Tom Hunt’s Post

Real leaders don’t create followers. They create more leaders. Leaders who cultivate other leaders multiply their success. Some people think that developing their team threatens their authority. But leadership is not about competition. It’s helping others to reach their full potential: - Good leaders: help you grow - Bad managers: threatened by your growth A leader's job is to create a great working environment for their team. Then push them to achieve more than they thought possible. It’s not to inflate your ego. Agree?

Reduced costs. Increased retention. Higher productivity. Access to global talent. Happier team members. These are just a few benefits of running a remote operation. It's changed Fame as a business. And it's changed my life. Since I started posting about this stuff, hundreds of people have reached out: - Some asking for advice - Some requesting to work for us - Some wanting to pay us to help them So I'm planning something... I'm going to work with 1-2 businesses to take them through: The Remote Ops Maturity Scale. You get: - To transform your operations - To work with me (not sure if that's a good thing!) - Access to the remote ops wisdom we have built over 5 years You have: - Over 10 employees - A budget of $1k per month - Aspirations of (more) remote work I'm excited. More remote/flexible work. More happy employees. Who's in? If yes, fill out the form linked below and I'll be in touch 👇

The hidden benefit of remote work: It’s fair for introverts. I'm pretty introverted. I love sitting down with a black coffee, noise-cancelling headphones and getting work done. Not struggling to focus in a loud, noisy office. Not everyone is wired to want to be around people. And many leaders overlook this. So here’s a quick public service announcement to all managers: The games, small talk, and events you think energize people? Drain some people. Getting your team together can help... But they also need time alone, to focus. And remote work provides that. Agree?

Looking for a Junior “Star Exceptional A-Player” Account Manager Who you are: - 12 years experience - Degree from a top 0.5 university - Ability to design, write, manage and edit videos - Personally managed Apple’s “Think Different” campaign What you get: - 3 slices of free pizza every other Thursday - A 90-minute commute (each way) - 3-month unpaid internship - A “go get it” culture This isn’t an actual job description, but it isn’t far off. Role inflation needs to stop. Real job descriptions attract real people. And real people will grow your business.

Most marketing agencies fail at 3 people and $10k MRR. Fame has 70 and $283k MRR. Why? 5 reasons: 1️⃣ FOCUS For 4 years, we did 1 thing: b2b podcasts. With 1 pricing model: monthly subscription. This enabled us to get better than any other agency trying to do the same thing. 2️⃣ RUTHLESS COST REDUCTION We don't pay for: - CRM - Slack - Legal - Office This means we can charge less for a better service. Which means more customer retention/referrals. 3️⃣ METHODICAL MARKETING We spent 3 years getting customers from Google. Only Google. 1 year ago I layered on LinkedIn. Now we get customers from both. Slow and simple. 4️⃣ CULTURE We: - Hire/fire/reward on our values - Only promote from within (no senior hires) - Don't track time (we trust our team members) Employee churn is the silent killer of most agencies. 5️⃣ RETENTION If we had an office, you would hear this muttered daily: "Retention is the foundation of growth" We built the company around this concept. It manifests in: - How we talk to clients - How we run internal meetings And results in higher LTV. If you think different about building your business. You will get different results. Agree?

Prosecco on tap is not "culture". Ping-pong tables are not "culture". Thursday night pizza to get people to work late is not "culture". Culture is: - Flexible work - Psychological safety - Supporting career progression In other words: - Collecting the kids from school at 3pm each day - Being able to tell your boss: "I am struggling today" - Monthly chats about your career with your manager Culture is all the things that your people do each day, especially your leadership team. Culture doesn't come from HR. It comes from the top. And the bottom. It isn't stuff. It's how you behave. Agree?

"Yes, I know he's offensive and gets angry... but he closes deals" ^^ a friend telling me he's having issues with a new sales rep. One of the worst things you can do as a CEO is keep a toxic team member because they "close deals". Short term? You get a boost in sales. Long term? Your culture suffers: - They disrupt others - Customers will notice - Your best people will leave Over the long term, great company culture is the biggest profit driver. Not the one team member who is driving revenue (but everyone hates and is killing the vibe). Keeping them shows you care more about "deals" than the happiness of your people. If you want to create a great culture, show him the door… no matter how well he performs. Your team will notice. Great culture takes time to build. Think long-term. You are the gatekeeper.

90% of jobs can be taught. Why do most employers care about: - Education - Experience It doesn’t work. Instead of college degrees, let’s look at attitude. Instead of experience, let’s look at values alignment. During interviews: - Turn over the resume - Talk about who they are Attitude is more important than experience. Build a growth-based culture. Teach the role. Ignore the CV. Agree?

Leadership is a choice. - Can you grow into the leader your business needs? - Will you scale your leadership skills from 1x to 2x to 5x to 10x? - Will you settle for being just a good leader? - Or will you never stop growing into a great leader? Leadership is a responsibility Not an entitlement Leadership is a matter of action Not genetics Leadership is a decision Not an accident Whether you learn to lead your team greatly… is a choice. Make the right one.

Stop sending Slack messages after hours. It’s hurting: - You - Your culture - Your team members Instead, schedule them. Not for 9 am. But for 9:15 or 9:30. Give your team members time to log in, get started… then receive. It’s a win:win: - You get to brain dump there and then - Their evening remains theirs Just because you’re working at 11 pm, doesn’t mean your team should.