Mantra Marketing Magazine Issue #010
12 new chapters 365 new chances 10
005
017
035
Behind the Scenes of Recruitment
Social Media & Keeping up with Trends
Quick Off The Line
Mantra One
An interview with Chance
the front with James
We speak with Nina and
With advancements in
and Alec Cowie of RedLine
Buckley and Mantra One
Kim about the importance
technology changing the
Promotions
of quality in recruitment
world, we speak with Ellie on her thoughts for the next 12 months
041
We discuss leading from
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.
Rose Lucas Editor / Author
Rose studied at the University of Bristol where she obtained a BA in English Literature, before moving to London to study at Identity School of Acting and continue her work as a writer/ editor.
Nic Kane Photographer
Nic is a Bristol-based photographer specialising in the commercial, events and fitness sectors.
001
CATEGORY INDEX
In this issue Welcome 003 Behind the Scenes of Recruitment
005
The Autonomy of Entrepreneurship
014
Social Media & Keeping up with Trends
017
Quick off the Line w/ Chance & Alec Cowie
027
New Clients & Successful Campaigns
033
5 Years at RedSeven
035
Matt & Monument Promotions
037
Mantra One & James Buckley
041
Books and Podcasts
045
Photo Album
057
Sri Lanka 2019
063
Ski Trip 2019
064
Car Competition
065
Office List
068
002
CATEGORY EDITOR'S LET TER
Welcome -
To the 10th Edition of Mantra Magazine!
“We hope you have had a fantastic start to 2019, and that you resolutely made it through ‘dry January’ with flying colours…Cheers to the new year! We have a really exciting few months planned and that’s just the beginning.”
First, I would like to extend a warm welcome to all of
really making the most of this training. For example,
our new recruits. We are in a really exciting phase
brothers Alec and Chance Cowie who joined Mantra
of expansion, with plans to grow the company
last year, have already gone on to open up a new
by 50% in the UK over the coming quarter. This
office in Manchester. Congratulations to them on
expansion really does start with recruitment and
RedLine Promotions, and to Charlotte Vass over
whilst we are pleased to have seen new offices
at Monument who has recently hit ownership. We
open and members of the team move up through
held the Owner’s Meeting over at Cowley Manor
the business, this wouldn’t be possible without
where we enjoyed a well-deserved weekend away
the cohorts of fresh talent that are joining us week
- the perfect opportunity to relax, take in the fresh
by week. It is these people that will become the
air and beautiful surroundings and move into a
future of Mantra, so we are beginning to redefine
clearer head space for making new deciions. It’s
our methods of recruitment - focussing more on
all about striking a successful balance between
headhunting - to ensure that we really are taking on
work and play, so the team were treated to a spa
the best of the best. You can read more about this
and a champagne dinner after a full-on day of
process later on in the magazine as we catch up
strategising and working through plans for the
with Kim and Nina who have been tirelessly working
year. At the turn of a New Year, it can feel daunting
to bring fresh talent on board. As the Mantra family
to try and absorb the entire 12 months that lie
grows, we have been focussing on fine-tuning our
ahead, so we encourage you to think in a quarterly
training programmes and our coaching initiatives
fashion and set goals that are achievable so that
to help you grow into the next generation of
you can put your money where your mouth is. Alter
Entrepreneurs. We understand the importance
the temporality of your ambition to ensure that you
of creating a cohesive culture across the board
are able to hit your marks and gain momentum.
and make sure that we are constantly checking in
Break your goals down into days / weeks / months
with our employees as they move up through the
/ quarters and manage your time effectively. Its
business. Practise makes perfect, right? But it is
going to be a big year, but we believe in you and
also important to stay present. By this we mean re-
can’t wait to see what lies ahead!
evaluating our modes of teaching and altering our
2019 Five countries - fifty cities five years
practises in accordance with changes to the wider
Let’s start the year as we mean to go on and
industry. We have been working on the efficiency of
continue our Entrepreneurial journey with a positive
our training initiatives in order to make them as
attitude, a mindset of ‘I can’ and an openness
time-effective and successful as possible. We want
to change, to improve and to adapt. We have a
you to fly high and thus will endeavour to facilitate
whole plethora of trips and rewards for those who
this as much as possible. With the rest of the year
show themselves to be the best of the best and
stretching out ahead, we encourage you to push
can’t wait to hit the slopes with you in Val D'isere
yourselves, to broaden your horizons and start
in March. We also have Boondocks Festival in the
thinking outside of the box a little more. Surprise
summer, followed by Ibiza and last but certainly
us, surprise yourselves…
not least, a trip to Sri Lanka in November! The world is our oyster and we can’t wait to explore it
The Entrepreneur Academy has been producing
with you. Get ready to work hard, celebrate each
some fantastic results as of late. We have hosted
other’s achievements and move forwards as a team
some top-notch guest speakers and continued
- dynamic, passionate and driven.
to run some really inspiring topics over recent months, with those lucky enough to be involved
003
CATEGORY EDITOR'S LET TER
004
CATEGORY TR AVEL / DEVELOPMENT
Behind the Scenes of Recruitment Nina from RedSeven & Kim from Monument
‘If there is a strong sense of natural camaraderie between our employees, this bleeds into the workplace and makes for a dynamic, passionate, supportive environment’.
B
uilding
never
we’ve started head hunting as well. Interestingly, some
here
of our best recruits have been those who were passively
at Mantra. With new offices
looking, sometimes even those who weren’t consciously
opening not only in the UK, but
seeking out work in this industry to begin with’.
been
a
team
more
has
important
also abroad, we are moving through a really exciting phase
Kim: ‘I wish we could have x 10 new staff each week who
of
expansion.
were incredible, that would be the dream, but we’re not
of
recruitment,
The
process
therefore,
is
quite there yet. It’s more important for me to focus on
integral to successfully building the business. It’s about
finding the right fit - even if that means we are recruiting
finding the right people, people who will work hard, move
fewer people - than to take on people who aren’t quite
up through the company and go on to become future
right for the company. It means our levels of retention are
leaders themselves. Whilst sales is undeniably a numbers
higher, the team is happier, and the business will grow a lot
game, when it comes to recruitment, there’s much to be
faster in the long run. We’re lucky in that we have the time,
praised with regards to finding the quality amongst the
now, to invest in headhunting, in finding quality recruits,
quantity. We caught up with Nina from RedSeven and Kim
and spending time talking to each individual’.
from Monument to discuss how the recruitment process is changing to accommodate this.
Whilst, of course, the traditional format of recruitment is still very much in place - and for the most part a successful
005
Nina: ‘What we’ve noticed is that times are changing.
model - the uptake of headhunting almost inverts this
Where once you would put an ad online, in the newspaper
process, as team members such as Nina herself actively
or pinned to job boards for people to respond to, nowadays,
go looking for people that would work well at the company,
because there’s so much competition for quality people,
rather than waiting for them to suggest themselves.
CATEGORY TR AVEL / DEVELOPMENT
006
' A strong sense of camaraderie and a healthy dose of competition are the foundations of a fantastic team '
007
008
CATEGORY TR AVEL / DEVELOPMENT
Amplify 2018
In a way, headhunting is more time and cost-
basic communication skills, this is followed by
effective. Nina knows what she is looking
a face-to-face meeting - here at RedSeven we
for, having been a part of RedSeven for
run this in the style of a group presentation.
some time, and has learned how to spot the
This is due to the fact that, as mentioned
qualities needed in a new starter. RedSeven
above, the recruitment process is evolving
have seven core values that make up
meaning that lots of our recruits weren’t
the backbone of their employees. These
previously looking for work in this sector. The
include,
work
‘open days’ are therefore an opportunity for
ethic, honesty, self-motivation and team-
us to get to know them, but also for them
orientation (amongst others) and it is these
to get to know the business. The final stage
attributes that Nina looks for in potential
is a one-to-one meeting with those people
talent. However, even with this knowledge
that have impressed us on the open day. By
and a sharpened eye for recruiting, the
this point, we hopefully have a pretty good
interview process itself is not without its
idea of whether or not they are right for the
challenges.
business and have what it takes to succeed
positive
mentality,
strong
in this industry.’ Nina: ’The difficulty with the interviewing process in general is that the qualities
One thing that’s for certain in this industry is
that make up a fantastic salesperson are
that it is all about communication, something
often quite hard to measure in an interview.
that Kim - head of recruitment at Monument
Things such as a strong mentality, resilience,
Promotions
honesty. Honesty’s a particularly tricky one!
immediately.
-
ensures
that
she
covers
Ask anyone in an interview whether they’re honest, and they’ll (obviously) say yes!’.
Kim: ‘The first thing I ask people over the phone is ‘Do you like talking to people?’.
In order to combat this, the interview process
Meeting and talking to new people is at the
as a whole is thorough, ensuring that the
heart of what we do, so it’s hugely important
best of the best are sought out amongst the
that our recruits ac-tually enjoy this aspect of
applicants. I asked them to take me through
the work, that they feel comfortable picking
the process from start to finish.
up the phone as well as meeting people faceto-face’. In line with communication skills
Nina: ’So we begin with a quick chat over the
comes likability, another attribute Monument
phone to gauge whether or not they have
promotes as one of their key values. ‘It sounds silly, but you have to get on with your colleagues! If you want to be a part of the team, you need to be willing to operate as part of a team, and getting on well with each other outside of the company only serves to enhance the group dynamic in the workplace. If we all get along, we support each other, we inspire each other, and the company thrives it’s as simple as that’. The marketing and sales industry is extremely personable,
therefore
communication
and presentation of self is of paramount importance. If you don’t know how to ‘sell yourself’ and therefore how to sell the business, how are you going to succeed? This comes down to a plethora of things -
presentation,
language
used,
energy,
business tactics - some of which are innate and can’t be altered, but some of which can be cultivated. Kim explains that something as simple as likability goes a long way.
09
CATEGORY TR AVEL / DEVELOPMENT
You gravitate towards certain people for a reason, and whilst it’s not always entirely beneficial to mix work and play, in some instances it can create a wonderful working dynamic.
Kim: ‘I always say to people, ‘Look, have any of you worked in a place where you resent coming into the office each day because there are people there that you don’t like?’. When that’s the case, it’s horrible! It makes for a stagnant, tentative workplace, and that’s not what we’re about here at Monument. Because we’re so strict on recruitment, the whole team get along really well and want to work together’. Furthermore, they are looking for people that take an active interest in what other people are doing. ‘Be interested in those around you, in the wider industry, don’t get stuck thinking about yourself all the time. Remember that you’re part of a team’ A keen interest in those around you as well as in your work helps to generate a healthy sense of competition and ambition, which in turn make up two more attributes for becoming a successful Entrepreneur. Nina: 'often I find that the people that end up being the best have an incredibly strong sense of competition. I, for one, hate losing. It’s not an option. That in itself really helps to drive me forwards. I enjoy being good at things, I have a a lot of self-confidence, and I think it is this combination that has built in me a strong sense of self-motivation’. Kim elaborates upon this, highlighting the importance of having ‘a bit of drive, a bit of gusto, especially when the company is in its infancy. You need every single person to be working as hard as they can to get it off the ground and to establish a sense of who the company is in the industry. This really should be a company-wide ethos; you can’t just rely on the people at the top to do all the work and drag you along with them. In fact, it’s almost more important for the people at the
there has to be diversity but also a common ground and a cohesive quality that brings the personality of the company together as a whole’
‘bottom’ to really drive things. Expansion isn’t just something that occurs from the top’. It’s a
- KIM -
little bit like the sporting industry in terms of their sense of competition and the process of moving up through the ranks. Nina explains that their ‘managing director is really into his rugby, and that sense of competition and play is totally transferrable to how he operates in our industry. Sport is a fantastic analogy for navigating the sales world. You train hard, you set goals and you move climb up the ranks. You should see us when we go go-karting!’.
010
CATEGORY TR AVEL / DEVELOPMENT
A strong sense of camaraderie and a healthy
This is where it gets interesting as we consider
dose of competition are the foundations of a
what we can learn from the recruitment pro-
fantastic team - in any context - and both Kim
cess in terms of planning ahead, staying one
and Nina make good use of the Mantra net-
step ahead of the game and predicting future
work, often looking at PR, (friends of friends)
trends. If we look at patterns of behaviour
to bring on board:
from the last generation and compare it to the Millennial generation, there are some
Nina: ‘If there’s one employee that you love
noticeable changes.
and who does well for the company, then it’s likely that their circle of friends will also be of
Nina: lends a keen eye to this, and has found
that caliber’. You gravitate towards certain
that ‘particularly with regards to mentality,
people for a reason, and whilst it’s not always
there has been a real shift in the Millennial
entirely beneficial to mix work and play, in
generation. Generally speaking (of course),
some instances it can create a wonderful
we have had quite a sheltered upbringing. We
working dynamic.
haven’t had to face much adversity, we have been provided for and supported through
Kim
explains
that
‘it
helps
having
a
our education etc.. What we often find with
connection beforehand. If you think about
new recruits is an attitude of ‘I can’t do it’
your friends, your circle of people, your
after they reach their first hurdle which can
network, they’re there for a reason. You gravi-
be frustrating’. In terms of self-development,
tate towards the right people because they
Mantra are hot on instilling their team with
have a similar outlook, similar fundamental
confidence, pushing them to their maximum
values and similar perspective on the world….
potential and ensuring that people don't just
all of these qualities bleed into the workplace
sit on their laurels. The company is bigger
in a fantastic way’. A sense of loyalty and
and better than that. Nina goes on to explain
connection is already established which
the importance of adapting to meet the next
makes it easier for the ensemble to operate
generation’s needs and pushing them in the
in a cohesive and dynamic manner in the
right direction:
workplace. ‘I’ve been watching The Apprentice recently Whilst this process may seem lengthy, it
and all of the challenges are really just about
is an integral part of building a successful
putting pressure on these people, pushing
company.
them to their potential through placing them under extremely stressful circumstances -
Kim explains that ‘we’re lucky in that we have
that’s when they will show their true colours.
the time, now, to invest in headhunting, in
Until someone is pushed to their limit and
find-ing quality recruits, and spending time
put in a challenging con-text, only then is it
talking to each individual’. For her, ‘the main
possible to gain an insight into the strength
thing is quality. We tend to have a really good
of their mentality and the resilience of their
reputation in terms of the quality of our team
work ethic. Sometimes this means that you
members. I’ve spent enough time working
have to take a risk on someone and it’s not
with people who aren’t up to scratch, and
always that it works out. You might lose some
it’s really demotivating! I’d rather work alone,
of those people that you had high hopes
than work with someone who isn’t hitting the
for and your rate of retention might drop;
mark. which sounds ruthless, but that’s what
however, this is all part of the process of fine-
building a team is about - finding people who
tuning your team
work well together, people who bring the best out in each other.
After all, these people
are the future of the business. New recruits make up the foundations of the company, without which it simply wouldn’t and couldn’t grow. The people at the ‘bottom’ are just as important as those who are running the ship. They are the future.
011
Sport is a fantastic analogy for navigating the sales world. You train hard, you set goals and you move climb up the ranks. - NINA -
012
013
CATEGORY TR AVEL / DEVELOPMENT
SPACE TO GROW The Autonomy of Entrepreneurship ‘Through hot-desking, our Leaders are able to recruit to build their own business without having to wait around, so it also opens the recruitment process up to the rest of the team’ - KIM, MONUMENT-
There’s a fine balance between giving
with the guys in order to help facilitate their
someone enough support in order for them
development, something that she picked
to feel comfortable, whilst simultaneously
up from Fran Colam.
offering
them
space
enough
to
grow.
Learning by stepping out of your comfort
Kim
zone is something that we have always
network in place, explaining how 'people
noticed
be
an
effective
about
the
support
of
think that teamwork is just about working well together, but it’s so much more than
in instances when employees feel 100%
that. You know you have a good team
comfortable
itself.
when you feel comfortable in each other’s
Mantra offers a safe space within which
company. You feel supported. You can go
to
the
to anyone and ask for help. It’s okay to
time to recognise what went wrong and
make a mistake - that’s where you learn! It’s
consequently to improve. It’s all about
important to be able to push yourself and
the support network, and that network is
to do so in a safe space, otherwise you’re
second-to-none here.
never going got progress - We’ve got you,
within
risks,
to
the make
mode
passionate
progression; however, this is only possible
take
to
is
company mistakes,
we’ve got your back’. We recognise the power of a positive mental attitude in all this, without which it
A strong sense of initiative is something
becomes far to easy for the ego to bruise.
that
Nina explains how it’s essential ‘to breed a
RedSeven. Because the team are self-
mindset of I can and I will’ . If you instil that
employed, they have to be self-motivated.
mentality in yourself, then the world is your
Nina
oyster. So much of Entrepreneurial success
probation period for themselves. It ends up
is down to confidence and mindset, whilst
working sort of like natural selection in that
(surprise, surprise…) much of Entrepreneurial
those who challenge themselves and push
‘failure’ starts with a negative mentality. It
themselves will rise to the top and those
seems that there is a fine balance between
who rest on their laurels won’t go anywhere
allowing yourself to be nurtured whilst also
fast, so in that sense they are in charge
engaging a sense of urgency and taking
of their own progression’. Working as a
initiative, a balance that both RedSeven
freelancer is Entrepreneurial in itself, seeing
and Monument seem to have found.
as - to a certain extent - you are your own
is
integral
explains
to
how
the
team
their
over
‘staff
set
at
a
business. It’s important to cultivate a strong Kim’s team base themselves downstairs
vision of the future and start totune into
in reception, meaning that ‘when people
your own self-development as the business
come through the doors first thing in the
grows. Alongside the responsibility of being
morning, we get to engage with them from
self-employed comes a huge amount of
the offset. This helps us to start the day on
freedom.
the same page as each other, which is really
balance between the two.
RedSeven
strike
a
wonderful
important. I also try my best to go to the morning meetings with the guys (at least
Nina:
x 3 times a week) and I go to every single
freelancer, but also knowing that there
crew night possible! It’s on those occasions
are people looking out for you is a really
that I really get to chat to the guys about
reassuring combination’ Nina goes back to
things. I really make an effort to ensure that
her research on the changing demographic
I’m in regular contact with everyone and up
of the industry, explaining how a lot of
to date’. Kim also used to run 1-to-1 sessions
*continued -->
‘having
independence
as
a
014
CATEGORY DEVELOPMENT
Milennials
‘are
going
self-employed
because they want autonomy', they want to be in control, to be their own Boss and
take
charge
of
their
careers.
The
sales structure ticks a lot of these boxes’. Mantra
offer
fantastic
incentives
for
people to take charge of their own career paths
within
framework,
a
supportive
thereby
business
encouraging
their guys to be better than average. Kim explains that their ‘WhatsApp group is mental! We have 30 guys all messaging all the
‘Having independence as a freelancer, but also knowing that there are people looking out for you is a really reassuring combination’ - NINA-
time, the support is ridiculous. People actually care. They’re involved, they’re interested, they’re dynamic…and it’s all genuine. We mark our successes with group events and have a crew night every Wednesday. Friday they’re going go-karting, we went to Lazer Quest last week, ran a hot chocolate hot-desking event and had a fantastic Christmas party! Matt also took the guys to Ibiza and we’ve got the ski-trip coming up as well, so we have a really strong social calendar to compliment the business’. Things aren't slowing down, that’s for sure. These guys work hard and play hard. Nina: ‘Our goal at RedSeven is by May 2020 we want to open offices in another 8 locations. (Monument / RedSeven / RedLine). In order to do this, we need to have 8 new starters in each location, so 24 every single week. We understand that sales has a high turnover of people, but if we can grow by 24/week, there are going to be some absolute gems within that turnover of new starters that will go on to be future Leaders .Start thinking... this could be you.
015
CATEGORY DEVELOPMENT
‘People think that teamwork is just about working well together, but it’s so much more than that. You know you have a good team when you feel comfortable in each other’s company. You feel supported. You can go to anyone and ask for help. It’s okay to make a mistake - that’s where you learn! It’s important to be able to push yourself and to do so in a safe space, otherwise you’re never going got progress'
- NINA COLLIS-
016
CATEGORY DEVELOPMENT
SOCIAL MEDIA & keeping up with trends ‘I think people are getting to the point where they are actively trying to rebel against their habitual scrolling'. - ELLIE FORD-
TRENDS 2019
W
017
ith
advance-
ments in tech-
trends and how she stays one step ahead of the game.
nology literally changing the
Ellie: ‘I think people are getting to the point where
way in which
they are actively trying to rebel against their ha-
we view the
bitual scrolling. They are trying to re-assert a sense
world, and up-
of control by consciously making an effort to put
dates
ready
their phones down. It’s not a case of regressing, but
to go before
more a re-evaluation of the pros and cons of such
you’ve even downloaded the last version, are we
advancements in technology’ . It seems that people
speeding to-wards a culture that has (ironically) lost
are looking for that human connection more and
its sense of connection? Whilst social media and
more, and instead of scrolling mindlessly through
networking enables us to connect with millions on
endless streams of unfocussed information, they
a global basis, are we sending out the right mes-
are looking for condensed, crafted messages, a bit
sage? Or do we run the risk of disappearing into
of care in terms of the content…A post that sheds
a space that is void of authentic human engage-
light on the real world, rather than sucking you into
ment? Are those at the ‘top’ of the twitter chain
a digital vortex. Apple now send you your screen
more concerned with the number of followers they
time, which can be unsettling to say the least - ‘I
have rather than their choice of words? Shouldn’t
think a lot of people were surprised at the amount
the two be co-dependant rather than mutually ex-
of time they spent on their phone’. On average, we
clusive? And how can we ensure that the quality of
pick up our tiny computers more than 80 times a
our work and our relationships doesn't suffer as a
day, with the top 10% touching their screens more
result of this expansion?
than 5,400 times daily! That’s an extraordinary amount of time spent staring at a screen, and
We caught up with Ellie Ford (social media extraordi-
whilst some of this time can be productive, a lot of
naire for RedSeven, Monument Promotions, Leela,
it is wasted on the infinite scroll, on indulging the
Black Stag, Mantra Marketing Group and the En-
passing of time with no purpose.
trepreneur Academy) to discuss the current online
On average, we pick up our tiny computers more than 80 times a day, with the top 10% touching their screens more than 5,400 times daily!
"THE ROLE OF SOCIAL MEDIA IS CHANGING" If it was all just about sales…well anyone can give you the formal breakdown and statistics, but it’s the opinions, the culture, the human interactions that bring it to life’.
So with people making a concerted effort to
they can actively engage, rather than trying
stay away from their screens, how can we
to ascribe a certain image to the company
ensure that our social media is still making
myself. It’s interesting to pull out themes or
an impact? Ellie explains that ‘People need
ideas that are seemingly ‘unrelated’ to the
humour’. After all, humour is essentially
sales world but actually say a lot about the
something that is shared. It comes alive
people behind the company’.
when people engage with each other, or with regards to social media - when they
The role of social media is changing. Rather
interact with something that has a strong
than simply sharing statistics and events -
personality and a clear voice. It seems that
anybody could do that - it’s about the mode
when a post has a strong sense of per-
of communication, not simply what we share
sonality, of humanity, it evokes a strong
but how we choose to share it. It’s about
emotional response in the reader; the voice
presenting information in a manner that
of social media comes alive. A connection
entices the public and traverses different
is formed when someone can feel the
platforms depending on the message.
presence of the person behind the screen, and moreover when their sense of empathy
Ellie: 'If it was all just about sales…well
is awakened. Now, the science behind social
anyone can give you the formal breakdown
media is as follows - when a person considers
and statistics, but it’s the opinions, the
whether or not to engage with something,
culture, the human interactions that bring it
their Temporal Parietal Junction is activated.
to life’.
‘The TPJ is located on both sides of the brain,
Social media is the platform that bridges the
just behind the ears. It’s job is to effectively
private and the public domains, so finding
connect us with the beliefs and thoughts of
that sweet spot - navigating a realm that
others. It’s a ruling force behind empathy’.
offers a personal insight but in a professional manner - is where the skill lies. In recent
People are interested in what other people
months we have seen Instagram ‘stories’
find interesting. They have an innate desire
absolutely soar in terms of the number of
to feel how others feel, to connect with
views and interactions. It really is a fantastic
new people and to see the world through
way to share the ‘behind the scenes’ of a
someone else’s eyes... Or their screen? This
company or event and offers the public a
is where Facebook, Instagram and Twitter
glimpse into something exclusive - that’s
come into their own. We have established
what people want, something that makes
that people are affected when they feel they
them feel special. Exclusivity makes people
connect with a real person behind the image,
tick...and consequently…’click’.
the text, the video. It therefore becomes more difficult to ‘feel’ when there is a lack of
Ellie: ‘People love (stories). They’re mostly
humanity - of heart - and as a consequence
videos, so they’re an immediate insight
people don’t remember, they won’t support
into the world of the company. You’ve got
and most importantly they can’t engage.
the Instagram page as a crafted, public representation of the company, often with
Ellie explains how her work draws upon this
a clear structure, temporality and plan, and
idea of finding a connection, often through
then you’ve got the stories, which are a
seemingly irrelevant hashtags or themes.
far more off-the-cuff insight in to the inner
‘There are tonnes of ‘themed days’ that go on
workings of the company - it’s free-er and
online all over twitter / hashtags etc. Part of
less formal - so people feel they’re getting a
what I do is to look into these trends, and find
glimpse of the real thing. It works’.
ones that will be appropriate for the company to explore and get involved in - things that will bring out aspects of their personality. For instance there was #nationalcatday
'It’s interesting to pull out themes or
recently, so Leela immediately jumped on
ideas that are seemingly ‘unrelated’
that! RedSeven have just got a puppy in the office, so that’s a huge draw for potential
to the sales world but actually say
starters! Who doesn’t love a puppy? I’m
a lot about the people behind the
constantly looking for things like this that
company’.
020
CATEGORY DEVELOPMENT
Ellie works across a variety of different platforms - Facebook, Twitter and
about recognising who you are writing for. A lot of the people that
Instagram - to ensure that the company reach a broad demographic
follow Mantra online will be potential recruits, so it is important to offer
and appropriate content can be split up accordingly. It’s about building
a more in depth breakdown of what the company is about as well as
a sense of cohesion across all stations, ensuring that a strong sense
snippets of information as presented on twitter or Instagram. This is
of company culture is established and that people begin to form a well-
where the blog comes into play.
rounded idea of what the business represents, who they are. In order to focus on building a brand, she has ventured into new territories and
‘I do blogs once a month for my clients. For these clients, we’re talking
now keeps the google account up to date, manages the Glassdoor and
to our candidates, so they don’t just want a bunch of photos on an
the Indeed page and ensures that reviews and comments are replied
Instagram page, they want more information on the company they
to ASAP. There is a ‘liveness’ to the company’s online presence, there
might end up interviewing for. They want to know the core values, the
is a sense of immediacy, that things are happening in ‘real-time’ as
events, how it runs. I think that a blog is really important. It shows that
opposed to falling behind. Whilst retrospect can be a useful thing in
you care, the company care’.
real life, when it comes to social media, people want to be looped in continuously.
With a keen sense of who she is writing for as well as the best platform for every shared insight, Ellie ensures that Mantra are kept up-to-date
A sense of being one step ahead of the game is key to establishing
and that their online presence is present! Take a look at our online
a strong online presence. It is Ellie’s job, therefore, to ensure that she
pages and enjoy exploring the ‘behind the scenes’ of Mantra Mar-
is up to date on business trends, on modes of communication and
keting.
methods of sharing information accurately and successfully. It’s also
021
'A sense of being one step ahead of the game is key to establishing a strong online presence.'
CATEGORY TR AVEL / DEVELOPMENT
Quick off the Line Interview with Chance and Alec Cowie at RedLine Promotions
M
a
Back in January this year, Chance Cowie was
strong sense of
welcomed into the Mantra family, after Matt
community
run-
Nicholson - an old friend of theirs from home
ning through the
- persuaded him to join the team at Monu-
business,
with
ment Promotions. Prior to this, both Chance
the network be-
and his brother, Alec, had been working in
‘I found working with my brother really
tween companies
Tenerife and in sales at AA and at Sky, but
a huge part of what makes us so success-
felt a pull back to England to fully realise their
inspiring and it drove me to match him
ful. Many of our guys have established long
entrepreneurial visions. Initially, Chance was
at every level.’
standing friendships as a result of working
sceptical about working in the charity sector.
- ALEC -
antra
have
alongside each other. We really are a family, so we are exceptionally proud to have sup-
Chance: ‘I didn’t understand why someone
ported brothers, Chance and Alec Cowie, in
would pay for something and not receive
opening up a new office up in Manchester.
anything back’
Here’s their story…
Matt over in Swindon, he was persuaded to
- but after moving in with
take the plunge and go for it: ‘As soon as I’d worked a day in the field and had my induction with Matt, where he explained the business to me in detail, it all made sense’. He quickly developed a keen interest in the work Monument were doing, and after watching a colleague make one sale, he ‘was hooked’, ‘I was intrigued - I’m very observant and I thought, if he can do this then I absolutely can. I had a lot of ambition. I saw massive potential. I hadn’t realised how regularly people donate to charities, and so it opened up a whole world of opportunity and my perspective absolutely broadened from that point onwards’. Things moved forwards quickly and after just two weeks in the field, Chance was turning over a very respectable amount of money, ‘(he) knew (he) was in the right place and (he) was excited’. He began to see clearly how he might progress within the industry and after only a month at the office he had completed ‘a hell of a lot of sales’. He hit the ground running fast, and whilst he didn’t have a specific mentor as such, made fantastic progress under the careful guidance of Matt. Having worked in similar roles before, he found he picked up the routine relatively easily. Meanwhile, Chance’s rapid success hadn’t passed his brother by. At the time, Alec was working as a car salesman back in Bath, but with his brother off to a flying start, constant updates on his turnover and inclusion in the Bulletin at Mantra, he was intrigued. ‘I said to him, look bro, you need to tell me what you’re actually doing, how you’re making this much money and what’s going on!’. He was sceptical, so he challenged his brother to show him two
023
CATEGORY TR AVEL / DEVELOPMENT
'Entrepreneurship, there is a large crossover in terms of purpose, aligning your purpose in life with that of your work'.
week’s worth of payslips and if it all added up he would ‘quit his job and join’ him. It was as simple as that. Two weeks later, Alec left his
'The camaraderie between the guys outside of work makes a huge difference out in the field'
job in Bath and joined his brother and Matt at Monument Promotions. By
this
stage,
Matt
was
encouraging
Chance to start building a team of his own; however, he didn’t see the point of doing so that early on: ‘I couldn’t see why that was the right direction to be going in, but Matt drilled into me that that’s what I needed to do, so despite my qualms, I took the advice and began recruiting’. The team included his brother, Alec, amongst others, and thus things started to take shape. Having jumped right into the thick of things himself, Alec wanted to start recruiting immediately as well, but took a step back and decided to focus on sales Chance: ‘when I realised I was the only one who could get myself to where I wanted to be, I made sure I trained hard, I helped out with as many people as I could, and I proved to Matt that I was ready to start building a team as well’. Both brothers had proven that they possessed the drive, ambition and confidence necessary to make tracks within the industry, and so after just a few months a Monument, in October 2018 Chance moved up to Manchester and opened up RedLine Promotions, taking his brother with him. Both the Cowies came up through The Entrepreneur Academy, a scheme that exists to help nurture new talent. They run meetings every quarter, with Business Owners running different topics to help fast-track Leaders into becoming Assistant Owners. Alex joined the Entrepreneur Academy just a week into the industry after hitting some records and pitching his heart out to Matt. Alec: ‘I hadn’t even been to a New Leader’s
'When I realised I was the only one who could get myself to where I wanted to
meeting yet, but I was so keen to get involved,
be, I made sure I trained hard, I helped out with as many people as I could, and I
we just went for it. It was a great opportunity
proved to Matt that I was ready to start building a team.'
to meet other offices, and instilled in me a huge sense of drive’.
- CHANCE -
024
CATEGORY TR AVEL / DEVELOPMENT
'The variation that we have in this industry, the room for rapid development is so inspiring - that’s what being an Entrepreneur is about - seeing a gap, filling it. The biggest thing for me is helping other people move forwards.'
Engaging face-to-face with other Leaders
were so readily accepted into the group
and Owners at the Academy is a fantastic
and realised what a special thing we were
opportunity to absorb attitudes and develop
part of’. The camaraderie between the guys
skills and seeing this first hand makes it
outside of work makes a huge difference out
seem achievable, in reach.
in the field and ensures that there is a strong sense of ensemble and support running
Chance explains that ‘the support network
through the offices. And in terms of the
at Mantra has been phenomenal - James,
family dynamic?
Matt and Rob in particular - you can pick up the phone and chat through things with
Alec: ‘Working with my brother has been
anyone which is a really special trait in this
great - it’s been an interesting journey and
company. That’s quite rare’.
i've definitely used what i've learned from my relationship with Matt to build a working
Alec supports this, explaining how ‘there is
relationship with my brother. We have our ups
an extraordinarily strong sense of community
and downs, but it’s been great!’.
at Mantra, everyone pushes each other to achieve their optimum potential, which I love’.
However, it wasn’t always plain sailing… Alec:explained how ‘as kids we never really
That sense of community is a special thing
got along - there’s an age gap of just 2 years
and something that we absolutely value.
- so there was a lot of arguing, scrapping….
The brothers talk about their time in Tenerife
but as soon as we hit maturity and got to
having
attitude
19 and 21 years old everything changed. We
towards progression - ‘it was very cut-throat,
became best mates! We help each other
every man out for himself, whereas here
out wherever it’s needed. It’s mad thinking
you know that your colleagues have your
back…I never would have imagined the bond
back and are willing you to be the best you
we have now could possibly have existed all
can be’. This sense of community extends
those years ago. We grew up and realised
outside of the workplace, with regular socials
that we could learn a lot from working from
and events plotted throughout each quarter
each
to ensure that the guys have time to bond,
business can sometimes be a precarious
thereby developing a healthy sense of work
combination, Alec and Chance have found a
and play.
fantastic middle ground - ‘We can both see
a
completely
alternate
other’.
Whilst
merging
family
with
the bigger picture. We absolutely perceive Alec remembers one particular evening
each other as business partners’ - ensuring
after the Entrepreneur Academy session up
that a sense of professionalism comes
in London, where him and Chance ‘had the
first…but there’s certainly a healthy dose of
opportunity to hang out with Matt, James,
brotherly competition thrown in the mix for
Nikki and Chris and the social side of things
good measure.
hooked me into the industry even more. We
025
‘ This industry is very transparent in terms of helping each other out. It’s all about networking, and I think that gets forgotten sometimes. If you work hard and you ask for something, you’re more than likely to be given the opportunity to prove yourself. ’ - ALEC -
CATEGORY DEVELOPMENT
It really has been quite the journey. The boys have moved through the industry at super speed, with barely any time to reflect upon their success. As the new year is welcomed in, I asked them to take a moment to consider how far they've come and just how much their lives have changed in the last 12 months. Alec tells me he ‘was ready to work hard at something’, but simply hadn’t found the right outlet for this ambition, whereas now he has gone on to see ‘more of the country in the last 8 months than I have in the last 30 years’. Whilst Alec is constantly looking forwards and setting goals, Chance opts for a more mindful approach to the business Chance: ‘for me, it’s all about being present. I have ambition, but within the realms of immediate
action
and
possibility.
Things
have moved so quickly, we've really had to embrace a sense of spontaneity and learning as we go. Of course, it’s good to set yourself targets, but things can change so quickly that it’s equally as important not to get stuck on one set trajectory, to approach the industry with an open mind’. It’s important not to get pigeonholed by your own perspective, to measure the temporality of your goals
'Engaging
face-to-face
with
other
for your own good - this ensures that as an
Leaders and Owners at the Academy
Entrepreneur you’re alive, you’re responsive,
is a fantastic opportunity to absorb
you’re in the moment and not defined by your habitual patterns. Chance explains
attitudes and develop skills.'
that ‘It’s been a journey, but an exciting one. Since I’ve been in the business, I have learned something new every single day. That’s what pushes me forwards. That sense of momentum. His brother would agree, telling me how more often than not, people end up drifting. People that have fantastic potential, but they’ll only move as fast as they want to. Everyone has different goals, but for me, I want to be at the top of my game’. These two aren’t slowing down. So much of being a successful Entrepreneur is about self-belief, confidence and passion - qualities that both Chance and Alec possess in abundance - and with plans to open up another 3 offices by the end of the year, the sky’s the limit.
028
New Clients:
& Successful Campaigns We caught up with Rob and Amy from RedSeven to chat about their continuing work with Red Cross and their recent field trip to the London Offices‌
'The Red Cross is such a huge organisation, it’s important for our guys to be aware of the scale of the work that goes on, not just in the UK but all over the world'.
O
ne
of
main
about enabling them to have experienced the
The
Red
areas of the Red Cross first-hand, and so when
whom
they
they’re talking to potential donors they have
have worked closely with
that knowledge’. Having first-hand experience of
on
campaigns
the First Aid training changes the way in which
over the years. A recent
the team are able to communicate with people,
collaboration has been a
they understand ‘why it’s so important, and are
fundraising campaign to help establish First Aid
therefore able to talk about it freely, passionately
Training as a constant on the national curriculum
and from an well-informed standpoint regarding
in schools. This is a fantastic effort and something
the campaign. It makes a huge difference in terms
that will benefit many across the country. First Aid
of how they are able to relay the information to
training should be accessible - it can literally save
others’.
clients Cross
RedSeven’s are with
various
lives - so the integration of this into the school curriculum will make a huge difference. In fact, just one day after the sessions, a guy down in the Cornwall offices used the First Aid Training to save an 86 year old man, which is extraordinary.
Communication is key, so training days likethese are essential in providing the RedSeven team with the necessary skills to perform their roles to the best of their abilities. Rob explains how ‘The Red Cross come to the office every month or so and
Rob tells us how his team ‘were given the
deliver refresher training, ensuring that our team
opportunity to go to the Red Cross First Aid
are all up to date with regards to the progress
Training Centre in Swindon’. They completed a
and initiatives of the charity. Primarily, it’s about
half day of workshops and ‘all of our team are now
making sure that the Red Cross know that our
trained in basic first aid, which is fantastic’. The
team are on the right track in terms of how they
opportunity to learn these new skills was greatly
are representing the company! But also, to inspire
appreciated, and as a result, the team are able to
our new recruits - those that haven’t worked on the
incorporate their learnings into their wider work for
campaign before - making sure that the message
the charity.
that the guys are sending out is accurate and
Rob: explains how ‘the point of this training
concise
day wasn’t just about giving the guys the basic
Continued --->
skills - it was quite a crash course - but more
CATEGORY DEVELOPMENT
032
CATEGORY TR AVEL SURVIVAL
'Having first-hand experience of the First Aid training changes the way in which the team are able to communicate with people, they understand ‘why it’s so important'.
As the company expands, it is important for the company to keep a strong sense of cohesion and of company values, so these training days serve as a fantastic means of bringing everyone together, of tracking progress and moving forwards as a team. The Red Cross are a huge organisation, with the First Aid campaign just one of their fantastic initiatives. RedSeven also work with them on something called Support At Home - a scheme that offers home support for vulnerable people after long stays in hospital - and the Fire Emergency Support Services (FESS) ‘which involves the Red Cross supporting families that have experienced home fires. Then, of course, there is all the amazing humanitarian work that goes on all over the world’. The range of work that the charity are involved in extends across the globe, therefore it is paramount that the team are briefed and brought up to date with the changing content and new campaigns on a regular basis. Rob explains that ‘because The Red Cross is such a huge organisation, it’s important for our guys to be aware of the scale of the work that goes on, not just in the UK but all over the world - in order to understand what they are trying to achieve’. RedSeven have also been working on a campaign called Breast Cancer Now, and - just like with Red Cross - the team were invited to a training day up in London to bring them up to date on the statistics behind the initiative, as well as having an opportunity to get involved on a more practical basis. I caught up with Amy Becker to hear all about it… The team went up to London for the day where they were lucky enough to experience 5 or 6 presentations from each faculty in the charity - ‘This enabled us to really get to grips with the Breast Cancer Care campaign’. It was a full-on morning, ‘jam packed with information and presentations for us to use when talking to donors’; the topics covered included
Prevention
of
Breast
Cancer,
Diagnosis, Quality of Life post-diagnosis and Fundraising, so the guys came away with extensive knowledge on all aspects of the campaign. The work they are doing at BCN is extraordinary, and the campaign hopes
033
CATEGORY TR AVEL SURVIVAL
'You’ll try and inspire every single donor by giving them a problem and a solution'.
that one day, ‘everyone who develops breast
from - but it becomes something very real.
cancer will live’, however ‘If we are to meet
Very immediate. Very important. Camille,
our ambition that by 2050... then we need
who delivers the training, is extraordinarily
to make sure we fund the most impactful
passionate,
research’ https://breastcancernow.org
delivers lots of aid work herself, so she really
very
charismatic,
and
she
inspires the guys’. The process of getting
'These training days ‘make such a
Whilst much of the day involved listening and
people on board is simple, really - ‘you’ll try
presenting, the team also had the opportunity
and inspire every single donor by giving them
difference in terms of closing the gap
to get a bit more hands-on as they were
a problem and a solution - how they can be
between those that are in need of aid,
taught how to extract DNA from strawberries!
part of the solution. We chat to people face to
Amy explained how strawberries are the
face, and we ask them if they can support a
closest thing we have to our own DNA with
good cause. You don’t have to muddy it with
regards to the number of chromosomes they
lots of unnecessary information because its
contain, making them an ideal fruit to test on
simple. Its helping others’.
and those that can offer help'. - ROB -
- ‘You mash up a strawberry, put it through a coffee filter to extract the juice, add ethanol
It’s about learning to engage with people on
and this separates the DNA in the strawberry
a human level Amy: ‘I don’t think we’d get
juice’. Apparently you can also do this with
many people on board if we just chucked
your own saliva….perhaps one to experiment
facts at them! A lot of it is about trying to
with in your own time! The practical element
engage with someone on a personal level.
to the workshop meant that the team
trying to appeal to their sense of empathy
were able to understand the process in an
- how would they feel if it was their Mum,
entirely new way, and Amy explained how
or Brother, for example’, She explains that
experiences such as this help them ‘to be
‘We’re going into people’s homes, we’re just
clear, transparent and well informed when
turning up on people’s front doorstep, so
relaying the information to our potential
you have to immediately put them at ease,
donors’. ‘You can read all about the work they
make them feel comfortable in order to get
do, but to actually go and being the room and
through to them’. It’s about learning to
experience some of the work and research
build a relationship quickly. As the company
they do first-hand has a huge impact. It
expands a sense of 'being on the same page'
makes it real’.
has never been more important.
These training days are invaluable to the
RedSeven celebrated their 5 anniversary in
team at RedSeven. The opportunity to
October - time has flown! Rob explains that
immerse themselves in the work and learn
‘the organisation is really growing. A year and
directly from those running the campaigns,
a half ago, we promoted Matt and have seen
means that the information they absorb
him go from strength to strength. We hit a
really
is
personal best last week, and we’ve also seen
RedSeven’s job to share this knowledge to
RedLine open up in Manchester with Chance
potential donors in such a way that it has an
and Alec. We’ve now got 3 offices up and
impact, it is affecting and really brings home
running, are looking to open in Cheltenham
the work that Red Cross are doing. There
and Newbury and have set ourselves the a
is a tendency for charity work to feel quite
goal of opening 8 new offices in the next 8
‘distant’ - the work itself can feel miles away
months’. With the company continuing to
from this moment, from our habitual contexts
expand and new campaigns on the horizon,
- so it’s about making these connections,
it’s more important than ever for the entire
highlighting the immediacy of the work and
team to be well informed. These campaigns
educating people on how they are truly
save lives so Rob ensures that his guys are
able to make a difference. Rob explains how
able to represent the company to the best of
these training days ‘make such a difference
their abilities along the way. Well done to all!
has
an
effect.
Essentially,
it
in terms of closing the gap between those that are in need of aid, and those that can offer help. It’s not just an image or a statistic - which we can often feel quite removed
034
Congratulations RedSeven
5
‘The organisation is really growing. We’ve now got 3 offices up and running, are looking to open in Cheltenham and Newbury and have set ourselves the a goal of opening 8 new offices in the next 8 months’.
CATEGORY EDITOR'S LET TER
036
New Milestones at Monument
Monument Promotions have experienced a vast amount of success in a relatively short amount of time. With offices opening up around the country and the team growing bigger by the week, I caught up with Matt Nicholson, the Business Owner, to see how he was getting on…
Hey Matt! First of all, congratulations! Could you give us
business begins to truly expand; it then becomes not just
a quick summary of where you’re at with the company?
about numbers and new recruits, but how the company is able to grow new roots.
Yes, of course! So we opened our second office in October up in Manchester which was very exciting, this was quickly fol-
How has the recruitment process been?
lowed by our huge Christmas party that we ran with the RedSeven team on the 28th December and we haven’t stopped
Recruitment’s been brilliant. Through Kim’s efforts, we’e been
since! We’ve got Charlotte Vass over in Cheltenham who is
able to find some fantastic people with great potential to join
looking to open our third office in the next month, we’re hop-
the team. The encouraging thing is - which is a good sign of
ing to open in London over the summer and then in Exeter
the training we have in place - that those new recruits are
by the end of the year. We’ve got over 50 people in the or-
now progressing really quickly. We have a fantastic rate of
ganisation now and we’re aiming to have a 100-strong team
retention as well, meaning that people are investing in the
by the end of the summer.
company for the long run. The team is really strong.
Wow! So things are moving quickly…what are you
How has the expansion of the company affected your
focussing on as a business?
role? Do you find that you are still able to spend quality
The main focus in the office is quality - both in terms of recruits
manage people had to adapt as a result of this growth?
and the sales we are making. Obviously we’ve experienced tremendous growth in terms of quantity as a business, but as a result we’ve been working hard to ensure that the quality of the work that we are doing stays consistent. Over the last 6 months or so, core members of the team such as Kim and Charlotte have really stepped up a level in terms of their work and have asserted a real sense of agency, which is exciting to see. I think that when members of the team begin to start using their initiative and establish their sense of independence within the team as a whole, that’s when the
037
time with each person, or has the way in which you
I think I’m still able to spend quality time with people - and I still want to, of course - but realistically I can’t work with each individual in the same way as I could when we were just a team of 5! It’s been a fantastic learning curve, in this way. I still make sure that I get to know everyone in the office - we are a very social office, so this isn’t difficult - but then it’s a case of prioritising my time, learning how to delegate, and learning to be okay with that delegation.
038
CATEGORY INTERVIEWS
continued... I would imagine it’s also a case of making sure that your company values and the things you stand for filter down through the team,
Working with friends (Chance, Alec etc…) and people that are
that this sense of cohesion doesn’t get diluted along the way?
close to you, do you find that that the line between business and
How do you ensure that Monument maintains these standards
friendship is blurred and if so, is this a blessing or a curse when it
alongside the expansion?
comes down to the work?
It’s about making sure that each Leader is taking on the same re-
When I first started out in this industry, it really was just me and a
sponsibilities that I once would have taken on, with the same sense
few mates running around completing sales, but as Monument has
of dedication. It goes back to quality versus quantity, and in this in-
established itself and the business has grown, we’ve had to assert
stance, making sure that the quality of the work doesn’t dissipate as
our sense of authority, and we do mean business. In terms of working
we expand, rather that it gets stronger. I still want the essence of our
with mates, I absolutely love it, of course! There’s nothing better than
company to be present as we branch out. The practical implication of
working alongside people that you enjoy spending time with anyway
this means that every day starts with a half an hour meeting between
and there’s a huge amount of satisfaction in seeing someone that you
all Leaders to discuss successes of the previous week, what’s going on
care about grow and develop, in providing someone you love with an
In the Office etc. These meetings are hugely important in establishing
opportunity. Having said that, it can be extremely challenging as well.
a sense of cohesion, and are either centred around how we can move
It can become more difficult to separate your emotions from your work,
forwards or they’re focussed on where we need to improve, the chal-
so that’s definitely been something that I’ve had to learn. It’s a fine
lenges we have faced, and how we can find solutions to the problems
balance between establishing a sense of camaraderie but not letting
that have arisen. I’m well aware of the importance of spending one-
those informalities affect the business in the wrong way. You’ve got
on-one time with my Leaders, be this in person or over the phone, and
to be a Leader first and a friend second. You owe that both to them
the positive impact that this has. It’s essential to the smooth running
and to the business, but it’s an incredible balancing act (people fee
of the business, really.
they can push boundaries etc) and it’s something that I don’t always get right.
Have you noticed any changes in yourself in terms of your sense of Leadership, and how you are now running Monument Promo-
It sounds as if you’ve had a lot going on and that Monument have
tions?
really gained momentum over the last quarter. As you said yourself, you rarely have the opportunity to sit and reflect, so let’s
I think that when the Office gets to a certain point, the biggest chal-
recap on just how far you’ve come…
lenge that you face is this sense of ‘dilution’; you can’t run a business of 50 people in the same way that you used to operate when it was
Monument was established in June 2017, so we’re now moving into our
just 5 people, it’s just not possible. You have to change with your busi-
second year of trading. We haven’t really stopped to reflect and look at
ness. You have to delegate. You have to relinquish your control on
how far we’ve come, but I’m really proud of the team and what they’ve
certain things. I’ve noticed that as the company has expanded, I have
achieved. I’m proud of how the team have grown (as individuals) to be-
become more of an enforcer of standards, overseeing operations and
coming fantastic Leaders themselves. It’s a lovely thing to watch your
looking at the bigger picture, as well as being in the thick of it amongst
business grow, but we’re incredibly committed to developing, improv-
my team. It’s important to be objective about things, so this shift in per-
ing and becoming the best we can be. You have to define the param-
spective has been useful. I’ve found that I’ve started to take a firmer
eters of your business and I think it’s important to know where you
tone in terms of my communication because I’ve had to; it’s imperative
want to be and why you’re doing this job in the first place, to not lose
that my communication is as clear and direct as possible in order for
sight of where things began.
this to filter through the company with as much impact as it would have done when the team was smaller. My time management has also
Good luck to Matt and the rest of the team at Monument and we wish
had to be really strict.
you a successful start to 2019!
040
James and Leadership ‘This is James Buckley. This is Mantra One. It was all eyes on me.’ - JAMES BUCKLEY -
A
fter an unexpected turn of events
ship - it really is fantastic to see and to have been a part of
towards the end of last summer,
that growth’.
James found himself with space in
is
Mantra One hit the ground running fast but James is under
extremely rare for this Entrepreneur!)
his
diary,
(something
that
no false pretense regarding the risk factor of his new venture
and time to consider some fresh
James: ‘We smashed it. I’m really chuffed. I’ve been working
avenues. Instead of sitting back and
in other people’s offices for quite a long time - travelling
using the time to rest up and recalibrate, he jumped straight
around to Russia, Spain….but I’ve not taken the reigns myself
into the thick of it and opened a new office - Mantra One -
for a long time. It’s been about 6 years or so since I’ve run
over in Bristol! I caught up with him after Christmas to learn
my own Office, so it’s been a fantastic experience but the
the method behind the ‘madness’ and to see how on earth
pressure was on!’. He explains how he’s ‘always had his name
they built a 25-strong team in just a matter of weeks…
attached to other people’s businesses, but never been the one to carry the entire weight of the company’s reputation’.
Things at Mantra were coming along nicely and the rate of expansion was strong; however, James felt that something
Whilst having a support network - a safety net - to fall back
was missing. Despite the fact that the company was doing
on can be reassuring, it can also hold you back as you get
well, he knew that there was room to move things up a gear.
used to operating within certain boundaries. With a solid
At Mantra, we don’t settle for second best and we certainly
network around you to act as a buffer for all of your decisions,
aren’t content with resting on our laurels, so when an oppor-
you run the risk of reaching a plateau both in terms of self-
tunity to better ourselves arises, we take it. A space opened
development and that of the business. However, being
up at the beginning of September for James to set up over in
presented with the opportunity to move outside of your
Bristol and so he went for it, taking just three others with him
comfort zone can be a daunting prospect and James certainly
- Mark Twitchin, Kevin Nash and Vic Verma. Mantra One was
felt a pressure to set the bar high - ‘nervous isn’t the right
born, and from that moment on there was no stopping them.
word, but I definitely had a feeling of ‘this has to work. I have
The team grew from just three core members, to a team of
to show everyone how it’s done in order to inspire change’. I
25 people in its first 12 weeks. A rate of expansion that would
knew I had to take action, make a change and stand out from
normally take 6 months was already in place during the first
the crowd in order for my guys to start doing the same. A lot
quarter of the company’s genesis. James was certainly set-
was at stake, and I knew that if i didn’t pull it off, it could have
ting the bar high, and he was in fantastic company, ‘Mark
the opposite effect - people would lose faith. It was a risk. But
was brilliant and his volume of sales was top notch. Kev was
that’s the amazing thing - the risk factor creates an energy, it
incredible, he recruited like he’s never recruited ever before
creates an air of uncertainty which is translated into surges
and his work ethic reached a new level. Vic was working part-
of passion, excitement’. One of the most important parts of
time with us and I gave him an ultimatum and said, ‘You ei-
becoming an Entrepreneur is noticing where the boundaries
ther commit or you don’t’. He decided to go for it, and is now
of your comfort zone exist, and then stepping outside of that
working towards opening up his own office in Birmingham at
space. As you move forwards into the unknown, you broaden
the end of this quarter. He’s moved from working part-time
your horizons, you see fresh potential and from this place
with us, to running a team of 10 people and nearing Owner-
your possibilities become endless.
041
‘The fear of failing is probably more of a motivator than success’
038
CATEGORY REL ATIONSHIPS
'The team grew from just three core members, to a team of 25 people in its first 12 weeks. A rate of expansion that would normally take 6 months was already in place during the first quarter of the company’s genesis'.
At Mantra, we are constantly redefining
in the long run. Shake things up a bit, take
the parameters of our success, broadening
a new approach to your work and begin to
our
next
explore a new sense of the temporality and
fantastic
parameters of your progression. Welcome
example of what can be achieved in a small
in a fresh sense of momentum, energy and
amount of time when one puts their mind to
perspective on your career as you begin to
it. James explains how he ‘wanted to prove
take charge of a new path to Entrepreneurial
to people that they can absolutely smash it
success.
horizons
opportunity.
and
looking
Mantra
One
for is
a
the
if they adopt the right mentality and a strong work ethic’ and it really is a case of throwing caution to the wind, dissolving the hierarchy of ‘titles’ and simply focussing on the work at hand. He has set a fantastic example to the rest of the team and what a time to do so - ‘To have this at the close of 2018 really welcomes in this new year with a feeling of anticipation and excitement for what is to come. I know that everyone at Mantra has extraordinary potential, and I can’t wait to see where they go with it’. Looking forwards, I asked James what the future holds for him and the company. He tells
'Nervous isn’t the right word, but I
me that ‘the goal isn’t necessarily to continue
definitely had a feeling of ‘this has to
running the office myself. My plan is to go
work. I have to show everyone how it’s
with Vic to Birmingham and help him set up, then we have plans to open up another office down in Plymouth by the end of Q2. I’m not
done in order to inspire change’. - JAMES -
thinking much past that, but I’m really happy with how things have gone so far’. With 2019 stretching out ahead of us, now is the time to start pushing yourself, locating areas in which you think you can improve, analysing your habitual working patterns and testing where you think the boundaries of your potential lie. The things you can achieve with just a simple shift in attitude may surprise you. James explains that ‘I’m a pretty motivated
One piece of advice for the new year: Put
individual anyway, but what this has done is
the right amount of effort into your career.
has proven to me how important change is.
Already this year people have set themselves
They say ‘a change is as good as a break’,
ambitious goals, so the most important thing
and I’ve found this to be absolutely true in
now is for them to figure out how they are
this instance’. With the format of expansion
going to achieve them. You can talk a big
we are used to, it is all too easy to fall into
game, but this must be backed up with a
set patterns and habitual modes of working.
good work ethic and the right attitude, else
Whilst a sense of constancy and routine can
you will find that you are setting the same
be useful, you may find that it holds you back
goals year after year! (James Buckley)
044
CATEGORY BOOKS & PODCASTS
Books and Podcasts Our Iceberg is Melting Changing and Succeeding Under
Blue Ocean Shift
The Click Moment
Beyond Competing
Seizing Opportunity
Any Conditions
With the changing climate of our industry
A New York Times Bestseller and #1 Wall
An essential read to stay one step ahead
something we cannot and should not ig-
Street
book
of the rest, Johansson’s work teaches
nore, tune in to this podcast as you learnt
teaches us how to move beyond the com-
us to find method in the madness as we
to
petition, to occupy unchartered territory
start to analyse the pattern of success.
embrace
change,
inspiring
around you to do the same.
those
Journal
Bestseller,
this
and claim a space of your own within the Marketing world
By: John Kotter
045
By: W. Chan Kim
By: Frans Johansson
CATEGORY BOOKS & PODCASTS
' Listen to people from all over the world as they share their perspectives on everything from work and business to mindfulness and culture '
The Four Disciplines of Execution:
Podcasts
Achieving Your Wildly Important
01
02
03
04
03
04
Hack the Entrepreneur By: Jon Nastor
Noah Kagan Presents By: Join Noah Kagan
The Science of Social Media By: Adam Buxton
Seeking Wisdom By: David Cancel and Dave Gerhardt
Analysis BBC Radio 4 By: BBC
Without Fail By: Gimlet Media
Finding it hard to focus? Learn how to discipline yourself and strategies for a successful future with this Covey, McChesney and Huling at the helm.
By: Sean Covey
046
Photo Album
A selection of some of our favourite photos from Q4 2018
CATEGORY PHOTO POOL
048
CATEGORY PHOTO POOL
049
CATEGORY PHOTO POOL
050
CATEGORY PHOTO POOL
051
CATEGORY PHOTO POOL
052
CATEGORY PHOTO POOL
054
CATEGORY PHOTO POOL
055
CATEGORY PHOTO POOL
056
CATEGORY PHOTO POOL
057
CATEGORY PHOTO POOL
058
CATEGORY PHOTO POOL
059
CATEGORY PHOTO POOL
060
CATEGORY PHOTO POOL
061
CATEGORY PHOTO POOL
062
Sri Lanka • Organisational R&R • October 2019 • The Exclusive Meda Gedara • Private Villa in Sri Lanka MORE DETAILS TO FOLLOW
SKI2019 VAL D'ISERE 31.03.19 4 day all inclusive ski trip
! R A C A N I W
E
O T W A R D NTER THE
! Y A M N I R A C A N I W
IECES P 0 4 R E V O draw. IT e M h B t U o t S n i U O o g Y EVERY TIMEth, you’ll get a ticket to a mon n i ) s l i a f r e t IECES P (af 0 6 R E V aw. O r d T I e M h t B o U t S n i U go YO EVERY TIMEth, you’ll get 2 tickets to IECES n a mon P i 5 ) 2 s l i T I a f M r B e t U f (a ED TO S E N Y L N O U TH, YO N O M T S ticket. R I a F r R o f U y O f i Y l a S ’ u to q IF IT s being t e k c i t n i t l u ill res w s t n i a l p m o pheld c . u y n a r o s t c drawn igh reje h h t i , * w s I P K r o Po
DRAW TO TAKE PLACE ON THE 18TH MAY 2019. *Over 35s % must be 80% or higher Only tickets for current contracted BAs will be submitted into the draw on 18th May 2019
Office List 2019
CATEGORY OFFICE LIST
Our UK, Spanish and Russian office list. Please be sure to visit our social media channels for future developments
UK
RUSSIA
SPAIN
Mantra Marketing Group James Buckley / Francis Colam www.mantramarketinggroup.com
JB Company Jasmine Suleymanova Krasnodar website coming soon
Force Marketing Rebeca Perez Madrid www.force-sp.com
Magic Magomed Parizhev Krasnodar website coming soon
EMDI Marketing Nelson Pereira Reus www.emdimarketing.com
Leela Promotions Aparna Rakesh Plymouth www.leelapromotions.com
RedSeven Marketing Robert Cotterell Swindon www.redsevenmarketing.co.uk
Mantra One Mark Twitchin Bristol www.mantramarketinggroup.com
Engima Mark Widnel Barnstaple website coming soon
Monument Promotions Matt Nicholson Swindon www.monumentpromotions.co.uk
Fairview Advertising David Hebblethwaite Ipswich www.fairviewadvertising.co.uk
Black Stag Marketing Stephanie Wiltshire Bristol website coming soon
ZIMA Albina Zigangirova Moscow website coming soon
Vio Organisation Veronica Ovechkina Moscow website coming soon
Asana Marketing Group Aidar Zamaletdinov Moscow www.asana-mg.com
First Group Albina Fazlieva Moscow www.firstgroup.moscow
Yuppie Timur Konovalov Moscow www.yuppie.city
World Marketing Radik Kamalov St Petersburg www.pr-wm.com
Redline Promotions Chance Cowie Manchester website coming soon
B23 Marketing Roddy Barker Glasgow website coming soon
The Promotions Company Phil Reid Bristol website coming soon
068
“I think it's possible for ordinary people to choose to be extraordinary” - ELON MUSK / ENTREPRENEUR -