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Building Culture, Processes, and Accountability as Remote Team

Nine ideas and systems for remote culture, from recurring collaboration to weekly accountability and recognition

Patrick Shaw · RapidFunnel

Published September 1, 2022
About this resource

Patrick Shaw, Founder and CEO of Rapidfunnel shares how Building Culture is an easy path to Success:

- 9 Ideas / Systems and Processes that have worked for us.

- Raising capital without giving up Equity

- Why and What bootstrapped means to us.

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What you’ll learn

Patrick Shaw explains how RapidFunnel built a remote operating culture through shared learning, recurring collaboration, personal accountability, recognition, and trust in capable people.

Read the source passages

Key moments

Find the ideas you need and go straight to the source.

Define the company culture

“all have our strengths and weaknesses we all lean to those things so I'm going to talk about things that are strengths for us you know I've got plenty of weaknesses and I'm coming here to try to figure out what those are but what we've done whoops what we've done is just so you have a little bit of backstory and I'm going to move really fast and basically talk to you about the the big things that I think we did really really well as a company um and so this is our our growth track I just went to last year's revenues which”
Watch at 01:54

Make collaboration recurring

“systems or processes when it comes to a healthy organization that really really matter and and there are there are links um I guess on Nathan's drive for every single one of these things and I think it would save a lot of people a lot of time like to see exactly what the spreadsheet is or what we built in that respect um so one was we we built this Charter and house rules spent a lot of time on it and it specifically geared around a”
Watch at 06:45

Practice weekly accountability

“dude it's so powerful I mean I I really don't know how we would have built the business so I'm reading all this stuff about gazelles and you know different methodologies and 4dx and you know all the SAS principles um out of the valley and all that about how to build a SAS business and I've got all these different sheets that I'm trying to build culture and create processes and systems and then a buddy gives me Gino wickman's book traction”
Watch at 11:05

Recognize the team

“and then I've got ideas it's not Brenda it's Bridget darn it Bridget but Bridget like I was super helpful talking about like her talk on profit I mean we've got it we've got to focus more on profit we focus on growth and so I spend all the money all the time right instead of focusing on on profit but we're gonna so we're gonna adjust this a little bit but we have an intranet and in the back of the internet they can go”
Watch at 15:20

Let good people lead

“uh raising Capital I'll just tell you I have one minute so raising capital is we I went back to the group and I basically told my friend Tom I'm like look your valuation's about 6 million and and I said it very politely and thoughtfully and all that but yeah y'all haven't done squat for this for this group that Yen done squat six million dollars if you invest a million dollars I'm not going to give you any Equity then then”
Watch at 19:58

RapidFunnel Revenue Growth

“RapidFunnel Revenue Growth”
Read slide 2

CCC - Calls. Culture, Collaboration, Communication

“CCC - Calls. Culture, Collaboration, Communication”
Read slide 7

Invested in Hiring Better

“Interviewers Appraisal Document”
Read slide 20

Building great culture in remote sales organization

“Building great culture in remote sales organization.”
Read slide 25

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Resource files

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  • Building Culture, Processes, and Accountability as Remote Team - Slide Deck

About the speaker
Patrick Shaw

Patrick Shaw

CEO · RapidFunnel

LinkedIn

Patrick Shaw has spent the majority of his professional life in the Network Marketing Field, mostly with one company. His story is like so many others in the industry... he was seven years out of college, broke and desperately looking for a way to find real freedom. Network Marketing provided that freedom.

Company revenue
$1.8M
Team size
40

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Slide by slide

Each slide with a short explanation of what it shows. Open the slide text for its exact wording.

26 passages

Remote culture and accountability

  1. Slide 1Open deck
    Slide text

    Patrick Shaw Founder, CEO of Rapidfunnel Founder500, Sept 2022 Culture, Processes and Accountability … As Remote Team

  2. Slide 2Open deck

    Revenue grew through 2021

    RapidFunnel’s revenue chart rises from $542k in 2016 to $2.9m in 2021, with the fastest step-up between 2018 and 2019. The annual labels show continued growth through 2020 and 2021.

    Slide text

    RapidFunnel Revenue Growth

  3. Slide 3Open deck

    Team connection beyond an office

    The photo collage presents team gatherings at restaurants, retreats, and other shared events as the company’s version of a headquarters.

    Slide text

    Corporate Headquarters (aka Whole Foods, AirBNB’s, Resorts)

  4. Slide 4Open deck

    Tools support relationship-based selling

    A shared toolbox connects the company or master distributor with salespeople, who use mobile tools to share tailored content one-to-one with prospects.

    Slide text

    Driving the Natural Behaviors in Relationship Based Sales Organizations Advertising Agency in The Palm of Their Hand Share content with prospects one-to-one

The culture agenda

  1. Slide 5Open deck

    Three themes guide the talk

    The agenda groups the talk around building a healthy remote organization, raising $1 million without equity, and avoiding common leadership pitfalls. It previews practical systems, relationships, and the CEO’s responsibilities.

    Slide text

    Over the next 20 minutes we will talk about how Building Culture is easy path to Success: Building great culture in remote sales organization. HEALTHY ORG AVOID LANDMINE 9 Ideas / Systems and Processes that have worked for us. Good Relationships 2nd Raise = without giving up Equity Founderpath Next 3 jobs of a CEO Hubris: The minute you think you have it all figured out. Why and What bootstrapped means to us. 1 MILLION NO EQUITY

Charter and communication

  1. Slide 6Open deck

    A charter defines how the team works

    The charter states the organization’s principles and aims, while house rules capture agreed ways of working. Together, they clarify who the team is, why it exists, and how it operates.

    Slide text

    Charter and House Rules Charter and House Rule

  2. Slide 7Open deck

    Regular calls make collaboration visible

    An all-hands call schedule organizes one-to-one conversations across locations and teams. The spreadsheet tracks booking status and completion so colleagues can coordinate recurring check-ins.

    Slide text

    CCC - Calls. Culture, Collaboration, Communication All Hands On Deck List - CCC - Collaboration, Culture and Communication - Latka - Google Sheets

  3. Slide 8Open deck

    A call outline keeps check-ins focused

    The suggested agenda keeps calls brief and moves from team experience and personal goals to customer experience, learning, and open discussion. It also asks participants to share useful highlights afterward.

    Slide text

    CCC - Calls. Culture, Collaboration, Communication All Hands On Deck List - CCC - Collaboration, Culture and Communication - Latka - Google Sheets

  4. Slide 9Open deck

    A pause between team practices

    This mostly blank branded slide creates a visual pause before the next section on innovation projects.

Innovation and advancement

  1. Slide 10Open deck

    Innovation projects develop people

    The “Rocks” framework gives people room to execute ideas, build skills, and show initiative while creating value aligned with team goals. The slide says this work is part of the job and can help leaders spot people ready to advance.

    Slide text

    Rocks - Innovation on the Fringes The power of innovation on the fringes Serves many purposes Develop your skills. It forces you to execute. 10% Show your creativity. Shine to the leadership. Send a message. Sometimes you create them and sometimes we need your help. Forces you to think about how you can create value and be aligned to our purpose, goals and team goals. This is not extra work. It's what we do at RapidFunnel. How we identify people to advance in the company. “Actions speak so loudly I cannot hear what you’re saying”

  2. Slide 11Open deck

    Small projects add up across the team

    The slide frames innovation projects as a use of 10% of people’s time and reports 210 completed projects from 70 people completing three each. It then asks teams to choose a fourth-quarter project that serves the organization.

    Slide text

    Rocks - Innovation on the Fringes 10% of people's time. 70 x 3 = 210 Rocks Completed 4th quarter - your rock. How can we serve the organization.

Bonuses and team ownership

  1. Slide 12Open deck

    RapidShares make rewards trackable

    A portal screenshot presents non-vested shares, vested shares, and their value, alongside separate histories for issued and vested shares. The example communicates how team members can monitor a share-based bonus.

    Slide text

    Bonus Program Bonuses and RapidShares

  2. Slide 13Open deck

    Share value follows company revenue

    RapidShares are described as a bonus tied to company growth, with share value based on doubling the last 12 months of revenue and dividing by outstanding shares. The portal lets employees track and cash out shares when needed.

    Slide text

    Bonus Program Bonuses and RapidShares RapidShares are a bonus program where the team members benefit from the growth of the company. The value of a share is calculated by doubling the last 12 months of revenue and dividing by the total actual shares outstanding. Team members can track their shares via intranet portal and cash out their shares when personal needs arise.

  3. Slide 14Open deck

    Recognition celebrates team contributions

    The collage pairs employee photos with RapidStars recognition, personal milestones, and short motivational quotes. It presents visible appreciation as part of the team’s culture.

    Slide text

    Bamboo/AHOD

  4. Slide 15Open deck

    Rituals keep a remote team connected

    The team uses a monthly newsletter, employee recognition, milestone announcements, and guest contributions to share stories. A monthly all-hands meeting and weekly CEO message provide recurring company-wide communication.

    Slide text

    Bamboo/AHOD Bamboo Newsletter RapidStars Guest Contributor Birthdays Anniversaries Link to an actual call. State of Union / Inspiration Client Testimonials, guest speaker, Bamboo - Our Monthly Newsletter RapidStars - Anniversaries - Babies - Weddings - Contributor AHOD (all hands on deck) 1st Monday Every month Zoom RADAR - Weekly Message from the CEO

Recognition and hiring

  1. Slide 16Open deck

    Reviews link recognition to development

    A sample RapidROAD review combines personal and professional goals, self-reflection, KPI assessment, and comments from the team member and reviewer. The form connects appraisal with recognition and development planning.

    Slide text

    RapidRoad Review RapidROAD Sample - Recognition, Objectives, Appraisals, and Development

  2. Slide 17Open deck

    Yearly meetings balance work and fun

    The annual meeting is framed as 40% work and 60% fun, with photos of planning sessions, meals, and team activities. The message is that shared play helps teammates build relationships.

    Slide text

    RapidVision - Yearly Meeting -Version 40% work 60% fun Team that plays together Stays together

  3. Slide 18Open deck

    Hiring combines conversation and assessment

    The hiring approach pairs group calls that sell the company vision with an interviewer appraisal, personality profile, technical quiz, and CEO interview. The slide also shows a remote interview in progress.

    Slide text

    Invested in Hiring Better Group Calls - Sell Vision Interviewers Appraisal Document Personality Profile Technical Quiz CEO Interview PS - Help! We are looking for a superstar to Run Outbound Sales Team and Head of Product Development.

  4. Slide 19Open deck

    A practical test checks technical basics

    The hiring sequence expands into a short technical interview with basic computer tasks and guidance for observing how candidates follow instructions, handle difficulty, and learn. It favors a calm, practical assessment over pressure.

    Slide text

    Invested in Hiring Better Group Calls - Sell Vision Interviewers Appraisal Document Personality Profile Technical Quiz CEO Interview PS - Help! We are looking for a superstar to Run Outbound Sales Team and Head of Product Development.

  5. Slide 20Open deck

    Interview notes support consistent decisions

    An interviewer appraisal form collects candidate and role details, interview materials, and an initial proceed-or-reject recommendation. It gives the hiring team a shared place to record evidence.

    Slide text

    Invested in Hiring Better Group Calls - Sell Vision Interviewers Appraisal Document Personality Profile Technical Quiz CEO Interview PS - Help! We are looking for a superstar to Run Outbound Sales Team and Head of Product Development.

Capital without equity

  1. Slide 21Open deck

    An early raise traded equity for cash

    The presentation contrasts an earlier offer of $300K for 20% equity with a later $1 million raise without equity. It says the next step was to establish purpose, values, and goals before investing in outbound growth.

    Slide text

    #2 - Raising Capital Without Equity! Gave us 300K for 20% - Sounded Good at the time. How being clueless to the common practices of SaaS can be a good thing. OFFERED 10% WITH NO EQUITY 1 MILLION NO EQUITY FOUNDER PATH NEXT Begin with Purpose, Values, Goals! Gas on the fire once we figure out outbound strategy Not great at SaaS Outbound yet Could use some help here.

  2. Slide 22Open deck

    A later raise avoided equity and repayment

    The slide says the company offered 10% for no equity after assuming cash required equity or repayment, and recounts receiving $300K for 20% with no further support over six years. It then describes making a case to double the investor’s valuation in half the time.

    Slide text

    1 Million = No Payback / No Equity Assumption: No one will give cash without equity or a payback! We offered 10% for no equity We received 300K for 20% We got no additional support over 6 years. Then we made a compelling argument why we could double their valuation in half the time.

  3. Slide 23Open deck

    The agreement puts the raise in writing

    The enlarged contract excerpt shows the agreement behind the no-equity raise, including an investment tied to revenue goals and additional terms if targets are missed. It makes the financing arrangement concrete alongside the summary on the previous slide.

    Slide text

    1 Million = No Payback / No Equity Assumption: No one will give cash without equity or a payback! We offered 10% for no equity We received 300K for 20% We got no additional support over 6 years. Then we made a compelling argument why we could double their valuation in half the time.

CEO responsibilities

  1. Slide 24Open deck

    A CEO protects health and focus

    The slide groups the CEO’s work into staying healthy financially, avoiding drama, and remembering what matters. It urges financial prudence and team quality of life while noting that bootstrapping does not have to mean building a lifestyle business.

    Slide text

    #3 - Your Job as CEO! Stay Healthy = Culture and Finances Avoid Drama STAY HEALTHY FINANCIALLY AVOID LANDMINES REMEMBERING WHAT REALLY MATTERS Be Prudent Financially. SaaS is full of VC backed Advice - Makes having patience harder. (No VC) - that does not mean we are building a lifestyle biz Quality of life for myself and our team.

  2. Slide 25Open deck

    The recap returns to three themes

    The closing recap revisits a healthy organization, a raise without giving up equity, and avoiding leadership landmines. It summarizes the talk’s systems, relationships, and CEO responsibilities.

    Slide text

    Over the last 20 minutes: Building great culture in remote sales organization. I showed you HEALTHY ORG AVOID LANDMINE 9 Ideas / Systems and Processes that have worked for us. Good Relationships 2nd Raise = without giving up Equity Founderpath Next 3 jobs of a CEO Hubris: The minute you think you have it all figured out. Why and What bootstrapped means to us. 1 MILLION NO EQUITY

  3. Slide 26Open deck

    A thank-you closes the talk

    Patrick Shaw closes by thanking the audience and identifying himself as RapidFunnel’s founder and CEO.

    Slide text

    September 2022 Patrick Shaw Founder, CEO of Rapidfunnel