Brewdog Founder: The Untold Story Of One Britain’s Fastest Growing Companies: James Watt | E157

you've had a lot of controversy over the. last two years bullying lying unfair. dismissals all of this stuff what'd you. say to that i did i did push people too. far. how fast did brudog grow we have grown. on average 87 percent a year [ __ ] you. know everyone told us make your beer. cheaper change your name change your. packaging and we didn't listen to any of. that how can we get our name out there. with no money at all so we had to do. things that were intentionally. provocative and sometimes we can across. that edge as well. the best entrepreneurs have got to find.

a way to do things differently to how. other people are doing things we've got. two very simple tests that we apply to. everything that we do so the first test. is. this is the worst public health crisis. for a generation. i've only ever. been in tears once. in my job and i broke down in tears. addressing our team in march of. 2020. thinking that we're not going to be able. to pay you we're not going to be able to. keep you in a job. i think people don't realize like being.

a ceo is a very very lonely job at times. [Music]. that day. talk me through what it's like to be a. ceo when 300 people sign a letter making. these allegations about toxic workplace. culture unfair dismissals all of this. stuff. so without further ado. i'm stephen bartlett and this is the. diary of a ceo i hope nobody's listening. but if you are then please keep this to. yourself.

[Music]. james. what is the you've listened to this. podcast before so you know i have a. theme of where i start i'm like trying. to frame as a surprise that i'm going to. start with your childhood but. um first thank you for being here it's. um you know it's always lovely to hear. that people are um guests that we have. and also kind of understand the format. where i wanted to to start with you is. to take you right back because that for. me is always the context of of somebody.

so when you when you look back and when. i read back at your early years in that. small fishing community you grew up in. um was it garden stone yeah garden stone. up in the northeast of scotland when you. when you look back yourself at the. foundational shaping um pivotal events. of like those early years that are. responsible for who you became in your. life the first events that you look back. and go that's the first dot i can. connect what are those. i think there's i think there's a few so. grew up in a tiny fishing village. northeast of scotland my dad was a.

fisherman my mum was a school teacher. and being a fisherman is tough and i. just remember like the kind of hard work. ethic instilled from my grandparent who. was a grandfather who was also fisherman. my dad who was a fisherman so kind of. really hard working really honest kind. of salt of the earth type character but. then he was always away and i'd be at. home with my mom and my relationship. with my mum was was never that good and. i think i struggled a lot when i was. when i was a kid. um i had quite a severe speech. impediment when i was when i was growing. up and and this is something i haven't.

spoken about before so. um so that kind of always made me a. little bit of an outsider a little bit. of a loner. always felt a bit socially awkward as i. grew up and became a bit older i had. quite severe acne so again outsider. loner socially awkward and i think it's. a trait that a lot of entrepreneurs have. in common they're a bit socially awkward. and i think if you're less likely to. read social cues then you're less likely. to do the same thing as everyone else. which in business is amazing. um and also a bit of a inadequacy.

complex when i was a kid as well so kind. of mum's standards were quite high so. whatever i did wasn't good enough 98 in. the test why wasn't a hundred when uh. someone competition why did i win it. with an even better times like any. achievement wasn't quite good enough so. we're going up a bit of a loner bit of. an outsider a bit of a kind of. inadequacy complex as well which i think. from a business perspective those things. combined are good but. made it kind of quite tough for me at. certain stages of my childhood on that. point of i can relate a lot a lot to a.

lot of that um. especially the the i the thought of. feeling a bit like an outsider feeling. somewhat different were you bullied in. school. a little bit i mean the speech. impediment was something that all the. kids love to make make fun of and then. the kind of acne that i had that was. quite severe in high school was. something that like has made fun of as. well which just kind of makes you feel. even more like an outsider when you're. growing up i guess speech impediment. yeah when i was like four five six seven. eight there was like certain words and. certain letters that i just couldn't say. and i kind of worked really hard with a. speech therapist and got there but for a. few years it was a lot of words i.

couldn't say and because of that i just. wouldn't speak to people because i was. scared to let them see that i had a. speech impediment so very quiet very. insular like spending time by myself and. that kind of shaped a lot of my early. childhood i would say when you said that. you think entrepreneurs have that trait. in common where they somewhat feel like. outsiders. why do you think that's a common trait. in entrepreneurs. for me the best entrepreneurs they've. got to see things differently they've. got to find a way to do things. differently to how other people are. doing things so if you go and do the. same as everyone else you're just going. to get the same outcome as everyone else.

and if you start off a business that way. you're just going to get lost in the mix. and i think 90 percent of small. businesses fail within the first two. years so. i think outsized returns or doing. something amazing with the business only. comes when you bet in some way against. the conventional wisdom and if you're. not tied to the conventional wisdom or. tied to social cues i think you're more. likely to see that and there's a quote. that i love which is if 99 people think. you are wrong you're either massively. mistaken or about to make history so. it's just that.

maybe not caring too much what people. think and finding your own way to do. things and finding your own way to come. out of business an opportunity or a. problem and i think if you're a bit of. an outsider it maybe helps with that. you mentioned your mum as well. yeah i mean my relationship with my mum. was was always quite tough so nothing. nothing was ever good enough for. her mum when i was a kid and had a few. issues later and i haven't spoke to my. mum for over 20 years now really yeah. since you were.

in your teens yeah in 1920s when i. stopped speaking to mum did you ever. because sometimes when i think about you. know my own parents. i with with age i've built a bit of um i. guess empathy towards why they are the. way they are. you know and you kind of when you grow a. little bit older you understand the. world a bit better in psychology but you. go well maybe that's why they were the. way they are have you thought about that. with your mother yeah i definitely have. thought about it and uh. it's something i continue to think about. there was just a lot of kind of.

challenging things when i was a kid and. when i was in my teens that i think it. made it difficult for us to have a. relationship and for me it's. it's easier just not to not have contact. with her which. which is tough but i've got a fantastic. relationship with my dad and my rest of. the family and it's been that way for a. long time now did that have an impact on. you that that sort of really tough. feedback that you could you were never. enough for that your work was never. enough. possibly but i think it just. i think it gives you a bit of a. inadequacy inferiority complex which i.

think has kind of been with me for it. for a long time. and there's ways to to numb it so can. numb it can numb that voice in my head. that's like. never been good enough not good enough. can numb it with a business achievement. with like doing a thing with a book. launch that goes well so you get that. almost temporary escape from that. feeling. by doing something that can be measured. objectively like succeeding in business. use the word temporary though.

it's always there and i think a chip in. your shoulder in terms of like. motivation is. is quite a powerful thing to have. but it's that kind of saying it's like. everywhere you go there you are it's. kind of always always there at a certain. extent your dad. he he sounds like he was a very um. hard-working. individual he he was indeed i mean still. to this day he's in his late 60s he's a. lobster fisherman which is a kind of. tough intense i've seen the. early job every single day regardless of.

the weather in the north atlantic he's. like pretty much out in his lobster. fishing boat so. yeah very focused on work and that work. ethic. that. determination i think a bitcoin. resilience as well so i spent actually. six years with my dad on the north. atlantic before i set up the business so. i studied law and economics at. university i got a job in a legal office. i quit after two weeks so i sat there in. a cheap suit doing glorified admin and i. was like this is just not how i want to. spend my life i don't want to stay in.

this office and i saw myself like being. maybe 40 50 years in the future kind of. retired and sitting in that same office. in a suit and stuff i was like this is. just not for me so i spent four years. studying to do a job for two weeks i. quit and did something completely. opposite so i got a job in the fishing. boat and when i was doing that i went to. nautical college part time i became a. first mate i became a qualified captain. and i kind of cut my teeth in the high. seas in the north atlantic and i think. it taught me so much about. resilience about teamwork about. adversity what did you what did you what.

did you learn then sort of it. practically inactionably what did you. learn from was it five years roughly you. spent on that boat yeah so you come out. of university you try it out as a lawyer. you're working in laws for for two weeks. yeah then you go and join your dad yeah. and eventually you work you up to being. captain. on that boat yeah and you're on a. trawler in the north atlantic yeah which. is. a stupid thing to do if you're me and. you're as big of a coward as i am going. out on those seas i've seen the. documentaries is it like the. documentaries yeah it's very much like.

those documentaries some of those were. made in my homeport up in scotland and i. know some of the people that were on. some of those boats so i mean very much. like that the north atlantic in january. and february is a. pretty scary place what did you learn. from doing that. about life in people. i think the main lesson that i learned. is. and it's when i've applied to the. business as well you only really see. what someone's made of when things are. difficult. it's only when. things are going wrong it's maybe a. first-hand storm you're trying to get.

the net back in the boat it's dangerous. it's early it's two o'clock in the. morning and everyone's been up for 24. hours it's at those times that you. really see what someone's made of and i. think that's something you can take to. business as well. when everything's going well it's easy. for everyone in your team to look like a. superstar it's only when things are. really really difficult that you see who. can you depend on and i've almost got. this test that i use when i'm building. my management team and we've got an. amazing management team at the moment. but the test is would i want to be in. the deck of a north atlantic fishing. boat at two in the morning in a storm.

with everything going wrong with this. person by my side and if the answer is. yes. it's usually kind of bodes well for how. we work together and how we look to. build build the business together and on. in that example of what i want to be on. this on the deck with them at 2am in the. morning when everything's going wrong. what other character traits which would. make someone in that situation a good. person to be with on that deck. yeah there's something called the. stockdale paradox that i think is is. really important and kind of ties into. this so james stockdale was.

an american naval captain who was no. prisoner of war camp for six years. and uh it's actually in the book good to. see by jim collins which is a fantastic. business book. and he's got a philosophy which is. you've got to confront the brutal facts. of your current reality without ever. losing faith that you're going to. prevail in the end and i think it's just. such an important lesson for life and. business you've got to believe that. you're going to get there in the end but. that belief can't blind you from. tackling the most difficult things about. your current reality head-on. with resolve with optimism but you've.

got to kind of hold that paradox in your. in your hand we're going to get there. we're going to achieve this thing but. we've got these huge challenges at the. moment let's lean into those challenges. and i often start my business meetings. with my senior team in the very same way. okay let's put the agenda at the side. let's everyone write down a piece of. paper what's the three most difficult. things you're facing in this business at. the moment and let's discuss those. before we discuss anything else and why. is that important. because it means you face into the. problems and the challenges and i think. it's so easy for a business especially a.

business like ours we've always got so. many exciting projects at the moment. we're opening a fantastic location on. the strip in las vegas we're opening. um 20 plus locations in india we've got. a fantastic location opening in waterloo. station so it's so easy to get caught up. in the excitement of those things. and everyone wants to speak about the. exciting things but you've got to. balance that with okay we've got these. challenges at the moment. and how we lean into those challenges. how we tackle those challenges. is what to a large extent it's going to. determine our destiny so we need to make. sure that's why else we're focused and. exciting things and what we want to.

achieve we're focusing on the really. tough things we're facing in a. day-to-day basis as well. interesting i might steal that. but i stole it as well. steal the thing. did i say that out loud. i thought i was thinking it um. yeah so i um. you're right because there's always kind. of an elephant in the room at companies. where many individuals in the room will. know that there's certain challenges and. issues especially in the leadership team. they'll have the clearest idea of what. those are but. sometimes they're quite uncomfortable to.

talk about right they are the things. that are least enjoyable to commit brain. time and power and resources too so. i guess that's a very smart way you you. spent you spent five years on this boat. yeah which was a really. great you know. brave thing to do in my in my estimation. your captain of the boat. yeah i spent a bit of time with captain. in the boat with my guys. why. why did you leave that that role. well i didn't i didn't quite leave it so. um. martin who's my best friend from from.

high school we go way back we're taking. mates yeah martin dickey we're flatmates. at university together we started making. beers at home. and so in martin's mom's garage we would. make beer and we started to get into. beer when we tasted an american beer. called sierra nevada pale ale we tasted. it it was like wow we love this so we. would dedicate our weekends to kind of. trying to recreate that in martin's. mum's garbage and in 2007. we'd always wanted to start a business. we decided to turn our hobby into a job. so we we got a 20 000 pound bank loan i. had 30 000 pounds of life savings and we.

decided to set up this business we set. up in a derelict dystopian industrial. unit in fraserburgh in a god forsaken. industrial estate and with no money so. it was. beg barter bootleg to kind of set this. facility up we had like old dairy tanks. our water tanks were plastic tanks from. a local garden center because with no. money to buy stainless steel tanks and. we set out in this slightly naive i. think you could call it mission to build. one of the world's best beer companies. with that with two humans and a dog no.

experience no capital no business plan. nothing but just a huge amount of. passion for a fantastic beer a huge. amount of disillusionment at the status. quo of the beer market which was. essentially just big mass market global. mega corporations who turned. beer i think that we love in a lowest. common denominator comedy commodity. product and we wanted to make fantastic. quality beers and opens open people's. eyes to this. diverse spectrum of flavor taste quality. that they never knew existed and take.

them on this beauty journey with us and. that's what we set out to do in 2007 but. the first the first few years were so so. tough what gave you the right to start a. beer company. nothing at all you can't make i can't. make beer. how did you go about educating yourself. and how to make beer. so martin studies how to make beer and. distilling at university so martin's. they're really kind of solid technical. background and he's always kind of taken. more of a lead in the beer side the. business and i've always kind of been. more in the kind of business side the. sales side the market inside the. expansion side of the business so yeah.

first couple of years it was me selling. beer at local farmers markets and. selling beer out of the boot my beat up. volkswagen golf but we couldn't afford. to pay ourselves so i moved back in with. my dad martin moved back in with his mum. i had to start working in the fishing. boat again part time just because. nobody wanted to buy our beer everyone. told us make sure bear cheaper make your. beer with less flavor make your beer. with less hops change your name change. your packaging. and we didn't listen to any of that i. mean we were determined to okay if we're. going to fail let's fail doing something.

that we love let's fail doing something. that we're insanely passionate about and. let's just keep going and see if we can. find. a way find our breakthrough to somehow. make that work and that breakthrough for. us came in 2008. and you you described. that period as being one of the toughest. of your life that first year. give me a a detailed flavor of the the. hardest is there a moment in that period. where you you account maybe your hardest. day. i think so yeah so. we did everything the two of us so it.

was just the two of us so we did the. accounts we did the sales we made the. beer we packaged the beer like the whole. thing and we filled bottles by hand so. fill by hand put on a cap by hand. putting a label by hand the tanks held. about three and a half thousand bottles. of beer so that took us kind of 20 hours. to do so we did that. and then. straight through the night the next day. i was kind of okay let's go and see if i. can sell some of this beer so i had a. few cases in the back of my car punk ipa. which is our flagship here today was. that was the beer that we were trying to. sell back then as well i visited six or.

seven different local establishments and. gave them my best sales pitch it's. handmade it's local it's full of flavor. everyone said no. the last person and didn't just say no. he tasted it and he just spat it back. into the pot. and just gave me the bottle back and. essentially told me to get out so i. remember just walking to the car and. just wondering okay what the hell am i. going to tell the bank we've got this. loan we can't pay the loan back we can't. pay the rent in the building. i've been up for almost 30 hours.

this is going nowhere like what can we. do to try and get this business to. survive and for me that was a that was a. very tough moment why didn't you quit. would have been easier i could have just. gone back to the boat could have been. captain back out on the sea lobsters all. that. there was no way we were going to quit. why we were we were going to die in a. ditch for this thing it's. we're just so passionate about it and. back to that inadequacy complex this. voice in your head you're not good. enough you can't do it if i quit that. voice wins couldn't let that voice win.

so we kept on going we kept on going and. i think any business story there's. a moment where you get a bit of luck. where you get a bit of good fortune so. for us that came in 2008 we sent some. viewers into a tesco beer competition so. this was at a time that we were selling. let's say. 10 cases a week at most. sent the beer to the tesco beer. competition kind of forgot about it and. got back to local farmers markets and. all those things a few weeks later i got. a phone call from tesco saying that we'd. finished first second third and fourth.

in this tesco beer competition so it's. like okay. so i went down to wait is that the same. day that the guy spat out same beard the. guy spat out first came first. came first the same there the same same. temperature. i think so. that's interesting. so i went down to went down to chessunt. which is where the tesco headquarters. were at the time and met the tesco team. and i sat there with my best poker face. on is they told me james your beers are. fantastic we want to put these four. beers into.

500 stores nationwide and we can sell 2. 000 cases a week. so i signed a contract to do that. without telling them anything at all. about the fact this was two guys and one. dog filling bottles by hand and there. was no way we could there's no way we. could make that order so we had four. months to figure out a way to do this so. got back sat down with martin it's like. okay we've got this opportunity but we. need a plan. and we decided okay we need a bottle. machine that's gonna cost us a hundred. thousand pounds we need tanks that's. gonna cost us fifty thousand pounds so. went to the bank which was bank of. scotland who we banked with at that time. and this was 2008 so this is when global.

economy is going into this huge tailspin. and we sat down and like okay let's. let's pitch this as hard as we possibly. can this is our chance so we told them. about the contract with tesco young up. and coming company but we need a hundred. thousand pounds for a bottling machine. 50 000 pounds for tanks and they just. laughed us out of the bank there's like. james martin you're not paying your loan. back. it's a tough time for bank and there's. like no way we can give you this money. here so undeterred what we did we went. to the bank that was across the the.

streets we got an appointment there with. hsbc and we said to the guys at hsbc our. bank bank of scotland have just offered. us an amazing finance deal in this. bottling line in this fermentation tanks. we've got this contract with tesco but. if you match this deal we're going to. shift all of our banking to you we're. going place as a company we'd love for. you to support us and they they gave us. the money so business plan year one and. two was make happy american beers and. tell lies to banks are they still are. they still your bank they are still our. bank to this very well. doing that um. i waited ten years until i told them.

until i told them the truth i thought. there's like a safe amount of time. they're not going to take the money back. uh we got we got the bottle machine in. we got the tanks in uh the first beers. came off the bottom line two weeks. before they were due to go into tesco. and we got the beers in the tesco they. sold okay. year one year two they sold a bit better. and we were able to kind of start. building our business from there that. gave us a foothold and at the end of. 2009 i was able to quit being a. part-time fisherman and just focus 100. percent by 2009 end of 2009 two years. two and a half years wow. and so that that.

that first year where they're selling. okay and in the second year but they're. selling much better yeah what was the. causal factor of that sales increase. that started to get the thing get things. moving was it word of mouth was it. marketing was it it was it was community. so one of the most important things in. the history of our business has been. community so it got to it got to 2009. and we'd exhausted the money we could. get from banks regardless of what we. said but we are a capital intensive. business so we need money for stainless. steel tanks to expand and we were. expanding quite quickly at that stage. and it was how can we get money to.

expand our business and we spoke to some. potential investors but it just didn't. feel like the right fit for us as a. business. so in 2009 we came up with this concept. that we called equity for punks yes so. this was crowdfunding before. crowdfunding was even a thing and we. thought okay if we can sell some of our. business to the people who enjoy the. beers that we make we can hopefully. create this whole new business model. we spoke to five legal companies up in. scotland and they all told us what. you're trying to do is essentially. impossible you can't you can't do this. spoke to a sixth company it says okay we.

can maybe do it but it's gonna cost 150. 000 pounds there's a lot of risks. nobody's done this before. we decided to do it it cost us 150 000. pounds at a time that we'd 50 000 pounds. in our bank account so we gambled the. entire future of our business on making. this completely untried untested. business model that we just came up with. called equity for punx a success. i was so nervou like the day that we. launched equity punks. it's the most nervous as i've been in. this business journey because i knew if. it doesn't work.

like game over for us a business so many. people told us it was a bad idea so many. people told us people are not getting by. shares in a company on the internet. people that don't want to invest in a. beer company people just want to buy. beer this is a silly idea there's too. much paperwork people's not going to. send in checks which they had to do back. then as well as as opposed to with some. online payments but those were. cumbersome so most people paid by cheque. but. we wanted to do something different and. with equity punks what we've been able. to do is shorten the distance between. ourselves and the people who enjoy the. beer that we make so we don't just have.

investors we've got community we've got. advocates we've got ambassadors we've. got people who believe what we believe. who want us to succeed and who are on. this journey with us. the first equity punks was. enough of a success to keep us in the. game we raised 500 000 pounds from about. 600 600 investors but since then we've. gone on to build a community of 210 000. people and we've raised almost 100. million pounds through equity punks and. for me it is. the most special thing about our. business so the largest shareholder in. our business is equity punks and our.

team which i think is really cool so we. are community owned we're people owned. and having that community with us. who then when they walk into one of our. bars they feel like they're walking into. one of their their own buyers when they. buy our beer off the shelf they feel. it's their own beer because they're part. owner of that company so completely new. business model for a consumer around in. the 21st century one that takes our. consumers with us and that community. element is amazing they're our biggest. fans they're our harshest critics we get. fantastic feedback from them they help. us find new locations they help us. develop new beers and equity punks has.

been key to what we've done as we sit. here in 2020 one of the biggest words in. marketing is community now yeah. and you've kind of detailed that i was. going to ask you but you've detailed. very clearly the value of community um. and the equity punching when i when i. read that i think okay it's one way to. raise money but there's other ways to. raise money but it's really more about. getting. greater buy-in from your existing. customer base and turning them into. advocates and to die hard which is. increases loyalty it gets them to. evangelize as you say when they buy beer. they're basically it's almost like.

there's a discount on that beer i know. there is actually a discount as well but. there's actually a discount on it. because they're enriching themselves so. it's a really. interesting innovative model is that. similar to what like crowdfunding equity. crowdfunding is today. before this very similar so this was. before but it's very similar to what. that is today and i think you've. articulated what the model is perfectly. and for each of our beers that they. drink because when the company they get. a tiny little bit better off financially. which is an amazing incentive to have a. second kind of hazy jain or elvis user. punk ipa on a tuesday and a tuesday.

evening. and it's never just been about the money. because we could have raised money in. other ways but it's about building a. different type of business and a. business that's focused on community and. we do so much with our community and we. have our big agm and aberdeen our annual. meeting yeah um last time we had 15 000. equity punks come for our annual. meetings i think it's like the most. attended atm in the in the uk yeah so we. do the business things we've got. fantastic live music we've got amazing. beers and it's just the day where can. everything that we love and believe in. just comes together in one day and it's. always fantastic on money raising did.

you you the bbc released a podcast you. might have seen yesterday like a podcast. on the you know i know you've had a sort. of contentious relationship with them. one of the things that they they leveled. at you which i wanted you to respond on. was in those hard times they said your. dad is wealthy yeah yeah so they said. there was a. a suggestion that your dad might have. been loaning you money yeah and so my. dad my dad is wealthy-ish not. excessively wealthy and not nearly as. wealthy as the bbc said and the only. support my dad ever gave the business. was there was a period where one of the. banks wanted to withdraw a loan and he.

secured that loan for us for six months. until we got moved over to hsbc so we. were kind of very determined to do the. whole thing ourselves so the only. support was ever the short-term security. on a loan until we moved it. quick one we bring in eight people a. month to watch these conversations live. here in the studio when we're here in. the uk and when we're in la if you want. to be one of those people all you've got. to do is hit subscribe. and then like going going to your your. marketing thesis because this is really. what's defined um.

brewdog in the eye of the consumer in. the eye of someone like me that doesn't. honestly drink beer but knows about the. brand and considers that it to be a. famous brand and watched it on linkedin. and social media over the years build it. sort of a claim what is your like your. principles that underline your marketing. thesis because your marketing thesis is. very very different to. pretty much nearly all brands in this. country there's maybe a 0.1 percent that. maybe you've copied or that have been. inspired or that you know. chicken and egg i don't know who came. first but it's a very unique thesis. towards marketing what underpins it.

we've got two very simple tests that we. apply to everything that we do from. american perspective so the first test. is would or could another business do. this thing. and if the answer is yes we've got to. seriously consider why we're doing it. the second test is. if i spend a pound on this is it going. to give me a 10x return compared to how. a competitor would spend that pound so. we are in an industry dominated by. global behemoths of businesses who are. hundreds of times our size and we are. we're closing that gap and we want to.

close that gap but we only close that. gap by making our market and our. communications everything we do work so. much more effectively than theirs. if our marketing is only as effective as. theirs we don't close that gap and we. lose so the two tests are could or would. another company do this and is it going. to give me a 10x return versus how my. competitor would spend that money and if. i'm thinking about how to get a drive a. better return on marketing you know and. then i think about what you've done i. see well we've got to be probably bolder. to win share of voice we've got to try. and win headlines in more extreme ways.

because nobody's going to be writing. about you for. for the fun of it if you're a smaller. sort of challenge challenger brand then. the second thing i i think is kind of. we've got to. do that on new platforms we can't fight. out on tv or in newspapers because those. are where you kind of throw huge amounts. of money and you get uh return so new. platforms and new approaches and that's. very much kind of signifies what i've. seen from brewdog very very bold. very bold and intentionally bold and. especially bold in our early years when. we had no budget whatsoever so the.

challenge was how can we get our name. out there with no money at all so we had. to do things that were intentionally. provocative that we're on the edge and. sometimes we can exhaust that edge as. well but that enabled us to get our name. our message our business out there with. no budget at all so we have driven a. tank through the streets of london we've. thrown. taxidermy cats out of a helicopter over. the bank of england we've put vladimir. putin in the front of a beer label so. we've done a lot of things low budget. high impact but we've tried to make it.

that everything we do. ties back and is underpinned by what. we're passionate about so it does so. there has to be a connection there so. does this reinforce what we believe in. what we're trying to do as a company. because otherwise it's just hollow and. it's fake and it's false so how does. this reinforce the kind of core beliefs. that drive this business. which is try to build an alternative. business and a huge passion for. fantastic beer one of the more extreme. things i saw the vladimir thing uh what. else have i seen i think to be. because i'm obviously a marketeer so and. running a marketing company and seeking. inspiration from lots of different.

brands and seeing what they're doing and. the impact it's having especially on. social media which is my my battleground. um the the thing i read about more. recently was that you you put in a. complaint about your own beer. which triggered press we did so this was. uh all the way back in 2008 and we had. a few running battles with a few bigger. players one of them was the pokemon. group so the portman group was an. industry still as an industry regulator. and for me it is a thinly failed cartel. funded by the big drinks businesses who. have got a vested interest in making.

sure that small businesses are not. successful and there was a few duelings. at the park that were just so so. silly. and frivolous that we wanted to make a. statement so we complained about one of. our own beers to make a. meta statement about how silly the. process is and how essentially corrupt. it was as an organization funded by the. big beer companies big drinks businesses. who've got a vested interest making sure. the small ones are not successful how's. that like so you make a beer that is. really high in avb is that was that the.

correct term it was yes so we made a. beer we made a beer called tokyo 18 now. if you looked at the newspaper headlines. in the uk when we launched that beer you. would have thought that i was. single-handedly responsible for the. downfall of western civilization by. making an 18 beer we had it in the sun. binge drinking blame this man with like. a cut out of my head in a bottle of. tokyo that took a bit of explaining to. my very religious grandmother but that's. another story that everything we did. with that beer was we just made a. thousand bottles it was very expensive. it was for connoisseurs it was for.

aficionados and we want to elevate the. status of beer and i think the more. someone can understand and appreciate. something the less likely they are to. abuse it and we make expensive. products for people who love love. fantastic beers so it was to kind of. make a statement of. you've got all these big companies doing. very cheap alcohol that's likely to be. abused. we're trying to ban products of this. company that's looking to elevate the. status increase education awareness. around beer and lead people to. appreciate and enjoy beer in a more. elevated way.

and when you see yourself in the sun. with a cardboard cut out of your face. is that. kind of swings in roundabouts is that. good. in from a marketing perspective is that. a good outcome because you were trying. to get headlight you complained about. your own beer yeah you were trying to. get headlines so is that job done. i think in that one to a certain extent. it was it was job done and to kind of. show you how. odd things were back back then so this. was kind of 2009 2010 when we were. starting to get momentum and the beer.

scene was starting to change so the big. companies had it their own way for way. too long and things were starting to. change. there was a award ceremony in scotland. in 2010. um. put together by the bi the british. innkeepers institute. and we've got a heads up before the. award ceremony hey guys you're going to. win the award for scottish bar operator. of the year so you guys better come to. the come the awards ceremony so we went. there we booked a table they were just. about to announce i was like halfway up. to the stage to get the award and they. announced a different company i was like. okay.

but then the other company didn't want. to take the award because our name was. engraved in the trophy he was like well. we don't want it so the next day i spoke. to the person that organized the awards. ceremonies like what what happened like. you told us we were going to win. and he was like well diago one of the. world's biggest drinks companies they. were the main sponsor they told me five. minutes before i would give it to you if. they gave it to you guys they was going. to pull all future sponsorship you're. joking so we felt we didn't have an. option so we put this online it blew up. it was trending on twitter globally that.

day diageo issued us a formal apology. about the whole thing and that apology. was kind of broadcast news but it just. showed back then. how the dynamic in the beer industry was. changing and how the big beer companies. and big drinks companies were acting. towards that change of which department. was one manifestation of it did you take. that personally. i took that as a sign that we're doing. the right thing so i think. unless other businesses are copying you. are trying to knock you then you're not. doing well enough so unless you're doing.

something that's worthy of. people copying it and like a lot of. people moan on being copied it's like. unless you're being copied you need to. up your game and you need to do better. unless your competitors are trying to. knock you down you're not enough enough. of a threat to your competition so i. took that as a sign that we're on the. right track we're doing the right thing. let's keep going the the other. extreme marketing thing that i saw which. was um when i first read i thought this. is [ __ ] hilarious is the elvis estate. tried to copyright uh infringe you for. calling your your us beer which i think.

is your most popular usb it is elvis. juice elvis juice yeah they sent you a. copyright uh statement just sort of like. a. basically a notice that you you're. violating a copyright yes and you. responded with some elvis uh rhyme we. did and and on the on the art on the. linkedin post that i saw it said you. changed your name to elvis yep then the. bbc come out and say that didn't happen. yeah. what is the truth in this one what did. you change your name to elvis yeah we. did and just to go kind of back in the. story so elvis sent um not elvis himself.

um elvis's estate. sent us a letter saying we couldn't use. the name elvis and a beer and if we did. we had to pay them a license fee for. every can case and bottle of beer that. we sold so what myself and martin did we. changed our names to elvis and we sent. them a letter back saying that they. couldn't use our name on their music and. they had to pass a licence fee for every. time they played one of one of elvis. songs um got a huge amount of publicity. at the time we were both elvis for a few. weeks. and then we changed their names back so. the bbc. attacked us on that as they have on many.

things. however the bbc misunderstood the. scottish procedure for changing the name. so they said we didn't change your name. by deadpool that's not a scottish thing. in scotland you need an official. declaration to change your name which we. did so what's that just signing a piece. of paper you sign an official. declaration piece of paper and that. counts as a name change in scotland and. you don't even have to send it to. anybody don't have to send it to anyone. scotland so we met the scottish. requirements which is what we said we. did. but yeah my grandmother was very unhappy. and she insisted i changed my name back. to back to james brewdog's marketing has.

been so bold and it's been so standout. and in terms of how hard you've in terms. of the the return on every dollar you've. spent it's it seems to have been a. pretty astounding return per dollar. spent because you've done these like big. viral activations a lot of them are like. um. parodies or they're like taking the piss. of big corporations or they're sticking. it to the man in various ways or going. at the you know the incumbents in the. industry. some of them know that they. the even the example you gave there of. they're complaining about your own beer. with the pork root yeah yeah.

obviously the complaint wasn't real yeah. because it was you because it was me. what is the line between between like. truth in when you're doing these stunts. and virality. and. uh untruth for you and where where do. you play. are you willing to to do something that. is from a marketing perspective that is. not necessarily true like complaining. about your own beer if you believe it'll. help reach the outcome which is to stick. it to the portman group. yeah well i think with that one it. wasn't necessarily untrue because.

afterwards we said we made this. complaint so it was us who disclosed the. fact that we made the complaint that you. were triggered okay and we disclosed. that to just show how ridiculous the. system the system was so. if we hadn't said it was us that. complained about it then i would accept. that was being a bit dishonest but the. fact that we came out and we said hey. the system fundamentally doesn't work. and we wanted to expose that by making. this complaint was what we intended to. do there when we first started talking. about marketing one of the things you. said was um. we made a lot of mistakes yeah took. things too far yeah what did you take.

too far. in hindsight now. now that you're a big global brand and. everyone is you know looking back at all. the steps when you weren't so big yeah i. think the mistakes that we've made in. marketing is when. we've tried to do something which is on. the edge earth which is controversial. which needs explaining. so if you look at the thing in its. totality then it is potentially a. positive thing but if you only see a. snapshot of it then your take away from. that could be negative so i think a lot. of the mistakes that we made from a.

market perspective and we did some. amazing things but we did make some. mistakes was when. we got too clever with the concept and. the intention behind it which was. genuine got lost so a famous example of. one of the mistakes that we we made in. marketing and for international women's. day we wanted to highlight highlight the. gender pay gap and this was a project. that was put together by some of the. fantastic women we've got in our. business and we made a beer called pink. ipa that we always get sell 21 percent. cheaper to women to highlight the gender. pay gap which was something that we felt.

passionate about. and then the proceeds from sale of that. beer went to charities which helped. women and women's pay in the workplace. and these kind of things but then what. happened was people just saw pink ipa. and it looked like we were it was the. beard itself was a parody of products. which market themselves towards women. but then it just looked like another. product that market itself to our women. and if anyone like dug into it and. understood okay this is to highlight the. gender pay gap and they're doing some. good with the money and they're chasing. your cause people just saw the pink ipa. they saw the image and came to the.

conclusion that we're just doing the. thing that we were going to fight. against and that was a key key learning. that people just see a snapshot of a. thing. so you need to make sure that all of the. message that you want to land is in that. snapshot because a lot of people's not. going to dig deeper into what it is. what i got from that was that like. you've got to create a marketing. campaign where the context is sort of. can't be separated it can't be separated. from because it will be separated if it. can be exactly 100. um. coming from being the captain of a boat.

to being the captain of brood dog quite. literally that is your job title. um. what adjustment was needed because on a. boat. when you're up all night and there's men. there and you know you've got a. screw your screen was it was the. give me uh a snapshot of what the crew. were like on a boat a troller. so a lot of my best friends to this day. are the guys that i worked with on the. fishing boats. but these are.

an unusual and interesting set of. characters as well it takes a certain. type of person to. kind of do that type of do that type of. work and do that type of work on an. ongoing basis and. i mean they're they're they're hard. working. like to have like to have fun like to. mess about a little bit but all about. the kind of all about the hard work and. especially when things get difficult. like seeing a good. drew and a fishing boat come together. and work hard to get them kind of. through a tough time together was kind. of really inspiring when it came to like. business and leadership can i let her.

down the line i can see you being a very. good captain on a boat you and i just. generally you're you in a couple of. moments you know i didn't know you. before you'd walked in the door but in a. couple of moments that i've been with. you you're very. focused. and you're someone that i feel like and. i don't know you but you feel very. resilient. and. then you you add that to the fact that. this is your business. and you said before i think you said it. in your book that no one will ever love. the business like you do.

you being so hard working so out of. balance in your own life as you've. described. how do you not then. have that expectation on others because. this is something that i honestly i. struggled with. i struggled with especially in the early. years of my business was understanding. that i was a bit [ __ ] up. and that in fact everyone else was. normal and i needed to understand it. goes back to me saying about the dark. side and the cost of my childhood and. the insecurities i was a bit [ __ ] up. so how did. how do you contend with that. for the first 10 years the business i.

would say i contended with that very. very badly so. there's like a lot of intensity there's. a lot of. drive there's a lot of determination. there's a lot of passion there and. understanding how to. lead people how to take people with me. on that journey has definitely evolved. over time and i'm now ceo of a business. that's got 3 000 people. before that i maybe managed a handful of. people in a fishing boat but that is it. so it'll go from like no experience and. being a ceo no experience as being a.

leader to managing 3 000 people at this. speed and add in this meant like this. year well last 18 months cumulatively. we're going to add a thousand people to. the team so it's like a thousand amazing. well-paying jobs in a recession which. our country which our economy needs so. we're expanding all the time but just. how steep that learning curve is. to go from not managing anyone to. managing 3 000 people with all the kind. of stresses and strains of growing a. business and i think if i look back and. reflect a little bit we've definitely. had challenges and well-documented.

challenges along the way. and. we've had periods of such intense growth. that we maybe haven't focused enough on. our people in our culture during that. period and as a leader i've always just. been so focused on building something on. delivered an exceptional value to our. customer and making sure every time. someone opens one of our beers or visits. one of our buyers the experience is. amazing and knowing that if someone is. choosing to spend their money with us. they're making a choice to do that. versus one of our competitors therefore. we need to set the bar incredibly high. and push incredibly hard.

and. as a leader because of that drive. because of that determination because. that focus i've definitely pushed some. of the team members too far in the past. and i think that's been that's been well. documented but that came from a place of. doing this because we want to build. something amazing and it took a bit of. time to understand that okay they're as. amazing as their team are they don't. have the same level of investment in the. businesses as i do right some of them. want to push it that hard some of them. just don't and for a while there was. just like i'm going to run through this. wall and i want everyone else to run.

through the wall as well. not everyone's going to run through that. wall and again a big lesson and i've. kind of reflected a lot on leadership in. the last 12 months is. to take people with you you've got to. make them understand the why behind what. you're doing and making a first decade. of a leader is like we're doing this. this is what we're going to do let's go. and what i've kind of found more. recently is like if people understand. okay we're doing this but this is why. this is what it means for you this is. what it means for the business this is. why it's a fantastic thing this is why. it's going to help us achieve objectives.

where everyone's going to win together. it's much easier to take people with you. on that journey whereas in the first 10. years i was just like go interesting. that's such an important lesson because. you know in the example you gave there. on in one hand you would like dragging. people and all the studies show across. all industries that when people don't go. voluntarily it's it's burnout it's. pressure it's stress it's you know and. then when what you've said there is. leadership is in fact inspiring them to. come with you yeah and when it's. voluntary in terms of they know why.

they're going and they want to go then. all the psychological implications. across multiple studies that i've read. about are significantly improved you. said you've been on a leadership. evolution. so speaking honestly what has that. evolution been from when you started as. a leader and the business it starts to. explode to the person that sits here in. front of me today what have you had to. work on and remove so it absolutely. still is a journey and i absolutely. believe that i can get better as a. leader and i think one of the most. important things i've done in the last. 12 months we appointed an amazing um.

independent non-exec chairman and alan. leighton who's run some fantastic. businesses so much experience so having. someone there who's like a mentor to me. because like if i hang out with my. buddies they want to speak about. football and golf and. that kind of stuff they don't want hey. i've got this kind of leadership channel. it's like they don't care which is which. is amazing but then being a ceo is a. very very lonely job at times. and like incredibly lonely and. there's another quote that i love um. from ben horowitz author one of my. favorite business books and it's like. the first rule of ceo psychological.

meltdown is not to speak about ceo. psychological meltdown so i think people. don't realize like. being a ceo is fantastic but it's lonely. it's it's intense it's it's difficult so. having allen's kind of help and guidance. through that journey i think is really. important and i would say in the early. years the business i managed it like a. captain would manage a small team in a. fishing boat. whereas now i'm looking to evolve my. leadership style into. a ceo of a kind of medium to large. company which is.

a bit less intense which is maybe a bit. less demanding but which is more about. taking our people with us on this. journey so here here's the we're going. to do this and it might be tough but. this is what it means for us as a. business this is why we're doing it but. then also making sure that incentives. are very much aligned making sure that. okay we want to create a business model. where we went together. as a company which i think is really. powerful and we've always wanted to. build a radically different type of. business a business that rejected how. things were done and what big business. was as usual and it's been key and i. think if you look at we're community.

owned we're the world's first carbon. negative beer business. and the new things that we've launched. with our people it makes us a. fundamentally and radically different. business so we've recently launched the. blueprint which is i think the biggest. most important announcement in the. history of our business so firstly i. decided to give almost 100 million. pounds of my own equity in the business. to the team so it's over the next four. years but that means each salary team. member receives 120 000 pounds worth of. equity and that's in the valuation today. so if we double in size then that could.

be significantly more and that's about. recognizing like we are all in this. together we want to win together we want. to work hard to win together and it's. about. incentivizing our team to act like. business owners but rewarding them like. business owners the second part of that. was we wanted to create a. completely new model for how a. hospitality business works so we've got. over 100 amazing hospitality venues all. over the planet. each of our buyers now share 50 of their. profits with the team that work there so. it's a whole new model where if you.

visit one of our bars in tokyo in. berlin in cleveland in. australia you know that okay half of the. profit that this mark makes is shared. with amazing people that put this. experience together so we want to kind. of elevate the standard of hospitality. elevate the standards of careers within. hospitality we've always been a real. living wage employer which means very. important for us but. sharing 50 percent of profits with our. team i think helps us attract and retain. fantastic people i think it's something.

that's going to resonate with our. customers and i think it's something. that's going to help us elevate the. hospitality experience for consumers and. consumers are ultimately the thing which. drives our business that's the thing you. know we the first point was like. inspiring people to come with you as. opposed to dragging them which again. many ceos many leaders fall into the. trap of doing that because we are so. blinded by our own mission that we. forget to communicate. it and bring other people but the second. thing you touched on there is um if you. know we sometimes ceos sit here and i've. probably been guilty of this you said. you've been guilty of this it's like.

looking at you know the team that you've. built and and maybe questioning at times. why they're not moving with the same. energy that you are but they're not. incentivized to they're not going to be. a hundred millionaire gazillionaire if. this all works out they are getting. their their remuneration regardless of. outcome. so the second piece that i've garnered. from that of leadership is also to align. incentives and if you want someone to. act like an owner you have to make them. an owner. which it seems like common sense but. it's not so common. it's not so common it took us a while to.

get there but that is exactly like we've. got reasonably high expectations of of. our team we like to push hardware in our. industry dominated by companies much. bigger than ours so we need to be on our. a-game we need to push things as a. business but. we need to recognize the hard work that. hundreds and thousands of people put. into our business every single day. they're the people that make the beer. that deliver the beer that make the. magic happen for the customer and i want. their incentives to be as aligned as my. own and i want them to feel as much.

ownership as i do and i want them to. share intrinsically in the success of. the business but hopefully by doing this. we can create a new business model that. in a few years time i can then sit down. with other ceos and okay like we've. invested in our people this way but. we've become a better business because. because of it and then do other. businesses then decide to do the same. thing. is it maybe normal in five years time. for every hospitality business to share. fifty percent of profits with the people. working their site and if that happens. then we haven't only made the lives. better for the people at work in our. business but we've managed to. fundamentally change our industry which.

would be really cool a lot of successful. businesses in the country i'm thinking. of the ben francis and thinking of the. huels hashtag ad just in case the asa. come for me. um. uh a lot of business owners that have. gone through extremely high growth and. i've sat here with those ceos of those. companies they get out of the way yep. they realize especially in your case. because this was your first shot at this. this is my first shot yeah so you're. gonna [ __ ] up like. many many many times. as well hugely. over and over again and still today um. but they get out of the way so ben.

france has stepped down at a ceo when. there was 30 people the founder of. julian stepped out of the ceo role and. put someone in. did that ever cross your mind and why. didn't you do that sooner if you if you. knew that you didn't you had because. learning on the job when you got 2 000. people is a high risk. it's a high risk thing so i'm very. passionate about being ceo and it's. something i want to continue doing for. the foreseeable future and why. because i think we are only just. starting so a question that i get asked. a lot when i speak to the media is like.

how do you feel about what you've done. what you've built what you've achieved. so far. and i wouldn't say the feeling is quite. as numb as indifference but it's. it's close to that. really yeah and for me what is exciting. is where can we take this from here so. we want to build one of the world's best. beer companies we want to build one of. the world's best companies overall i. look at. companies like. whole foods or tesla or google or. amazon or starbucks i mean that is the.

scale of the ambition we want to do what. they've done in their industry for a. beer so what i'm insanely excited about. is okay we've given ourselves a platform. we've now got. over three thousand staff we now make. beer in four contents we've now got over. a hundred locations we've got. significant sales momentum where can we. take this from here and i think what. we've done so far. gives us an opportunity to do something. meaningful to do something impactful to. do something that enriches the lives of. our customers to do something that helps. us save the planet and fly the flag for. sustainability something that helps us.

look after our team members even better. but helps us have a huge impact and what. i'm very excited about is okay what can. we do as a team as a company as a. collective as a community over the next. five to ten years that's what i'm. focused on that's why i get out of bed. in the morning and that's what i'm. really excited to. continue doing with the fantastic. management team and team that we've got. in the business i was startled when you. said it indifference. you you genuinely the way that you feel. about what you've achieved so far is. quite close to indifference kind of just. numb or like just meh.

honestly. it's close and different so we've done. some fantastic things but. overall we're still. relatively small in the overall scheme. of things. i'm like in terms of like if i spend. like maybe five percent of my time. thinking okay this is good 95 of us okay. in the next 12 months we can open our. fantastic site in vegas we can plant. millions of trees in the lost forest in. scotland we can reduce our carbon. emissions we can launch some fantastic. new beers our customers are going to. love we can open 50 new locations in.

india we can continue investing in our. people we can make the profit share. thing amazing we can try and make sure. that the equity that people have in our. team is as valuable as possible we can. continue expanding our german business. beer brewery. yeah so in 2007 if i'd gone when you. were doing you know you're taking that. 20k loan from the bank. and i'd gone and seen you and dicky and. i said listen couple of years time. you're going to be the 16th largest. brewery in the world and you're going to. have thousands of stuff all around the.

world in 111 locations whatever it is. you're going to be opening a thing in. vegas you would have and i said how do. you think you're going to feel on that. day what you said to me. well i think there's there's two answers. to that question. so one answer is the answer that i would. usually give to media which is like. if you go back to 2007 and now you've. built this. could you have envisaged it could you. have imagined it. in the answer that you've kind of got to. give to the media because anything else. sounds too self-assured no i could never. have imagined it it's been amazing.

but the answer that i don't usually. share is of course i imagined it because. if me and martin didn't imagine it how. can we build it how can we make it a. real thing if it wasn't something we're. kind of planning to do or planning to. planning to build. so i think she went back and asked me. that question there i would have been. very excited about the journey and the. joy of building something but you if i. said how would you feel today so to that. i'm 2007 uh james and dickie okay and. i'm saying by the way look at this this.

is what where you get to in 2022 yeah. you would you would i'm guessing you. would assume that on that day in 2022. you would be really content yes but. you're clearly not. you're not content are you because. you're saying that yeah you're saying. you're indifferent yeah no if you'd. asked me that then i would yeah i'm. gonna like spend half of my time in the. office half of my time traveling and. then. and then just chill where that's what. i'm doing at the moment is exact. opposite of that and what i'm focused on. is okay where do we take this thing from. here can we make a can maker dual. difference can we create the world's.

first top 10 beer business for over a. century. and that's an exciting challenge. i've come to learn from doing this. podcast that um. we almost need to make goals that can. never be completed for that very reason. and so. the words like better. like will make brewdog better is a much. more useful word than will become number. one. because when you become number one. there's nowhere to go from there and. it's an anticlimactic. yeah exactly. so there's an ant there's a real.

anticlimax about reaching these peaks so. it's almost like trying to climb a. mountain where there is no peak and that. is that's ultimately life and then you. die somewhere along the journey. but that kind of goes against the trend. of like goal setting and what's your. goal and what's your five-year plan and. this kind of underlying assumption that. finish lines will make us euphoric. have you experienced that that's kind of. why i was asking the question about 2007. yeah well i mean i guess the closest. thing we've had to finish line is in. 2017. we took. a big investment in our company the.

company was valued at just over a. billion so one of my things was always. like. let's see if you can build a unicorn so. unicorns are startup companies which get. to be valued over a billion called. unicorns because they're so there. there's so few of them happen. in the uk and especially in scotland and. i always thought okay if there was ever. something. that. would make me. feel okay i've accomplished that thing. i've done that thing i'm complete happy. content it would be okay build a unicorn. like that for me that was my win an.

oscar school up scored a winning goal in. a world cup final but like for me that. was build a unicorn. and then the next day i was just like. okay let's let's go where do we go from. here that was your first big sort of. cash windfall personally because the. money some money went into the company. somebody went to the founders yes. yes so that was your first big um. dealings with being a cash millionaire. yes and uh i find a fun story from that. so um the money came in to myself in. martin. and uh. i had bethany so it was like well into. the tens of millions i had bethany my. amazing assistant and transferred it.

from the lawyers account into my bank. account. for some reason we there was a typo in. the in the account numbers. and it went to somewhere in russia the. money was lost for four days at a point. in time. we thought. there was the money wasn't going to come. back so i went from the euphoria of okay. i've built a unicorn i've got a huge. check in my bank account where the [ __ ]. is the money what am i getting. tonight so in the fifth day.

um the boss of the boss of the boss of. the person managed to find a way to get. the get the money back and we got the. money back but for the five days after. the deal the money was uh missing. presumed lost which is never coming back. russia what a place to send it. [Music]. yeah the start code sent it to bankinson. petersburg and they're like well the. bank might even want to send it back. because okay oh my god. so now now double triple check. every start code that i uh that send. cash to what was that date what was that.

that like emotionally that's that was. what you were aiming for in many. respects in terms of financial freedom. what was it like. and and maybe it's a theme of. people you have on here but. often when you get to where you think is. good the thing that's going to make you. happy. a couple of days. and then. your reality is is is almost the same. the demons are there the challenges are. there the opportunities there.

but with people i've spoke to as well. it's never just this euphoric moment. where you sail in the sunset and live. happily ever after it's a bit of a. bit of a celebration a bit of a kind of. quieting of the voices of the head for a. few days and then go again when you say. the demons what do you mean. that inadequacy complex like you're not. good enough you're never get managed to. build a business. this business is going to go nowhere. you're going to be a failure you're. going to be back in a fishing boat you. should have listened to everyone who. told you not to set up the business they.

were right they told you it was a bad. idea who put that voice in your head. i think a combination of early childhood. potentially partly parents despite being. well intentioned. um there was a story from my childhood. where. i've been obsessed with sharks my entire. life so my favorite hobby is to go. diving with sharks it's like i'm. happiest when i'm under the water with. sharks i recently went to guadalupe. island off the coast of mexico dive with. some great white sharks so like being. under the water with sharks is is my.

happy place and when i was a kid i would. always tell people when they asked me. what i want to be i want to be a marine. biologist i want to study sharks and. when i was eight or nine years old my. parents told me to go and get my shark. book i was like wow okay they're finally. interested in something that i love so. pajamas on just before bedtime went to. my bedroom come through with a chart. book. mother opened up the shark book and uh. went through the four authors in the. shark book and was like james like this. person phd this person phd this person. phd they've all got phds it's just not.

something you're going to be able to do. so you need to stop telling people you. want to be a marine biologist you need. to stop telling people you'll get study. sharks because you just won't manage to. get a phd so you need to think of. something else and i just remember not. saying anything. taking my sharp book and just like. walking back to my bedroom and in tears. no okay no more no more shark extremes. have you ever forgiven your mother for. the way that she was. i don't think so you don't.

but i think there's a lot of incidents. like that that's where that voice comes. from and. i mean the voice of the voice is very. much part of me um. and i think it's helped me. push maybe push too hard at times it's. helped me do some fantastic things and. but i mean it's it's always there and. after that big deal it was like okay. you've done that but now unless you can. do this then that voice starts up again. yeah i just i worry about that a little. bit. because um. yeah.

why don't you think you've forgiven her. uh there was a lot of other things that. happened subsequently. and ended up in a. messy. court case with my father and i just. didn't want anything to do with it i was. like. this is your thing sometimes people. don't get on. fine just started out it's it's it's not. my thing and she. called me as a witness in the court case. which meant i had to sit there for five. days in the court of session in. edinburgh this was when i was studying. law in the court of session.

with some of the students i was studying. with watching the case and i was like. sitting there waiting to be called and i. don't think she'd ever any intention of. calling me and somehow she just wanted. to subject me to the pandemic that was. playing out that i didn't want any part. of and i was forced to sit there and. watch it which was which was tough when. people talk about forgiveness they they. always say that it's a process of like. letting a prisoner go and realizing you. were the prisoner the whole time. um. another another question i mean. well i was going to ask are you. do you think you've healed from it. but you've just said that you still have.

that voice today yeah but on some level. maybe i want that voice. interesting so maybe it's like well if. you lose that voice are you going to be. able to do these things is the voice. the thing that makes you. able to. build a business with your best friend. from scratch to what we've built but. isn't that what the base would say. because of that that is what the voice. would say the voice values validation. it's it's desperately seeking validation. so of course the voice would say what if. you lose me then you'll lose then you.

won't be validated anymore and. validation is so important to us this is. a really interesting topic that i. that this was the last chapter in my. book and i actually didn't know i knew. what i wanted to try and get to but i. didn't know what the answer was until i. started writing and it's this whole idea. of feeling if you're you're enough yeah. do you feel like you're enough yet and i. thought that the reason why i was. ambitious was because i didn't feel like. i was enough so it was this driving. force but in fact i came to learn. that because i didn't feel like i was. enough. i had fake ambitions i wanted a.

lamborghini and to impress people these. were never my ambitions and the closer i. got to feeling like i was enough my. ambitions changed i still had ambitions. i didn't lose ambition but they became. intrinsically driven ambitions like i. want to have a wife. and i want to do things like a podcast. where it doesn't pay a [ __ ] ton of money. it's not the best financial use of my. time but it's an intrinsically driven. thing. um. and so maybe your ambitions will change. but you'll be happy with the change. i think that's a great point i love your.

book by the way and i've actually. highlighted a few yeah i have a few. points in that in that section and. i think at the moment ambition are. things that can be measured objectively. because that objective measurement helps. with helps that voice but at the same. time you're writing the voices like well. if you lose me you're going to lose your. edge i'm puts makes you able to do all. these things and has that voice changed. over the years with your success at all. no. not at all. it just moves the goal every time really. moves the goal post achieve it go post. movies no change at all in that voice.

[ __ ] you now no. that explains explains a lot to be fair. because you've. been held forever with your business. i had a few words to say about one of my. sponsors on this podcast a small. business in the uk is successfully. hacked every 19 seconds if you're a. small business owner right now my advice. to you would be to prepare for the worst. so you can mitigate the risk of that. happening to you and that's why i've. partnered with vodafone business and. their vhub they break down complex.

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the late stage vision for a much more. sustainable company when i say. sustainable i'm talking not about carbon. emissions i'm talking about a company. where your team and your your mission. can be achieved in a sustainable. holistically sustainable way you've had. a lot of controversy over the last two. years i don't just think over the last. two years i think controversy has. followed us. almost every year since 2008. and much. of that you've actually welcomed you've. you've tried to get controversial yeah. it's been central to your marketing. strategy yeah and it's actually. from my estimation especially in those.

early has served you tremendously well. because it's made the marketing dollar. work a lot harder. um the controversy in more recent years. starts with this punks with purpose. letter that was written 300 of your. ex-employees and some of your current. employees at the time and think in 2020. or 2021 uh 281 came out with these. allegations of bullying uh lying fear. toxic workplace culture unfair. dismissals all of this stuff. when people hear about the. the blue dog blueprint they might think. it's a knee-jerk response to that.

um. and that without that moment where you. know those employees had written that. letter about their experience at brewdog. you wouldn't have gone on the journey. and published that new vision for. brewdog what do you say to that um i. would say that's completely not the case. firstly let me speak about. how we've been this employer so i think. it's completely fair to say there's been. points on. the higher growth journey of this. company where we could have done more to. look after the the people as a. first-time ceo leading the company it. was expanding.

super rapidly in the us and germany in. the uk at times we didn't invest enough. in hr we had unrealistic expectations of. our team and i think a fair amount of. feedback in that letter was was valid so. we've always wanted to be the best. employer we can be the aspiration has. always been to be a fantastic place to. work and we've always believed that our. long-term destiny is determined by how. well we look after the fantastic people. in our business and i think that has. been. core to our dna since day one have we. always lived up to that in the higher. dose periods no we haven't and i think.

we fully accept that and off the back of. that feedback we did a full independent. review of culture we spoke to over a. thousand people inside and outside the. company and we made a whole host of. changes we invested in hr we put a page. in place across the board we added. resource where we felt we were under. resource as a company we put in place an. independently managed ethics hotline and. loads of other things. i think we had a few years where we. missed the mark from a people. perspective. high growth inexperience in my behalf. unrealistic expectations difficulties in.

covert i think we've reset things now i. think we've put some fantastic things in. place. and then on top of that we've launched a. blueprint which i think helps create a. whole new model for business going. forward which is something we're very. excited to do when that letter came out. from punks with purpose. that day. talk me through what it's like to be a. ceo when 300 you know people sign a. letter accusing you of all these. making these allegations about toxic. company work culture what's it like for. you that day.

tell it's. it's i mean this is my this is my life's. work and. some of that feedback was fair and valid. i think some of the feedback was was. disingenuous but we took that approach. of whether we agree with it or not we're. going to use this as an opportunity to. get better now maybe in two three four. years time we can look back and say as. difficult as this was we've become a. better company because of it how can we. engage with this and how can we use it. to get better because ultimately our. people are the most important thing in. our business and we want to be the best. business we can long term and we've just. got to.

use it as a catalyst for. for getting better long term as a. business what did you think was fair. i think it's completely fair to say that. i at times in the journey have been. too intense that i have been too. demanding that i have. set standards for the team which i would. set for myself but then for a lot of the. team members that is unattainable and. i fell in the trap of picking bits and. pieces from some of my favorite business. leaders philosophy so jeff bezos has got. a philosophy that standards need to be.

unreasonably high and unless people. think they're unreasonably high they're. not high enough and i would just pick. bits and pieces without kind of taking. maybe the whole philosophy and i just. pushed for such. high standards unrealistic deadlines and. it was because i was so focused on let's. build a thing let's create more jobs. like create more regression. opportunities for our team let's deliver. more value for our customers actually. amazing moments of customer magic let's. continue let's continue building. so the intention was 100 good and. because i was so bought in and so.

focused on that i did i did push people. too far what was the most hurtful thing. that you read so you that that letter. came out the bbc did a documentary that. bbc did this podcast which is kind of. just the same as the documentary what. was the most hurtful thing that you read. written about yourself. well i think for for me there's the. difference between. okay this is. genuine. feedback because people had a valid. concern. and because people want to help. make us a better business which.

fully accept want to listen to that. feedback all day long with us. there's been unfortunately two things. mixed together so. there's been the valid feedback. which we'll listen to which we accept. which would become a bit better business. there's also been people who have been. on a mission to inflict as much damage. as they can on me. and on the under the business with. mistruths with misrepresentations with. dishonest statements and dishonest. claims and i know a lot of these.

individuals and. unfortunately i can't say too much at. the moment because there's two ongoing. court cases but there's been. a large amount of criminality involved. in this as well and hopefully one day. i'm able to speak about it but some of. the things that's happened in the. background are completely shocking it's. almost like a movie plot so you've got. the kind of two things mixed up in our. case you've got valid feedback from. ex-employees about okay you could have. done better here you didn't invest. enough in hr these things were difficult. that we fully hear and the other side. you've got people. taking advantage of that moment just to.

try and inflict damage in me and the. company for. for whatever reasons we've always had. haters as a business as well perhaps. more than any other business and i. always felt to have people hate you you. need to be successful doing something. that you love and i think there's a big. difference here and you spend some time. in the u.s between. how u.s people relate to successful. business people and how uk people relate. to successful business people and i. think in the us it's. they cheer you on from the sidelines. they support you because they. their mindset is they think that can be.

them someday whereas in the uk i think. it's. maybe a bit more jealous of success and. they don't think it's going to be them. so therefore they're they're jealous and. success which i think is a bit to play. there. as well so yeah some of the elements of. feedback that i felt wasn't coming from. a genuine place where somebody kind of. hired us to hear for as the other bits. of feedback that was fair and genuine i. was there for all day long but the. disingenuous bits of feedback were were. tough because they just all get reported. the same way in the media fair and fair. and genuine feedback then so you one of. the things that you actually do at your. company and you were doing during this.

growth period doing the the old net. promoter school thing one of the things. that bbc reported on yeah in your head. office the the score for when people ask. we're asking a question how likely are. you to recommend brewdog is a good place. to work was minus 54 and then. company-wide the score was minus 18 yes. how does one when you because that's. just a number yes how does one go about. getting to getting the context of that. number and then improving it the number. because if i got that number i i. wouldn't know where to bloody start yeah. well i mean i would start with surveys.

but it's a difficult thing to change. right because that's a it's an awful. number you know yeah and i don't think. you can change it based on a number and. i think the mistake that we maybe made. in the past. was when we knew we had an issue with. our culture we tried to fix those issues. in a vacuum so it would be me and a. couple of our senior leaders and okay we. know we've got this issue here we want. to make it better for our people let's. do this this and this but we create that. in a vacuum and we didn't speak to the. people so we did so many. well-intentioned things that we thought. was really going to help us as an.

employer that just didn't help so one of. the biggest learnings. on that part of the journey for me and. it's really kind of came to fruition. with a blueprint is if we're trying to. do something that's good for our people. let's build it with our people let's not. build it in isolation let's not make it. a vacuum so the blueprint for instance. before we launched it i did focus groups. extensively with cross sections of the. company in america junior people senior. people middle managers i did the same. for a retail business for a production. business i did face-to-face workshops on. it it's like here's what we're thinking.

about doing. in terms of making things better for you. guys what do you think this is going to. impact you in a day-to-day basis how do. you think this is going to go down the. team but ultimately how can we make this. better. and in the past the blueprint i would. have just launched it in a vacuum with. good intention we made so many changes. to how it works based on the feedback. from our team so we ultimately ended up. launching something that was far more. impactful that was far better for our. team because we built it in a. fundamentally different way than we.

would have built it before which is just. in isolation and i think that's a first. example of us doing that and me doing. that as a leader which i think is a. really. important evolution of my leadership. style within the business the the other. thing you've done which i i implore all. companies to do is par as part of your. brew dog blueprint when i went on the. website i saw that you've got that. transparency dashboard yes. this is very important in the modern. world because this puts the the power of. truth into your hands in terms of. reality so what you've done is you've. published on your website things like.

your employee sort of satisfaction. school. um things relating to your carbon. emissions and all these things so that. the world can now see what your own team. think of being a brewdog employee. because what that also does for the team. is it builds trust. it it does and i think it's such an. important part of our philosophy and it. just got to a point where there were so. many misrepresentations. that was like okay let's just give them. the facts in their purest most undiluted. form. and then people can make up their own. mind so if you look at the transparency.

dashboard at the moment the latest score. that we've got from people within our. business is 3.49 out of 5 as an employer. now do we want to be 3.495 as employer. no is that significantly better than. most people outside the company would. have you think yes but what we've. committed to doing is every 12 months. we're going to do the same survey in the. same way and we're going to update. people so we're going to do that at the. end of this year and we're going to. share those results so people can see. okay you've done some things are you now. better or worse than a 3.49 in an.

anonymous survey from your people and. that's a level of transparency we've. committed to here and. i think that commitment to transparency. isn't something new in our business in. 2014 we launched something called diy. dog so with diy dog and we gave away the. beer recipe in full for every single. beer we'd ever made so at the time it. was 250 recipes so it was the key. starter kingdom it was everything that. most companies usually kind of keep. awake in a. in some secret vault somewhere and like. loath to share with anyone but that. transparency has been kind of hardwired.

in our dna for a long time in the. transparency dashboard specifically. focusing on culture people headcount. employer score is a key evolution of. that and obviously if if you're asking. if you're doing surveys of your team. yeah uh people are always going to fear. reprisal which is if i write something. bad on this am i going to get fired or. something is it anonymous it's 100. anonymous and it's managed by an. independent third party oh good which. lets us get the purest most undiluted. fair objective feedback we can one of so. one of the i'm reading through the.

bbc reports and i'm looking through i'm. listening to the podcast i like to do my. research so i watched the documentary. yeah i listened to all six. six and a half parts of the podcast. the bit that where i might my skin. really was just i felt really. uncomfortable was when a certain member. of the team i think in an american. bar talked about the interview process. for promotion and someone i think her. manager had said to her some had asked. her continually does she have kids. is she going to get married when you. heard that that a member of the brewdog.

team was being repeatedly questioned on. whether they had kids in when they were. interviewing for promotion did you were. you as horrified as i was. i was i was massively massively. horrified here. i was massively horrified for two. reasons a that it happened and b because. i know it's my fault so. that. every single thing that happens in this. business. is a direct consequence of something i. have done so if something goes wrong. anywhere in the business in a business. with 3 000 people things are going to go.

wrong all the time. in every different country like all the. time but i can never ever blame anyone. but myself because i've either hired. that person set the tone for the culture. instructed that person communicated with. that person communicated with their. manager so it's all a direct consequence. so when we've got an issue i can't look. at anyone but myself and i've got to. take full responsibility for that issue. and putting things in place to fix that. issue so it was hard to hear because. it's something that should absolutely. never happen but also hard to hear. because no because if i'd done my job.

better then it just wouldn't have. happened in the in the first place is. that an evolution that perspective. that evolution is a perspective as well. before if something went wrong in the. car and i mean this is a steep steep. learning curve before if something went. wrong in the company. blame someone else yeah and by blaming. someone else. you just don't address what the issue is. and then you scapegoat someone else. which is bad from a culture perspective. when now it's back to the question okay. what could i have done to ensure that. didn't happen what can i do. to avoid that going forward what can i.

do to make the team the culture the. people as strong as i can going forward. so we can be the best representation of. this company and build it to how we want. it to be is that. one of the trends that was very obvious. in this documentary was because i assume. brewer the brewery industry is is male. dominated yes. women that. get jobs in the industry are at. risk of getting swept up in a male. culture and um being. the victims of a male culture in many. respects there was the the story in the.

podcast about someone in a in a brewery. or something doing a masturbation. gesture a female employee. this goes back to a masculine culture. issue kind of. the kind of culture you would expect in. a football locker room but wouldn't ever. is this the the systemic sort of. uprooting that you've had to to think. about because 3 000 people around the. world. you you. have to protect all of them i do you. have to protect all of them from each. other yeah.

that's not. yeah. how does one go about that is that a. culture philosophy thing how do you stop. and how do you when someone goes to. report something like that that horrific. incident what. so again we've put in place loads of. things so now we've got an independent. ethics hotline which is independently. managed so there's so many ways now for. people people who report something. they're concerned with they can speak to. their line manager they can speak to the. hr department or if they want to do it. completely anonymously we've got this.

independently managed hotline they can. call that hotline that hotline that then. gives the feedback to our directors to. our hr department but it's completely. anonymized they don't know who that. feedback is coming from and. for us. like we want to build the most diverse. most inclusive business that we can i. think it's fundamentally important that. we are as diverse and inclusive as our. customer bases as well we've now got a. diversity inclusion forum within the. business with. people from all over the business where. they discuss things okay we can get. better at this we can get better that so.

it's putting more things in place where. we listen to a huge cross-section of our. team and whereas before we've been okay. we're building a thing. and the team are helping us build a. thing it's okay let's build a thing. together with our team because the. person who's on the front lines in our. bar in columbus ohio or a bar in central. london or a bar in edinburgh the person. who's working in the warehouse in. glasgow or in the jury in australia. their perspective on things is so. important and. i think a trap that i fell into was okay.

this is our culture because this is what. i say it is you can't say what a culture. it is the culture is. how the people in your team feel and. then how they act and you only build. that together so for me it's been. another kiki learning let's build the. culture together with our team and. that's going to give us the strongest. culture that we can has the culture. always been amazed in the past no hands. up it hasn't can we make a fantastic. culture together in the future with our. team i fully believe we can and we're. very much focused on that you've got two. young daughters i do so when you hear.

about you know when you hear these. incidents that have come from women. saying that they've experienced someone. being misogynistic to them that must hit. closer to home than most it absolutely. absolutely does so i'm super lucky to. have two amazing daughters they're. eight eight and five oh wow yeah um. the eldest one is uh sometimes makes. beer with me at home in the kitchen and. i mean saturday afternoon which is. at five does she drink it no she doesn't. drink it she smells it and she picks out. the hops and she picks out the mall and. then she designs a label and she gives.

it to. might be another documentary so. sometimes you're allowed to. allow to drink it and stuff but yeah i. mean it's. it's tough i mean the outside of the. business i mean my daughter's the most. important thing in my life full stop and. the main focus of my life outside the. the business and. i think being a father has. changed my view in a lot of things i. mean it's not just since myself and. martin became fathers that there. suddenly became baby changing facilities. in all of our venues and that kind of. thing but and i can a deeper level a lot. of what we're doing from a. sustainability perspective is because.

i want to be able to look my kids and. and i know that we did our bit to save. our home planet that this didn't happen. in our watch that we put things in the. line here and then in terms of the. culture we're building as a company as. well i want to be able to. when they're drawn to speak to our. daughters about okay we try to make it. amazing for everyone by doing these. things this is the values that we held. true to us did we always get it right no. was that intentional was there to do. that absolutely and this is where we got. to in that journey one of the things you. you said you know i [ __ ] up on this. particular point was investing in.

heineken. and you've explained many times you know. the thesis behind why you did that yeah. i know that was i know people were. talking and you responded with some. things yesterday about that but i just. wanted to kind of confront that so. you've obviously been the antithesis of. those big yes we have beer companies and. then the bbc reported that you'd. actually invested i did they said 100. 500 grand you say 120k yeah context and. so i they said i held 500 k's worth of. shares i invested 500k i quickly sold it. down okay so at the time they said it.

was 500k why are you investing in the. people you hate. keep your friends closer closer. so. at that time. and it's it's the most stupid thing that. i've ever done if i could like go back. and change a single thing that would be. very high on the list just because of. how. at odds it sits with our values and how. we do things like companies so the. intention was to try and do a. distribution deal heineken felt that we. hated them and. i then without thinking about it too.

much decided okay well i'm going to buy. this and like hey guys i can't hate you. too much because i've got shares in it. so. that was the kind of designing concept. behind it and whilst we don't want to be. owned by big beer business we do. distribution deals with them we've done. a distribution deal with asahi in japan. and we work with other big beer. companies in a distribution basis but. not an ownership basis. i naively felt it would help us get a. distribution deal done. uh we didn't get the distribution deal. done and yeah definitely one of the most. stupid things i've ever done i would. love to go back and take it back but i. did it i own chairs and.

and heineken which is kind of like i. don't know luke skywalker owning shares. and darth vader's latest startup. were you the last question i have on. that topic then that's this these topics. more just generally is the other thing. that the bbc alleged was that you were. going to sell your company to heineken. yeah. and no truth in that whatsoever so we. had discussions about distribution about. potential partnerships but there was. never any intention to sell the company. and if we wanted to sell this company we. would have sold it a long time ago so we. have had so many offers why not.

why not sell it that'd be a big payday. yeah but then the next the week after. what do you do. how am i going to spend my time what am. i passionate about let's start another. beer business and then build it let's. start another company and build it so. like if we had wanted to sell we could. have sold this thing a huge valuation a. hundred times over. i could be sitting in a yacht somewhere. sipping margaritas and never have to. worry about anything ever again so if we. wanted to solve we would have sold it it. was never the intention to sell it was.

to see is there an option opportunity to. work together strategically and. distribution that helps us through the. business but. we're fully committed to. we're 15 years in we're fully committed. to the next 15 years and seeing where we. can take this thing and that's the fun. and that's the challenge and that's what. we're. focused on when you have you don't do. many interviews i don't i think you've. probably been a little bit too busy with. kovid and everything else going on so. you've not really done any interviews. but you did one in the sunday times with. josh glanci yeah and his sort of. conclusive point in that interview was. um. that he he thought you were obsessive.

someone who clearly struggles to express. empathy or read social click um cues. um he's he's cold-eyed unsettling. company and is. as a determined person as i recall. meeting and then he goes on to say but. he doesn't think you are the person that. you've been portrayed to be in a. negative context yeah or words to that. effect um. but the bit that i found particu. interesting of all of that was. the part about social cues which you've. mentioned earlier in this conversation. yeah. so actually um off the back.

of. the. time that i spent with with josh and. looking at that feedback i started. exploring as to whether i am a little. bit autistic and it's still something. i'm exploring at the moment but. working with some specialists i think i. might have some kind of light level. autism. in the mix that would explain some of. the social cue thing. some of the mindset thing and some of. the awkwardness as well interesting. 39 years old that's a bit. you know. yes.

because of that exact quote really. because of that exact quote and i was. like chatting with my doctor and i was. like do you think this meeting she's. like i thought that for a while james. quite possibly so yeah i'm working with. a specialist at the moment to see if. there's a. diagnosis there or not but it's. something where something we're looking. at but based on that exact quote which. is very spooky that you're editing well. it's because you you said about social. cues start the conversation and then i. had seen him say that and i'm putting. two and two together. and generally you know when i'm. generally when i was reading about all.

the bbc stuff and all the the um a lot. of the sort of accusations and. allegations. much of it felt like sometimes you would. stare at people and you'd be a bit. socially awkward yeah yeah so and and. and that can be. for a lot of people you know i mean i'm. saying this is part of it that can be. quite intimidating yeah. and so look when i was reading through. the feedback about people being fearful. and stuff i'm not saying it was because. but i and putting all these pieces. together just going well. empathy social cues.

you know i definitely need to do better. than empathy a hundred percent and. it's kind of one of the learnings as. well that i've been so focused. that i was like well. don't need any empathy because it just. takes up mental capital that needs to be. determined resilient driving forward. hitting this objective going for the. next goal and i think some of the issues. we've had in the past has been because. of that and this whole thing is a. learning this whole thing is a journey i. think i've reflected and learned more. than i have in my entire life over the. last 12 months which i think we had to.

do inside the feedback and one of the. things i'm definitely working on at the. moment is how can i be more empathetic. empathetic as a leader and i think. that'll make me a better leader did you. never get that feedback before before. that article came out that article came. out last year right i think i got it but. i just chose i did what i did with a lot. of feedback which was chose to ignore it. and just keep going so it's only when. you stop and pause and reflect a little. bit that you look at feedback in a. slightly different way. all of this is painful yeah this whole. process is painful this the the the.

letter that came out from punks with. purpose the bbc stuff all of it's. painful. but um. there is a silver lining. i'm sure because there's always a silver. lining. what is the silver lining the silver. lining is the can the last 12 months is. a phenomenal opportunity for us as a. business us as an employer me as a. person me as a leader to get better. and. i think we'll look back in a few years. time and as tough as it's been we'll be. grateful that we received that feedback. and we took that time to pause.

reflect and learn and make changes we've. made more changes in the last 12 months. we've perhaps done in the history of the. company i've made more changes my own. leadership style than i have in. in the kind of history of the company. the last 12 months as well so i think. the silver lining is as tough as this is. this is an opportunity for us to. double down on what we value as a. company for us to work closer with the. fantastic team members we've got all. over the planet and for us to build. something together with them where. they're incentivized engaged rewarded.

motivated played a key part in the. decisions and how we're building things. as well. and as tough as it's been and as hard as. it's been and it has been it's been hard. i think we are better long term because. of that and that's what we're focused on. doing. anxiety. interesting topic i talk about a lot. here i've experienced it myself. my anxiety was it has been worse. and hardest to control yeah or diffuse. with media related things yes.

so. yeah. so tell me about your experience with. anxiety. and and when it's been hardest and give. me some give me an honest view of what. when i use the word hard. what what what that looks like. practically for you. well kind of going through the last few. years i've had hyper vigilance i've had. anxiety just when you're constantly on. alert yeah yeah so you're connected. jammed it jammed in can a fight fight or. fly and it's just been like from a. business perspective it's been really. tough from a personal perspective it's. been tough as well so that's been uh.

that's been a challenge and. it just when you when you feel like. you're under attack. and like we felt like we've been under. siege. for large parts the last couple of years. um and some of that has been with things. which are understood as well which just. kind of makes those kind of blows kind. of land land tougher so you just kind of. feel your body kind of. convulsing with the cortisol and you. just feel yourself getting an edge and. when you're in that state you've got. i've got to get myself back and even. kill because i don't make my best. decisions i'm not the best leader at.

that time so how can i calm myself down. i'll work on a few breathing exercises. death work is is really good so i. usually do a daily breath work practice. which i think is really key as well and. i think. overall as a society we're trending. towards being more anxious and i think. our relationship with social media our. relationship with technology which is. why monitoring how many minutes i spend. on my phone each day is very very. important but i think. the amount of anxiety we're seeing as a. site in a society today is so much. higher than it would have been 10 20.

20 years ago and. as a company. going through these challenging times as. well we've put in mental health first. aiders who go on a mental health first. aid course we've got a huge amount of. trust in business as well so 90s 90. yeah 90 90 across the business is. starting to speak about it far more as a. business and they just think with. lockdown with covered with everything. like the impact on people's mental. health and i'm glad people are talking. about it more. is a challenge i think the more people. talk about it there's less of a stigma. and there's kind of more openness about. okay these things help with with the.

mental health side of things did you. used to think like i did that ceos. weren't meant to talk about it. yeah but i mean that quote that i shared. with you it's like the first rule of ceo. psychological meltdown is not to speak. about ceo psychological meltdown don't. let people know it's tough don't let. people know it's difficult. suck it up buttercup and just get on. with it which works for a certain amount. of time. it's definitely got a shelf life on it. as well as a philosophy kovid was one of. those moments where that really flipped. where in fact the way that you brought. people along with you was by letting i i.

saw this really big shift in and letting. them know that you were feeling it too. and in fact one of the most trust. building things for teams was to turn to. your team and go listen this is really. tough and i'm scared and it's difficult. for me and i'm feeling it too and i. think that that's a big that was a. critical moment where i learned the. importance of transparency with my team. not just. business transparency but personal. transparency. and and how useful that was in letting. them know that we're in this together i. guess as well so it's nice to. hear you say that because to talk about.

your own struggles with that yeah have. you have you ever been to therapy or had. any sort of medical support yeah i got a. therapy yeah. i do when did you start. um i actually started when i separated. from my ex-wife right um to kind of help. us through that transition and help us. be the best co-parents we could. to our two amazing. little daughters through that and. i've continued going because i just. think it's it's really useful and just. kind of back to being a ceo is lonely. and the tendency is okay let's just. bottle all this stuff and let's keep.

going with it. i think i can be a better leader if i've. got someone to talk to you about those. things. a way to work through the difficult. challenge and emotions means that i can. take the best version of myself to work. every single day be the best leader i. can and i owe it to my team to be to be. the best leader i can be what has. therapy done for you in terms of um so. that's the sounding board component but. is there like practical sort of. mechanisms or advice that you've. garnered from therapy or just an. understanding of yourself i guess more. than anything because i think it's just. an understanding of myself so.

um i actually did. last year five days of intensive therapy. in the in the woods outside of nashville. yes i was living i was living in a. little hut for for five days and kind of. doing an. intensive course and i think it's just. it's so useful and urge everyone to do. that but the more you can understand. how you're put together as a human and. so much of that is like the things that. happen in your early life how that. informs the filters you use to see the. world.

means you can understand your behavior. and means you can avoid default patterns. which are which are not helping you so i. would have. default patterns which i would just fall. into subconsciously which didn't help me. so now i understand okay i think this. way because these things happen this is. how i view the world usually this is how. i can put a better perspective on it. this is how i can then react better in. certain situations as a force as opposed. to following default patterns which. maybe didn't help me a busy person like. you yeah why would you what inspired you.

to go and take five days out of your. very focused very relentless lifestyle. and go and sit in a forest with a. therapist two very simple reasons i want. to be. the best. dad that i can to my two amazing little. daughters and i want to be the best. leader i can to the amazing people that. work in the business and i felt okay. the more i can. understand myself the better i can do in. those two things so i did it as much for. my daughters my team as i did it for. myself that's why i did it when we look. ahead at your future with brew dog and.

yourself. um lots of grand plans the business is. growing exceptionally quick in the us. there's some. pretty startling stats about the. meteoric rise of breeding across the. united states you're opening this. massive you shut down las vegas strip. the other day yeah. craning something in yes it was the sign. for the top of the building okay that's. really ridiculous. but. the growth in u.s has been crazy crazy. crazy. um what is i mean you've told me about. where you want to get to in terms of the. industry but like on a practical level.

what is next for brewdog what should i. expect of someone looking in from the. outside. you should expect us to focus. even more in the three most important. things in our business and that is. sustainability that is people and that. is beer so tell me about that. sustainability point because you are the. first. carbon negative. beer business in the world yes so we. thought we were doing our bit for the. planet we thought we were doing a bit. for sustainability. and i was fortunate enough to have. dinner with sir david.

and it was just before lockdown it was. in february of 2020 and i was just hit. with a blindingly stark realization we. are not doing nearly enough and we are a. part of the problem and the problem is. way more severe than the night than i. thought the problem was so after we'd. stabilized our business in the middle of. a pandemic we completely pivoted and we. thought okay we're going to put. everything on the line for what we. believe in here so we found an amazing. expert we worked hand-in-hand with. professor mike berners-lee one of the. world's best sustainability experts and. he's been our lead scientific advisor.

ever since and i think it's so important. to do that mood i made so many mistakes. in our sustainability journey if we. hadn't had his help but we decided even. though it's the middle of a pandemic. from a sustainability perspective huge. change is needed today not in 2040 not. in 2050 not in 2030 huge changes needed. today and we want to hopefully set a new. standard when it comes to sustainability. so we became the world's first carbon. negative beer business that means we. take twice as much carbon out of the air. every single year that we emit that.

includes all the carbon in our supply. chain we publish a report every six. months it's fully transparent this is. the carbon footprint of our business. this is how it's broken down and this is. how we've then helped take that carbon. out of the air we've made huge. investments across our business and. becoming more sustainable we recently. invested 12 million in a bio energy. facility that came online last week in. ellen and this is amazing so it takes. our waste water and it turns our waste. water into water we can use again and. biomethane green gas that we can use to.

power our system so our system is now. fully powered by green gas that comes. from our waste also reduces our water. usage and then we're also able to use. that green gas to use in vehicles which. transport our beer as well which we're. moving into so huge investments to. reduce our footprint but we also wanted. to take ownership of the problem. ourselves so our carbon is our problem. let's do something ourselves so we. bought nine and a half thousand acres in. the scottish highlands a huge chunk of. land where we're creating the lost. forest so we're planting millions of. trees to create this beautiful native.

broad leaf woodland and habitat rewild a. huge part of scotland restore peatlands. that's going to help take carbon out of. the air and we're causing this carbon to. go into the air ourselves so we wanted. to be responsible for taking it out. and it's been a crazy journey over the. last couple of years we've changed. everything about our business we've put. our money. where their heart is in this one it's a. huge gamble but we fully believe that. the only way we're going to get. out of the climate crisis we're in at. the moment is.

businesses so we think governments and. politicians are incapable of making the. change that needs to be made because the. time skills they work on is just too. long for the pain that we need to take. short term so to get us out of the. climate crisis i think it's the best. businesses working hand in hand with. scientists to put things in place and i. think when it comes to members of the. public as well they can almost have more. of an impact when it comes to. sustainability with how they spend their. money than how they vote so it's making. sure that our community are engaged and. excited and coming the sustainability. journey with us but the three pillars of.

our business for today and going forward. sustainability looking after people the. best we can and making the best beers. that we can. one of the the allegations obviously was. about the lost forest in the bbc report. took some time. it was yeah they said that it would it. was taking too long essentially to. it was it was publicized but then a. couple years later hadn't been built yet. so just to give you a chance to respond. to that yeah and i think that's typical. of how disingenuous some of the bbc's. claims were the only the singles reason. we hadn't started planting trees is we.

hadn't received the consent that we. needed to start planting trees so we had. to do environmental studies we had to. apply for permission to the scottish. foreign commission we were given that. plan in consent last week we're starting. planting in august exciting you've built. a tremendous um. tremendous business in terms of scale. and product and your customers love what. you're doing you've built that cult yeah. in your customer base one of the pieces. of advice you gave i believe it was in. your book which i thought was really. underrated. was about.

finance. and i i sit there in the den and i. reflect on how i [ __ ] up many times in. my own business and i think i just wish. someone had said that to me when i was. 20 years old your point about finance to. quote you directly because i wrote it. down you said um here goes this is the. single most important piece of advice in. this book. understand an understanding of finance. essentially. why is that the sing. through all your experience why did you. choose that as the single most important. piece of advice and tell me your journey. with finance. it's the least fun it's the least.

interesting it's perhaps the least sexy. bit of your business when you've got a. startup so therefore it's the most. likely to be ignored but for me. finance is. the language of business. it's the score keeping system of. business so if you can't keep score how. do you know how your business is is. doing and it's something that so many. small business owners entrepreneurs just. ignore and that is the seed of their. downfall. and like everything else when we set up. the business i mean we like to think.

we're punk and that we've got the same. diy. approach so we had to learn the skills. we needed to exist outside the system to. be able to beat the system learn the. skills you need to. succeed yourself so you can you can be. self-supporting and you don't have to. depend on anyone for anything which is. really important for your startup so it. was just. self-taught but we had to self-teach. ourselves how to generate barcodes how. to do the paperwork for international. customs for shipping beer to. america.

how to set up an online accounting. platform for that for the business. we had we had no money like outsourcing. any of these things simply wasn't an. option when you've got. 200 pounds in the bank account so for. the first eight or nine years the. business. we were teaching on the edge of. financial oblivion. almost every single day and my view was. if we're not then we're not pushing the. resources we have hard enough because. we've got to be pushing we've got to be. stretching. but it also means you've got to be.

very considered with how you use your. money with what you're investing can we. find a way to do this cheaper faster. better can we do this ourselves if so. let's do it ourselves and not spend that. money there's a really important lesson. in that which i also learned um which. was when you're broke. you're forced. especially the social chain was born out. of me being broke at my first startup. and realizing that i could no longer pay. for conventional ads in a newspaper and. i was gonna have to think of something. else because i was forced to in your. situation. you were forced to learn finance and the.

fundamentals of business and you were. forced to make your marketing dollar go. further with more radical unconventional. ideas and it's funny that that's. actually been a tremendous blessing. there's a lesson in that for teams in. business. about how to break through disrupt and. also how to just develop yourself as an. entrepreneur. absolutely and that comes back to a key. fundamental part of our approach which. is love a constraint so most people look. at a constraint and see it as a limiting. factor. if you do that you've lost the game. before you even start you've got to look.

at a constraint as a. potentially beautiful catalytic force. that allows you to find a better way to. do something so our business has all. been about constraints but our. philosophy with a constraint is okay. well we can't do this a normal way how. can we find a better way a new way to do. that and that's where equity punks came. from that's where given a where beer. recipes came from that's where learning. the skills that we needed to succeed. ourselves and doing so many things. in-house came from it's by looking at a. constraint and using that okay.

this constraint is here let's make it. beautiful. by using it as a tool to force us to. think differently come at this from a. different angle and to hopefully find a. better way to do something and you've. said in your book in multiple times that. you don't advise young startups to. outsource things to agencies even if. they have the cash yeah. because of that very reason yeah we talk. about this a lot in the den so it's. really front of mind for me at the. moment because all these businesses are. walking into the den and saying um. i've got i want your 50k steve because.

i'm gonna. give it to a marketing agency and i sit. in my chat and go [ __ ]. i'm gonna keep the money in my pocket. thank you yeah. that's for me that i'm out if you say. that um i always give them the advice. and tell them why i go because when. you're super early in the business and. i'm sure this is similar to your. rationale super early in the business. you want to be as close to the data as. possible in the insights and the know. how the knowledge and what's going to. happen when it when they spend the 50k. and it didn't work they'll blame the. product and you. they will never take credit for the.

digit show and of course they're. incentivized to over. sell. all of these but to get your take on. that why do you not outsource things. when you're in that even if you had the. cash. why shouldn't i outsource things so our. view was even if we outsource things. from early the partner is never going to. care as much as you care they're not. going to know your business your. customer as much as you do they're not. going to be fully aligned in terms of. incentives with what you're trying to do. so. also. back to that philosophy of would or. could another company do this.

if you outsource things you're going to. get solutions you're going to get. answers that other companies would do so. the more of that you can do internally. still use partners for execution for. reach for bits and pieces but with us. the more that we can do generate. internally is get br2 and a voice it's. going to be our mission it's going to be. our passion and we think that makes it. more authentic and we think that means. it's going to resonate better with. customers which a lot of our marketing. has done in the past you probably know. we have a closing tradition on this. podcast where the last guest asks a. question for the next guests yeah this. guest this person has written you a. question which i have not read yet and.

they don't have great handwriting so. okay um. i think that says do. do you think your younger self would be. proud. look up to you now question mark. oh good question we're going deep i. thought we're like finished with a deep. question. have you listened before. i think your younger self would be proud. look up to you now. i think so yes i do. i do and.

like maybe even more demons when i was. younger so to. to kind of see that i've been able to. to build something and and achieve. something and. see that i've got like lucky enough to. have two fantastic amazing little. darters and stuff so i think my younger. self would be would be happy which if. i've done. thank you. um. not easy not easy coming here. [Laughter]. it is what it is and thank you for all.

of that and i hope you've enjoyed it. quick one as you might know crafted one. of the sponsors of this podcast and they. make really meaningful pieces of. jewellery this lion piece they've made i. wear all the time along with the little. timepiece the sand timer that i wear. often and the lion piece you might have. seen conor mcgregor has a similar piece. which was custom made for him for me it. represents courage and if you walk. through my house the house that i'm in. right now if you walk six feet in that. direction you'll see a huge lion.

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