I usually send out the first newsletter on Tuesday, but life got in the way. My apologies for the late send.
Here's why I'm sharing this today: On Monday, I met with one of our founding community members. One of the benefits we offer founding members is a 20-minute bottleneck assessment. You share a revenue challenge and get a recommendation on what type of digital employee can help.
During his assessment, something shifted.
I suffer from the same issue.
Every day we wake up with great intentions to be better than we were yesterday. But often we waste time doing things that ’t move us forward.
That's what happened to this founding member. He attended a workshop, joined the newsletter, and had all these ideas about building Digital Employees.
But that created a new problem: which one do I work on first? He didn't make progress because he was stuck on what to do.
You can probably relate to what he was experiencing.
Most people approach Digital Employees backward. They see AI tools and think, "I should need to get this software tool or that one to begin," or "I should work on proposals," or "I should create others for email or operations."
They jump to the tool before asking one question: Which of these things is a revenue bottleneck?
During the assessment, I asked him: What's your revenue goal you want to reach in 12 months?
He said: Mid-six figures. “I want to secure 3 to 5 customers at $100,000 per account. He's establishing himself in his space, and these initial accounts are the beginning of his journey.
So we reverse-engineered his target outcome by doing this:
If he needs 3 to 5 customers at $100K each, and his close rate is 10%, he needs 30 to 50 qualified opportunities over a year. That's 3 to 4 new opportunities per month.
Without those opportunities, nothing else can improve.
He can't nurture what he doesn't have.
He can't propose accounts he hasn't found.
He can't close deals that don't exist.
The entire business grinds to a halt without consistent opportunities.
So the first thing he needs isn't CRM software or a logo. It's not a proposal builder. It's not a scheduler. It's an opportunity finder. A process that searches, finds, and scores accounts so he can nurture them to a proposal submission.
That ONE habit, finding 3 to 4 qualified opportunities every single month, is the foundation. Everything else depends on it. Without it, no other habits matter.
Once we identified that, his path became clear.
Now, here's where Nick Saban's words changed how I think about this.
I watch a lot of his speeches. He's one of the greatest college football coaches of all time, and he harps on one thing relentlessly: the process, not the outcome. He asks his players questions like: Did you do it the right way? Did you play hard? Did you give maximum effort? Did you dominate your opponent?
Notice what he doesn't ask: Did you win?
Because if you answer yes to those process questions, the win is inevitable.
A Digital Employee is not about outsourcing work. It's about enforcing the process that makes your results inevitable.
It's not "did you close the deal?" It's "Did you do the process the right way?" Which means: Did you do the job of finding opportunities? Did you review them? Did you score them? Did you nurture them? Did you do more than your competition?
If you answer yes to those, the revenue is inevitable. Avoid the process, and your results will show it.
When I walked through this with him and asked those hard questions, something clicked.
He saw what habits were missing.
He saw what he needed to give effort to.
He saw the things he hadn't committed to.
And here's the power of asking those process questions: You can't lie to yourself about the work you need to do.
Did you find your opportunities? No. There's your habit.
Did you score them? No. There's your effort.
Did you nurture them? No. There's where you're missing.
A Digital Employee makes you answer these questions every single week. No excuses. No luck. No "I'll get to it tomorrow." Just the process.
And when you enforce the process and commit to doing it the right way, the results become inevitable.
That's not AI thinking for you. That's using AI for accountability.
His first Digital Employee will enforce that weekly rhythm. It will keep him doing the work. Consistently. Without exception. Every single week, he'll face those Saban questions and know exactly where he stands.
I want to challenge you to decide what matters by doing a five-day challenge.
Stop guessing. Stop making excuses. Ask yourself the hard questions: What's your real revenue goal? What habits would make that inevitable? Which one matters first?
You can start that challenge today. I'm providing a video that demonstrates how to build a Digital Employee, along with a link to the Digital Employee Builder, where you can work through this process yourself.
This isn't about learning. This isn't about theory. It's about clarity. It's about seeing exactly what you're missing and committing to the one process that unlocks everything else.
Because here's what I know: When you ask yourself the right questions, you can't hide from the truth anymore. You see the habits. You see the effort. You see what matters.
And once you see it, you can't unsee it.
Take the five-day challenge. Build your first Digital Employee. Enforce your process. Make your results inevitable.
Marvin