Rob Da Costa
Author Archives: Rob Da Costa

Clone of How To Get Clients To Pay More For Your Services

In this episode of The Agency Accelerator Podcast, I discuss why, when you're buying a software or a product online, you are offered three price points, with the middle one being highlighted as the most popular one.


I unpack that and help you increase your prices to get your clients to pay what you are truly worth.


Here's a glance at this episode.

[00:48] Frustrations

Many agencies struggle to get their pricing right. They are frustrated that they are not as profitable as they would like to be and are not constantly hitting their margin targets.

 
[01:31] Three Typical Ways Agencies Charge You

  1. Selling your time. This is where you are exchanging money for your time, usually through charging by the hour or day. The flaw in this approach is that it encourages the client to focus on the wrong thing i.e., how you spent the hour rather than the outcome of the work you are delivering!
  2. Having a fixed project fee. This is where you estimate the project's cost at the beginning based on the scope of work agreed with the client and consequently the number of hours you estimate it will take to deliver the scope of work. You agree to a fixed fee based on these hours. The potential flaw with this approach is that the product's brief and scope can change and evolve. To please the client, you end up over-servicing them - cutting your margins.
  3. The retainer concept. This is where you agree on a set fee for each month and agree on the scope of work included within that fee. The potential challenge is that the client believes they have unlimited access to you because you are on the retainer. 


[8:43] Focusing on the Right Things


I share three pieces of advice when it comes to pricing a project.
Ensure that you understand the ultimate goal and price against the outcomes and impacts and not the bits and bytes you do for your client. 
Use three price points in your proposal. The high price point sets the higher anchor point; the lowest price sets the negative anchor point, which leads to the client buying the middle price point (and that leads you to achieve the price for the service you hope for).


Put a contingency pot in place with your clients when you are setting the project's scope. If you have a £10,000 project, ask the client to put aside an additional 15% as a contingency pot. Then if you are asked to do something outside the agreed scope, you can call upon this money.


[15:30] Having the Right Mindset


Having the right mindset is crucial and can be the most significant battle you have around pricing! If you think this does not work for you, it does. We often tell ourselves stories about how the client will react to a certain price point or price increase and this stops us from changing our pricing. We just need to realise that they are stories and not facts!

Want to learn more about how to

grow a successful agency? Sign up for my 

FREE Sales Pipeline Masterclass 

business development

Rate, Review, & Subscribe on Apple Podcasts

“I really enjoy listening to The Agency Accelerator Podcast. I always learn something from every episode”<– If that sounds like you, please consider rating and reviewing my show! This helps me support more people — just like you — move towards a Self-Running Agency. Click here, scroll to the bottom, tap to rate with five stars, and select “Write a Review.” Then be sure to let me know what you loved most about the episode!

Also, if you haven’t done so already, subscribe to the podcast. I’m adding a bunch of bonus episodes to the feed and, if you’re not subscribed, there’s a good chance you’ll miss out. Subscribe now!

Links mentioned in this episode:

Website: https://www.dacostacoaching.co.uk/

Grab a copy of my book (for free): The Self-Running Agency

Download my book on value pricing & selling 

Listen to more episode of The Agency Accelerator Podcast on:

Apple Podcasts | Spotify | Website

Is your agency an iPad or a reMarkable?

In this episode of The Agency Accelerator Podcast, I share my insights, experiences, and comparison between a reMarkable tablet vs. iPad – specifically what we can learn about their marketing and how it relates to your agency?

Here’s a glance at this episode…

[01:50] Distractions

Like many, I can easily get distracted, so I try to allocate solid chunks of time to focus on specific day-to-day tasks such as working on my group coaching programme content or future strategies.

The problem is when you’re working at your computer, notifications can distract you and there is the temptation to just jump onto the Internet.

[02:26] What is a reMarkable tablet? 

I’m going to do a full review in a future episode (due to lots of people asking me about it!) but basically, it mimics the texture and feeling of writing on a paper without all the distractions of a multi-functional iPad.

[02:40] Reason for Purchase

I had 3 three reasons/goals for purchasing the tablet:

  1. To get more organised
  2. To get rid of paper & become paper-free
  3. To be more efficient

[03:45] reMarkable vs. iPad

I have an iPad and love it. It is a great device – it does many things & does them pretty well. On the other hand, the reMarkable tablet only does one thing & tries to be the best in the market at doing it. It is a replacement for a notebook for taking notes.

[04:27] Generalist Agency vs. Niche Agency

How does this relate to your agency?

Well, the comparison between a reMarkable & iPad is very similar to the age-old debate about a generalist agency vs a niched agency.

The price of a reMarkable is the same as an iPad, so why would you spend the same money on a device that does less? Well just like a niched agency, it does it better than a generalist. The niched agency understands its client’s pain & provides solutions to solve that pain – backed by tons of experience.

[07:12] Thoughts on your Niche

As I outline in my book (link below to grab your free copy).  When you think of your niche, you can cut it in four ways:

  1. By geography
  2. By industry
  3. By deliverable or service
  4. By the problem you solve

[09:13] Using reMarkable

I use the reMarkable to take notes, e.g.

  • When writing a podcast
  • Client notes
  • Working on strategy
  • And to get something out of my head!

[10:04] Translating notes into text

As long as your writing is not like a doctor’s scribble, you are good to go. The reMarkable will translate your handwriting into text.

[11:42] Be like a reMarkable

The reMarkable is a device aimed at people who want to focus on one thing, and it enables you to do that really well. Just as your agency should!

If you are niched and tempted to broaden your services, only do it once you have dived deep on the core product that you already have—unless you bring the skills, systems, and a new area that can be scaled, you will never grow your agency, just dilute your focus.

So be like a reMarkable; focus on one thing, do it well, and be the market leader before you start diversifying!

Rate, Review, & Subscribe on Apple Podcasts

“I really enjoy listening to The Agency Accelerator Podcast. I always learn something from every episode”<– If that sounds like you, please consider rating and reviewing my show! This helps me support more people — just like you — move towards a Self-Running Agency. Click here, scroll to the bottom, tap to rate with five stars, and select “Write a Review.” Then be sure to let me know what you loved most about the episode!

Also, if you haven’t done so already, subscribe to the podcast. I’m adding a bunch of bonus episodes to the feed and, if you’re not subscribed, there’s a good chance you’ll miss out. Subscribe now!

Links mentioned in this episode:

Website: https://www.dacostacoaching.co.uk/

Grab a copy of my book (for free): The Self-Running Agency

Buy the reMarkable: https://reMarkable.com/

Listen to more episode of The Agency Accelerator Podcast on:

Apple Podcasts | Spotify | Website

Cloudways article: In Conversation with Agency Guru and Coach Rob Da Costa on Sustainable Agency Growth and More

Cloudways

I recently sat down with Cloudways and discussed everything to do with growing a sustainable agency....

With more than 30 years of experience working with commercial businesses, it’s safe to say Rob Da Costa knows his way around the marketing game. In 1991, he set up his own  marketing, PR and design agency, which he grew into an award-winning business before selling it to become a coach and mentor in 2007.

Since then, he’s been helping business owners grow and achieve organizational success. And he’s also authored The Self-Running Agency for agency owners looking to balance profitability with sustainable growth and some personal free time.

We’re thrilled to have Rob with us today as he shares his journey with us, talks through what it means to sell customers what they want, and more.

Cloudways: Thanks for joining us, Rob! Can you start by telling us a bit about your journey to become an agency coach?

Rob: Back in 1992, I decided to leave my marketing job and start my own tech PR agency (I had naïve youth on my side!).

Over the next 11 years, I grew the agency into a full service marketing agency with 25 staff, turning over about £1.5 million.

I then got approached by a large US firm to buy the agency so sold up and after a two-year earn-out left to retrain to become a coach.

I started out trying to be a generalist coach working, in theory with large corporates or small start-ups but found it very difficult to be successful. So, I decided to niche my business to focus on supporting SME marketing agencies and over the past 14 years have worked with over 250 agency owners to help them grow in a profitable, sustainable and enjoyable way.

Today I do private coaching as well as running an agency group coaching programme.

Source: dacostacoaching

Cloudways: You’ve talked about the difference between selling customers what they want versus what they need. What do agency owners need to understand about this distinction?

Read the rest of the article here...

How To Get Clients To Pay More For Your Services

In this episode of The Agency Accelerator Podcast, I discuss why, when you're buying a software or a product online, you are offered three price points, with the middle one being highlighted as the most popular one.


I unpack that and help you increase your prices to get your clients to pay what you are truly worth.


Here's a glance at this episode.

[00:48] Frustrations

Many agencies struggle to get their pricing right. They are frustrated that they are not as profitable as they would like to be and are not constantly hitting their margin targets.

 
[01:31] Three Typical Ways Agencies Charge You

  1. Selling your time. This is where you are exchanging money for your time, usually through charging by the hour or day. The flaw in this approach is that it encourages the client to focus on the wrong thing i.e., how you spent the hour rather than the outcome of the work you are delivering!
  2. Having a fixed project fee. This is where you estimate the project's cost at the beginning based on the scope of work agreed with the client and consequently the number of hours you estimate it will take to deliver the scope of work. You agree to a fixed fee based on these hours. The potential flaw with this approach is that the product's brief and scope can change and evolve. To please the client, you end up over-servicing them - cutting your margins.
  3. The retainer concept. This is where you agree on a set fee for each month and agree on the scope of work included within that fee. The potential challenge is that the client believes they have unlimited access to you because you are on the retainer. 


[8:43] Focusing on the Right Things


I share three pieces of advice when it comes to pricing a project.
Ensure that you understand the ultimate goal and price against the outcomes and impacts and not the bits and bytes you do for your client. 
Use three price points in your proposal. The high price point sets the higher anchor point; the lowest price sets the negative anchor point, which leads to the client buying the middle price point (and that leads you to achieve the price for the service you hope for).


Put a contingency pot in place with your clients when you are setting the project's scope. If you have a £10,000 project, ask the client to put aside an additional 15% as a contingency pot. Then if you are asked to do something outside the agreed scope, you can call upon this money.


[15:30] Having the Right Mindset


Having the right mindset is crucial and can be the most significant battle you have around pricing! If you think this does not work for you, it does. We often tell ourselves stories about how the client will react to a certain price point or price increase and this stops us from changing our pricing. We just need to realise that they are stories and not facts!

Want to learn more about how to

grow a successful agency? Sign up for my 

FREE Sales Pipeline Masterclass 

business development

Rate, Review, & Subscribe on Apple Podcasts

“I really enjoy listening to The Agency Accelerator Podcast. I always learn something from every episode”<– If that sounds like you, please consider rating and reviewing my show! This helps me support more people — just like you — move towards a Self-Running Agency. Click here, scroll to the bottom, tap to rate with five stars, and select “Write a Review.” Then be sure to let me know what you loved most about the episode!

Also, if you haven’t done so already, subscribe to the podcast. I’m adding a bunch of bonus episodes to the feed and, if you’re not subscribed, there’s a good chance you’ll miss out. Subscribe now!

Links mentioned in this episode:

Website: https://www.dacostacoaching.co.uk/

Grab a copy of my book (for free): The Self-Running Agency

Download my book on value pricing & selling 

Listen to more episode of The Agency Accelerator Podcast on:

Apple Podcasts | Spotify | Website

Managing a remote workforce with Melanie Coeshott

Has Covid forced your team to work from home? Struggling to manage a remote workforce? Read on…

In today’s episode of The Agency Accelerator Podcast, I talk all about managing a remote workforce and discussing some of the things we need to do to keep our staff motivated and connected with our agencies. I’m really excited to have Melanie Coeshott join me today to talk about this really important topic, so let’s get on with today’s show!

Melanie is a career coach who operates under the Blue Diamond brand, which is her own company. She primarily works with individuals who have been working in their roles for maybe 2 decades or more, and are looking to make a change in some capacity. She also works with companies who bring her into work with one or a team of their employees.


How To Manage a Remote Workforce

05:00 Covid has forced many businesses to work from home and completely change how we run things. How do we manage our staff and help them stay connected to our businesses when working remotely?

10:23 Is working from home really better than in an office? Without a good working environment, it is hard to be productive and focus.

12:14 What have successful leaders and employees learnt to do differently during the pandemic? Without self-awareness and awareness of your team, it’s very difficult to navigate this new way of doing business.

16:22 What are the duties of the employer, and of the employee in regards to a remote work environment? It’s quite a grey area at the moment, but definitely a joint responsibility.

18:00 Many of us have suffered from mental health challenges during the lockdown. Organisations need to be understanding of this, and cannot take a "one size fits all" approach.

25:15 What will things look like a year from now? Many of the things we have learned from the pandemic will remain a permanent part of our everyday business.

28:37 We need to understand our team members as individuals, they need to feel valued, and respected. What else are staff looking for from their employers in terms of benefits, environment and opportunity?

32:00 What do you do to keep your staff motivated if there is no room for promotion? There will always be staff that we cannot retain, and we need to learn that sometimes we do have to let people go. What do we do when there is a finite path to progression in a particular role?


recruitment & retention

Download Your eBook

Recruitment & Retention: 8 Strategies For Finding & Keeping Top Talent

Useful links:

Contact Melanie: Blue Diamond Career Coach

Download The Self-Running Implementation Book

Subscribe & Review

Are you subscribed to my podcast yet? If you’re not, please do so to avoid missing out on any episodes!

You can subscribe/follow on Apple, Spotify or directly from my website.

I would be very grateful if you left me a review too as they will help other people to find my podcasts and it's also great to read your comments!

Thanks so much.

Rob

The Ultimate Guide to Recruiting and Retaining an All-Star Team for Your Agency

Running any type of business is a balancing act. And while having the right clients, the right infrastructure and the right products are important, having the right team around you is vital for success.

To grow your agency, you need to find more customers and sell more. But even the best “products” will fail without staff that buy into the company, can effectively perform their roles and deliver a great service to their clients.

But understanding when to recruit staff, how to recruit, who to recruit, and how you can retain the best talent in your team, can be a challenge that many agency owners are not up to!

Never fear, however, because I am here to help.

In this blog, I will look to answer many of these questions and more.

So let’s start with the basics and how you can successfully plan for recruitment needs.


The importance of having a plan to help you know the metrics of when to hire and who to hire

We would love to run an agency that runs itself, right?

The less input we need to give into the day to day running, the more time we have to focus on the business as a whole, and the things we do best.

If you find that your agency is running without a huge amount of input, then the odds are you have an amazing team delivering amazing client work.

But even with the best team you will lose talent over time and as you grow you will need to hire new team members.

The question is, how do you know when to hire and what indicators are there that your current team at truly at capacity?

On top of these questions there’s the age-old, “Am I doing the right thing?,” conundrum. “Will making a change upset the balance of the team?” “Can I afford it right now?”

All of these factors combined can make it hard to make a decision and may lead to hesitation which in itself can result in more stress on the current team.

My advice is to understand the metrics that are important to your business. Have a clear plan of what to do when these numbers meet certain thresholds. Monitor them regularly with the rest of your management team and look for dips and peaks that need addressing.

Not only will this allow you to see when recruitment should take place, but it will also give you an idea of who you should hire.

For example, do you need more skills to deliver client work (e.g. a new designer) or do you need to hire a great project/account manager?

Your vision and the numbers should tell you which.


The Question of Freelance or In-house staff?

If you are at breaking point and you need to increase your capacity, the question you need to answer is whether it’s time to hire an in-house team member or work with a freelancer?

Hiring for the right period of time is important. You may be experiencing a short-term boom that could collapse at any point leaving you overstaffed with a high wage bill (again, look to your vision to help you make the right decision).

Freelancers are great when you have a short-term peak, such as this or capacity issues and/or when you need to have a specialist skill that you don’t want to have in-house.

But a generalised (and maybe cynical!) challenge with freelancers is that it is fundamentally incredibly difficult to build an agency solely using freelancers as it’s like building a house on quicksand.

Yes, a freelancer may be incredibly skilled, but they will have little in the way of loyalty to your business. Their motivation for working with you will be mostly financial, and understandably, they will have their own agenda and often just follow the money.

It is almost impossible to plan if your workforce is predominantly freelance as you can never be sure of who will be available at any given time. To stick with the quicksand metaphor, if you build your agency on the foundation of freelancers don’t be surprised if it sinks without a trace when the foundation wanders away to pastures new!

The other option is to hire a permanent in-house team member. In-house employees give you more stability but are a bigger commitment and risk.

Wages can skyrocket (and cannot be avoided) and hiring the wrong person is a problem that is difficult to rectify.

My tip (as mentioned briefly above) is to hire based on purpose. If you are looking to build a great team that you want to be with you for the long haul, look for an in-house solution. If you want a few specialist skills for a short period or want to temporarily increase your manpower, take a look at freelance.

Keep an eye on your freelancer costs and when they surpass the wage of an employee, consider bringing that role in-house.

Also consider some hybrid approaches such as a temp to perm role or a part time in-house team member.


Hiring your first employee

Hiring new employees can be incredibly stressful, especially if you are new to the game. At the beginning of any business enterprise, your time will be incredibly stretched as you perform many of the roles required to be successful.

As a result, your first staff hire is likely to be made to give you more time to take care of other business matters.

Hell, if you run a small agency, every hire you make will likely be to reduce the burden placed on your shoulders!

But how do you know you are hiring the right person?

The answer is simple (yet complex!), look for somebody who can perform a job that frees up the largest amount of time for you. Take a look at what consumes the most of your time and ask yourself, “Could somebody else do this for me?” If the answer is yes, this is the role you need to fill.

Define the skills required to complete this role and use this information when advertising and when interviewing. This way you are creating a clear set of roles & responsibilities that will help you identify exactly who you are looking for.


The interview process

Interviews can be a tricky part of the recruitment process. Cutting through the bullsh*t and nerves to hire the right person is never easy and can lead to hesitation and the loss of good candidates.

My tip is to define exactly what it is you want from your new recruit. Look at the skills required for the role and tailor your questions towards understanding if the candidate has them.

Now a really important point that if ignored can be a costly mistake. Of course, you need to make sure that any candidate you hire is technically competent, but you also need to make sure they are a good cultural fit for your company.

It’s easy to get swept up thinking things like, “I think we will really get on well with this person,” while ignoring gaps in their skillset. And, most important of all, listen to your gut instinct. It is what’s got you this far after all!


Induction and onboarding new staff

Hiring a new team member isn’t, unfortunately, the end of the “recruitment problem” but is the start of a long process. We mentioned earlier that saving time is often the main reason to hire new staff but it's important to understand that, at least in the short term, you ain't gonna save anything!

New staff take time to train, adjust and get up to speed. If you are a small agency, the burden of such settling in is likely to fall on your shoulders. This may mean that time you could spend doing other things, may have to be sacrificed in favour of training sessions and mentor periods.

This is a classic example of slowing down to speed up (my favourite expression).

Yes, new staff can be time-consuming in the short-term, but the benefits they bring long term, if embedded correctly, far outweigh the time you need to invest to get them up to speed.

So, my tip is to make sure you put the time in with new recruits. Don’t adopt a ‘sink or swim’ mentality. This often leads to employees developing more slowly or ‘drowning’ altogether and disappearing without a trace. Set up regular meetings with them in the first few months to understand how they are progressing. Set clear and measurable SMART objectives and empower the employee to deliver them. Give (and seek) feedback while being supportive in a calm environment that they feel comfortable in.


Performance management

Dealing with staff performance issues can be incredibly tricky. Dips in performance can be a result of many factors and jumping in two-footed with a resolution can often make matters worse. That doesn’t mean you should allow issues to fester.

Quite the opposite.

If a member of your team is not performing, then nip the issue in the bud as soon as possible and do it the right way.

Sit down and discuss the problem. Give them feedback around the issues and make sure they acknowledge and own that feedback. Once the two of you have an understanding of what the problem is, you can set some short-term tangible goals for them to attain.

It may sound harsh, but the goal of performance management is to get them to step up or step out (another of my favourite expressions!).

Don’t let the poor performance go on for too long as it will seldom go away on its own and if not addressed, will become far worse in the long run. And a bigger headache that you ultimately have to solve.


Appraisals and objective setting

Performance management shouldn’t just take place when there is a problem. Things like appraisals and objective setting should be conducted regularly so you get a good understanding of how your staff are faring, as well as keeping them focused.

Make sure your agency has a documented process for regular appraisals.

During this process, you should discuss with your employees how they think they are doing as well as how the business sees their work. Use metrics to look for where they excel and areas where they can improve. Set realistic SMART objectives (between 3 and 5 is a good number) to help them improve and develop in their career. For best results, this process should take place, as a minimum, once a year (and every quarter is ideal).

In conclusion...

 

Recruitment in any business is never easy but with a little effort and a good understanding of what you need, you can ensure that the recruits you hire always meet your needs and that you grow your agency in a controlled and sustainable way.

If you aspire to build a self-running agency as many of my clients do, then hiring a robust in-house team is vital and applying some of the tips outlined in this blog will help your journey be as smooth as possible.

recruitment & retention

Download Your eBook

Recruitment & Retention: 8 Strategies For Finding & Keeping Top Talent

Recruiting Your First Member of Staff

Ready to hire your first member of staff and expand your agency? Read on…

In today’s episode of The Agency Accelerator Podcast, I am talking all about hiring your first member of staff. I have seen the 'good, the bad, and the ugly' of recruiting: how not to do this, make this a very expensive mistake and how to find the perfect fit candidate.

So today we will be exploring:

- When you should hire your first member of staff.
- Whether it should be a freelancer or an in-house member of staff.
- Some of the processes you need to follow in order to make sure you are giving yourself the best chance for you to find the right person and for them to be successful.


How To Recruit Your First Member Of Staff

02:00 Feeling like you need an extra pair of hands for your agency? You need a documented vision outlining where you want your agency to head, and the triggers to hiring team members.

02:51 Hiring freelancers comes with pros and cons. Can they fit into the culture of your business and do they see your vision?

05:36 Wondering if hiring a freelancer is the right move for you? There are two times where you might need to use freelance staff.

07:18 Create clear roles and responsibilities in order to find the right person for your agency.

11:18 Once you’ve hired someone that isn’t the end of the problem, but the start of the journey. Are you prepared to spend time getting your new member of staff up to speed and embedded into your agency?

14:30 You need to set smart time-bound objectives, as well as giving feedback to make sure that your new member of staff develops in their role.

Want to learn more about how to

grow a successful agency? Sign up for my 

FREE Sales Pipeline Masterclass 

business development

Useful links:

Download the Recruitment app & Retention Book 

Subscribe & Review

Are you subscribed to my podcast yet? If you’re not, please do so to avoid missing out on any episodes!

You can subscribe/follow on Apple, Spotify or directly from my website.

I would be very grateful if you left me a review too as they will help other people to find my podcasts and it's also great to read your comments!

Thanks so much.

Rob

Working with white-label partners with Steve Slotow

In today’s episode of The Agency Accelerator Podcast, I am chatting with Steve Slotow from Globital Marketing.

We are talking about everything to do with resourcing and working with white label partners:

- how to pick a partner
- when you should outsource and
- why you should outsource

This is another actioned-packed episode with lots of practical tips and guidance.


Time Stamp

01:20 Steve introduces himself and Globital Marketing

05:14 What are the benefits of working with partners vs hiring in-house talent to grow your business?

10:40 How broad should your agency's offering be?

15:20 Why it's important to have clarity on the direction of your agency

16:40 How to ensure a white label partner provides quality deliverables; managing quality assurance

21:12 Tips for agencies to find outsourcing partners

26:21 Steve’s thoughts on upcoming trends for agencies

29:34 Steve’s business advice to his younger self  

Want to learn more about how to

grow a successful agency? Sign up for my 

FREE Sales Pipeline Masterclass 

business development

Useful links:

Globital Marketing

The Digital Marketing Dream Team

The Digital Marketing Collective

Steve's Instagram

Download The Self-Running Implementation Book

Subscribe & Review

Are you subscribed to my podcast yet? If you’re not, please do so to avoid missing out on any episodes!

You can subscribe/follow on Apple, Spotify or directly from my website.

I would be very grateful if you left me a review too as they will help other people to find my podcasts and it's also great to read your comments!

Thanks so much.

Rob

9-steps to effective delegation

In today's episode of 'The Agency Accelerator Podcast’, I am talking everything to do with delegation. This is an important topic, whether you have a one-person agency or have a team of 20+! This episode is packed with practice and actionable tips to help you further your agency success. 


Time Stamp

01:52 The concept of a notional hourly rate

02:49 The 4 D’s: Ditch, Delegate, Defer, Do it

03:42 Automating tasks

04:17 Why we don’t delegate

08:32 The 9-steps to effective delegation 

Want to learn more about how to

grow a successful agency? Sign up for my 

FREE Sales Pipeline Masterclass 

business development

Useful links:

Download The Art of Delegation Book

Download The Self-Running Implementation Book

Subscribe & Review

Are you subscribed to my podcast yet? If you’re not, please do so to avoid missing out on any episodes!

You can subscribe/follow on Apple, Spotify or directly from my website.

I would be very grateful if you left me a review too as they will help other people to find my podcasts and it's also great to read your comments!

Thanks so much.

Rob

Using stories and testimonials to bring your marketing to life with Miranda Birch

In today's episode of ‘The Agency Accelerator Podcast’, I get together with Miranda Birch, founder of Miranda Birch Media; a company helping business tell stories to better engage with their clients. Today we talk all about the importance of storytelling in your marketing and also the value of great customer testimonials. This episode is packed with actionable items, so I know you're going to find it really useful and insightful.


Time Stamp

01:22 Miranda Birch introduces herself, her background, and why she loves stories

03:01 The power of storytelling for agencies wanting to connect with potential and existing clients

06:07 What makes a good story

08:17 The role of customer testimonials in an agency’s sales process

13:28 The best format for testimonials

14:50 How to maximise the value of a video testimonial

16:14 What point should an agency approach a client for a testimonial

21:25 What to do when a client does not want their name published in relation to a testimonial

24:20 The do’s and don’ts of getting, interviewing and creating testimonials

26:15 Miranda’s new online courses about testimonials and how to capture stories that convert

32:38 The benefits of getting in front of the camera

35:40 Miranda’s advice to her younger self starting out in business 

If you would like more ideas about how to secure new leads and convert them into paying customers then sign up for my 

FREE Sales Pipeline Masterclass 

business development

Useful links:

Miranda Birch Media

Attract more clients with 10 minute testimonials with Miranda Birch

Miranda's email series: Pick My Brain

Connect with Miranda on LinkedIn

Download The Self-Running Implementation Book

Download The Lead Generation System Book

Download The Strategic Email Marketing That Gets Results Book

Join my Facebook group ‘The Agency Accelerator’

Download the 'Creating A Sustainable & Profitable Agency' book

Subscribe & Review

Are you subscribed to my podcast yet? If you’re not, please do so to avoid missing out on any episodes!

You can subscribe/follow on Apple, Spotify or directly from my website.

I would be very grateful if you left me a review too as they will help other people to find my podcasts and it's also great to read your comments!

Thanks so much.

Rob

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