BẢN CHÉP ÂM THANH 🔗
Dan Sanchez: Let's face it, every single marketing team has AI now. We all have the tools, we're all using it, our teams are using it. Yet, even though we're growing in our productivity, we're not always growing revenue. We're certainly not growing the bottom line with all these AI tools often. And today I want to talk about one of the reasons why we're not scaling as big and as fast as we would have hoped, or as much as the AI companies have promised us, right? Even though you might have the capacity to turn your team of three into a team of thirty with AI agents, it's not always the reality. There is a major upgrade you need to have on your team in order for them to actually start thinking like owners so that they can scale their own little operations in order for your team of three to hit like a team of thirty or even fifty. It's becoming possible, but it's gonna have to change some of us on the inside first. today I want to bring back an old book, an actual favorite, one of probably one of the best business books ever written. And how, even though it was written for entrepreneurs, it's becoming a massive deal for just individual marketing contributors and the marketing leaders that lead them. So welcome back to the AI Driven Marketer. I'm Dan Sanchez, my friends call me Danchez, and more increasing the increasing focus of the show is going to be helping marketing leaders get more out of their team in order to help lead them into this new age of AI so that they could turn their small teams into large teams with time and diligence and practice, honing the soft skills as well as the hard skills of AI in order to get more done. So that we actually grow revenue and not just spin our wheels doing busy work for busy work's sake. Cause I'm sure you've all felt it. We're all spending more time in AI, let yet actually not moving the needle as much as we thought. So today I want to talk about a book. And maybe you've read this book. It's called The E-Myth by Michael Gerber. One of my favorite business books. and while this isn't a marketing specific book, I feel like every single marketer, especially now, especially now in this age age of AI, we need to read this book. Because the problems entrepreneurs have been running into for a long time is partly some of the problems we're running into with any. knowledge worker, but especially marketers, as we become more and more capable with our AI agents. So first let me give you a summary of this book. If you haven't read it before, or if it's been quite a while since you've read it, there's some things you need to know about this. And then I'm going to translate it into why this is one of the most important things you need to be considering in 2026, going into 2027, in order to help your team multiply their not just their outputs, but their true effectiveness. So Let's dive into it. Now, Michael Gerber is a masterful writer, and a lot of this book takes place around a story. The E in EMyth is actually about the entrepreneur myth, not like E as an email or the internet. It actually has to do with the entrepreneur myth. And the big myth in the book is if you're a technician or somebody who is specialized in the craft, maybe like a baker, which is a story they give in the book, doesn't necessarily mean that you're going to be able to start a successful baking business, even if you're Baking creations, your cakes or your pies are masterclasses of like what the craft is supposed to behold. Because there's more to business than just providing the craft that the business provides, whether you're selling shoes and how good you are at making shoes or having a service-based business like maybe a marketing consultant. There are two other major factors that get ignored. And until you address those factors or other hats that you have to wear as an entrepreneur. Your business is going to struggle. He starts off with the business about a baker baking pies who was great at baking pies and saw success, but got overwhelmed. And then she started drowning in the worst job she ever had. She became an entrepreneur to have freedom, but ended up in a job that was thankless, paid her under what she made before, and spent way more time working and grueling at all the things until she hired an administrative assistant who was great and helped her get off the floor. But when that when that assistant left. who knew everything, she was back down into the grind. And finding a replacement was so hard because that sist assistant became such a dependable part of her business. there's other stories in it, but essentially that's what happens. And Michael Gerber kind of steps in as the sage in the story to help her think through what she was missing. And the details that he ends up laying out in the book is around the three hats that every entrepreneur has to wear. Of course, we have the technician hat, just like she was good at making pies. we are all technicians in our marketing craft, whether you're it's leadership or running Facebook ads or SEO or whatever it might be. There's a craft that you specialize in. Maybe you're just a marketing journalist and you're good at just doing general marketing. There is a craft. Now, for entrepreneurs, they've had to wrestle with the two other hats often, and that is the manager hat, the hat that says, Hey, we need to operationalize this. We need to come up with standard operating procedures, we need to make sure that we're consistently doing the thing the right way in order to consistently have the right value for our customers. The book goes at lengths to describe you might even provide three good experiences as a business. And he uses a story of a barber shop that he came into where he had the wonderful treatment. I won't get into like what it was, but it was it was an best haircut he ever had. And the way the experience and the the whole thing was just wonderful. And then he went in another time And it was still great, but just different. And
Load full transcript
it kind of threw him off because he went in hoping for that first experience and got a totally different experience. Even though it was good, it was kind of like, huh. Then he came in for a third time and had a different experience still. And his expectations were just shattered, even though all three were good experiences. Consistency is the name of the game for managers and trying to operationalize systems becomes a very important part for any entrepreneur. And of course, that's the scaling part of entrepreneur. Once you have that product market fit, the manager hat and the system start to become critical so that you can provide the quality experience over and over again. So that when customers refer you, they can expect that their friend is going to get the same treatment they had. So when they talk about it and the friend goes, they know what to expect because the friend has already told them what to expect from the company. That's why being a manager is so important. But then there's the third hat that all entrepreneurs have to wear, and that is the entrepreneur. Hat, the visionary, the one who dreams up new ways of adding value, the one who dreams up innovative ways of cutting costs and delivering value and making the whole experience more for the customer. The manager is usually opposed to that because it has to create new systems of management to support the entrepreneur. It's why we all have people we work with that are a little bit more entrepreneurial and it's sometimes bugging, you know, the people that are a little bit more logistical or manager hat operated, right? Those people are coming up with new ways of doing things. Maybe you're used to working for a CEO who's totally that entrepreneur and coming up with new ways to do things. That's a good thing. But a good entrepreneur has to wear all three hats. They have to be the technician, they have to be the manager, they have to be the entrepreneur and balance all three in order to drive the business forward. And that is the main premise of the emyth. He goes into length about why. McDonald's became the first one to do this the the best because they operationalized a great system and then spread that system consistently with innovation around the world. And he's saying that everybody, every business should seek to become like McDonald's, maybe not selling low quality hamburgers, but essentially finding a product, operationalizing it, and turning it into something that could become a franchise. If you want to not that you have to franchise, but could become a franchise because it's so systematic and is documented, the point where you can hire a entry-level employee, give them the book on how to create and the the burger consistently and they can are off and running. That is the goal of every entrepreneur, according to Michael Gerber. It's a great book, highly recommend reading. So let's talk about why this is relevant for marketing, because we don't necessarily need a team of entrepreneurs starting their own businesses. But I would make a case that because they are now essentially managers, every single individual contributor is now a manager because they can have a team of agents doing all kinds of things. They have all this extra capacity. And the best way to take charge of all that extra capacity is to actually approach it like an entrepreneur, at least the way that Michael Gerber describes it. They need to start acting not just with their technician hat, but with their manager hat. Taking what they do and the craft that they have and operationalizing it. A lot of people have gifts inside of them. Your team has wonderful ways of doing things that they don't even fully realize can be broken down into small steps. That's part of the manager hat that you need to show them how to wear in order to do it. And I'll give you some tips on how to do that well in a minute. but that's a major hat that they need to wear in order to actually make the most of all those agents. Because you can't just assign an agent an objective. You need to give them the playbook, the the SOP, the standard operating procedure of how you need to get it done. And your team has all those in their heads. That's why you hired them because they were specialists in the thing. And we could take it and operationalize it and turn it into something that they can do with their agents. Now, one big fear, of course, is like, well, if I operationalize my internal expertise, then you don't need me anymore and you're gonna fire me and just run with my agents. Not true. And you don't want to do that. Why? Because there's this other hack called entrepreneur that becomes more important than ever. And I think this becomes the thing that keeps humans employed because we have this unique ability not just to main build and maintain systems, but to come up with new and innovative ways of doing it. Again, to add value, to cut costs, and to bring new things to bear, not just for the business, but for your department, new ways of doing things. in Facebook ads or SEO or content marketing or social media marketing or media media buying or whatever it is that they're doing, there's always going to be change and new ways of operationalizing to do it. They need to be entrepreneurs or maybe an intrapreneur is a better word, in their own right. Because again, they have all this capacity and if they don't dream up new ways of leveraging these agents and this new way of approaching their work, then we're going to be leaving a lot of extra capacity on the table. And we don't want to do that. We really want to get the most out of what we have right now. So that's why it's important for them to straddle all or wear all three of these hats. The entrepreneur hat or entrepreneur if you'd like, the manager hat and of course their technician hat. The thing that they specialize or maybe even generalize in within your marketing department. And you as a marketing leader, it's what you need to
be thinking about. You need to be wearing all three of these hats. And you need to be teaching your team how to wear all three of these hats, how to like take off their technician hat and put on their manager hat, how to Put on the entrepreneur hat for a minute and have some brainstorming and some creative ways of doing it. But let me talk a little bit about how you can encourage them to wear these hats. Because I honestly, I spent a good portion of my career wrestling with what this meant. So when it comes to the entrepreneur one, I think the key thing to teach your team is they need to be hungry learners. And even more so, we need to be learners that learn and then more importantly, unlearn so that we can relearn how to do our craft better, faster, or in a new way. Things are changing quickly with AI. So we actually need to become more aggressive learners. And there's different ways to learn. So I wouldn't like force pr one particular way on my team to learn, but it's gonna become important. If you don't become a learner and unlearner and relearner, you're going to get left behind. The path to promotion in the future and the path to having a successful business in the future is going to be made with learning. And if you don't learn, you won't have the new ideas in order to try and experiment as a tac as a as a technician in order to actually bring it to fruition. some rhyming words, not intended. So that's what I can say about the entrepreneur. They need to be learners and they need to try out the ideas and actually experiment with them in order to find new ways of doing things. And again, where they learn, whether it's from books or podcasts or webinars or blog posts, social co it does TikTok, it doesn't matter where it comes from, but they need to be actively learning. This needs to become a new standard and expectation on every single marketing team. I'm always amazed how many marketers never read another book after college. And not that books are the things I personally listen to a lot of audio books, even though I read a lot of paperbacks too. I do all of the above, but they need to pick a channel and learn consistently every week at least, in order to maintain that entrepreneur hat. Now, the manager hat is a little bit more to think through. And I actually found from this retired PG executive the process for building process. And it became the backbone of how I approach being a manager now. So let me share with you what he shared with me years and years ago in order to build better processes, which is like the chief skill of a manager other than You know, checking the numbers every week and making fine-tune adjustments. Sometimes you need to do overhauls of your process. So in order for a team to truly understand the processes they're already using, there's a four-step system. And the rhymes here are intentional so that you can remember them. And this is how, again, how the executive passed it to me, and it's been helpful ever since. You
need to do these four steps in order to build processes. You need to analyze, you need to optimize, standardize, and mecnize. And that can include people or AI agents. First, you have to analyze as an assess what the current process is. Some of it is internal processes you just go through every single time. You need to break it down into baby steps and analyze what are we currently doing here? After you analyze and document it, and the documentation doesn't have to be great. It could just be a bulleted list of like first they do this, then I do this, then I do this, just a bulleted list, maybe a numbered list if they have to go into particular order, right? That's as it that's it. Analyze it, break it down into the baby steps. Then you optimize. This is where the entrepreneur hat comes on. You have to dream up the new way of what could happen. What could what do we want to have happen here? What would optimal look like? What if we spared couldn't it spared no expense and we spent extravagantly? What if we had to cut back and had to really be super minimal and did free or very minimal budget? how could that approach a new innovation or a new way of doing things? once you dream up what the new way of doing things are, you have to standardize it. Hence analyze, optimize, standardize. You have to actually make it part of the process. If they're an individual contributor, it's just communicating that to the agent in order for the agent to understand it and either build a skill out of it or maybe just an MD file that it references each time it actually executes this small part of the task or the whole the whole chain of events that needs to happen. And then lastly mechanise what is the agent or the in in combination with the humans need to know in order to have this happen automatically. And this is where you might schedule things. This is where you might have trigger-based automations where every time someone fills out this lead form, all these things happen automatically. And that's where the mechanation comes or mechanize comes from. It's really just how can we automate this so that each step kicks is kicked off by a schedule or is triggered by some other thing that's happening somewhere. And those are the four steps. Again, analyze, standardize. Optimize and mechannize. Or sorry, optimize, standardize, mechanize those the last three. And that is the standard process you can use in order to help your team become good managers. Because the more systematic they make it, the more consistent you are at building an engine of a marketing team to create consistent results because that's what we want. We don't want one hit wonders. We don't want to be high one quarter down another quarter unless it's seasonal. We want to be able to produce consistent results. results. And we do that by operationalizing the systems and then of course improving the engine, improving the systems to get slow and steady gains. And then sometimes, you know, it turns into big gains because you hit a critical point where everything unloads. Right. We all live for those moments where like all the stars align, right? But it's going to be more likely when you have systems in order to make the most of all of it. Lastly, your teammates, a lot of teams, this is going to be difficult. This this is a lot of change. In fact, you're actually teaching them and telling them, if you tell them to send them this episode and say, hey, do this, you're asking a lot here. Like this is essentially saying, hey, I want you to change everything about how you approach this stuff. And I want you to continually change by learning and then changing how you do it. a lot of people hate change. That's probably why a lot of people don't like learning. They get or they find what works and then kind of go with that for a long time. So it's a big ask. And my recommendation to you is to add a lot of incentives for your team to start thinking and operating this way. I would make promotions contingent on this. I would make raises contingent on this. I would celebrate anytime somebody takes a step towards this. If they show that they're learning something, if they show that they're building systems for it, if they're building new agents to trigger and automate these new little things, you need to celebrate it, praise them publicly for all to hear. And of course, being very gracious and patient for those who are, I don't know, like more hesitant to adopt all this change quickly. We have to be patient and compassionate to them because again, change is hard. But we want to celebrate and reward those who do. Those will be the people that you want to promote. Those will be the people that are ready to take your job as you hopefully go up in the on the ladder in your company. So consider that. Consider that the emyth. was written for entrepreneurs in the nineties and is now becoming a fantastic playbook for all marketing leaders and their teams in the twenty twenties because of AI.