Smart Agency Masterclass with Jason Swenk: Podcast for Digital Marketing Agencies

Want to take your agency to the next level by using social media?

In this episode I chat with Laura Roeder, founder of LKR Social Media and creator of Edgar.

Laura is a social media genius, and was – not once, but twice – named a Top Entrepreneur Under 30. She’s going to give you advice on what you can do better when it comes to social media and what you need to stop doing immediately.

The biggest social media sin.

One of the worst things you can do on social media is not show any personality. Most agencies do great work for their clients in helping to create and craft a social media voice but are desperately lagging when it comes to creating their own.

If you say your agency does social media, then you better be doing social media. How do you think it looks when you tell prospects social media is part of what your agency can offer but you only have 50 Twitter followers?

Laura’s advice here is to “shape up” and get your social profiles together. If you’re selling social, make sure you practice what you preach.

Creating a social media voice.

Make sure your followers get to know you. It’s hard to form a relationship with a blank brand so provide some kind of information or link to who your team is. You’ll have a lot more success if you associate your social profiles to actual people. After all, people buy from people, not from companies.

Now, if you’re the kind of agency that has a thought leader or a principle as the figurehead, it may make sense for you to use them as your social voice. If you’re not that kind of agency, you can add something like “Tweets by [name]” to your Twitter account or add who’s posting on Facebook.

What happens when the social media person leaves?

It happens. People grow and move on. But this can be especially tricky when the person is your social media star. Make sure you’re branding the social profile around the company and not an individual. This way, when one moves on another person can easily slip into the role.

Unless it’s a thought leader, you should probably try to avoid having too much of your following built up around an individual anyway.

“But, I don’t have time for social media.”

Yes, you do! Use some kind of tool to schedule updates ahead of time. After all, sitting in front of social media all day is not a good use of your time.

And don’t worry about sounding impersonal or robotic. If anything, automation actually helps you come up with more high-quality posts. Instead of panicking to update, you’ll have planned out 6-8 months of content to automatically post. Then you are free to engage and interact with your followers and build relationships.

Making connections.

If you’re just starting out, the best way to find people is to start with the ones you know. Find the profiles of your employees, customers, prospects, etc.  and follow them on Twitter. Invite them to like your page on Facebook. Start the conversation with them.

Next, look at the writers of blogs you read. Post to them about how you enjoy their work, or retweet their latest article. This way you can start building relationships organically.

Remember: if you follow people and never talk to them, your relationship will never grow.

Paying for followers.

Unless the goal of your business is to have the most followers, buying followers is a waste of time and money. So, if you’re not profiting off of having the highest number of friends, why do it? Fake followers don’t ever become customers.

Not to mention, imagine the embarrassment of having to tell prospects and clients that your social following is actually a bunch of fake bots from Russia. Talk about cringeworthy!

Are you holding your agency back by committing a common social media sin in your marketing by not showing personality? In this episode I chat with Laura Roeder, founder of LKR Social Media and creator of Edgar.

Want to Take Your Agency to the Next Level by Using Social Media?

Laura is a social media genius, and was - not once, but twice - named a Top Entrepreneur Under 30. She's going to give you advice on what you can do better when it comes to social media and what social media sin you need to stop doing immediately.

The Biggest Social Media Sin

One of the worst things you can do on social media is not show any personality. Most agencies do great work for their clients in helping to create and craft a social media voice but are desperately lagging when it comes to creating their own.

If you say your agency does social media, then you better be doing social media. How do you think it looks when you tell prospects social media is part of what your agency can offer but you only have 50 Twitter followers?

Laura's advice here is to "shape up" and get your social profiles together. If you're selling social, make sure you practice what you preach.

Creating a Social Media Voice

Make sure your followers get to know you. It's hard to form a relationship with a blank brand so provide some kind of information or link to who your team is. You'll have a lot more success if you associate your social profiles to actual people. After all, people buy from people, not from companies.

Now, if you're the kind of agency that has a thought leader or a principle as the figurehead, it may make sense for you to use them as your social voice. If you're not that kind of agency, you can add something like "Tweets by [name]" to your Twitter account or add who's posting on Facebook.

What Happens When the Social Media Person Leaves?

It happens. People grow and move on. But this can be especially tricky when the person is your social media star. Make sure you're branding the social profile around the company and not an individual. This way, when one moves on another person can easily slip into the role.

Unless it's a thought leader, you should probably try to avoid having too much of your following built up around an individual anyway.

"But, I don't have time for social media."

Yes, you do! Use some kind of tool to schedule updates ahead of time. After all, sitting in front of social media all day is not a good use of your time.

And don't worry about sounding impersonal or robotic. If anything, automation actually helps you come up with more high-quality posts. Instead of panicking to update, you'll have planned out 6-8 months of content to automatically post. Then you are free to engage and interact with your followers and build relationships.

Making Connections

If you're just starting out, the best way to find people is to start with the ones you know. Find the profiles of your employees, customers, prospects, etc. and follow them on Twitter. Invite them to like your page on Facebook. Start the conversation with them.

Next, look at the writers of blogs you read. Post to them about how you enjoy their work, or retweet their latest article. This way you can start building relationships organically.

Remember: if you follow people and never talk to them, your relationship will never grow.

Paying for Followers.

Unless the goal of your business is to have the most followers, buying followers is a waste of time and money. So, if you're not profiting off of having the highest number of friends, why do it? Fake followers don't ever become customers.

Not to mention, imagine the embarrassment of having to tell prospects and clients that your social following is actually a bunch of fake bots from Russia. Talk about cringeworthy!

Discover the best Digital Agency Strategies today. Get Online Training to help you setup the right systems and strategies to help you grow faster.

Become a Better Agency Owner

We have covered why you should avoid the social media sin of not showing the personality of your agency, so now it's time to put all of this into proactive with your social media content and get your agency out there.

In my own career as an agency owner and professional life, I have more than likely experienced all if not most of the different struggles you have and can help you with what I have learned. From bad agency clients, developing agency products as well as how you can build authority for your agency.

If you want to grow your agency even further, I have agency growth hacks, the best ways to improve management of your business as well as why building a remote team can be beneficial in the long run.

As well as this, you can learn more about my career as well as tips, tricks and insights by checking out my blogs that cover a wide variety of topics.

I also hear the experience and advice from other successful agency experts in my Ask Swenk series and more of my videos on my Youtube channel.

In this episode of The Smart Agency Master Class, I chat with Ruben Gamez, founder of Bidsketch, about what agencies are doing wrong on their proposals and you can do to win new business. Bidsketch is a web application that helps create professional looking client proposals in minutes.

Common proposal mistakes most agencies make.

The #1 mistake is talking about yourself in the proposal.

If you’re not talking about the client, the client’s problems, and solutions you can offer, then you’re proposal isn’t doing you any favors. Clients want to know that you understand their problems and that you have actual solutions for them. Those are the kinds of proposals that have the most appeal.

You also need to take the time to understand the buying process from the other side. Most companies go out and get a lot of proposals, meaning they talk to several agencies at the same time. It’s not the ideal place for you to be but it’s pretty easy to change that conversation.

Tell the client that, in order to help them, you need to talk about their problems and get as much information as possible. This will help you better determine if this is the right kind of client for you, as well as what solutions you can offer.

How to increase your proposal closing percentage.

Ruben puts the average closing percentage somewhere between 30-40%. If you fall into this range (or below), here’s a tip from Ruben for increasing your closings:

Give pricing options. Don’t just have one set price in your proposal. The only answer to one price is a yes or a no. By offering pricing options, you may be able to avoid getting a hard no.

Plus, your conversion rate will go up if you have multiple options. However, steer clear of having too many options; Ruben advises somewhere between 2 and 4.

My feeling on pricing options is different. If you’re asking the right questions and communicating with the client throughout the process, you’ll have already agreed on a price along the way. For me, you should pretty much have a “yes” by the time you get to submitting the proposal.

My advice is to use B-A-N-T:

* Budget

* Authority

* Need

* Timing

Using B-A-N-T to prequalify clients will save you so much time.

Do you want the EXACT PROPOSAL TEMPLATE that won clients like AT&T, Legal Zoom and Hitachi?

Writing a winning marketing proposal is key to winning new business. Over the past 12 years, I have created the ultimate web and marketing proposal template. This proposal is unlike other people’s proposal templates for sale because this is the actual template that won big name clients for our web, technology and marketing engagements. If you want to be able to use a proven template for getting bigger projects, that are well over $10,000, check out this proposal. This proposal template will give you insights to winning even more proposals. Check out the Marketing Proposal Template now!

Interested in learning how to increase user engagement with your target audience? In this session of The Smart Agency Master Class I'm going to tell you about some agencies that are using surveys all wrong and give you suggestions on how to use them to have more frequent conversations.

How you're probably using surveys now.

Most agencies are using surveys to gain insights on their audience. These surveys ask questions like: What would you want in a particular product?

The surveyor is asking because they're trying to find out what they should build. But the response they're most likely to hear is "faster" and "cheaper." Most surveyees don't know what they want. And how could they? They've never even seen it.

Here's how to use surveys to increase user engagement.

I use surveys to engage my audience more. For example, as I'm building my list (you need to be building lists, too!) I will ask for more engagement. I want to know more about them so I can send relevant information in the future.

In order to learn more, I ask questions like:

• Are you a freelancer?
• Are you an agency under $1 million?
• Are you an agency over $10 million?

I ask these questions because it changes how you talk to them going forward. You wouldn't have the same conversation with a freelancer that you would with an agency over $10 million.

Now, I have - and do - use surveys to ask what their biggest challenges are. Most of the time, I already know the answer, but in these cases I'm asking so I can respond back with help and can get more engagement.

The whole goal is to get the engagement back and forth. You want that dialog! B2B (even B2C) conversations lead to transactions.

Pro Tip: People love for you to reach out to them and ask for their expert opinion. You're setting them up on a pedestal, and who doesn't love that? Part of the reason I do this podcast is to reach out to killer guests and start a relationship with them.

Survey Challenge!

I challenge you to create your own survey. Come up with a strategy to get more engagement and make a survey.

Would you like to get more strategies like this, and be apart of an elite group of agency owners?

It can be very isolating running your own agency. Wouldn't you like to join a community of other agency owners that will hold you accountable for growing beyond yourself, all while supporting your journey to get there? That is exactly what the AGENCY Mastermind is all about. Check it out now.

Discover the best Digital Agency Strategies today. Get Online Training to help you setup the right systems and strategies to help you grow faster.

What's Next?

Now you know how to increase user engagement, what is the next challenge you want to overcome in your agency?

Through my own career and professional life, I have more than likely experienced all if not most of the different struggles you have and can help you with what I have learned. From bad agency clients, developing agency products as well as how you can build authority for your agency.

If you want to grow your agency even further, I have agency growth hacks, the best ways to improve management of your business as well as why building a remote team can be beneficial in the long run.

As well as this, you can learn more about my career as well as tips, tricks and insights by checking out my blogs that cover a wide variety of topics.

I also hear the experience and advice from other successful agency experts in my Ask Swenk series and more of my videos on my Youtube channel.

Do you want to know the #1 thing is that you need to stop doing when pitching to a big brand?

In this episode I sat down with Carlos Tribino, CMO of GiftCards.com. Carlos has been on both the agency and large brand side of the pitch and has 20 years of experience in marketing.

He’s going to tell us why you should understand your prospect before you pitch and what big brands are looking for when picking an agency.

What are the big brands looking for in an agency?

The number one thing they want is for you to understand their business. By really understanding your prospect’s industry you can tap into smart insights and develop strong, compelling, and relevant ideas for brand positioning.

Not to mention, this level of understanding will help you go beyond the obvious and craft original, compelling position statements.

Carlos also points out that big brands aren’t typically looking for full service agencies but rather agencies that are specialists in a particular area. There are so many new technologies out there, it’s hard to be knowledgeable enough on all of them. Pick an area and excel in it.

The no-no’s that agencies need to stop doing.

Not surprisingly, the biggest no-no is failing to understand the prospect’s business. Or worse – pretending to understand it.

Be real, not just opportunistic.

If you’re calling up prospects and giving some generic pitch you need to stop. Do your homework and make sure that when you call you express that not only can help them accomplish XYZ but also how you’re going to do it. It’s not only impressive to the prospect that you’ve done your homework but also shows that you really understand their business.

How often should I be following up?

Don’t be afraid to follow up! It’s okay to keep in contact, especially if you’re adding value each time. Check in and include a white paper, or perhaps forward along an article related to the prospect’s industry.

You want to show interest and willingness, but not go overboard with the follow ups. Check in every couple of weeks or once a month. Or whenever there’s a big change in the industry or with the company. You can use those opportunities to come up with a cool idea to throw their way.

The one thing you need to do differently right now.

Find yourself a cool client with a lot of potential and help them realize their awesomeness. People appreciate when you stick by them, and help to create something out of nothing. Once the client reaches their full potential, people will be asking who helped them get there, and your name is sure to come up.

Do you want to know the #1 thing is that you need to stop doing when pitching to a big brand?

If you are ready to become a big brand agency, this is the insight you need to get you there. In this episode, I sat down with Carlos Tribino, CMO of GiftCards.com. Carlos has been on both the agency and large brand side of the pitch and has 20 years of experience in marketing.

He's going to tell us why you should understand your prospect before you pitch and what big brands are looking for when picking an agency.

What are the big brands looking for in an agency?

The number one thing they want is for you to understand their business. By really understanding your prospect's industry you can tap into smart insights and develop strong, compelling, and relevant ideas for brand positioning.

Not to mention, this level of understanding will help you go beyond the obvious and craft original, compelling position statements.

Carlos also points out that big brands aren't typically looking for full service agencies but rather agencies that are specialists in a particular area. There are so many new technologies out there, it's hard to be knowledgeable enough on all of them. Pick an area and excel in it.

The no-no's that agencies need to stop doing.

Not surprisingly, the biggest no-no is failing to understand the prospect's business. Or worse - pretending to understand it.

Be real, not just opportunistic.

If you're calling up prospects and giving some generic pitch you need to stop. Do your homework and make sure that when you call you express that not only can help them accomplish XYZ but also how you're going to do it. It's not only impressive to the prospect that you've done your homework but also shows that you really understand their business.

How often should I be following up?

Don't be afraid to follow up! It's okay to keep in contact, especially if you're adding value each time. Check in and include a white paper, or perhaps forward along an article related to the prospect's industry.

You want to show interest and willingness, but not go overboard with the follow ups. Check in every couple of weeks or once a month. Or whenever there's a big change in the industry or with the company. You can use those opportunities to come up with a cool idea to throw their way.

The one thing you need to do differently right now.

Find yourself a cool client with a lot of potential and help them realize their awesomeness. People appreciate when you stick by them, and help to create something out of nothing. Once the client reaches their full potential, people will be asking who helped them get there, and your name is sure to come up.

Ready to be a Big Brand Agency?

Now that you know how to become a big brand agency, it's time to focus on the other hurdles and obstacles that are stopping your agency moving to the next level. I have all the advice you need.

No matter what you need advice on, I have more than likely covered it. From topics such as how a poor website design can affect your leads to how your agency can cope while you work through a recession. Or maybe you want to know the four phases of growth within your agency and want extra help in easing through agency growing pains? I have all the information you need to help you through it.

You can learn more about my life and business experience as well as lots of tips, tricks and insights by check out my blogs that cover a wide variety of topics.

And if videos are more your thing, i've got you covered! Check out more from my Ask Swenk series and more of my videos on my Youtube channel. There you will find advice from myself and other agency experts.

In this episode I sit down with Amy Hoover, CEO of Talent Zoo. Amy is going to talk to us about how to find talent, developing a recruitment and hiring plan, and what to ask in the interviews.

Amy is adamant that you need to develop a recruiting and hiring plan. Finding someone is a multi-prong process, involving personal contacts, former coworkers, job boards, head hunting, and paid recruitment.

Rarely does just one of these prongs end up working, so you need to come up with a plan to help you hit many of the angles at the same time.

The plan.

* Start internally. Develop an “employer brand,” including why it’s great to work for your agency and why your employees think it’s great working there. And don’t forget to put it on your website!

* Look at options for getting your employer brand out there. Get the word out through your personal and professional networks, as well as agency-specific resources.

* Identify who needs to be involved internally. Do you have a HR person or a hiring manager? Think about involving potential peers in the hiring process.

Whatever you do though, don’t involve clients. Even if the person will be working mainly with the client, don’t involve them. Having clients involved in your hiring process is a disaster waiting to happen.

* Be specific in what you’re looking for. Small to mid-sized agencies have a hard time planning what the new hire will actually do. You need to clearly identify what the responsibilities will be so you can find the right person.

* Always be recruiting. That means you should be constantly on the lookout for that amazing someone for your team.

* Create a tracking method. Whether it’s a spreadsheet or a full-blown applicant tracking system be sure to have a way to save and easily retrieve resumes.

What to look for in a potential hire.

Make sure you vet their resume as much as possible. You want to be sure that they can do what they say they can do, as well as that they have actually done what they’ve claimed. Also, look for someone who is going to be a good cultural fit. You need someone who will jive well with your agency’s culture.

Finally, let your team at them. The team may pick up on things you missed in your conversations with them.

Remember – a bad hire can be costly. Hire slowly, fire quickly.

Hiring from competitors.

Hiring from your competitors does not guarantee a good fit. It may be tempting to try, after all they do the same kind of work you do, with the same type of clients as you. Still, hiring from the competition is super limiting. You’re keeping yourself from getting completely fresh eyes.

Also, making the transition from large agency to a small one can be really difficult. So hiring someone from your bigger, more successful competitor may actually do your team more harm than good.

The interview.

Ask questions that will showcase the person’s actual personality, not just their work personality. Invite them on a skateboarding outing with the team or find out what they do in their spare time. Ask what they loved about their first job. Anything to break free from the normal interview questions will help you see what they’re really like.

I used to dress like a race car driver in my interviews. Seriously, full suit and helmet (with the visor down). Once, I even dressed like a ballerina. I wanted to see if it would rattle them, or if they had a sense of humor.

For those that don’t know, Talent Zoo is an industry-specific job board. They cater mostly to tech, creative, marketing and PR listings, and they’re a great place to find talent. They also put out a whole ton of original content around hiring and hiring trends.

 

Where to Find the Right Digital Agency Talent

In this episode I sit down with Amy Hoover, CEO of Talent Zoo. Amy is going to talk to us about how to find the best agency talent, developing a recruitment and hiring plan, and what to ask in the interviews.

Amy is adamant that you need to develop a recruiting and hiring plan. Finding someone is a multi-prong process, involving personal contacts, former coworkers, job boards, head hunting, and paid recruitment.

Rarely does just one of these prongs end up working, so you need to come up with a plan to help you hit many of the angles at the same time.

The plan.

1. Start internally. Develop an "employer brand," including why it's great to work for your agency and why your employees think it's great working there. And don't forget to put it on your website!
2. Look at options for getting your employer brand out there. Get the word out through your personal and professional networks, as well as agency-specific resources.
3. Identify who needs to be involved internally. Do you have a HR person or a hiring manager? Think about involving potential peers in the hiring process.

Whatever you do though, don't involve clients. Even if the person will be working mainly with the client, don't involve them. Having clients involved in your hiring process is a disaster waiting to happen.

1. Be specific in what you're looking for. Small to mid-sized agencies have a hard time planning what the new hire will actually do. You need to clearly identify what the responsibilities will be so you can find the right person.
2. Always be recruiting. That means you should be constantly on the lookout for that amazing someone for your team.
3. Create a tracking method. Whether it's a spreadsheet or a full-blown applicant tracking system be sure to have a way to save and easily retrieve resumes.

What to look for in a potential hire.

Make sure you vet their resume as much as possible. You want to be sure that they can do what they say they can do, as well as that they have actually done what they've claimed. Also, look for someone who is going to be a good cultural fit. You need someone who will jive well with your agency's culture.

Finally, let your team at them. The team may pick up on things you missed in your conversations with them.

Remember - a bad hire can be costly. Hire slowly, fire quickly.

Hiring from competitors.

Hiring from your competitors does not guarantee a good fit. It may be tempting to try, after all they do the same kind of work you do, with the same type of clients as you. Still, hiring from the competition is super limiting. You're keeping yourself from getting completely fresh eyes with new agency talent.

Also, making the transition from large agency to a small one can be really difficult. So hiring someone from your bigger, more successful competitor may actually do your team more harm than good.

The interview.

Ask questions that will showcase the person's actual personality, not just their work personality. Invite them on a skateboarding outing with the team or find out what they do in their spare time. Ask what they loved about their first job. Anything to break free from the normal interview questions will help you see what they're really like.

I used to dress like a race car driver in my interviews. Seriously, full suit and helmet (with the visor down). Once, I even dressed like a ballerina. I wanted to see if it would rattle them, or if they had a sense of humor.

For those that don't know, Talent Zoo is an industry-specific job board. They cater mostly to tech, creative, marketing and PR listings, and they're a great place to find talent. They also put out a whole ton of original content around hiring and hiring trends.

After You Hire Your Team

When you hire new agency talent for your business, you are ready to focus on other weaknesses and challenges within your agency. No matter what challenge your agency is facing, I can help you get through all of it.

Through my experience running my own digital agency and helping other digital agency owners, there are many topics I can offer guidance whether you are an established agency facing struggles to new agencies unsure of what the different phases of growth you will experience will look like.

As you continue to grow your agency team, I can show how to recognise when it's time to hire a sales manager or expand your sales team to perfecting your business strategy with creating a process for performance based pricing and how to keep your big name clients happy.

Are you ready to create something cool and want more advice? Learn about my career and different experiences as well as tips, tricks and insights by checking out my blogs that cover a wide variety of topics.

Check out more from my Ask Swenk series and more of my videos on my Youtube channel. There you will find advice from myself and other agency experts.

Here’s what worked for me to get the Fortune 1000 executives to call me.

Warning! This is only for businesses that are targeting the Fortune 1000 companies. This will not work for smaller companies.

 

Ok, so lets jump to it… We all struggle with trying to find ways in the doors of the big companies. Everyone wants to work with them. We have tried email marketing, cold calls, partners, etc. You name it, people have tried it.

But here’s something that no one does and it can work for you. Interested? Of course you are!

Here’s what you need to do in order to get the BIG Companies calling you:

* Write a single page letter that describes an opportunity that they are missing and make sure you don’t get too detailed. Do not tell them about your business.  For example, I have something to show you that can increase Amazon’s sales by 15% and all it takes is 15 minutes. Leave mystery so you can’t get a no. Are you interested enough to hear more? [You may want to listen to the International Hotel Group episode]

* Then I want you to use their website to find out five or six people who might be in charge of making a decision about this opportunity. Use all their names in the “to” line” of the letter. When they get the letter, you want them to see all the people that are on the list.

* You then need to print the six letters and highlight one name on each.

* Put each letter into its own yellow interoffice envelope.

* Call the company and ask for mail room. When transferred ask the name of the person that answers the mail room phone and hangup.

* Then Fedex the letters to the mail room clerk, by name, with a sticky note on it that says “please distribute.”

They are then required to distribute the letters to the people you identified.

What’s happens is that everyone will contact one another about the letter to see who’s responding to you. They don’t want one person to say yes and then some to say no, or vice versa. Then they will assign one person to deal with you and respond.

There you have it. This whole process would take me a total of 15 minutes per company, and this would work almost every time. You just need a compelling opportunity that gets their attention.

I would love to hear your feedback in the comments below.

How to Get the Fortune 1000 Executives to Call You

Here's what worked for me to get the Fortune 1000 executives to call me.

Warning! This is only for businesses that are targeting the Fortune 1000 companies. This will not work for smaller companies.

Ok, so lets jump to it… We all struggle with trying to find ways in the doors of the big companies. Everyone wants to work with them. We have tried email marketing, cold calls, partners, etc. You name it, people have tried it.

But here's something that no one does and it can work for you. Interested? Of course you are!

Here's what you need to do in order to get the BIG Companies calling you:

1. Write a single page letter that describes an opportunity that they are missing and make sure you don't get too detailed. Do not tell them about your business. For example, I have something to show you that can increase Amazon's sales by 15% and all it takes is 15 minutes. Leave mystery so you can't get a no. Are you interested enough to hear more? [You may want to listen to the International Hotel Group episode]
2. Then I want you to use their website to find out five or six people who might be in charge of making a decision about this opportunity. Use all their names in the "to" line" of the letter. When they get the letter, you want them to see all the people that are on the list.
3. You then need to print the six letters and highlight one name on each.
4. Put each letter into its own yellow interoffice envelope.
5. Call the company and ask for mail room. When transferred ask the name of the person that answers the mail room phone and hangup.
6. Then Fedex the letters to the mail room clerk, by name, with a sticky note on it that says "please distribute."

They are then required to distribute the letters to the people you identified.

What's happens is that everyone will contact one another about the letter to see who's responding to you. They don't want one person to say yes and then some to say no, or vice versa. Then they will assign one person to deal with you and respond.

There you have it. This whole process would take me a total of 15 minutes per company, and this would work almost every time. You just need a compelling opportunity that gets their attention.

I would love to hear your feedback in the comments below.

Want More Advice?

I have advice on many topics from the struggles you may face with failing economies to how speaking opportunities can generate new business and using Youtube to boost your marketing for your agency marketing strategy.

You can learn more about me and check out all my tips, tricks and everything you need to know in my blogs. I have covered a wide variety of topics as well as answering your questions in more from my Ask Swenk series.

If videos are videos more your thing, don't worry, i've got you covered!

You can check out my Ask Swenk series and more of my videos on my Youtube channel for advice from myself and other agency experts.