Mantra Marketing Magazine Issue #014
NO EXPERIENCE NECESSARY My route to Entrepreneurship with Phil Reid.
07 THE VIEW FROM MANCHESTER On the rapid rise of Redline. We catch up with Chance to discuss all things Redline
11
Stronger
GREAT PEOPLE KNOW GREAT PEOPLE New ways of recruiting with RedSeven
17 A DECADE AT MANTRA We caught up with Kevin and Nina to find out what they remember of joining and how things have changed in the last ten years
Coming Back
23
#014
CATEGORY OUR CONTRIBUTORS
Our contributors Francis Colam Chief Editor
Fran is Chief Operations Officer for Mantra Marketing working with people and companies to help the business become more efficient and profitable.
Alex Rae
Art Director / Designer Alex is the Managing Director of Bristol based film production company Falcon Productions.
Henry Krempels Editor / Author
Henry Krempels is a writer and playwright. His work has been published by The Observer, The Guardian, Newsweek, VICE, The New York Observer and BBC Radio 4, amongst others. His theatre work has been performed at numerous venues across the UK
Nic Kane Photographer
Nic is a Bristol-based photographer specialising in the commercial, events and fitness sectors.
001
CATEGORY INDEX
In this issue Welcome 004 No Experience Necessary w/ith Phil Reid
007
The View from Manchester: The Rapid Rise of Redline
009
Great People Know Great People with RedSeven
017
A Decade at Mantra with Kevin Nash and Nina Collis
023
From 3 to 23: The Impact of the Online Academy with B23
031
The New Face of Hydrasales: Coming Back Stronger
035
How to Ace an Interview with Niamh Bailie
039
Making Moves: Expansion to Exeter with Vik Verma
043
Books & Podcasts
045
Festivals: Love Saves The Day
047
Festivals: Boardmasters
049
Photo Pool
051
Money Raised Q2
063
Christmas Party
064
Office List
066
003
CATEGORY EDITOR'S LET TER
Welcome Back TO ISSUE #014 2021 EDITION
Hello and welcome to the second edition of Mantra Magazine in 2021! We hope you’re all enjoying your new-found freedoms and staying safe and well. This is an exciting moment, and not simply because it’s sunny! We can’t wait to share all our positive news and plans with you.
It’s fair to say it’s been an unconventional 18
we’re really excited to be working with you!
months, and the simple fact that we have emerged out of our houses in-tact and healthy is a great
We caught up with James for the latest update.
achievement. We are a community of friends and colleagues and it’s wonderful that we’ve been able
Since we returned from lockdown in April we’ve
to lean on each other in such a strange period of
done exceptional work in a very short period of
time. It has been a year that has made us stronger,
time. We are now recruiting more new customers
closer and better at our jobs.
for our clients than we’ve ever done before - and not by a small margin either. From a standing start,
This has also been a year that has pushed us to
we’ve increased sales by approximately 25% on our
think outside the box; to come up with new ways
previous best Quarter, which is just fantastic. Both
of working, and to properly examine the work that
the quality and quantity of new customers is better
is already in front of us. So now that we’ve packed
than ever, and there’s more success stories within
up our makeshift desks, got our living-rooms back
this group than ever before as well.
in order, and returned to our offices, this edition of the magazine will be a celebration of all the
Our ‘New Leaders Meeting’ will have almost double
ways we are emerging stronger, smarter and more
the average attendance - that’s 45 new people
energised than ever.
hitting their targets since April. We’re about to open up 5 new marketing companies, so as an
We are highlighting the success stories that have
organisation will have expanded to 13 companies by
come out of challenging times (there are many!)
the end of next Quarter. We’re working with several
and with a period of such incredible growth, we’ll
new charities, and are about to start testing a new
be looking at the ways in which we can keep up with
campaign with a broadband product, which you’ll be
the increasing demands of the jobs markets; the
hearing much more about in the coming months.
dos and don’ts of interview technique and we’ll also
In short, not only have we survived, we’ve thrived.
be taking closer look at the multi-faceted journey of
We’ve emerged out of this difficult moment and
the entrepreneur.
thrown ourselves into an incredible amount of work, for which everyone deserves to be congratulated.
We’ll be examining the ways in which the pandemic
2021 Five countries - fifty cities five years
has changed our working environment - after a year
Yes, this Quarter has been an undeniable success,
of zoom, how can we take what we’ve learned and
however, I do want to warn against complacency.
use it out in the field? How have we kept each other
The real key here is to build on these successes.
motivated? And, kept control and focus on the
We should feel very good about where we are but
things we can? Then, finally, it’s not all about new
it would be a mistake to congratulate ourselves too
growth and new starts, as we chat to two of the
early, because it is the year-end that is important.
company’s longest-serving members, who are both
We have a fantastic platform on which to build, but
celebrating the milestone of 10 years at Mantra.
the work is nowhere near done. We have so much potential in our teams, our job now is to make sure
Before we get going then, we also want to give a special welcome to the newest members of the team: Brodie, Claudia, Kurt, Olivia, Sophie, Molly, Grace and Oliver. We hope you’re all settled in and
005
we fulfil it.
CATEGORY EDITOR'S LET TER
006
CATEGORY EDITOR'S LET TER
'We’re always looking at how to improve, how other businesses are working, and for the next generation of talent. '
When we spoke to Fran she said.. This has been a strange and unpredictable period of time for our sector. The pandemic has offered everyone challenges but there is a sense that from out of this comes opportunity. Lockdown has given us the chance to examine our priorities, freshen things up and strengthen the core of our business. It has allowed us time to prioritise things that we couldn’t before. Although our offices have been quiet, the work has not remained quiet at all. Since retuning in April, there has been an incredible sense of positivity. We have been championing fresh perspectives and exploring new ways forward. It is great to see the industriousness, innovation, and boldthinking that has come out of this moment. We continue to build on our successes and are now looking to expand further in London, Exeter and Liverpool. We have been busy training, building and recruiting, which means that we’ve been able to return in a stronger position than before. Our teams have moved ahead technologically—not least with our recruitment moving online in Bristol—and our offices have been given a new life and a fresh look. I want to extend a warm welcome to our new team members, who are a hugely motivated group and are already demonstrating a readiness to take their new opportunities. Above all, we are a group that thrives on being around other people, so it was a joy to share the same space again at the Owners Meeting and raise a glass with familiar faces. We have sorely missed the personal side to our work, but we can now look forward to getting back to doing what we do best! This Quarter has been a great success and,
perhaps
surprisingly
given
the
circumstances, we are on course for the biggest year we’ve ever had. The future is bright for the business and its people.
006
007
CATEGORY DEVELOPMENT
NO EXPERIENCE NECESSARY
My Route to Entrepreneurship w/ Phil Reid For many people beginning the search for a job, there is a conundrum that comes up again and again. How do you get experience when no-one will take you on, unless you have experience already?
Whether you just finished university, you’re
Not only had he found an outlet for his
returning from travelling or you’re changing
ambition, but the organisation was also
career entirely, this can be a difficult and
going to provide him with free coaching
daunting challenge to overcome. And it can
and training as well. Something that no-
sometimes keep extremely capable people
one else would. This meant that he didn’t
out of the workforce for a long time.
need to decide on a long-term future or a particular career path, because after joining
“I went to Manchester University having
the organisation, he would have up-skilled
travelled for a year in Australia,” explains
himself to the point where other jobs would
Phil. "I came out of university not having a
then become attainable.
clue what I wanted to do. I didn’t know what industry I wanted to go into and I think a lot
"One of the great things about our industry
of people are like that.”
is that everyone starts in the same place and therefore anyone that is in a “higher
Phil is now an established force in direct-
position” or “doing better” than you has
sales, with a huge amount of experience
come through the exact challenges that
and expertise to his name. He is the owner
you’re
of The Promotions Company which, by the
through trial and error, I was able to learn
end of next Quarter, will have expanded into
through other people’s experiences. You
five locations in just 24 months. As he tells
can use the business a bit like a library at
it, though, it wasn’t always like that.
university. You just need to pick up the right
facing.
So
rather
than
learning
books and talk to the right people and you “I did some bar work for a couple of years,
will have all the knowledge that you need.
because that was all I could find. I didn’t
Maybe I didn’t do that enough when I first
have any experience in anything else and
started, I tried to do too much on my own.”
no companies would take me on because I didn’t have anything on my CV outside
After a couple of months of being in the
of hospitality. Then I got to the position
company, Phil began to train and coach
where I wanted to grow and progress in
people himself. He started off training one
that industry. When the manager of the
person. As his confidence and skills grew,
bar left, I applied for his position but they
so did the number of people in his team.
turned round and said “you can’t do the
After 18 months he had 25 people that he
job because you don’t have managerial
was responsible for training and managing.
experience.” I was like, well, how do I get experience then, if I haven’t got any?”
“I’m quite an enthusiastic, positive person, and I found out quite quickly that a lot of
This lack of progression led Phil to search out
this job was about your enthusiasm and
a new career path but he consistently came
your energy . So I did quite well to start
up against the same problem - experience:
with. I was excited by the atmosphere,
“In the end, I sort of got disillusioned with my
and the coaching was pushing me to learn
opportunities to progress in life. So I started
new things about myself. It was giving
in direct sales because I finally found a job
me experience that other companies just
that said 'no experience necessary’.”
weren’t prepared to give me.”
008
'The reason I came back was that although I had this really good job there was a limit to my growth in this employed position. I didn’t feel like I could progress and I didn’t feel like I had control of my future'
Less than two years after first joining, he
otherwise wouldn’t have had. And the second
moved to London and opened his own
type of person who is more interested in a
business there. His numbers were great and
career. Because, ultimately, if I go back to
he added three more branches before he got
the ten year goal, those 50 locations will be
headhunted to become the National Sales
made up of people who join at the entry level
Director for a Google programme. So he
and work their way through in the same way
moved away from the direct-selling industry
I did when I first started.”
for three years, but in 2019 he realised that he missed it.
"A lot of people that we take on don’t have a huge amount of experience and the options
"The reason I came back was that although
end up being either hospitality or retail. Here
I had this really good job there was a limit to
they get free coaching, a great atmosphere
my growth in this employed position. I didn’t
and working environment, with an office that
feel like I could progress and I didn’t feel like
is full of like-minded fun people. And they
I had control of my future. I really wanted
get to be in control of their future and how
that back. I also missed the environment
quickly they progress in the company. In the
and the people. I missed the energy and the
direct-sales industry there is no limit to how
positivity.”
big your organisation can be.”
On 1st April 2019, Phil left Google and returned to the company. Things moved quickly again and he opened up an office in Bristol, then two branches in Canary Wharf, and a fourth branch in North Devon. All of this in the 24 months since returning, and with a global pandemic in the middle. “We’re opening our fifth location down in Exeter in about six weeks. I’d like to see if by the end of the year we can get to seven or eight, with the goal being 15 locations by
'We’re opening our fifth location down in Exeter in about six weeks. I’d like to
the end of next year. In the long term, over
see if by the end of the year we can
the next ten years, the goal is to open 50
get to seven or eight, with the goal
locations with 1000 people and a turnover of 50 million pounds.” So you must be looking for many new recruits, with all this expansion? “Yes, we’re looking for two types of people: some who want to come in for a six to twelve month skill-injection to help their careers and give them experience in coaching that they 009
being 15 locations by the end of next year.'
A lot of people that we take on don’t have a huge amount of experience and the options end up being either hospitality or retail. Here they get free coaching, a great atmosphere and working environment, with an office that is full of like-minded fun people. And they get to be in control of their future and how quickly they progress in the company. In the direct-sales industry there is no limit to how big your organisation can be.
CATEGORY GROW TH / EXPANSION
The View From
Manchester On the Rapid Rise of Redline
I
f you stand in the Redline
for the company.
office in Ancoats, the first thing your eye is drawn to
“We actually needed new offices in order to
is a large graffiti bee on
continue to work”, Niamh explains. “We’d reached
the wall. “It’s the symbol of
the point where we had all these people wanting to
Manchester”, explains Office
come on board with us but we physically couldn’t fit
and
them in the building.”
Recruitment
Manager,
Niamh, “It’s the worker bee.” been
They moved to the ‘up-and-coming’ area of Ancoats
refurbished over lockdown, with an artist specifically
The
office
has
in October 2019 and "by the end of November we
bought in to create the symbol. The aim of the
had over 40 people in the office. We were doing
refurb was to provide a relaxed atmosphere that
over 300 sales a week, 40 to 50 sales a day, and
was still conducive to work, but also one that was
we just built up this incredible momentum really
supportive to the general well-being of the close-
quickly.”
knit team. “Then”, Niamh says, “lockdown hit.” “I have a great relationship with the guys”, says
Not taking the global pandemic lying down, Redline
Chance Cowie. “We’ve spent a lot of quality time
moved everything online and focussed their day-
together both in and out the office. We’re really
to-day work on the up-skilling of the core members
following all the systems that we keep here and that
they’d recruited over the previous months. In the
includes treating it as a whole team. I think it’s so
meantime, they temporarily paused their work in
important to build those personal relationships up.
the events sector—which had been all but shut
You know, from my perspective it’s about actually
down anyway—and instead focused on residential
wanting them to succeed and doing everything in
work.
SHINE YOU DIAMOND
my power to get everyone where they need to be.”
011
“We had built up so much momentum and we’d been Redline opened their office in Manchester in
so successful so quickly, that we weren’t worried,
October of 2018. Chance moved with five leaders
because we knew it would be the same afterwards.
to a small spot in Didsbury. The business took off
Doing residential was a moment where we were
quickly and, a couple of months later, the team
able to learn new things, new ways of working, and
had surpassed the size of 20 until the point where
we did learn a lot. But events is our strong point
RedLine had outgrown the Didsbury office and
- that’s where we’re the real market experts.”, she
Chance and Niamh began to search for a new home
says.
“We’ve spent a lot of quality time together both in and out the office. We’re really following all the systems that we keep here and that includes treating it as a whole team. I think it’s so important to build those personal relationships up. - CHANCE COWIE -
“When that was laid out for me— how you can get from starting in the industry to becoming a business owner—I realised what was possible.
013
014
CATEGORY GROW TH / EXPANSION
'We had built up so much momentum and we’d been so successful so quickly, that we weren’t worried, because we knew it would be the same afterwards.'
After re-opening in April, in their newly renovated
office,
the
work
picked
up
immediately. “In only a matter of weeks, we were doing 200 sales a week. And we didn’t have the forty people that we had before, either, we were sitting in and around the 25 mark.” They also noticed that a few of the team members had really taken on board the training they’d been given over the numerous lockdown periods. Crew Leader, Mike Harrison, who will have been with Redline for two years this summer, is a good example of the rapidity that seems to come naturally to the Ancoats office. “Before I started in the industry”, Mike says, “I would job-hop a lot. I would work really hard for a couple of months just as a way of saving to travel. I’d usually quit the job, go travel, come back, get a new job somewhere else. I used to hate most of my jobs to be honest, whether it was retail, hospitality, or wherever, it was all just a way to get money to travel.” Immediately before joining Redline, Mike was holding down three jobs. He was working as a personal trainer, in a retail store, and as a bar supervisor. “I would work 18 hour shifts across those three jobs and at the end of it I was on very little money. I was looking to cash up for a trip to South Korea, when I found this job by pure luck really. I saw that is was commission based and I had the idea that if I was already working this hard for minimum wage, then surely if I could work the same amount but for myself then I could make more money. When I started, I saw very quickly that was the case." “I hit the ground running. I was doing well over 30 sales in my first three weeks in the industry. I was making a hell of a lot more money than I was in the other three jobs that I was working previously.” After a meeting with one of the leaders about how building a team can get you to ownership, Mike began thinking he might stay. “When that was laid out for me—how you can get from starting in the industry to becoming a business owner—I realised what was possible. After three months, I’d built a team very quickly and I realised that this was something that I had got a bit of a knack for.
015
'When that was laid out for me—how you can get from starting in the industry to becoming a business owner—I realised what was possible.'
So I put all of my travel plans on hold and decided to give this a proper go. I wanted to see where it might take me.” He had only been in the industry for six months when we went into the first lockdown. It was the first time in his life he didn’t have anything to channel his energy into, which turned out to be blessing. “It allowed me to take a step back and assess things: what I’d done right, what I done wrong, how I’d got to where I’d got and what my goals were. After doing that, it hit me that we can use this time to massively up-skill not just myself but my team, so when we do come back we’re better than ever.” By the time we re-emerged in April, Mike knew exactly what he wanted, exactly what his goals were and exactly how he was going to get there. “And what I planned to happen, happened. I set a blistering pace in the field, better than I’d ever done before, not just on the sales board but in the recruitment too. I went from having one person on my team going into lockdown to 16 now. We set a new team PB of 65 last week and we’re looking at doing over a hundred this week. I got promoted to Assisant Ownership 2 weeks ago, andv I’ve got my eye on setting up in Liverpool. We’ve just got so much momentum at the moment, and I’m really looking forward to the future." This is a sentiment both Chance and Niamh agree with. “We have come back even bigger. It’s an opportunity to make up the time that we’ve lost in lockdown.”, they tell me. “We’ve got over thirty people now and they’re doing 200 to 250 sales a week. The plan is that by the start of July we’ll be doing three or four hundred sales a week and we’ll have the team doing sixty to seventy sales a day. We want to open up at least three offices by the end of this year and at least 5 or 6 offices by the end of next year. We want to give as much opportunity to as many people as possible. The office is full of fantastic, hardworking people so we definitely trust that to happen.”
CATEGORY STR ATEGY
GREAT PEOPLE KNOW Great People New Ways of Recruiting at Red Seven A good deal of time and attention is dedicated to recruitment. The success of any business is largely reliant on the people who make up its team, so, for many business owners, it’s not just about finding people who can fill the roles but finding the right people that’s key.
W
e spend a sig-
side him, they are welcoming Olivia Harridence who
nificant amount
joins as the Recruitment Administrator. Olivia stud-
of
on
ied Sociology at Nottingham Trent, after which she
with
moved into Agency Recruitment at Adecco, before
money
engaging
recruitment
linking up with the team in Cheltenham.
companies,” explains
Rob
In response to this period of intense growth,
Cotterell
at
RedSeven have put together an innovative new
RedSeven, “be-
scheme which Rob hopes will be both advanta-
cause it’s such an important part of the business.
geous to the business, as well as directly beneficial
So we wondered whether there was an opportunity
to the team members themselves. He saw two dif-
not just to pay a company, but actually invest in our
ferent opportunities: the first was tapping into the
team as well.”
portion of the workforce who have been furloughed or lost their jobs during lockdown, and who might
Since lockdown, RedSeven have been moving
be looking for a fresh start. He also imagined that
quickly. They have partnered with a number of pres-
the current team at RedSeven might know some of
tigious new clients including Guide Dogs for the
these people personally.
RECRUITMENT 2021
Blind and Blood Cancer UK. As always, an increase
017
in new business means a necessity to grow the
“Post-lockdown, we needed to grow the team be-
team. First of all, this led to the appointment of two
cause of this increase in client demand”, Rob ex-
new Recruiters who will take on the responsibility
plains to me. “We were taking on new clients, and
of leading the company forward and keeping pace
we knew we needed to recruit more Brand
with the rapid growth. Brodie Chapman-Rigney is
Ambassadors, but we also wanted to incentivise
welcomed on board as a Recruitment Coordinator
our current team to refer them. Our thought pro-
for the Swindon office. He joined after working for
cess was ‘great people know great people’ and
a company specialising in Grottos, where he was
that’s kind of become the motto in our office for this
responsible for organising the recruitment and run-
initiative.”
ning of various Grottos throughout the UK. He also worked as the in-house magician for Harrods. Along-
So what is the initiative exactly?
“We spend a significant amount of money on engaging with recruitment companies, so we wondered whether there was an opportunity not just to pay a company, but actually invest in our team as well.”
"Great People KNOW Great People"
019
020
CATEGORY STR ATEGY
“We decided that if one of our current team
The scheme was only launched a couple of
members referred someone to the business,
months ago and there are already a number
like a friend, for example, and that person
of success stories. Maybe the best example
went on to get a promotion to what we call
of this is Ariel, who was recruited as a Brand
an Advancement to Leadership, we would
Ambassador during Lockdown. In her previ-
incentivise the Brand Ambassador who re-
ous job, Ariel was the Assistant Manager
ferred that person with £500 cash. We’ve got
of a restaurant but when the pandemic hit
a great team, so we knew that they would
and the restaurant closed she was put on
refer some great people.”
furlough. When she joined the company, her intention was to return to the restaurant but
The fact that the team members can refer
because of the progression opportunities at
people that they know brings a lot of benefits
RedSeven and the money she was able to
with it. Not only can they vouch for them as
make, she has decided to stay.
high-quality additions to the team, because they already have a relationship with them,
“Coming from a hospitality background, she
but it also means that the person who is re-
is incredibly hard-working, extremely enthu-
ferred into the business has the opportunity
siastic and highly motivated. One of our core
for a smooth start.
values as a company is self-motivation and she is the epitome of that. She has great
“It’s a little less nerve-wracking for them. You
drive and she’s really ambitious. That’s defi-
can see that the people who have been re-
nitely one of the reasons why she’s been so
ferred have settled into the team really quick-
successful so far.”
ly because they maybe know more about the business already through that friend of
Beginning in the Home Efficiency campaign,
theirs. And we’re very much a kind of a family
Ariel went on to work in various charity
here. The guys are very sociable, they go out
campaigns, which culminated in her winning
for dinner after work or for drinks at the week-
the company’s Brand Ambassador of the
end, and when you refer a friend it makes the
Month Award for April. She hit her targets and
team even closer. I guess it makes work not
got her promotion to Leadership, where she
feel so much like work. And, you know what,
became involved in coaching and mentoring
£500 is a considerable amount of money for
other people.
not an awful lot of effort!” It was around this time that she also made use of the new incentive scheme and referred her friend Trevor, who previously worked as a Logistics Manager at Marks and Spencer before also being furloughed. “I’d been talking to him about the job for a while” Areil tells me, “so he knew a lot before he’d even started. We’re both big chatters anyway, so I knew he’d be good at it.” When Trevor came on board, he slotted in well because he had a solid understanding of the business. His expertise wasn’t in direct sales but the skills he had learned were transferable and, under the guidance of Ariel, his progression was quick. “He’s on my team and it’s so much easier to train somebody who knows something about the business already because you don’t have to worry about managing their expectations in the field. A lot of the first week is getting to know someone and trying to understand how
021
CATEGORY STR ATEGY
When Trevor came on board, he slotted in well because he had a solid understanding of the business. His expertise wasn’t in direct sales but the skills he had learned were transferable and, under the guidance of Ariel, his progression was quick.
you can best help them be the great sales person they can be. So, with someone you know, you’re already at least a week ahead of that. It’s all just a lot easier - you already know what motivates them, and, from their perspective, they are happy to buy into what you’re doing because they trust you.” Were there any concerns about referring him? “No, I had no doubt he would be good at it and I was proved right, because he’s even doing better than me now! In his second week with us he made over a £1000 in commission and won the Brand Ambassador of the Month Award for May.” Would you refer someone again? “Definitely! I’m already keeping my eye out for more people to refer. And for anyone else thinking about doing it, there’s so much that’s already there. The relationship is built, the coaching is easier because you’ve got the base knowledge before you even get them in the field and there’s a good chance they’ll settle in quicker because they already know what to expect. And the £500 isn’t bad either! I bought a whole new wardrobe. I went and got a load of suit jackets from Marks and Spencers, so I was buzzing.”
“We decided that if one of our current team members referred someone to the business, like a friend, for example, and that person went on to get a promotion to what we call an Advancement to Leadership, we would incentivise the Brand Ambassador who referred that person with £500 cash. We’ve got a great team, so we knew that they would refer some great people.”
- ROB -
022
A DECADE
at Mantra WITH KEVIN NASH AND NINA COLLIS
CATEGORY GROW TH
I was out in the field with Nina on her very first day in the company. She was an impeccable brand ambassador; textbook. If this was a school she would be a prefect, because you could always rely on her.
- James Buckley -
If you’re anything like me, you might occasionally struggle to remember what you did last week. (Maybe, sometimes, you might also forget what you did this morning.) If that’s the case there’s a high chance you don’t remember what life was like in 2011, either. Well, let me give you a quick rundown: The King’s Speech won Best Film at the OSCARs, Will and Kate got married at Westminster Abbey that summer and David Cameron was quietly enjoying his second year as British PM. Yes, I know, a lot’s happened since then. 2011 was also the year Kevin and Nina joined the organisation and, in June and July respectively, they both celebrated a decade at the company. Although their arrivals were only separated by a single month, they both came through the door at very different points in their lives and followed very different paths along the way. What they do have in common is that they’ve both enjoyed a huge deal of success during their time here. I caught up with Kevin and Nina to find out what they remember of joining, how things have changed in the last ten years and what they think has kept them in the job for so long. Hi both. First of all, congratulations on your ten years! Nina: Thank you. It makes me feel so old saying that out loud. The other day, I told a someone that I’d been in the industry ten years, and she said, “Oh, you don’t look like it”. So I said, “Thanks, you can stay.” Kevin: Yeah, it’s sort of scary isn’t it. It was ten years on 1st June. I remember the date because it was my nephew’s 5th birthday and he’s just turned 15! So what was is that brought you to the company in the first place? Nina: I actually wanted to be an actress, I loved showing off in front of people. But when I left school my mum told me, quite bluntly, that it wasn’t going to happen. She crushed my dreams quite early! But, seriously, I think she actually did me a favour. I loved science and watching CSI so when I left school I went
025
Kevin and Nina are both great people, who also happen to be great at the - James Buckley -
business.
and did a science degree. I had a great time, studied hard and got a first class degree at the end of it, but in my fourth year we spent six months in a lab and I really didn’t enjoy that. I thrive off human interaction and the people that are in labs are normally very studious, focussed people. I just wanted to make people laugh. So when I left I felt a bit lost and decided to go travelling. I wanted to go to South America, so I tried to think of the quickest way to make enough money to get there, and sales seemed a good idea. I applied to a few different jobs and I had two interviews, one for here and one for another marketing agency. They both offered me a role but I opted for here because I was really looked after in the recruitment process. I was made to feel very special and I didn’t feel like just another number. They also really spoke about the opportunities to advance and about their goals as a company. It was clear that they were going somewhere and I’m an ambitious person so I chose here and, yeah, I never left. Kevin: I joined as part of the sales team through
an
online
advert
like
all
our
candidates do. I didn’t know what I was applying for to be honest, I had no real idea what the role was. I was between jobs. I had just finished working for an Interior Design company for 16 years, so I was at a bit of a crossroads. When I applied, I thought it would be a temporary thing for the summer and that I’d find something a bit more permanent. So I came like a lamb to the slaughter, not knowing much of what any of it was about. But what has really stuck in my mind, ten years later, is the conversation with one of the recruiters at the time, a woman called Gosia. She was so friendly and so helpful on the phone and the emails had such a nice tone to them that it made me come in for the appointment. I don’t know if I would have come in if it wasn’t for her.
'With business, there’s often just one chance
to
convey
the
appropriate
message and bring people on board. There’s not a second chance to explain. It’s so important to get the tone right.'
‘I studied hard and got a first class degree’ but in my fourth year we spent six months in a lab and I really didn’t enjoy that. I thrive off human interaction and the people that are in labs are normally very studious, focussed people. I just wanted to make people laugh ‘
027
CATEGORY GROW TH
What an absolute pleasure it has been to work with Kev for ten years. He’s one of a kind. He’s incredibly loyal and hardworking. It’s been amazing to see him develop over this time and I just hope he’s here for another ten.
- Fran Colam -
What was it like starting out?
I got to do to get on this trip then?” He said, “You’ve got to get 40”. My personal best at
Nina: I picked up sales quite quickly and
the time was 25 and not for a moment did
started to learn to develop a team. I did sales
I think I could do it. So on the Wednesday I
and team leadership for the first three and a
did seven again and the Thursday I did seven
half years and then I was moving to Swindon
as well. So I was on 28 going into the Friday
and Rob at RedSeven had an open position.
and, who knows why, but it just felt like the
So he sat me down and asked if I thought
easiest day of sales I had ever done. Within
we could work together. So I’ve worked with
three hours I was on six and I just carried on.
RedSeven for seven of those ten years,
I got to 11 of the 12 I needed and we had 10
which seems quite fitting. (I only say that to
minutes left before we had to cut off for the
make sure Robs gets me a gift in July!) When I
day. There was one house left in this village
joined, the team was 15 in total, including Rob,
and, after they said yes, I came outside and
and now we have four offices in Swindon,
just threw all my papers up in the air.
Cheltenham and Manchester. Sometimes it’s easy to take that for granted but actually, to
Kevin: The travel has been the one thing
grow that much over that period of time, it’s
for me. I’ve been to Sri Lanka, I’ve been
a huge success.
skiing a couple of times, I’ve been to Spain. I’ve had the opportunity to really travel with
Kevin: I was pretty new to sales and it was a
the business and that’s so important to me.
really steep learning curve for me. I remember
It means that I haven’t been stuck inside
we had to shadow one of the leaders for a
four walls for ten years but I’ve got out and
couple of hours back then and on my first
seen the world and worked with the other
day I arrived late, so when I got into the office
offices as well. What I also love about the
there was only one person there, Roddy.
recruitment side is you never know when
He took me out in Bristol and I had no idea
that next superstar is going to come through
where we were going or why I was following
your door. It keeps it fresh and interesting all
him—we even got on the wrong bus I think—
the time, you’re always looking for that next
so it was all just a bit of a disaster from my
person who has got that certain something.
point of view. But Roddy was just about to
And when that happens it’s a really good
open his own office and he was so excited
feeling.
and motivated about the opportunity in front of him and I found that really infectious. He
What do you put your longevity in this
was talking about his logo, about setting up
business down to?
his website. He was so passionate that it was impossible not to be inspired. It was really the
Nina: I have had a lot of support from
friendliness, enthusiasm and how lively the
people over the years and I don’t think
team was that impressed me. So I stayed in
it’s a case of always figuring things out by
sales for another two years, because I was
yourself in this job. Fran has been a huge
stubborn and I wasn’t going to let it beat me,
support, particularly with my transition into
and then the position in Bristol came up and
Recruitment and Office Management, she’s
I suppose Fran headhunted me for that role,
always been there for me and helped me
really.
when I’ve probably wanted to give up. And she’s also helped my celebrate my successes
Are there any particular moments in the
too. Rob, as well, in moments when I lost
last decade that stand out to you?
my confidence or my performances dipped slightly and he went out his way to help me.
Nina: The one that comes straight to mind is
I learned a lot from him sales-wise and he
the time I did a personal best in sales. I was
pushes me hard - which I sometimes moan
on a week-long road-trip with a satellite team
about! And there’s the recruiters all over the
and did seven sales in the first day, which
country that I’ve called on when I’ve been
was probably three times the average. On
looking for inspiration. Kev, too. He’s been
the second day I did seven again. And on
there for me and I’ve been there for him
the third day I had a call with James Buckley.
at various points. So I’m very grateful to all
James is very good at using performance to
those people.
drive people and he had this trip to Australia that I was desperate to go on. So he asked me how it was going and I said “What have
028
CATEGORY GROW TH
Kevin: I think two things: first, embracing change. The business is totally different to how it was ten years ago. The clients we work with, the way we run the business, and the people we recruit are different. I think the generation we recruit today have a different mindset to the people we used to recruit. I think people want more flexibility now. Our key recruitment age-group is 18-23, and
'Nina has been an absolutely
they want a lot more freedom. They want
invaluable member of our team. She
that opportunity to make their own choices
has impeccable standards, she does everything meticulously and has an incredible work ethic. She’s also one of the funniest people you will ever meet and brings a great sense of fun and
and we have to reflect that in the the way we work. I think that was a difficult thing to accept to begin with. People come in and leave so you just have to enjoy the ride. You have to accept that change is good and a part of this business.
humour to the office. Our team simply
And then secondly, I think it’s the people you
wouldn’t be the same without her.'
meet through the journey. I’ve made some
- FRAN COLAM -
great friends through working here, whether they are still in the business now or they’ve moved on to do other things, I’ve made some friends for life. And there’s still a core of people who have been with me all through this: Fran, Roddy, James, Rob and Nina. If you look at those people, they’re all very different, but I think what they have in common is that they all thrive off being around people. It’s a business that attracts people people! How do you think you’ve changed since joining ten years ago? Nina: I don’t know if this is because of age, but I care far more about my own opinion of myself compared to others’ now. Maybe it’s maturity, but when I was new I was very impressionable. And I wasn’t focused on my own lane. Sometimes that’s very motivating, like my rivalry with Jack who always seemed to do a little bit better than me. I think that helped me push myself, but there were other situations where, if he was doing something quicker than me, I would start to think I couldn’t do it. I doubted myself but now I can have a much more logical approach to learning new skills or whatever it is. In sport or in business or in life, we don’t all follow the same path, and I know that I just have to focus on my own game. My mentality has really been fine-tuned since being here. Kevin: Oh, I think I’m a totally different person. The confidence this job has given me; the communication skills; the ability to stand up and deliver a presentation. You know, ten years ago that would have filled me with horror but now it’s something that I love to do. It’s just given me that confidence and I feel like this is the sort of business that everyone should experience. It’s such a sociable, people-oriented business that can take you out your comfort zone and I think that can bring out some really positive traits in a person.
029
CATEGORY GROW TH
'Kevin and Nina are both great people, team players who also happen to be great at the business.'
- JAMES BUCKLEY -
030
FROM THREE TO TWENTY-THREE T he Impact of B23's Online Academy
F
or B23 in Glasgow, the announcement
have been a terrible time to have the office closed, but I think
of a Boxing Day lockdown meant that
Roddy and I very much approached it with the attitude of
Scotland would be joining England
“Well, look at all of the things we can still do” so we treated it
in restricted working and, unlike in
as business as usual. And although we couldn’t go out and
previous months, their office would
do the sales, that’s not my end of the business anyway. From
also need to be closed. Over the
my perspective, it was about focussing on getting the right
course of ten days in mid-December,
people in and looking after them.”
Roddy Barker, and his reduced team of three, including Office Manager Kurt
I caught up with Roddy and asked him about the process
Wilson, put together a detailed plan for a twelve-week ‘Online
of putting together his online academy, as well as the
Coaching Academy’. The focus would be on development
unexpected benefits of setting sales to one side in favour of
and recruitment, with the sales portion of the business being
team development.
put on hold for the immediate future. You had a busy twelve weeks then Roddy? “Our whole office was littered with rolls of paper”, Roddy says. “We did a deep dive into recruitment, retention, coaching,
Well, four months in the end! But yes, we took the stance
sales, where we were on the path leading up to lockdown,
that we might not be able to go out and actively do the sales
what we wanted to achieve throughout it and then the goal
but we would do everything in our power to make sure that
for re-entering the sales field. We’re still riding the wave of
when we emerged, we’d come out the other side with a team
that work at the moment.”
that is stronger, more knowledgable and entirely capable of being the number one team in Scotland.
The success speaks for itself, with B23 having done more sales, hit more personal bests and had more promotions to
What gave you the idea of the Coaching Academy?
leadership in the most recent four weeks than they did in the entirety of the final three months of 2020. They have
When it comes to sales-coaching, it’s very much based on
undoubtedly come out of lockdown in a stronger position
systems. So by applying the systems and following the
and the clearest demonstration of that is going from three
process the outcome is the sales. What we did was take
core members in December, to an office of twenty-three by
our systems and coaching process and put it into an online
May.
platform. We knew we couldn't be in the same room to show people what to do, so the first thing was for us to learn how
“For Roddy, things changed quite dramatically,” Kurt tells me,
to transfer these skills through Zoom. If we did that well, we
“because he could no longer do what he does best. But for
knew that when we reintroduced people into the sales field,
me nothing changed. I was still able to do my part - recruit. I
all they had to do was apply the systems they were taught
think that was the key thing for us. For some people it might
031
'Since coming back, over the last few weeks, Will McCreedy has highrolled the organisation, Calum Sharp has high-rolled it as well, and in the fourth week back the top three sellers in the organisation were all B23. From a coaching perspective, we’ve got four of our new leadership team all coaching, training, developing people, which isn’t including those that were doing it before.’
CATEGORY TR AINING
How was the process of putting it all online?
rolled the organisation, Calum Sharp has high-rolled it as well, and in the fourth week back the top three sellers in the organisation were all
I’d love to tell you it was really easy but as you can imagine it took a
B23. From a coaching perspective, we’ve got four of our new leadership
lot of work! It wasn’t just a case of putting together slides, because
team all coaching, training, developing people, which isn’t including
certain aspects couldn’t transfer in the same way without it being in
those that were doing it before.
person. You know, showing someone how to make a sandwich and then telling them how to make a sandwich are completely different
So its been a worthwhile investment in the team then?
things. So we had to really break it down. I was running at least three or four zoom calls a day, then, after six weeks, we were able to get our
Yes, the real success of this time is that all of our focus went into
new leaders to actively start coaching the people we had recruited
development. We weren’t trying to do anything else, because we
through lockdown. To get there, we had to really boil it down to its
couldn’t, and now we are seeing the fruits of that. You know, our
critical information—to its best communicated version—and in fact that
leadership team has really stepped up too. Kurt Wilson, the office
then sped the process up.
manager, had only been working with us actively for two and a half months before lockdown and it’s been so impressive to see his
Now you’re back in the office, what has happened to your
attention to detail, his passion and dedication to make this a success.
online academy?
On top of that, when we were doing team nights he was actively on the call every Thursday, helping to run the quiz. It was the small details like
We’re still able to do online recruitment thanks to Kurt. Kurt’s work ethic
that which I think made the big difference.
and focus with regards to recruitment was one of the key driving forces of us being able to push on. And through that we were able to take all
After all these changes to approach over the last few months,
the coaching and put it into a booklet. So if anyone needs any support
what is it you’ll take with you into the future?
or help, when people are coaching in the office or on the sales field, they have this booklet to refer to as well. It’s been such a useful tool.
The focus on the personal; the one-to-one. Whether its team nights or individual conversations, I think just having that connection with
And what’s been the impact of that on the performance of the
the team has made a massive difference. We’ve got a relatively young
team?
team who have spent a long time in isolation but they are the core of our business, and we want to make that investment in them.
Since coming back, over the last few weeks, Will McCreedy has high-
034
CATEGORY DEVELOPMENT
The New Face of Hydrasales
On Coming Back Stronger ‘We’re in a great situation right now. I think lockdown forced us to build stronger relationships within the company. We are a relationship business and we needed to value them both differently and better.’
S
ometimes we’re present-
I caught up with Floyd, who explained to me
ed with a fresh start and
the concept behind his rebranding, and how
sometimes we make that
strengthening his team has allowed him to
choice
grow the company well-beyond where it was
ourselves.
For
Floyd Marriot at Hydrasa-
before the pandemic last year.
les the pandemic offered a mix of both. He saw it
as an opportunity to really dig down on the
How have things been since returning from lockdown?
core of his company, bring his team closer together and focus everyone on a communal
We’re in a great situation right now. I think
goal. Out of this came a whole new sense of
lockdown forced us to build stronger relation-
meaning and some real success stories.
ships within the company. We are a relationship business and we needed to value them both differently and better. It has also forced us to be more strategic in our thinking about the coaching and development of the key stakeholders in our business. We created bubbles within the company and kept connected to each other within those bubbles. That’s something we intentionally put time and effort into building and planning and maintaining, so that people would not feel as isolated. How did the growth happen from there? After the third-lockdown we layered the business. I looked at different people at different positions within the company, and I brought the senior core group together. At the time we had about 22 people in the office and we identified ten key individuals who would make up our core team. Then, through that, we communicated exactly how we would stay connected and how we would learn and grow and develop in this period. We figured that whenever we re-emerged, we would have a strong base which we could build on quite easily. And it worked. We started training again on 12th April and we are back up now to 27 people. What about your office space? We’re physically expanding the office as well because of how rapidly we’re growing. So we’re more than doubling the physical space we are operating out of to keep up with what we’re trying to achieve. Also, we operate in Canary Wharf which is a great location in the best city on the planet, where you have all the big city banks and international invest-
035
CATEGORY DEVELOPMENT
'The days of posting an ad in the newspaper are long gone and social media is expanding our network to an extraordinary degree.'
ment bankers. We felt that it was necessary— if we are to compete in this environment—to have a greater sense of our corporate image,
'We are all part of a team, but I cannot motivate people with my goal. It needs to be more personal for them.'
in keeping with our ambition to attract the best talent. So you are developing the image of the company too? Yes, I want it to reflect our shared vision to grow and expand, with the principle of getting the right people on board. I think the pandemic showed me how committed the team is and now we have become a stronger set of individuals because of it. So, as a group, we rebranded the company to Hydrasales. Do you know what a Hydra is? You’ll have to tell me. It is a deep sea worm. Most people are familiar with the Greek mythological monster, Hydra, who, when you cut off one of the heads, it grows back three more. But that is actually based on a real animal; a deep sea worm similar to a starfish or an octopus. So the concept that we came up with together was that Hydra was a symbol of our intention to expand aggressively with each individual becoming their own organism capable of growing and expanding according to whatever potential they have. And what’s the response been to your rebranding so far? It has been amazing. I think it has genuinely benefitted our expansion plans. The team has really got behind it because they played a part in choosing how we rebrand. We fash-
'We’re physically expanding the office as well because of how rapidly we’re
ioned this vision together, so people truly
growing. So we’re more than doubling the physical space we are operating out
feel invested in upholding the standards of
of to keep up with what we’re trying to achieve.'
the company and keeping pace with that identity. We believe it has created a much more attractive business. So it sounds like the pandemic has, by necessity, meant you’ve contracted to a core, you’ve made that core much stronger and that’s allowed you an opportunity to grow that maybe couldn’t have happened without that?
036
CATEGORY DEVELOPMENT
'I have really strong goals. It’s a really challenging path but if you have strong goals it becomes the easiest game in the town.'
I strongly believe so. It has forced us to
people, my business will grow quicker and
transform what we do and how we do it, both
faster. So that’s what I did. When we went
physically with what the company looks like
back into the field, we managed to double the
but also digitally. We have re-engineered
size of the team in a couple of weeks. And we
our recruitment process to make it available
had a lot of promotions because people were
online. The pandemic slowed things down
so ready and excited and they knew exactly
but, instead of just sitting back, we invested
what they were doing. So within the second
heavily and intentionally on up-skilling those
week, I hit my Assistant Owner criteria and
members of the team who remained. We
then in the third week I got promoted.
learned a lot this last year, and now we feel like we are all carrying the banner together.
How did you motivate people during this time?
How
do
you
see
the
future
for
Hydrasales?
We are all part of a team, but I cannot motivate people with my goal. It needs to be
I think our situation is amazing right now.
more personal for them. It can be as small as
We will expand very aggressively over the
going on holiday with a boyfriend or as big
next quarter, and then over the next twelve
as buying a house, but they need to find
to eighteen months we will totally smash
their own thing. Everyone is different but we
the sides of the company with what we are
are all part of each other’s goals. If they are
achieving. By August we should have three
hitting their goals, I’m hitting mine too.
offices in full operation. Going forward, we’re then looking to expand into America next
How did you motivate people during this
year and we will also be looking to branch
time?
into event sales as well. And since coming back, we’ve had Asma hit all of her criteria
I have really strong goals. It’s a really
and she is now in the process of opening
challenging path but if you have strong
her own office. She has been such a positive
goals it becomes the easiest game in the
part of this reemergence. She has been a
town. I am not from this country. I came to
true inspiration to everyone at the company
this country from Algeria and I just wanted
because she is someone making true on the
to study my masters in Architecture and go
story we tell and the opportunity we talk
back home to work with my family. In Algeria,
about.
there is a culture where the family are so important that it can control your life, so I
After the first lockdown, Asma, returned to
didn’t want that to happen. I wanted to take
the office with one person on her team, and
control of my own life but I also wanted to
got to work rebuilding a crew. By the fourth
change my family’s life at the same time. My
quarter, she had been promoted to Crew
goal is to retire my parents. My Dad is quite
Leadership with a team of ten. She managed
sick and cannot work anymore so I wanted
to retain this team throughout the third
to help him. I have been very fortunate and I
lockdown and, since returning to the field,
am always grateful for what my parents gave
has worked her way to Assistant Ownership.
me, so now it’s my turn to give it back. That’s
She will open her own office in July.
what keeps me going, my family.
"I knew it was important to keep all the team
So how are plans coming along for your
together,” Asma tells me, ”and to keep people
new office?
as busy as possible. I wanted to inspire, educate and develop them. My view was
My office will be here in Canary Wharf and is
that I don’t have control over the lockdown,
going to be called Imperium Global Marketing.
however, I do have control over how I develop
I am saving right now but my goal is to
my team and make them better versions of
open on 5th July and promote an Assistant
themselves for when we emerge. Basically,
Owner the same day. 5th July is Algerian
what I was trying to do was replicate myself. I
Independence Day, so on that day I also want
thought, if I can have another person like me,
to be fully independent.
who can sell, or can recruit, train and retain 037
HOW TO Ace An Interview TOP TIPS FROM RECRUITMENT MANAGER NIAMH BAILIE
CATEGORY RECRUITMENT
'We’re not necessarily interested in what a piece of paper says about you. We want to know what your natural core values are and who you are as a person. Our interviews are a lot more relaxed, they often just feel like a chat.'
T
here
aren’t
the beginning, before we’ve even talked.
many moments
This is the foundation of the business we
in
run because we deal in direct sales; so first
life
more
typically nervewracking
impressions are important.
than
sitting
in
office
you’ve
an
2. Dress to Impress
never been to,
They say that you make a decision on
surrounded
someone in the first seven seconds. Whether
by people you’ve never met, waiting for a
this is true or not I don’t know, but we are
job interview. For some reason it’s the exact
all about presentation. So if you come to
instant your brain decides to bring up all the
an interview and we can see that you’re
useless information you’ve ever learned (and
dressed well, that you are relaxed, smiling
never forgotten), or, even worse, it’s when
and confident, immediately you have a
your brain decides not to work at all.
better chance. It’s true that our interviews are relaxed but this is still a workplace, so if
“We’re not necessarily interested in what a
you’re in jeans and a hoodie, we might think
piece of paper says about you”, says Office
you’re not ready to start working with us.
and
Recruitment
Manage
Niamh
Bailie,
who herself has sat across from dozens of
3. Talk to everyone
interviewees, “We want to know what your natural core values are and who you are as a
We want people on this team who can talk
person. Our interviews are a lot more relaxed,
to anyone and, more importantly, we want
they often just feel like a chat.”
people who are curious and engaged. If you’ve turned up five minutes early and
Sounds good, right? But it’s one thing to give
are smartly presented, but you sit in the
a good interview and another thing to give
corner with your eyes on the floor, then it
a great one. We sat down with Niamh and
might give us pause for thought. The best
asked her to tell us her top five tips for acing
way to think about it is that your interview
an interview.
is with everyone in the office - the people at reception, the cleaners, everyone. We’re all
1. Always arrive five minutes early.
part of the same team and I will often ask other people’s opinions. So if you come in
Our motto at Redline is, “If you are on time,
and spend time with the girls at reception, if
you’re late”. The very first thing we want
you ask them how their day has been, we’ll
to know about you is if you’re reliable. If
be able to see that you’re interested in other
you’re keen and eager, you’ve got a much
people and can hold a natural conversation.
better chance of succeeding. A lot of the
But if you’re only friendly with the people
interview process is about discovering who
interviewing you, it might make us wonder if
you are and a lot of that happens right at
we’ve seen the real you.
040
This is the most important. We want you to demonstrate that you have spent the time trying to find out about the work and the company.
4. Do your research This is the most important. We want you to demonstrate that you have spent the time trying to find out about the work and the company. There are so many easy ways to do this - we have loads of information on our website and on Instagram. We want to know that you have an independent working mentality, that you interested in learning and that you prepared. If you have those three things—and you’re a team player—you should fit right in. And if you have put the work in before the interview, you’ll naturally be much more confident when you get here. 5. Be honest to yourself This one covers a lot of areas. We want to see the best version of yourself and you’ll want to show it too. People who do this tend to be more personable, more confident and better prepared. But no-one is perfect and if you have questions—or there are things you don’t understand about the business— then we want you to ask! Personally, I would prefer to spend ten minutes at the end of the interview clarifying our business model than for someone to pretend they have totally understood it. People are sometimes afraid to ask something, in case they sound underprepared, but more often than not, the best way to show you’re eager to learn is to ask the question.
'We want people on this team who can talk to anyone and, more importantly, we want people who are curious and engaged. The best way to think about it is that your interview is with everyone in the office’
041
'You are your brand, so own it! It’s about being true to yourself, being authentic in your work and keeping inspired. Once you focus on finding that authenticity in your work, people will remember you.'
Making Moves: Expansion to Exeter
with Vik Verma
After two years with The Promotions Company, Vik Verma is about to take five leaders and make the move to Exeter. At the age of 23, he’s currently running a 25 person team out of Bristol and sees an opportunity for expansion into new territory. I chatted with him to find out more about his plans for the future and what he’s looking forward to when he opens for business
Hi, Vik. How are the plans coming along?
Well, the team is already built. I have nine or ten leaders coming down there with me. The criteria is all hit and we’re
Good! At the moment I’m in Bristol, I’m saving up and then the
just saving right now. I got officially Incorporated last week
move to Exeter will take place in the middle of August. Once
too, which was exciting.
we’re in Exeter, the plan is to take over! Initially Residential but we’re going to do Events as well, so we’ll have two offices
What else is getting you excited about the move?
in one location. A lot of time right now is looking for spaces. Loads! It’s a new city and there’s a massive pool of It doesn’t feel like a year when expansion should be on
recruitment. It’s got beautiful places to see. But I think the
the cards, so what’s got you to the point where that’s
most exciting thing will be coming out of my comfort zone -
possible?
developing people and being able to offer them everything that I got. That’s amazing.
Yeah, to be expanding in a pandemic is crazy but we’re doing really well to be honest. I was up to 40 sales a week, which
Any pre-move nerves?
means I raised £29,000 for good causes in one week! That’s insane. And in the last week of December my team did 236
To be honest, no. I’m not concerned about going down there
in a week, which is £171,000. It’s not normal. But then opening
because I know I have the support network in place. That’s
a business at 23 is not normal - it’s very abnormal, in fact. It
the best thing about this industry, it’s great for finding that
just proves that if you work hard you can be anything you
help and support. It’s an industry of mentors and there are
want to be.
systems for me to follow. Yes everyone has nerves but I’m not doubting any of it. You know, at the age of 23, it just feels
What’s on your priority list between now and opening up?
043
good to be moving out.
CATEGORY BOOKS & PODCASTS
Books and Podcasts The Hard Thing About Hard Things: Building a Business When There are
Unfu*k Yourself:
Purple Cow:
Life
Remarkable
Get Out Of Your Head and into Your
Transform Your Business by Being
No Easy Answers
A successful entrepreneur offers critical
A book that will equip you to believe in
An argument for the necessity to recog-
advice on running a start-up company
yourself and reach for your potential.
nise the changing trends in businesses.
with practical wisdom to help overcome
“Whatever you dream of becoming in the
Looking at how and when those changes
common problems that business school
future is possible.”
occur, and how best to adapt yourself to
doesn’t teach.
By: Ben Horrowitz
045
benefit from the new way of things.
By: Gary John Bishop
By: Seth Godin
CATEGORY BOOKS & PODCASTS
Sauntering:
Writers Walk Europe
Podcasts
01
The Dose of Leadership Inspiring interviews with leaders, entrepreneurs, authors and motivational speakers.
02
03
The Marketing Book Podcast Fresh ideas about what is working in the always-changing marketing industry
The Hive A series the inquires into our relationship with one another, with technology and with the natural world.
04
Growth Everywhere Usually a blog on business and personal growth, the podcast offers a weekly interview series with different entrepreneurs and marketers.
01
02
The Tim Ferriss Show A podcast on how to manage your time and productivity more effectively.
The Climate Question Stories on why we find it so hard to save our planet, and how we might
A collection of of sixty writers—classic and modern—who walk Europe by foot. Including contributions from Werner Herzog, Robert MacFarlane and Joseph Conrad.
By: Duncan Minshall
046
047
Love Saves the Day
SEPTEMBER 2021
Love Saves The Day is inspired by bringing together culture and community within Bristol. We want our spaces to be inclusive of people from all backgrounds, diverse in output and a place where people can come together and share their knowledge, experience and culture in a space that is open and accessible for all
048
049
Boardmasters AUGUST 2021
Boardmasters Festival is an annual event held in Cornwall, United Kingdom, usually held over five days on the second weekend of August. The event is a combination of live music and surfing/skateboarding competitions in and around the town of Newquay.
050
Photo Album
A selection of some of our favourite photos from recent events
CATEGORY PHOTO POOL
052
CATEGORY PHOTO POOL
053
CATEGORY PHOTO POOL
054
CATEGORY PHOTO POOL
055
CATEGORY PHOTO POOL
056
CATEGORY PHOTO POOL
058
CATEGORY PHOTO POOL
059
CATEGORY PHOTO POOL
061
CATEGORY PHOTO POOL
062
£6,371,250 MONEY R AISED FOR CHAR ITIES Q 2 202 1
Office List 2021
CATEGORY OFFICE LIST
Our Worldwide Office List. Please be sure to visit our social media channels for future developments
UK
RUSSIA
Mantra Marketing Group James Buckley / Francis Colam www.mantramarketinggroup.com
People Boosted Veronika Ovechkina Moscow www.peopleboosted.com
RedSeven Marketing Robert Cotterell Swindon / Cheltenham www.redsevenmarketing.co.uk
First Group Albina Fazlieva Nuzhny Novgorod www.firstgroup.moscow
RedSeven Marketing Paul Coombe / Dale Trinder Cheltenham website coming soon
MarGroup Michael Mareev Nuzhny Novgorod www.margroup.org
Monument Promotions Matt Nicholson Swindon www.monumentpromotions.co.uk
Make a Fuss Aleksandr Te Ekaterinburg www.makeafuss.ru
Redline Promotions Chance Cowie Manchester www.redlinepromotions.co.uk
LBN Marketing Elena Bocharova Ekaterinburg www.lbn-mg.ru
The Promotions Company Phil Reid Bristol www.promotions-company.co.uk
Leo Company Leonie Bluznetsov Krasnodar website coming soon
The Promotions Company Josh Keeble London website coming soon
GOST Sergey Melchenko Kazan website coming soon
Hydra Sales Floyd Marriott London website coming soon
Ivse Group Ivan Dmitrachkov Saint Petersburg website coming soon
Empire Marketing Vik Verma Exeter www.empiremarketing.co.uk
Luck Look Company Ayna Papedova Krasnodar www.lucklookcompany.com
B23 Marketing Roddy Barker Glasgow website coming soon
Charity Promotions Yaroslav Roshinenko Saint Petersburg website coming soon
Engima Mark Widnel Barnstaple website coming soon
Pro Pr Aleksey Bondarev Moscow www.propr.top
Fairview Advertising David Hebblethwaite Ipswich www.fairviewadvertising.co.uk
Asana Marketing Group Aidar Zamaletdinov Moscow www.asana-mg.com
WeMake Radik Kamalov Saint Petersburg www.wmwemake.com
BELARUS MEA Marketing Evgeniy Miheenko Minsk www.meamarketing.by
ZAR Marketing Alexander Nikiforov Minsk www.zarmarketing.by
SPAIN INVENTA Ivan Yanez Madrid website coming soon
066
“We Shine Bright So That Others May Shine Brighter.”
