J original. He just said, some yeses are bigger than others. When you said, do, you knew that you were saying no to everybody else. And he’s like, I just remember thinking, wow, we need more clear yeses in our life so that we can say no.

John Jantsch (13:58.285)

Yeah, yeah.

Yeah.

John Jantsch (14:06.636)

Yeah.

John Jantsch (14:15.414)

So obviously this concept applies to any human being, right? Any individual. But what have you seen the impact it’s made on business leaders in kind of growing or scaling or changing their company, making it more sustainable, all those kinds of goals?

Jay Papasan (14:32.776)

There’s been a couple of things I’ve seen in sales teams. What I’ve seen them do is instead of going big goals, big action, they’ve actually gotten a little bit clear about being a little bit more precise about what they’re going to do to hit the goal. So they tend to do fewer things at a higher level. And one team, I remember at a huge biomedical company went from the bottom quartile to the top three in two quarters, and they focused on one product and one customer.

And they just used the book and they just said, how simple can we make it? And the challenge why people don’t like to do that is that when there’s complexity, people have places to hide. If you say you’re just going to do one thing, it’s yes or no, did you do it? And that’s a huge amount of accountability. So one, I’ve found people grow their revenue by simplifying their sales funnels hugely. And the other one from a team is

John Jantsch (15:11.681)

Yeah.

John Jantsch (15:15.372)

Yeah.

John Jantsch (15:24.248)

Yes, yes, yes.

Jay Papasan (15:27.574)

We teach people to do a very simple business plan. Everything’s on one page and it’s got to be like 12 point type, no cheating. And if it’s that simple, like one goal, three big initiatives, everybody kind of knows what their role is. And so we found two things like the power of focus and the power of clarity in business are very underrated.

John Jantsch (15:50.734)

100%. Do you find, I know you probably have worked with people that have been very successful that get at some point get to a place where they’re like, okay, I’ve done a lot of things. What’s next? So is that then a different reframing of the one thing or is it just a, okay, I just need to sit down and re-strategize.

Jay Papasan (16:12.652)

I think that we have seasons in our life. I do think that, you know, I know that something I read about millennials say that they’ll have as many as like 14 careers in their life. And I’ve been at the same place for 24 years and my dad was at the same place for 25. Gary’s been doing the same thing for 45. But if I actually step back, I’ve gone through phases about every seven years. And the one constant for me has been books.

John Jantsch (16:24.257)

just look at LinkedIn. It’s crazy.

John Jantsch (16:37.048)

Yeah, yeah.

Jay Papasan (16:41.568)

That has been the through line of my life. So there is a theme, but what I’ve been doing around it has evolved and changed. So I’m open to that. Like, I don’t think that just because that’s your one thing that you’re a prisoner to it. But what I do find is that if you can make peace with the boredom of success, which most people struggle with, their one thing will open up so many doors to things they didn’t expect. So I don’t know. Like I don’t.

John Jantsch (16:55.096)

Yeah.

Jay Papasan (17:08.81)

I think that we can always ask the question, has my one thing changed?

John Jantsch (17:12.238)

Yeah. Well, the world’s changed around us, right? Every, every five years. So we better be at least checking in, right? Yeah. Yeah. Yeah. Yeah. Yeah. Yeah. Absolutely. So, I know you have the, read it in the bio, the name of it, let me get it right. The one thing training company. do people show, is that something that people buy from you custom or do you have routine? Like I can show up and we’ll do this three day thing. How does that work?

Jay Papasan (17:14.634)

Yeah!

Jay Papasan (17:17.992)

Nimble. Yeah with AI and everything like now, especially as writers. I my goodness

Jay Papasan (17:41.066)

You know, it’s evolving. When I took over, think we had 24 SKUs. And I remember sitting down at a mastermind and someone said, dude, your first job is to one thing, you’re one thing business. I was like, yeah, I heard you. and we’ve simplified and now we have basically one model for like what people come to us for is I want to either run my life or my business using these principles. So I worked with our head coach, got named Jordan Fried. He’s been my coach for the last few years. We built out our training program.

John Jantsch (17:45.738)

huh.

John Jantsch (17:51.026)

Yeah.

John Jantsch (18:03.651)

Yeah.

Jay Papasan (18:10.624)

Here’s where we start, here’s where we finish, and here’s how we keep going. And we now just kind of offer that in different formats. Do you want to do a group coaching model? Do you want us to come to your company and teach it? Do you want us to do one-on-one coaching? Right? We have different ways we deliver fundamentally our one thing process. It’s a little different for big businesses. We have some Fortune 50 companies, and there’s a lot more rules with them, that’s for sure. But we do…

John Jantsch (18:31.48)

Yeah.

John Jantsch (18:39.074)

Yeah.

Jay Papasan (18:40.32)

We fundamentally today teach people how to lead themselves and lead their teams using these principles and we offer it in different mediums. That would be the simplest way I could explain it. And we just get leads on the website. Right now we don’t even do cold outreach.

John Jantsch (18:57.73)

How much of a competitive advantage or competitive asset do you believe the one thing is for Keller Williams?

Jay Papasan (19:07.35)

We’ve got two signature books. So what’s weird, the one thing has sold 3.6 million copies in all editions now. It’ll be 3.7 in the next few months. Our first book we co-wrote together and we published it in 2003, it was called The Millionaire Real Estate Agent. That sold 1.6. In an industry at that time of about 800,000, today it’s over a million. Both of them are perennial.

John Jantsch (19:33.157)

Yeah.

Jay Papasan (19:37.106)

sellers. They’re not always on the bestseller list anymore. But I do believe when people say, look up and say, you wrote the book on X, it provides a certain amount of thought leadership. It’s very hard to measure. You know this with PR and marketing, but the exposure, I have to think every time someone walked through an airport, they saw Gary Keller’s name on a bestselling book that has to provide a certain amount of authority. And I can tell you, I talked to

John Jantsch (19:52.568)

Sure, sure.

Jay Papasan (20:05.696)

the people who run our franchises, and I just always ask the question, how many of you had someone show up to join your team without you recruiting them because they read a book? And there’s usually always about 10 % of the room will raise their hands. So it attracts talent, it provides thought leadership. I can’t measure it, but I know that we grew about 40 % year over year for six years after the first book came out.

John Jantsch (20:17.826)

Yeah. Yeah. Yeah.

John Jantsch (20:31.468)

Yeah. Yeah. Yeah. No, I think there’s no question. There’s some attribution there. Well, Jay, I. Yeah, no, no question. Absolutely. I mean, I have a similar story when my first book came out. No question. Again, I appreciate you taking a moment to stop by the Ductate Marketing podcast. mean, it’s really amazing to that you think of the legacy that this book certainly is created for you and.

Jay Papasan (20:36.032)

I think it’s a great reason for business people to write books.

Yeah.

Jay Papasan (20:59.85)

It’s funny. I feel the same way about you. Like you’re on like my special shelf with Al Ries and Trout and Seth Godin. Like you’re in the hallowed halls of marketing writers for me. So I’m kind of sitting here and thinking, wow, I’m so lucky to be on your podcast. So thank you for having me. I’m serious about that.

John Jantsch (21:06.958)

You

John Jantsch (21:14.414)

I

Well, I appreciate that, Jay. And again, I appreciate you taking a few moments and hopefully we’ll run into you again soon one of these days out there on the road.

Jay Papasan (21:24.566)

can’t wait.

 

 

Top 10 Duct Tape Marketing Podcast Episodes of 2024

Top 10 Duct Tape Marketing Podcast Episodes of 2024 written by John Jantsch read more at Duct Tape Marketing

As we wrap up 2024, I can’t help but look back at all the incredible conversations I had on the Duct Tape Marketing Podcast this year. Marketing is changing faster than ever, and small businesses have been riding the wave—adapting to new trends, embracing tech, and finding fresh ways to connect with their customers. This year has been all about staying creative, staying connected, and making things happen, and I’ve had the privilege of digging into all of that with some amazing guests.

I thought it’d be fun to round up the episodes that really hit home with listeners this year. These were the top podcast episodes of 2024 that brought the most value, sparked the best ideas, and inspired action. If you missed any, now’s the perfect time to tune in!

If you enjoyed what you heard here, check out the full line-up of shows.

 

1. Stephan Spencer-Mastering SEO in the Age of AI

Stephan Spencer is an SEO pro, founder of Net Concepts, and host of the podcasts Get Yourself Optimized and Marketing Speak. In this episode of the Duct Tape Marketing Podcast, Spencer and I dig into how AI is changing the game for SEO and what you can do to keep up.

Biggest takeaway:

SEO in 2024 is all about adapting to AI. Spencer shares how to use AI tools to create better content, optimize your site, and stay ahead of the competition. Whether you’re an SEO veteran or just trying to boost your online presence, his advice will help you navigate this evolving landscape and set your business up for success.

Click here to listen to the episode.

 

2. John Jantsch  – Unlocking the Secrets to Premium Pricing in Professional Services

Pricing professional services can feel tricky—unlike products, services are intangible, and their value can vary from client to client. In this episode of the Duct Tape Marketing Podcast, I dive into the strategies that help businesses charge premium prices by focusing on solutions instead of just selling services.

Biggest takeaway:

It all starts with messaging. To charge a premium, you need to clearly communicate the problem you solve and show clients you truly understand their challenges. From there, it’s about standing out with a unique approach, building trust through personalization, and offering productized packages that make your services easy to understand and buy.

I also explore how to create long-term relationships and shift to a scalable, recurring revenue model by delivering consistent value to specific clients.

Click here to listen to the episode.

 

3. Seth Godin – How to Build Game-Changing Strategy by Choosing Your Customers and Competition

I had the pleasure of chatting with Marketing Hall of Famer and longtime friend of the show, Seth Godin, on this episode of the Duct Tape Marketing Podcast. Godin, known for his groundbreaking ideas on marketing and entrepreneurship, joined me to dive into my favorite topic—strategy. We explored how both businesses and individuals can rethink their strategic approach for greater success, drawing from his latest book, This Is Strategy: Make Better Plans.

Biggest takeaway:

Strategy isn’t just a step-by-step plan—it’s a philosophy of becoming. Godin explains how understanding systems, intentionally choosing your customers and competitors, and approaching strategy with empathy can transform how you operate.

In our conversation, Godin challenges conventional ideas, emphasizing the role of empathy—not just kindness—in decision-making. By truly understanding your customers and the systems they navigate, you can create stronger, longer-lasting connections. He also highlights the power of intentionally choosing who you serve and compete with, helping businesses escape commoditization and focus on delivering unique value.

Click here to listen to the episode.

 

4. Hortense le GentilUnlocking Your Leadership Potential

Hortense le Gentil is an executive leadership coach, speaker, and author with over 30 years of experience helping CEOs and senior executives become more authentic and empathetic leaders. In this episode of the Duct Tape Marketing Podcast, we explore what it takes to evolve from being a “hero” leader to a truly “human” one.

Biggest takeaway:

Great leadership isn’t about having all the answers—it’s about leading with authenticity, empathy, and vulnerability. Hortense shares practical tips for overcoming mental blocks, connecting with your team on a deeper level, and unlocking your full leadership potential.

If you’re looking to grow as a leader and inspire those around you, this episode is packed with insights to help you thrive in today’s fast-changing world.

Click here to listen to the episode.

 

5. Russell Henneberry –From Subscribers to Revenue: A Tactical Guide To Mastering Newsletters

Russell Henneberry is a digital marketing pro, speaker, and founder of The Clikk newsletter. In this episode of the Duct Tape Marketing Podcast, Henneberry and I talk about the power of email newsletters and how they’ve made a big comeback as a must-have tool for marketers.

 

Biggest takeaway: 

Email newsletters are more than just a way to stay in touch—they’re a goldmine for driving revenue. Henneberry shares how to create newsletters that balance valuable content with smart calls to action, keeping your audience engaged while strategically guiding them to take the next step.

We also dive into ways to monetize newsletters, from ads and consulting to info products, and why focusing on metrics like open rates and subscriber quality is key to success.

Click here to listen to the episode.

 

6. Jay BaerHow to Navigate the New Era of Customer Expectations

In this episode of the Duct Tape Marketing Podcast, I had a fascinating conversation with Jay Baer, a business growth expert, customer experience researcher, and 7th-generation entrepreneur. Jay, the author of seven bestselling books and founder of six multi-million dollar companies, shares insights from his latest book, The Time to Win: How to Exceed Your Customers’ Need for Speed.

Biggest takeaway:

Jay’s research reveals that two-thirds of customers now value speed as much as price. Saving your customers time is a surefire way to earn their loyalty, while wasting their time can cost you financially. In today’s fast-paced world, speed and responsiveness are essential for delivering exceptional customer experiences and driving revenue growth.

Jay breaks down the six-part “Time to Win” framework, offering actionable strategies for prioritizing speed within your organization and securing a competitive edge.

Click here to listen to the episode.

 

7. Ryan Deiss – Crushing the Founder’s Curse: Unlocking Business Value Beyond Yourself

Ryan Deiss, founder of DigitalMarketer.com and a serial entrepreneur, joins me on the Duct Tape Marketing Podcast to share insights from his latest book, Get Scalable: The Operating System Your Business Needs to Run and Scale Without You. In this episode, we dive into strategies for overcoming the Founder’s Curse and creating a business that thrives beyond the founder’s involvement.

Biggest takeaway: 

To truly scale your business, you need to break free from being indispensable. Ryan shares practical strategies for building value engines, establishing strategic rhythms, and creating high-output teams that can drive growth without constant founder oversight. He also discusses how to map value creation flows and implement effective meeting rhythms to keep your business running smoothly and sustainably.

Click here to listen to the episode.

 

8. Kate Bradley Chernis – How To Produce Better Content With Collaborative AI

In this episode of the Duct Tape Marketing Podcast, I had the pleasure of chatting with Kate Bradley Chernis, former rock and roll DJ turned founder and CEO of Lately AI. With over 20 years of experience in media and marketing, Kate shares her unique perspective on the evolution of content marketing and how AI is reshaping the industry.

Biggest takeaway:

Content marketing is evolving, and the key to success lies in blending human creativity with the power of AI. Kate shares actionable strategies for cutting through content clutter, crafting personalized social media messaging, and leveraging AI to boost engagement while navigating challenges like data privacy.

Click here to listen to the episode.

 

9. Amanda HolmesWalking Billboards and QR Codes

In this episode of the Duct Tape Marketing Podcast, I had the pleasure of speaking with Amanda Holmes, CEO of Chet Holmes International. A true innovator in sales strategy, Amanda shares how she doubled her company’s sales by 1176% in her first year and dives deep into the transformative power of the Dream 100 strategy and other unconventional marketing tactics.

Biggest takeaway:

Amanda explains how the Dream 100 strategy, a proven method developed by her father while working with Charlie Munger, focuses on targeting a select group of high-value prospects to drive exponential growth. She also shares creative marketing approaches, like walking around trade shows with a four-foot billboard and strategically placed QR codes, to seamlessly blend offline and online efforts for maximum impact.

Click here to listen to the episode.

 

10. Andrew GuttormsenHow to Build Game-Changing Strategy by Choosing Your Customers and Competition

In this episode of the Duct Tape Marketing Podcast, I sat down with Andrew Guttormsen, co-founder of Circle, the all-in-one platform for professional creator communities and world-class brands. With experience as the former VP of Growth at Teachable, Andrew has a wealth of knowledge in courses, memberships, and building growth marketing teams. Together, we explored what makes platinum communities thrive, from onboarding excellence to long-term member retention.

Biggest takeaway:

A thriving online community goes beyond the platform—it’s about fostering engagement, delivering value, and retaining members for the long haul. Andrew shares how platinum communities, like Oprah’s on Circle, use signature gatherings, seamless onboarding, and consistent value delivery to build lasting connections and keep members invested.

Click here to listen to the episode.

We love reviews!

Is your favorite episode on the list? If not, we’d love to hear which one you enjoyed listening to the most!

For our podcast audience, we can’t thank you enough for your support over the years! If you like the show, click on over and subscribe and if you love the show give us a review on  iTunes, please!