On a recent episode from Restoration Marketing Group, we flipped the script and put our fearless leader, Jamie Randall, on the hot seat for a rapid-fire segment called “What Would Jamie Do?” I hosted the episode with Rihanna Johnson (our sales dynamo) and Sammy, and we asked Jamie a string of delightfully ridiculous, borderline-realistic scenarios to see how he’d react. The conversation was equal parts practical leadership, playful roasting, and genuine insight into how our team handles chaos — with a lot of laughs along the way.
How this Q&A works (and why it matters)
There were no rules: first thing that popped into Jamie’s head. The aim wasn’t just humor — it was a peek at how RMG leads think, prioritize, and protect the business while keeping team culture intact. Below are the scenarios we covered, Jamie’s answers (verbatim when worth quoting), and takeaways you can reuse for your team or your small business.
Scenario 1 — “Call me at 2 a.m. to bail me out of jail”
Rihanna asked what Jamie would do if she called him at 2 a.m. from the county lockup. Jamie’s immediate practical response: he doesn’t hear his phone.
“My phone’s always on silent… you made the wrong call, unfortunately.”
Takeaway: leaders set boundaries and availability expectations. If overnight emergencies are possible, have a clear rotation or protocol so no single person is set up to fail — and make sure everyone’s contact expectations are explicit.
Scenario 2 — “You accidentally deleted all SOPs the night before maternity leave”
Jamie’s reaction moved quickly from panic to process: find the backups.
“Somebody’s gonna have to go find them because we’re not starting from scratch again.”
Lesson: SOPs saved in the cloud still need version control, backups, and a recovery owner. Document who is responsible for restoration and set periodic checks so “deleted” becomes a recoverable event rather than a crisis.
Scenario 3 — “Sign up a new client (a hair salon) just to get free services”
Jamie’s response was equal parts amused and practical: he’d be more upset with the salesperson (Sammy) since she’d have to fulfill the work — but he’d roll with it.
“If your closing rate went up because your hair looks so good, we’ll make it work.”
Takeaway: short-term perks disguised as client wins can create fulfillment headaches. Ensure ethical closing practices and make sure operational teams can support any deal before it’s signed.
Scenario 4 — “Order 500 company hoodies but spell the logo wrong”
Jamie’s pragmatic answer: return or repurpose.
“Figure it out. Just build another company off of your mess up.”
Lesson: vendor mistakes happen. Maintain vendor relationships that allow returns/reprints and have a contingency plan (donation, promotional giveaways, or repurposing) so one typo doesn’t become a branding fiasco.
Scenario 5 — “Ask for PTO during busiest sales week because ‘the universe told me to recharge'”
Jamie’s answer was straightforward: “No.”
“The universe is not paying your bills. This is your boss saying no.”
Takeaway: culture can celebrate flexibility, but business-critical moments need coverage. Create a PTO policy with blackout dates and an approval process that balances wellness with operational needs.
Scenario 6 — “Signed up as guest speaker at a mom’s group about work-life balance”
Jamie joked he’d turn it into an impromptu speed-dating session for single moms. But beyond the laughs, his answer hinted at adaptability — show up, be authentic, and make the best of it.
Lesson: leaders should be prepared to speak publicly about culture. Use these opportunities to share real-world tips for balance, rather than perfect theory.
Scenario 7 — “Create a dating profile just to target prospects”
Jamie reacted to the boundary issue first, then to the hustle second.
“Respect the hustle… but don’t cross any lines.”
Takeaway: unconventional outreach can work but must align with ethics and brand reputation. Test new channels deliberately and AB test responsibly — keep business and personal boundaries clear.
Scenario 8 — “Add ‘diaper fund’ as a payroll line item”
Jamie laughed that it would probably come up during onboarding with a new bookkeeper, and rightfully so — it’s not a standard corporate expense.
“The only way you would find out is when you get a new bookkeeper and they ask you about the diaper.”
Lesson: transparency in payroll and bookkeeping is non-negotiable. Perks can be creative, but they have to be structured and legal. Consult your CPA before adding unusual line items.
Scenario 9 — “Sell a package with unlimited babysitting from Sammy”
Jamie’s answer was a hard pass — he joked he’d “kill you” and pointed out the impossibility of delivering that promise.
Lesson: any promise you sell must be deliverable. Marketing creativity is great, but align offers with operations and capacity to avoid burnout and false expectations.
Scenario 10 — “Expense all Starbucks as employee wellness”
Jamie had a measured take: support local coffee if it boosts productivity, but don’t open an unlimited expense line without ROI.
“If you can show me productivity improved 10x with this, you might be on to something.”
Takeaway: perks should be accountable. If you want to run a test of employee wellness spending, measure the outcome and set limits.
Scenario 11 — “Bring a tarot card reader into the office to forecast our sales pipeline”
Jamie was game for the fun side of it — so long as there wasn’t any “bad juju.”
“If it started going down here, I’d be like, ‘Time out. Go. We don’t do all that bad juju around here.'”
Lesson: culture-building events (even quirky ones) can be morale boosters. Keep things optional and positive, and don’t let superstition substitute for data-driven forecasting.
Scenario 12 — “Set an out-of-office that redirects team and clients to Jamie for six months of maternity leave”
Jamie admitted he’s not the best at checking email, which could create a backlog — but he also trusted that many problems self-resolve.
“Fortunately for me, I don’t check my email… some problems just go away if you don’t circle back.”
Takeaway: clear delegation during long leaves is essential. Assign inbox owners, set expectations for escalation, and have a documented handover to prevent surprises on return.
Final thoughts — culture, boundaries, and creative problem-solving
The “What Would Jamie Do?” segment was lighthearted, but it surfaced real leadership principles: set boundaries, maintain backups, be accountable for offers you make, and keep perks measurable. Jamie’s answers blend humor with practical instincts — he deflects the ridiculous while keeping the business running.
If you’re looking to build a team with a culture that’s fun, honest, and focused on results (and you don’t mind roasting your boss sometimes), Restoration Marketing Group is hiring. Reach out if you want to be part of a place that values both performance and personality.
Quick checklist to apply these lessons to your business
- Document SOP backups and test recovery procedures regularly.
- Approve deals only after confirming operational capacity.
- Keep payroll and bookkeeping transparent; consult your CPA for unusual perks.
- Create PTO blackout windows for critical business periods.
- Test wellness or perk initiatives with measurable goals and limits.
- Designate inbox owners and complete handovers for extended leaves.
Want the best of both worlds — a results-driven workplace that still knows how to laugh? Consider this your invite to join us at Restoration Marketing Group. We take work seriously, and ourselves, not so much.