Loading...
Answers
MenuAre there any strategies or technique to make the most of a mastermind group?
Specifically a weekly conference group.
Answers
Here's a system a masterminded with Joel of Buffer (pun intended).
General rules: Break the session into 3 parts and set time limits. Stick to one mastermind group partner for each session. Take it in turns for each part of the session.
Prep: Have your achievements and challenges list ready before the meeting
1. Spend 10mins celebrating "achievements" from the previous week. Can be big achievements or small. doesn't matter as long as they're meaningful to you.
2. Spend 5 mins doing "reflections". These are your reflections on the challenges you had last week.
3. Challenges: 25mins. Express your "challenge" and let the other person lead you to a resolution through a series of guided questions as part of a discovery.
Note: It is imperative that your partner never gives you an answer but only asks guiding questions.
Joel's company uses this system amongst all his staff and the company just got valued at $60m. You can read about it on techcrunch or on his blog.
If you want more detail on how to run a successful MMG or want to hear the story of how he and I spent a year doing this every week for a whole year. You know where to find me. :)
Are you a participant or leading the group?
Who is in the group? People from within a specific company or people from different companies?
Over the years I've started a few mastermind groups (teleclass, Skype, or in person), have helped others start them, and have "taught" webinars about them, too.
Weekly groups, that happen at the same day/time seem to be the most helpful. Helps that each week another person is "the leader" -- not really a leader, but keeps the group going forward.
What I can offer you (for free) are articles 2, 3, 4 and 5 on this page.
http://www.marketingwithintegrity.com/?s=mastermind
Related Questions
-
Should I ask for equity when joining a startup? When/how? (And whom should I call via Clarity?)
If the team has aspirations to build a venture backeable business (i.e. Raise money for equity), then of course you should ask. Ask the CEO if he has a ESOP (Employee Stock Option Plan), and if it's part of the compensation package. You're allowed to ask. As for the right person on Clarity, pretty much anyone in this list https://clarity.fm/browse/raising-capital/venture-capital Tom seems to be fast to respond.DM
-
Is it OK not to have CTO co-founder?
In my last two start ups I have invested heavier into my team than i have in the past and it has paid off big. Hiring an expert in their position has proven to be one of my most successful and stress free action in business. I will add this to my best practices. If you want to learn more about what I've learned and some resources on where to look, schedule a call now while my rates are discounted for the next 24 hours.AF
-
What is the best way to start to monetize a mastermind meetup group?
This is my wheelhouse but unfortunately I am heads down putting the final touches on my MastermindTalks event. If this hasn't been answered in the next 2 or 3 weeks, I will come back in to reply... Good luck!JG
-
How does a bootstrapping startup organize an exceptional team with no budget?
This is a typical problem with any start-up, i.e. intention to trade everything for equity. I am assuming that you're trying to trade equity for cash. In that case I would suggest you to look out for individuals with diversified skills and competencies. The reason being, less the number of individuals less the amount of equity that would be required to trade. Second option could be to look out for agencies to whom you could outsource the business process. I am not at all ashamed to mention that my own company is one such agency. However, my only piece of advice to to try and add some retainership component to your model, apart from equity, as in a long term it's easier for people to lose motivation in absence of any capital gains. The reason being, people don't understand the value of equity in startup. Rather, the time it could take for that equity to turn into something big; it may not happen as well. That's why they say there's nothing called free lunch. In my more than a decade experience working with entrepreneurs and helping them bootstrap, I have learnt that the market out there is crowded with individuals with a lust to join startup as a equity holder. In a short term, they may speak all those rosy language that may sound like coming directly from the Horse's mouth. But, in a long term you realize not everything is hunky-dory. As far as finding a co-founder or a CTO or any other executive team member is concerned, ensure that you put down the roles and responsibilities attached with each title. Apart from above, ensure that you communicate your expectation lucidly and understand the values everyone is required to bring on the table. Usual people who could be a good fit for you, apart from any agency, are people who aren't big on title. Is there anything specific you're looking at? Please feel free to revert with more clarity to receive clarity. I am just a call away. All the best!!SB
-
What are some early symptoms of conflict between people working on a team together?
The number one would be shipping product (or anything really) out in front of a customer. If you can't work together to get something done fast, that is usually a huge indicator that somethings wrong. That usually means your values or mission aren't aligned.DM
the startups.com platform
Copyright © 2025 Startups.com. All rights reserved.