Agency Journey

Mike Rose, Founder and CEO of Return On Energy, is a highly successful entrepreneur who has built multiple profitable agencies that can run without him. With a track record of accolades, including being named INC Best Places in America and a 3X Inc 5000 Fastest Growing Private Company, Mike shares his insights and strategies for creating a sustainable agency that can thrive even when the founder steps back.

As a HubSpot Diamond-Certified Partner and DFW American Marketing Association (AMA) Marketer of the Year, Mike's experience and expertise make for a valuable conversation on building a successful and scalable business.

In this episode, you'll learn:
  • Three factors mike considered before selling Mojo Media Labs to Gravity Global 2:15
  • The acquisition timeline and exit process 3:44
  • An overview of Mojo Media Labs and Gravity Global 7:05
  • How Mike empowered the Mojo Makers to make better business decisions 9:30
  • The importance of training your team on how business works 12:20
  • Mike's strategies to help create an agency that works like a well-oiled machine and fire yourself 15:40
  • The psychology behind exiting as an owner 20:55
  • How does micro mentorship works 30:15
  • What's next for Mike Rose? 32:00
  • ROE Breakthrough Workshop 34:30

Presenting Sponsor: ZenPilot

Check out ZenPilot, where we help agencies optimize their operations using our proven systems and processes.

ZenPilot knows that you are tired of wasting time on trial and error — that's why we provide tried-and-true solutions that will help you grow and scale quickly and sustainably.

So, what are you waiting for?

Go to zenpilot.com to learn more.

Resources mentioned in this episode:

What is Agency Journey?

How do world-class agencies continue to grow profitably and hit their goals, even through the choppy waters and challenges of agency life?

How do leaders like Tiffany Sauder, Marcus Sheridan, Jay Acunzo, Shama Hyder, David C. Baker, Nikole Rose, and Zeb Evans think?

Join Agency Journey host Jakub Grajcar as he interviews agency operators and leaders to share insights, actionable tips, and hilarious stories from the builders who live in the agency trenches.

Each episode focuses on crucial aspects of growing an agency like building the right team, delegation, project management, client success and retention, and operating frameworks like EOS.

Brought to you by ZenPilot: we help lead your agency through the final project management implementation you’ll ever need. Book a call to learn more at ZenPilot.com/Call.

Don’t forget to rate + follow the podcast if you enjoyed it!

All right.
Welcome back to Agency Journey.

This is your host, Gray MacKenzie.

And this week,
I've got the pleasure

of bringing on someone
who now holds the record for,

I think, the longest time span

as a guest on podcast.

Mike Rose

from from a handful of different
things room talking about Mike

you're here journey at Major
Media labs your acquisition

to your work as an author
and what's coming up next.

But welcome to the podcast.

Thanks Gray.

It's great to be on again
after all these years.

I know, so I should have looked it
up, but either end 2015

or I think it actually was in 2015,
it could have been early 2016.

I think you're
the 14th episode of the podcast.

Then I say, and we talk a lot about
you wrote this book,

ROE powers ROI are Why back in 2012.

Right? Yeah. Yeah.

Wow, you basta.

You're in the 11th, 11th year
now of the book, which is.

Oh, yeah.

But so we talked a little bit
about that.

We talked about where Mojo was.

I think
you're about 14 people at a time.

And so there's this whole,
like agency growth story.

And then, you know, kind of
culminates, I want to work my way.

We're in media race here and start
and a halfway through the journey

or a little bit more than that

and then work our way back
and work our way forward.

But if we start kind of
with the event that a lot of agency

owners, a lot of listeners
are probably anxious for

at some point in their life,

which is an exit, you were able
you and your wife Nicole were yeah.

To sell the business last year

to a much larger
agency backed by I was a P

capital in in gravity global

and so can we just kind of start
with give folks

the real quick overview of what
what was Mojo Media Labs

and what did the exit look like for
you and Nicole and the team?

Sure.

Well, I'm keeping it real here.

My golden retriever
is rolling around under my feet, so

I'll try not to let that avoid me,
avoid the conversation.

But yeah, it it was it was a
it was a tremendous opportunity,

a life changing opportunity,
honestly, for Nicole and I.

And we we went through the decision
making process

to even decide
to sell like the same decision

making process
we did for everything.

I mean, higher spires clients, you

know, moving, hiring,
I mean, you name it,

we just follow the same process,
which is, you know,

and that was really driven by,
you know, core values.

And, you know, the first thing
it had to be good

for the mojo makers
as we called them.

We we abolished the word employees.

We don't like the word
employee is seen sound subservient.

So we we number one,
had to be good for the mojo makers.

And number two,
it had to be good for the clients.

And then we felt that
if it was always good for the mojo

makers,
was always good for the clients,

and it would be good
for my Nicole and myself

and that was the same decision
making process.

I think it's just habit that we go
through to decide to ultimately,

you know, move on to to exit mojo
and sell to grab to Global

and go through that decision
making process

in order to make sure it was
the right fit for everybody.

How long was the time?

And I don't know.

I don't even know the inside scoop
on like the interest

inbound to you guys or was this a
decision, Hey, we're going to start

building an exit plan.

And obviously you guys
had done a lot to prepare

and which I'd like to talk about
as well,

kind of the work that

that went into getting the agency
in a place where it was

both desirable and,
you know, yeah, the ability to exit

and leave day to day operations.

But how long was the timeframe

between that first touchpoint
with the Gravity Global team

and then actually closing the,
the transaction?

We signed the other like on

January 3rd and
we officially closed on May 12th.

Okay.

So we were January.

Yeah, relatively
speaking. Yeah, I was pretty quick.

It's a

they're based in London, so it's a
it's a London headquartered agency

and we went through
four stages of due diligence

excuse me, for different areas
of due diligence

to include legal tax,
financial, etc..

And so that was, it was,
it was a very we prepared for it.

We are very grateful
to have run a very

tight knit and very well-run agency

in the sense of
we had our stuff together.

So it went it went super smooth.

But to answer your earlier
question is when we decided the

the the bigger decision here was
we actually decided on in 2013,

I was
I won't give you the long story

unless you wanted,
but I came home from an event

one night
after talking to multiple friends

over multiple years
of selling our businesses.

And I came on to Nicole
and I just basically said,

in ten years on May 13th, we're
going to sell Mojo Media Labs.

And that would have been ten years
from 2013 to 2023.

And and she knew the state
of the agency at the time,

which isn't the greatest state, as
we all experience on our journey.

And she basically just kind of
said, you're absolutely insane.

There's no value here.

I mean, what we've created

is a monster and
and our culture wasn't great and,

you know, revenues were okay,
but profits were terrible.

I mean,
it was just in a really bad state.

But I said, listen, I don't know
how we're going to do this,

but that's that's the goal.
That's the ten year plan.

So we decided I decided
and then slowly was able to,

you know, get her on board with it.

But it was just a
it was a mantra for me.

It was just it was a purpose
that I needed to have happen.

And whether I was going
to stay involved or whether I was

going to stay owning the agency
and exit at that time,

or we sell it to the the employees
or we sell it to somebody else.

I mean,

but the objective would be for me
to have a what's next and move on.

And and so
that was a very ambitious goal.

And we've been set
not only the date

and the time,
but also the the number.

And I'm really glad to say that

when we exited
on May 12th, a day before

May 13th,
which was ironically my birthday,

but a year before, a year
earlier as well, and for more

than what
we originally threw out there,

which was just a tremendous
kind of a

realization that, you know,
you can set big goals

and they can be really far
into the future.

But I think it's the

it's the it's the process
of setting that and just

relentlessly figuring out I'm not
going to worry about the House yet.

I'm just going to know that
this will happen in the future.

And I think things just
kind of align when you do that.

Yeah, that's the vision role.

It's a to live as if it becomes.

Yeah, that's amazing.

Congratulations on the sale.

The I want to give
people a little bit of color.

What was the profile of Mojo

at the time and what's the profile
of Gravity Global.

Yeah you know team size primary
services that that kind of stuff.

Sure.
So Mojo evolved over the years.

We had some pretty big

what I call kind of quantum
leaps mojo in the in the early days

and 2011, ten, 11, 12 even we were
we were a project shop.

We were working month to month,
you know, trying to earn revenue

like the best you can from project,
you know, cash flow, if you will,

and just knew
there was a better way.

So the first big quantum leap
for us was to decide

to go inbound
and in obviously go HubSpot.

And, and that was,
that was a big moment for us

and that took us into the B2B
space,

which then over the following
many years,

probably up
to the time we talked in 15 or 16,

we made another kind of our second
big quantum leap,

which was to really go
all in on account based marketing,

which is, in my opinion,

the best strategy you can take
if you're dealing with B2B clients.

And that was another
big quantum leap for us

and that took us even further
and deeper and

and more upscale, if you will,
to that in the B2B world.

And so we were really
we got to be known for that.

And as a result, when we were
looking at the potential buyers

and we were very, very fortunate
to have many at the table

to settle on gravity
because they are the largest

excuse me, the most awarded
B2B agency in the world.

And I think there were totaled
400 awards last year alone.

So it's it's tremendous. And so

we knew they could take our account
based

marketing processes and clients
and we could apply that too much

to already installed clients,
which was a really nice fit for

for both of us, because our team
was completely bought in.

And when I say the first decision
was, is it good for mojo makers?

Was it good for their careers?
Can they advance? Can they grow?

Can they not just grow from where?

From a career perspective now

they can work anywhere in the world
and most likely walk

into a gravity global office,
which is which is tremendous.

It's really nice to be able to

to offer that to them and practice
the skill that we help develop

over time, which is in the account
based marketing strategy space.

That that's awesome.

Why were there so many bidders
for module Media Lab?

So was this a very like process
working with a broker

to go through the exit process,
or was it all in Mount?

What did that look like?

Yeah, this it was
we found a partner

that really specialized
in working in the agency space and

got to understand how Mojo was run

beyond just the digital space,
but how we were run as a business.

It was really important for Nicole
and I over the past

many, many years

to really teach financial literacy
to everybody in the business.

And we wanted them to understand
how we made money,

how we lost money,
how how the business ran right.

And so I say that because

we just we we were
in the digital marketing space.

We just happened to be there,
but we were all business owners.

We could take what we've learned

from running a business and apply
it almost any business.

So the agency was well run from a

business management perspective
and and everybody in the business

was very aligned to how to

produce the most

performance out of the business

from a profitability, from a top
line and bottom line perspective.

And they really like that.

They a lot of the buyers we talked
to just liked how well-run

the business was and how they could
potentially scale that.

And it was almost like intrinsic
value was it was value.

You really can't put a number on,
but there was value there beyond

the typical value
measures of the business to how

they could apply that to now
a much, much larger agency.

Yeah, I think

and I mean, just for listeners
to know, like I've had a chance to,

to see how you run the business

just through
working with with you guys.

Well you still had the agency

and your kind of obsession
with data

and with like
just having transparency around

is this like is there a dashboard
that shows me, you know, where

where are we from growth
perspective, where are we from?

A delivery package or an operations
perspective

is abnormal in the agency's face.

And I wish that every
one of our clients looked like

you had that same drive for, Hey,
I actually want to know how

this is run. But that led to

and you kind of I mean,

you really chipped away
over the years to like,

how do we get a number four? That's
how do we quantify this?

How do we quantify this
and learn on what this what this?

And so like

and so that that's really cool
to hear you say.

Like,
there is a lot of sophistication

there that wasn't
just kind of wrapped up in your

I think the coolest part to me
about the whole story

and way that you in the career
in the firm is

it wasn't
just kind of data hoarding

so that you had numbers
but the transparency side

and teaching members of the team
how to think about and understand

what running a healthy business
looks like.

You really nailed it
at the end there.

And that is the teaching part.

And data is one thing
we we just couldn't get our hands

on enough measurables or data, but
that really wasn't the end goal.

The end goal was to provide
the insights

that the data was telling us right.

And hence the teaching part and,

you know, the insights,
not so much for our clients.

I think too many agency owners

build their agency
for their clients

and they don't build

the agency for themselves
to get the data for themselves,

how to run their agency first,
then to make good client decisions.

So we just try to collect
all that information.

We weren't the best at it.

We just try to learn day to day
and make the best decisions

we could based on the information,
but mostly how to inspire

and empower all the mojo makers
with the information.

Teach them how to get insights
from this information

so they can make the best decisions
for themselves.

Because if you're working in the

in the B2B, particularly space,
but any space, really B2B space

and you whether you're a front
end programmer

or a content creator or visual
designer, whatever you do,

if you know how a business is run,
if you're taught how the business

is being managed,

then you're going to be
a better resource for your clients.

Well, we would say

all the time is we are an expense
on our clients PNL Right.

So first of all, we had to explain

what a PNL was,
a profit loss statement.

We have to explain
what an expense is

and we had to explain
what a variable expense is.

We had to drill down into

what SGMD is and what sales
and marketing expenses are on a

when they got to understand that
how our business ran, how well we

we tried to explain how it ran and
let them make their own decisions.

I was result it put more value

on the the the quality we needed
to deliver for our clients.

So we stayed an expense
there and and be able to just speak

business, talk first and then talk
digital marketing talk second.

Right.

So we're already getting into
one of the key things

that allowed you to achieve your
goal ahead of schedule and

above budget.

Above, above, above target is a
budget is normally not a good word,

but in this case
it generates a billion.

But so that, you know, mode
was not the only business

that you and Nicole have run.

You've

you know, we've talked
a little bit in the past,

so that's another ventures
and cool stuff

that you've been anti
panache preneur for a long time

but what else happened like

paint a picture for us of
if you had to take

these last ten years
from you making that commitment

to actually realizing that
that dream other than the data side

and and training the team like
what are the other check points

that you guys it to have a really
valuable salable asset. Sure

number one I think

it has I mean everybody
kind of purchased

if only I'm
just going to share my opinion but

it the agency can't be run with you
the owner.

I think it's really important
to figure out

how to remove yourself
from the agency.

And I followed my own process
that I kind of created.

But it's it's you know,
we hear all the time

and I hear talk about
you really as an agency owner.

I'm talking about owners here.

You really have to work more on
your business and in your business.

And I see a lot of head shaking and
saying, yeah, I need to do that.

But it's really never been define
what that really means.

And and to me, working in
your business is is the areas

as such subject matter experts
to deliver the work to the client

and I worked very hard
at not getting

pulled into the semi world

which is in the business
and it was really hard

even when we pivoted to

that that second quantum leap
into account based marketing,

it was it's hard for me
not to get up

to be obsessed about something
and not go super deep in it.

But I, I just train myself to

how do I leverage this
and work on the business?

How do I create a strategy,

a business strategy,
not a client strategy?

How do I create a business strategy

around this account
based marketing concept?

And then how to like,
create processes?

Of course,

helping you guys help tremendously
with that, to make that strategy

implementable, you know,
operational within the business.

And and that just kind of
got to be a habit

where I spend probably

0% of my time in the business
and 80% of my time on the business.

And and over time, because I knew
this deadline is looming

nine years, a year, seven years,
six years down, the road, that's

I had to slowly
even take a step further,

working

more strategically on the business
and that then later that

led to working more on the vision.

And to me, vision is is like sound.

It's it's indescribable.

We have to create our own vision,
and that is through our core

values,
our mission and our purpose.

So we worked a lot on the culture,
the business,

and how to communicate that culture
internally and externally.

And, you know, it's exciting to

present Mojo in a
in a presentation.

And for 30 minutes and not even say
what we do, but why we do it.

And that that became

pretty exciting because we even had

people were pitching

apply to work at Mojo
because they just loved the vision,

they love what we were doing,
and that was pretty special.

And, and in over time

I added another aspect
to that ratio to not just work,

get out of working
in your business, work

more on your business,
but and most importantly,

work out of your business.

And and for me,
working out of the business was me

slowly working on my what's next.

So, you know, if you ever

plan to sell your business
or if you ever sell your business,

you're going to get asked this
question and just be ready for.

And that is what's next?
What are you going to do next?

And so I set my what's next
the same day ten years ago.

Then I set the exit
and that was to to really work

on my concept, return on energy
and and be able to, you know,

share that with with other business
owners and key executives.

And and that was my driving force

to not get sucked into the world
when I'm working in it

motivated me to work on
and eventually getting to,

you know, the
as they say, the four hour workweek

where you're basically working 90%,
if you will, out of the business,

10% on the business
and 0% in the business.

And lastly,
I think it was probably more

challenging to work 4 hours a week
than there was 40 hours a week

because there's a
there's a psychological thing like,

do they need me?

I'm not I'm not I'm not giving
enough, I'm not available enough.

I'm am I taking advantage
of this situation?

Are they seeing.

So there's a lot of head and as you
slowly move through this process.

But what we discovered

is that as as this
process was happening,

it was only increasing the value
of the business and I'd like to say

that was intentional,

but it was kind of some unintended
positive consequences in that.

But that's basically how it worked.

That's the real

value because
so many follow up questions.

Let me ask a

one tied to

what you just said about
just kind of your own psychology.

Did you feel like

as you scaled your time down
and down and down in terms of time

that you're working on
or in the business

and you were working
more out of the business,

but knowing that you're running
towards this finish

line of selling the business,

how did you come that
the feeling that, hey,

like the business is fine,
we're okay if I work less and less,

but also I could be
an accelerant here

and we could increase
our valuation.

Every dollar that we generate
in top line revenue or or profit

at least is another six seven
we that we make when we go eggs

at this thing. So

how did you combat that feeling
or the

the desire to kind of optimize
the outcome.

It it was it was all consuming.

I mean, you know,
I think if there's one

we all have three resources.

We invest every day

and that's time, money and effort,
you know, and

we all had the same amount of time.

You know,

money is, I think, quite frankly,
irrelevant to a positive outcome,

whether you have it or you don't
or you

you need it
or you think you need it

or whatever the case may be, it's
it's really the effort.

And, you know, effort is,
you know, the drive, the ambition,

the obsession, the the relentless
pursuit, the persistence.

You know, that

that's that's the effort part
and the effort that went into this.

And to be clear,

it wasn't just ten years ago
wasn't to sell the agency.

It was for me to exit the agency.

And how that looked, I had no idea.

I just knew that

I didn't want to be running
an agency beyond this point

in time in my life.

And we I set the goal
initially because our youngest,

my son Preston,

graduate, it's in May of,
I guess this year in May.

And I really wanted to spend that

that that summer with him
before he goes to college.

So I was like,
if I can exit on May 13th,

that's around the time
he'll graduate. That's my birthday.

I'll spend three months
just hanging out with him

and just kind of really that

that was really kind of the silly
little motivation that I had it.

We can
we can set goals to our head,

but we really have to process goals
with our heart and we always try

to connect the head to the heart.

And again, just kind of a

a repetition thing
that we do is habit.

It's like, how can I create a goal
that touches my heart?

And so the exit was for that.

Honestly, that reason, it wasn't
anything grandiose than that.

And I knew that
I wanted to take our we

to the next level, return
our energy to the next level.

So, you know, the

the psychology behind it really was
how do I exit as an owner?

And I don't think I've ever said
this publicly before, but

I never for
from the have spotters out there

I never got an inbound
certification before

and it was really kind
of a conscious decision

to say that's going to pull me
in quote unquote in the business.

And I would kind of
obviously take it.

I think I could explain
inbound and Abby very, very well.

But I didn't want to take the

certification
because I knew that pulled me in.

I'd rather find the right people.

It was more of a fun on
how find the right people to do the

the how in order
to find the right people

in the world that we live
in, in the agency world.

You had to have an amazing
and have a great culture.

And anything we could bolt on

to have a great culture
was objective to to to do that.

And so, you know,
if you go to my LinkedIn,

you won't find any inbound
certifications

and all this other stuff
I didn't talk to,

I was
I was part of the advisory council.

I was kind of like

part of that process,
but it was more from a visionary

business
strategy perspective than it was

maybe
what it's typically designed for.

Yeah, I'm not necessarily
proud of that per say, but

it was part of the process to say,
I, I want to be, I want to exit

and I want to do it under my terms
and this is my what's next.

And so just kind of
a lot of micro decisions

every single day led up to that
ultimate goal.

Is a great illustration.

That's a really cool.

I feel like there's a lot of those

clichés or principles
or kind of tests

that who really cares
about the practical.

Like,
would it have mattered to you?

Hit your goal if you get certified.
Certainly, yeah.

I think of that as like,

what do I pick up in the morning
when I first wake up

and I grab my phone first
or I go to my Bible first.

That tells
me a lot about, you know,

where

where I am functionally,
right, right now.

Is it wrong
if I grab my phone first?

Like,

no, that does not make necessarily
wrong, but it's an indication

of where my heart
and where my head is at.

And so that's a cool
a really cool illustration.

Important.

I want to go to talk about stage
three,

like what comes next for you.

But last question before
we get there, because this one

I think is probably

maybe not top of mind, but probably
something that comes up anytime

we talk about exits and your
and your long vision for that.

Did you communicate that vision
to your team or when

when and how did you communicate
that vision to your team?

Yeah, when I when I moved to the

when I moved to

the the
where was I'm trying to remember

I call it the, the,
the early ratio.

So the ratio is
oh no it's out on end.

Right.

So the ratio was I started,

I kind of say a joke and started
at zero zero

130%, you know,
I mean like a lot of people are

and I just knew that wasn't
how I wanted to live my life.

And so I set an initial goal
just to have 33, 33, 33,

33% working out of my business
during the 40 hour workweek.

Because if you're trading your time
for money

and you're an agency owner,
you have a job.

Whether you kind of want to
leave it or not, you have a job.

And I didn't want to have a job.

And and I wanted to create jobs 100
to create opportunities

and for other people.

And I knew that wasn't

going to be the case
if I was sitting in their seat.

So when I moved to an 8020 zero,
when I moved to 80%

working out of the business
four days

a week out of the business
and 20% on the business,

which is a full day, by the way,
that's when it was

it was running well.

And I we stress test that over time
to leave for a period of time

and it started a week
and that was two weeks.

And I was like,
things are going well.

And the first time the stress test,

it was a week in Hawaii
and it was like

I came this close to flying home
halfway through it

because it was just
an absolute disaster.

And, and that was around
the 15, 14 timeframe, I believe.

And and so
it started really rocky. But

when everybody
saw me slowly making this progress

and I was very transparent

about this progress,
then they loved it because

it empowered them to make decisions
and they had a decision

making structure,
our values to to, to do that.

And so long as you're making

decisions around the core values,
then I don't care what happens.

You know, you would have

made the right decision

if you if it's not ultimately
a great outcome.

It's an opportunity to learn.
Let's talk about it.

But I never tried to tell people
what to do and that that included,

by the way, the leadership team,
not just me.

So, you know,

we try to empower our leadership
team to have to have people make

their own decisions. And

to do that, you have to be okay
with mediocrity.

People don't like when I say that,
but you have to be okay with that.

You have to be okay with

potentially
really screwing things up.

And but if people
are the right person, you know,

meaning
they're they have the core values

and they're living by your eye,
your vision that you set, then

almost celebrate that,

because I'd rather make

those mistakes early on
and then fix the processes

as a result, get more information
and to make better decisions

and insights from that data to then
keep plugging along. So

that's kind of the process.

But when I got to the 8020 zero,
it was it was

people were just like,
just go, just get out of here,

you know, we don't need you here.

And then I started
interject myself,

then I got sucked in it again
and that was the head trash of me

saying, Oh, they need me.

But it ultimately
got to the point where they did.

And so when we set this plan
in place

to be pretty much 100% out

just before COVID
and when COVID hit, then

I just felt the the need
to be more involved, obviously.

And and we navigated that
super well.

I'm so proud of the team,
how we how we navigated that.

And and as a result, then I

was able to put it in place
just after that.

Yeah, that's really over the year.

I think the point
about tolerating mediocrity

or, you know, some failures along
the way is

really hits home with me.

I found

it's easier for me.

I don't know why, but easier
for me to compartmentalize that in,

you know, coached high school
baseball for a long time

and totally
okay with losing some games

early in the season

to try to get the outcome
that we're shooting

for with the program
or to make a point here,

let somebody fail in a situation
because of kind of a bigger

picture outcome.

And that's easier for me.

I've done
some journaling around this, like

why is that easier for

us than in the business
where it's like,

Oh no, this one
client project is like,

we're two days late
and we need to solve this.

But right now

this is the biggest thing
and get so worked up about that.

But I do think there needs to be

a long term view

as part of that.

And that that's really well said.

One of the one of the things
that we followed was if you get

if you get sucked into that,
if you try to control the outcome

or you try to do the work yourself
or you don't give up control

or you feel like you have control
which you don't,

or you want to do the work
yourself, that's essentially called

a micromanager and and nobody wants
to be micromanaged, obviously.

So we looked at it
as micro mentorship

and and as a micro mentorship
perspective.

It's like,
how do I I'm a coach, right?

And in order to really mentor
somebody,

they have to understand
how to be a great mentee.

And not everybody.

I think most

people want to be mentored, but
they may not know how to be mentor.

So therefore part of the micro
mentorship process is to

help them understand that I'm
not here to do your job for you.

I'm here to coach you
and build your skill set

so you can be the expert to do this

particular role,
this particular role.

And so the micro mentorship
is it's easy to say,

but what's so difficult about

it is leadership and management
are technically very easy.

It's one to many, but
mentorship requires that resource

that we talked about time
and and that's what's so limited.

So mentorship is 1 to 1
and it's hard to mentor,

much less micro mentor
a team of 15 or 20 or 40 people.

But if you put the right

pieces in place, mentorship
becomes working on the business.

So how do you create more time
for people to work

more on the business
and less in the business

and working on your business,
not on your client's business?

And when we started to kind of

look at it
through a different lens, it

we started to

attract the right people who really
wanted to be in that environment.

And that was what was pretty cool.

Yeah, that's awesome.

So what's next?

The question, right?

The big question

that was cool is, you know, I
was able to at least check that box

for a long time ago.

And you know, when officially
published return on energy are

we powers
are why the book and finally Amazon

back in 2012 so you know

I knew that was going to be my
what's next I started jotting down

I have a chemistry background
so I'm a scientist by trade.

So I'm always experimenting
and and testing and retesting

and breaking and fixing
and the methodology.

We're channeling energy methodology

back in 2007
and then published the book in 12.

And when it when it came out,
I was like, that's my what's next?

I don't know when I don't know
how we're going to do this,

but that's what I want

ultimately my legacy
to be from a business perspective.

And, you know,
I'm really proud of it.

It's having published
the book 12 years

or ten years ago and 12
and and it just,

you know, going into the 13th year
or the 11th year, it's

I wouldn't
change a word in the book.

I mean, it's been it's I'm
really proud of it It's it's it's

it's content that's just blessed me
across the board

in so many different areas

and and so that's my what's next
I want to create

I want to take this
and I'm grateful that the business

I I'm not in this position
say five years ago

because five years ago
I would have wrote another book

out of gone out to Speak
and I would have did consulting.

I mean, that's what you do, right?

And it's like my, my,
what I value most is my freedom.

I thought it was financial freedom.

But what I discovered over time

with myself,
that's just more freedom.

And and and that's what I'm is done

the the the why behind
making all decisions moving forward

and therefore it's
not going to be around exclusively

those three things.

It's going to be around
creating digital products

through a learning management
system that we can, you know,

create and deliver.

And I, I am incredibly blessed
to get asked

a lot to kind of consult
and work with people one on one.

And in that
that's just not enough time.

So by creating these online
products, people can take them

and then we can touch
so many more different lives.

And ultimately it's
to energize entrepreneurs,

to ultimately grow their business,
to live a life they love to.

And that's
what's pretty special about it,

because the technology
is really caught up to being able

to deliver the product
in a digital form.

Yeah,

let's
tell people about the workshops

because I think you just ran

one of the first workshops
that you've done around it,

but walk through
what that looks like.

Sure.

So we launched the first set
of workshops last week.

Actually the week of

of February 21st and 22nd

and to to a founding member group.

And it was
I was just really pleased and I'm

I'm my biggest critic so
but I was really pleased

with how it turned out.

There's just a lot of work
that went into it.

I decided to take six months off
after my last year

and to fulfill my goal to spend
time with Preston and whatnot.

But in my family in general, but
in the goal and things like that.

But I needed that time
to just kind of reset and plan

and then hit it really hard
and in November, December.

But I'm really pleased
with how it turned out.

I was in a good state
of to create it.

So the objective is to really help
business owners and key

executives through the process
so that I

and we as a leadership
team went through.

And that is to really come up
with a healthy Louie ratio

using return on energy.

And that is again the ratio of
working out on or in your business.

And that's step one,
which we call the Are We workshop

with an entrepreneur breakthrough,
if you will.

And then that is a
is a prerequisite, if you will,

to what we're building now,
which is the are we masterclass.

That's awesome.

If folks want to check it out,
what's the wish we send?

Yeah.

So if you know for

you know the agency world's
my people so I just love

I love your this this audience
and but send me a personal email

send it to Mike at

return on energy ecom
and I'll I'll make sure you get

a discount code or something

to an upcoming workshop
which is the next one is on

March 24th, I believe. Awesome.

And it's a live online workshop.

When we're sure
we've got that in the show notes

of Aw man, I could ask you so,
so many more questions.

If a few folks who've written books

or some other people to talk to you
because you've had that,

you know, you've fought
through all this stuff

hundreds of times before.

And so the ability to then
articulate and communicate it

is super, super helpful.

So I appreciate

you want to come come back
on, share your story again.

Congratulations again on the
on the exit and on the transition.

And on stage three,

I'm excited to see and follow
your journey as you keep moving.

But but thanks for joining us
today.

Let's do it again in 2028
and see see what we're after.

It's been great great.

And you guys have been

an incredible resource
for us along the journey.

And you see, you know,

couldn't have done a lot of this
without you and your team.

So that very grateful
for that as well.

Yeah, that's awesome. Cool.

All right. Thanks, Mike.
Appreciate it.

Appreciate you.