In this episode we discuss: what should the marketing tech stack look like in 2024. We are joined by Mark Farnell, Head of Marketing Operations at DeepL.

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We chat about the following with Mark Farnell:

• How is AI impacting marketing operations?
• Where to start with building a marketing tech stack.
• Why it's important to consider the complexity and scalability of current platforms.
• Regularly reviewing and optimising the marketing tech stack is crucial for success. Use the first year or two to understand if a tool is a long-term solution before committing to a multi-year contract.
• What value does Intent data platforms provide?
• Why sales enablement is crucial for getting the most value out of marketing automation tools.
• The build vs. buy decision based on your current situation and long-term plans.

• https://www.linkedin.com/in/markfarnell/

A senior marketing operations leader with more than 12 years experience in marketing technology and process. I build and scale the platform and insight needed to understand and grow predictable pipeline.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

6:42 Introduction and Background

17:36 The Impact of AI on Marketing Operations

18:01 Challenges of AI in Marketing Content

19:02 The Value of AI in Marketing

20:26 Building a Comprehensive Marketing Tech Stack

23:26 Vendor Management and Tech Stack Optimisation

24:29 Introduction and the Importance of Long-Term Tool Evaluation

25:44 Essential Tools for a Startup's Series A Toolkit

34:39 Challenges and Value of Intent Data Platforms

35:08 The Build vs. Buy Decision

37:14 Importance of Clean Data and Data Research Approaches

39:14 Key Takeaway: The Importance of Data

In this episode we discuss: Executive compensation and option grants. We are joined by Daniel Harris, Exec Compensation Partner.

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We chat about the following with Daniel Harris:

• What to consider when negotiating equity packages.
• What are the different equity schemes, such as sweet equity, and their implications?
• When to be aware of with tax implications and when to seek expert advice.
• Paying attention to strike prices and their impact on the value of equity.
• How to align incentives and interests between founders, management teams, and employees.
• Is it possible to ensure alignment between company strategy and compensation structure?

• www.linkedin.com/in/daniel-harris-a7333511
• www.pwc.com

I lead the Reward team in the Regions and have over 20 years’ experience of advising companies (both public and private/ private equity backed) and their remuneration committees on all aspects of executive compensation, including the design and implementation of tax efficient and commercially effective pay structures and management incentive plans in the UK and overseas.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

13:56 Introduction and Relevance of the Topic

02:43 Exploring Different Equity Schemes

24:33 Equity Structures in Different Stages of a Company's Lifecycle

26:47 Considerations for US Taxpayers in Negotiating Equity Packages

30:56 Key Elements of a Good Equity Package

34:13 Changes in Strike Prices and EMI Scheme in the UK

36:16 Balancing Performance-Based Vesting

39:45 The Benefits of Accelerated Vesting

41:00 Understanding the Differences in Equity Compensation Systems

41:57 Main Takeaways

In this episode we discuss: What leadership lessons we can learn from the military. We are joined by Ben Read, Founder & CEO of Redeployable, and Andy Wright, Consultant.

We chat about the following with Ben Read and Andy Wright:

• How can trust and delegation enhance command and control in leadership?
• What behaviours and actions are essential for building trust and psychological safety within a team?
• How do confidence, humility, and self-regulation impact leadership effectiveness in high-pressure environments?
• What role does continuous learning and development play in personal and professional growth for leaders?
• How can leaders use mistakes as opportunities for improvement while maintaining team trust and integrity?

References:

• https://www.linkedin.com/in/ben-read-7681b8161/

Biography:

Ben is the founder and CEO of redeployable, and has spent over 10 years in the military as part of the Royal electrical and mechanical engineering unit.

Andy Wright is the former regional VP for Salesforce, and also spent over 20 years in the military as a pilot.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

Summary:

00:00 Introduction and Background

18:56 Command and Control in the Military

20:23 Translating Military Values to the Business World

22:26 Building Trust and Psychological Safety

24:24 Psychological Safety and Leadership

29:21 Leadership Under Duress

30:02 Self-Regulation and Understanding Your Role

34:03 Training, Education, and Development

37:32 The Importance of Humility in Leadership

In this episode we discuss: How to hire for excellence. We are joined by James King, Author of 'Accelerating Excellence'.

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We chat about the following with James King:

• How can we align talent identification with individuals' strengths, interests, and values to maximise performance?
• How can cognitive tests and psychological profiling improve our ability to assess baseline skills and training potential?
• What role do simulations and role plays play in assessing candidates for specific roles effectively?
• How can focusing on concordant goals and real-life scenarios reduce bias and improve talent identification outcomes?
• What strategies can we implement to ensure a rigorous and comprehensive assessment process across multiple roles?

References:

• https://www.linkedin.com/in/acceleratingexcellence/
• https://jamesaking.com

Biography:

King is the bestselling author of 'Accelerating Excellence- The Principles that Drive Elite Performance’. James is a trusted advisor to elite military units, owners, leaders and superstar athletes (EPL, NFL, NBA, MLB and NHL).

Within business he has built, managed, led talent identification and development programs within derivatives trading that have generated billions of dollars in net profit.

James has presented case studies on his successes at the University of Oxford, Harvard University, Princeton and the Massachusetts Institute of Technology (MIT).

King is the host of 'The Accelerating Excellence' Podcast. Guests have included General Stanley McChrystal, Mark Shapiro and Sir Clive Woodward.

King holds a first-class degree in Applied Sports Science and an MSc in Performance Psychology, both from the University of Edinburgh.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

Summary:

00:00 Introduction and Overview

15:59 The Science of Excellence and Performance Sciences

16:48 The Importance of Talent Identification

18:33 Identifying the Parts that Matter for Excellence

20:37 The Concept of Concordant Goals

21:00 Assessing Baseline Abilities and Responsiveness to Training

22:59 Designing Simulations and Role Plays for Assessment

26:15 Making the Assessment Process Hard and Accurate

29:34 Tricks of the Trade in Talent Identification

30:00 Simulating Real-Life Scenarios for Evaluation

34:37 Implementing a Rigorous Assessment Process for Multiple Roles

38:02 Taking Ownership of the Talent Identification Process

39:47 Resources

42:34 Main takeaways

In this episode we discuss: How do you build trust across the organisation? We are joined by Nellie Wartoft, CEO, Founder of Tigerhall and Chair of the Executive Council for Leading Change.

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We chat about the following with Nellie Wartoft:

• Why trust is a crucial element in building successful organisations.
• How leaders can give trust before they can receive it.
• Why transparent and authentic communication is key to building trust.
• The importance of constant communication.
• Transparency around the pros and cons of change.
• Leaders need to adapt and change as their companies grow, understanding that what worked in the past may not work in the future.
• Why building trust and creating a psychologically safe environment are essential for effective communication and collaboration.
• What is the effect of Virtual backgrounds on trust?
• The importance of setting the right example. What is the right example?

• https://www.linkedin.com/in/nelliewartoft/
• https://tigerhall.com/

Nellie Wartoft, CEO and founder of Tigerhall since 2019, aims to overhaul how large enterprises approach driving change, transformation and knowledge sharing. With expertise from leading Sales & Marketing at Michael Page, she recognized the clash between traditional communication and modern content consumption, inspiring Tigerhall’s creation. Under her leadership, Tigerhall gained global recognition, attracting Fortune 500 firms and securing over $10 million in venture capital. Tigerhall operates in 32 countries and 12 markets, facilitating organisational engagement that drives buy-in and support for change and transformation initiatives.

Nellie’s entrepreneurial prowess earned her acclaim, including recognition on the 2021 Gen T list of Leaders of Tomorrow. Additionally, she’s a Swedish National Champion in skeet shooting and contributes to industry development on boards like the Swedish Chamber of Commerce Singapore. Driven by innovation and a global outlook, Nellie continues to lead Tigerhall in transformative change, solidifying her legacy as a visionary in technology and business.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

00:00 Introduction and Background

17:23 The Importance of Trust in Organisations

18:57 Giving Trust to Receive Trust

21:19 Transparent and Authentic Communication

25:50 Treating Bad News as an Education Opportunity

32:26 Two-Way Feedback Loops and Instant Communication

34:45 Communicating Even When There Are No Updates

36:19 Transparency in Change

38:30 The Impact of Virtual Backgrounds on Trust

39:46 Understanding Psychological Safety

In this episode we discuss: The Evolution of a COO: From Doing to Coaching. We are joined by Andrew Robb, Marketplace & Technology Executive, Board Member & Investor

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We chat about the following with Andrew Robb:

• What does it take to scale a company?
• How does the role of the COO evolve?
• What does it take to stay engaged and motivated in a role for a long time?
• Focus on what you can control and don't lose sleep over things outside of your control.
• Scaling culture requires clear goals, accountability, and a strong hiring process.
• Be thoughtful about culture, but don't overcomplicate it. It will naturally develop with the right people.

References:

• https://www.linkedin.com/in/andrewrobb/

Biography:

Andrew has 25 years’ experience as an executive in technology companies, notably Farfetch where he served as Chief Operating Officer for 10 years until 2020, prior to which he founded fashion ecommerce business Cocosa following time at eBay and in strategy consulting with Gemini in the 1990s. He is currently Chair of edtech business Twinkl and Non-Executive Director of 1stdibs in the US and Carwow and GetHarley in London. He also is a non-executive advisor to the Ministry of Justice. He holds an MBA from INSEAD and a BA Law from Oxford University.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

Summary:

16:00 Introduction and Background

18:48 The Three Stages of CEO Evolution

20:08 Transitioning to a Coaching Role

20:49 The Importance of Feedback and Results

23:15 The Power of Executive Coaching

29:11 Staying Engaged and Motivated in a Long-Term Role

30:36 Navigating Challenges and Low Points While Scaling

32:12 Scaling Culture: Clear Goals, Accountability, and Hiring

45:23 Patience and Personal Development for Long-Term Success

In this episode we discuss: What can companies do to become more inclusive, equitable and diverse? We are joined by Audrey ROOFEH, Founder & CEO Mariana Strategies-Tory Burch Foundation Fellow-DEIA lead

Love The Operations Room? Please support us by rating and reviewing it here.

We chat about the following with Audrey Roofeh:

• What are the crucial components for implementing effective DEI policies?
• Why investing in middle managers and equipping them with skills in emotional intelligence, conflict management, and building psychological safety is essential.
• What does the retention of diverse talent require?
• How leadership can become more comfortable and capable in discussing DEI topics.
• How to take action on DEI.

• https://www.linkedin.com/in/roofeh/
• www.marianastrategies.com
• youtube.com/@mariana_strategies/

Audrey Roofeh is the CEO of Mariana Strategies, a workplace culture consulting firm focused on creating safe and inclusive workplaces. We make it possible to have the important, difficult conversations that drive change.

In 2017 when #MeToo hit, Audrey quit her job managing a team of lawyers at a non-profit to start Mariana Strategies. From the beginning, her goal was to help organizations build and sustain workplaces where people feel valued, trusted, and able to be their authentic selves - without harassment, discrimination, or other all too prevalent workplace challenges.

Since then, Audrey and her team has worked with government agencies, non-profit clients, and private sector businesses in the US and beyond.

The best thing any client has said about Audrey is that she makes hard conversations easy to have.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

00:00 Introduction

19:22 The Importance of Policies and the 'Boring Stuff'

20:28 The Role of Leadership in Promoting DEI

25:35 Equipping Middle Managers for DEI Success

31:31 Measuring Progress and Taking Action to Subvert Biases

33:52 Creating an Inclusive Environment

39:11 Using Empathy to Address Inclusion Challenges

42:49 Resources

44:33 Taking Action on DEI

In this episode we discuss: When it is the right time to quit. We are joined by Eleena Broadfoot, Advisor and Executive Coach.

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We chat about the following with Eleena Broadfoot:

• What are the important factors to consider when deciding to leave a job.
• Adding value to the business and making a meaningful impact should be a priority.
• Leaving a job requires careful planning and consideration of personal and professional factors.
• Why is identity so closely tied to job titles?
• What is a good time to reassess your learning and value-add opportunities in a high-growth company?
• How to leave a positive legacy for the team.
• Be curious and open to new opportunities, and have conversations with recruiters and friends in different industries to explore potential career paths.

References:

• linkedin.com/in/eleena-broadfoot

Biography:

Most recently CFO at Beauty Pie, Eleena has over 20 years’ experience in senior finance roles at Virgin, Trainline & Funding Circle amongst others, working alongside leadership teams of both high-growth startups and global groups. Her experience of working with founders and their teams as a CFO and NED has provided her with some fantastic opportunities to reach beyond the traditional finance remit and enabled her to use her skills and knowledge to create value and deliver strategic insight to help drive growth.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

Summary:

00:00 Introduction

28:29 Welcoming Alina Broadfoot

29:50 Lessons Learned

32:26 Deciding When to Leave a Job

34:37 The Tipping Point: Leaving Virgin for Train Line

34:59 Navigating Job Titles and Social Expectations

37:33 The Right Time to Leave a VC-Backed Company

41:55 Leaving a Positive Legacy and Smooth Transition

42:47 Embracing Curiosity and Exploring New Opportunities