The Monday Next Podcast

Meredith Monday Schwartz and Scott Monday
  • 5.0 (6)
  • ENTREPRENEURSHIP
  • UPDATED WEEKLY

Two siblings. Two different industries. Real conversations about running a small business. Scott Monday and Meredith Monday Schwartz are siblings, operators, and business owners who run companies in completely different ways. Monday Next is their weekly conversation about the real work of leading, fixing, and growing businesses. No guests. No fluff. Just honest talk from two people who've been challenging each other for more than fifteen years.

Episodes

  1. 2D AGO

    Episode 7: Employee Ownership—Ultimate Accountability or Recipe for Chaos?

    1. Episode Summary In this episode, Scott and Meredith break down what it actually means to run an employee-owned company, using Here Comes the Guide's ESOP as the real-world case study. Meredith explains how the ESOP was created, how the founder exit worked, and what employees really receive over time. They also get honest about the limitations of long-horizon incentives, and why "act like an owner" only works if employees have the information, authority, and upside to match. The conversation closes with a practical micro-action for any operator thinking about ownership, transparency, and exit planning. 2. Who This Episode Helps Business owners thinking about an eventual exit but unsure what "good options" look like Operators curious about employee ownership, ESOPs, and founder buyouts Leaders who want employees to "act like owners" but do not know how to build that reality Founders who feel the weight of being the only decision-maker Anyone trying to balance long-term incentives (retirement, equity) with short-term motivation (bonuses, profit share) 3. Key Topics What an ESOP is and how the trust structure works How Here Comes the Guide bought out the founder in 2017 Why profitability and tax structure matter in an ESOP Vesting timelines, eligibility rules, and why it can feel like "funny money" when you are younger The control mechanism: Meredith's 100 voting shares and the three decisions that require a vote How ESOPs influence transparency more than day-to-day performance Exit planning, succession planning, and key person insurance The "act like an owner" cliche, and what most owners forget to provide Micro-action: how to think differently even if you never set up an ESOP 4. Time-Stamped Guide (Problem-Based) 00:01:02 — Main topic: Here Comes the Guide is employee-owned (ESOP) 00:02:21 — Monday Moment: Meredith's workout discipline win 00:05:18 — Monday Moment: Scott's EO Accelerator talk and flow state 00:07:48 — Tool Time: Wispr Flow voice-to-text 00:11:39 — What an ESOP is and how the trust structure works 00:13:15 — Why the ESOP was created and founder exit context 00:15:27 — How the buyout worked: valuation, cash, and loan 00:18:38 — What the transition looked like over time 00:19:04 — How control works: the 100 voting shares 00:21:08 — What requires an employee vote (and what does not) 00:21:32 — What employees get: eligibility, vesting, and statements 00:25:34 — The reality of long-term incentives for younger employees 00:27:38 — Transparency, "act like an owner," and behavior change 00:30:34 — Profit share and shorter-term incentives vs ESOP value 00:31:29 — Questions a founder should ask before considering an ESOP 00:34:48 — Succession planning: bus scenario, beneficiaries, key person insurance 00:36:37 — Scott's current thinking on exit and why it is hard to focus on 00:40:27 — Does an ESOP reduce the pressure of sole ownership? 00:45:14 — This week's micro-action 00:46:40 — Monday Family Business: risk, dreams deferred, and why they built their own paths 00:52:29 — Wrap-up and next week: to scale or not to scale 00:53:10 — Where to find Scott and Meredith 00:54:09 — How to support the show and listener DM prompt 5. Scott's Takeaway If you want employees to act like owners, you have to give them information, authority, and real upside. 6. Meredith's Takeaway Even if you never choose an ESOP, run your company like your employees deserve transparency, because trust is the point. 7. This Week's Listener Call to Action Take 15 minutes and write down: "If my employees were owners, what would I do differently?" Then pick one change you can make this week in how you share numbers, decisions, or context. 8. Resources Mentioned Wispr Flow (voice-to-text tool Meredith uses) Entrepreneurial Operating System (EOS) / Traction (referenced as an operating framework) Whole30 (Scott's reset for discipline) Think and Grow Rich by Napoleon Hill Key person insurance (referred to as "key man insurance" in common industry language) Entrepreneurs' Organization (EO) Accelerator Meredith's The Currently Reading Podcast Scott's Substack 9. About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings and operators who have spent 15 years challenging each other's business philosophies. On Monday Next, they unpack real decisions business owners face, from systems and execution to people and culture. No guests. No fluff. Just honest conversations about what actually works. 10. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on LinkedIn: @meredith-monday-schwartz Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast

    55 min

  2. FEB 2

    Episode 6: Your Industry's "Rules" Are Killing Your Business

    1. Episode Summary In this episode, Scott and Meredith talk about breaking the "rules" in your industry and why that is often the fastest path to differentiation. Scott shares how kitchen & bath CRATE challenged common construction norms like big upfront deposits, vague timelines, and heavy reliance on subcontractors. Meredith shares how Here Comes The Guide competes against a much larger competitor by leaning into trust, a non-commission sales model, and couple-first product decisions. The core message: the best business innovations usually start with asking, "Why does it have to be this way?" 2. Who This Episode Helps Business owners competing against bigger, better-funded competitors Operators in "old school" industries where customers expect chaos Leaders who want a clearer differentiator than "better service" Founders who feel a pull to do things differently but are nervous to commit Anyone redesigning customer experience, sales, or delivery workflows 3. Key Topics How "breaking rules" becomes a real competitive advantage CRATE's approach to deposits and keeping customers "cashflow ahead" The on-time completion guarantee and why it changes trust instantly Why having all materials before demo is the speed cheat code Using a day-by-day schedule to reduce chaos and drift Why CRATE moved toward self-performing work instead of subs Meredith's trust-based guarantee in advertising and sales Competing as David vs Goliath through service and differentiation How risk and fear show up for founders, and why you need an outlet 4. Time-Stamped Guide (Problem-Based) 00:06:34 — The meeting tool both companies now rely on 00:11:30 — How "putting a kitchen in a box" became a real business model 00:16:36 — Why big upfront deposits create an adversarial customer relationship 00:20:39 — How to keep the customer "cashflow ahead" to increase trust 00:22:23 — The on-time guarantee that forces the system to improve 00:26:58 — The two practices that make projects finish faster 00:28:58 — Meredith's biggest differentiator when competing with a PE-backed giant 00:33:40 — The control and trust benefits of self-performing work 00:40:47 — How childhood patterns shape founder risk tolerance 00:46:20 — The 15-minute "industry rule audit" you can do today 5. Scott's Takeaway If you want a real advantage, fix the parts of your industry that customers have learned to tolerate. 6. Meredith's Takeaway A "bigger life" usually requires choosing trust and courage over safety and convention. 7. This Week's Listener Call to Action Do a 15-minute industry rule audit: list what customers hate about your industry, then pick one "rule" you can redesign. 8. Resources Mentioned Fireflies (AI meeting recording, transcripts, summaries) Gantt schedules (day-by-day project plan format) Maslow's Hierarchy of Needs Jobs to Be Done by Stephen Wunker Entrepreneurial Operating System (EOS) Meredith's The Currently Reading Podcast Scott's Substack 9. About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings and operators who have spent 15 years challenging each other's business philosophies. On Monday Next, they unpack real decisions business owners face, from systems and execution to people and culture. No guests. No fluff. Just honest conversations about what actually works. 10. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on LinkedIn: @meredith-monday-schwartz Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast

    51 min

  3. JAN 26

    Episode 5: Vulnerability is Not Leadership (Yes It Is)

    1. Episode Summary In this episode of Monday Next, Scott and Meredith take on one of the most misunderstood leadership topics in modern business: vulnerability. They debate whether vulnerability belongs in leadership at all, and ultimately reframe the conversation around transparency, self-awareness, and trust. Drawing from real stories inside their companies, they explore how leaders can be honest without oversharing, human without losing authority, and clear without creating fear. 2. Who This Episode Helps This episode is for you if you are: A founder or CEO navigating hard conversations with your team Leading a business with mixed personalities, generations, or cultures Unsure how much emotion, honesty, or transparency to bring into leadership Managing people during uncertainty, slowdown, or change Trying to balance clarity with compassion 3. Key Topics Why "vulnerability" may be the wrong word for leadership Transparency vs emotional oversharing How self-awareness shapes trust Crying at work and emotional expression on teams Gender differences in leadership communication Generational expectations around transparency Sharing financials with your team and why it matters The real cost and benefit of radical transparency 4. Time-Stamped Guide (Problem-Based) 01:08 – Why this vulnerability comment sparked the episode 02:35 – Remembering the human impact of leadership 07:05 – What Taylor Swift gets right about leadership and teams 10:14 – Tool Time: managing energy, not just tasks 15:12 – Why Scott rejects "vulnerability" as a leadership trait 18:40 – Reframing vulnerability as transparency and honesty 21:01 – How a leader's mood quietly shapes the entire team 23:46 – Crying at work and why emotion is not weakness 28:49 – Gender dynamics in leadership communication 32:26 – Generational expectations and cultural fit 35:06 – Sharing company financials with your team 39:31 – The real risks of transparency most leaders avoid 44:49 – Excellence, work ethic, and the next generation 50:26 – This week's micro action for leaders 5. Scott's Takeaway Transparency builds trust, but only when leaders pair honesty with clarity, direction, and ownership. 6. Meredith's Takeaway If transparency makes you uncomfortable, ask yourself what you might be hiding and why. 7. This Week's Listener Call to Action Take 15 minutes to reflect on what information you are holding back from your team. Ask yourself whether that silence is protecting the business or protecting your own discomfort. 8. Resources Mentioned Entrepreneurial Operating System (EOS) Trello Google Workspace The Structured App Rework by Jason Fried Meredith's The Currently Reading Podcast Scott's Substack 9. About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings and operators who have spent 15 years challenging each other's business philosophies. On Monday Next, they unpack real decisions business owners face, from systems and execution to people and culture. No guests. No fluff. Just honest conversations about what actually works. 10. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on LinkedIn: @meredith-monday-schwartz Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast

    55 min

  4. JAN 19

    Episode 4: Remote Forever vs. The Office is Not Dead

    In this episode of Monday Next, Scott and Meredith tackle one of the most debated topics in modern business: remote work. Meredith shares how Here Comes the Guide has successfully operated as a fully distributed team for years, while Scott challenges the model from the perspective of a highly physical, in-person business. Together, they break down what actually makes remote work succeed, where it fails, and how leaders should think about hybrid models without falling into ideology or fear.  Who This Episode Helps Business owners considering remote or hybrid work for the first time Leaders struggling with productivity, trust, or accountability on remote teams Operators managing field-based or in-person businesses wondering what still applies Founders hiring for self-direction and results, not "butts in seats" Managers who worry remote work kills culture or collaboration Key Topics Why remote work exploded in 2020 and why most companies execute it poorly The non-negotiables required to manage a remote team successfully Metrics, KPIs, and defining success instead of tracking hours Hiring for self-driven people who thrive without micromanagement Tools that replace the office without recreating its worst habits Time theft, accountability, and why in-person teams face the same issues Hybrid work as a testing ground instead of an all-or-nothing decision How remote work impacts family life, boundaries, and discipline Time-Stamped Guide (Problem-Based) 01:17 — Why Scott is skeptical of remote work as an operator 03:17 — The two ways remote work fails: lazy employees or micromanagers 03:51 — How Meredith keeps December productive during engagement season 08:24 — When a long-term plan finally does what it was designed to do 12:05 — Tool Time: Why Profit First changes how owners think about money 16:36 — How Here Comes the Guide began experimenting with remote work 20:48 — Trust but verify: measuring work instead of watching people 22:56 — The management recipe that makes remote work actually work 28:58 — Virtual offices, tools, and rituals that replace physical proximity 35:28 — Time theft, laundry, and why Meredith does not care if results are there 42:04 — Why certain personalities thrive remotely and others never will 47:57 — How hybrid work can be a smart stepping stone 52:51 — A simple way to test remote work without committing forever 54:56 — How working from home changes family dynamics in real life Scott's Takeaway Remote work is not about location. It is about clarity, accountability, and hiring the right people for the right seats. Meredith's Takeaway If you measure results instead of hours and hire for self-drive, remote work becomes a competitive advantage instead of a risk. This Week's Listener Call to Action Identify one role in your business that could work remotely one day a week. Define what success looks like for that role and test it for 30 days. Resources Mentioned Profit First by Mike Michalowicz Entrepreneurial Operating System (EOS) Google Workspace Father Interrupted on Video Call Funny Meme Google Spaces Dialpad VOIP Gather (Meredith's current virtual office platform) Sococo (Meredith's former virtual office platform) Meredith's The Currently Reading Podcast Scott's Substack About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings and operators who have spent 15 years challenging each other's business philosophies. On Monday Next, they unpack real decisions business owners face, from systems and execution to people and culture. No guests. No fluff. Just honest conversations about what actually works. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on LinkedIn: @meredith-monday-schwartz Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast

    1h 3m

  5. JAN 12

    Episode 3: Fire Your Best Performer: When Toxic Talent Has to Go

    In this episode of Monday Next, Scott and Meredith tackle one of the hardest leadership decisions a CEO will ever face: What to do when your top performer becomes a culture problem. They share real stories from their own companies, including the short-term pain, long-term gains, and emotional fallout of letting high performers go. This conversation is about values, trust, intuition, and why protecting culture often matters more than protecting revenue. 2. Who This Episode Helps This episode is for you if: You lead a team and feel uneasy about someone who still "gets results" You suspect culture issues but cannot yet prove them on paper You run a $2M–$20M business and worry about short-term revenue loss You struggle with uncomfortable conversations You want a clearer filter for hiring, firing, and leadership decisions 3. Key Topics Why top performers can still be toxic Defining culture in practical, non-cliche terms Misalignment with core values as the real red flag The long-term cost of ignoring your gut GWC and why "want it" matters more than skill How toxicity spreads if left unchecked Communicating hard decisions to your team The personal and family impact of leadership decisions 4. Time-Stamped Guide (Problem-Based) 01:13 — Why firing top performers separates good businesses from great ones 02:40 — Crystal Knows and using AI tools to better understand people and personalities 09:35 — When leadership blind spots start showing up 12:36 — The moment you realize culture is being poisoned 15:29 — What culture actually means in real companies 18:30 — Firing a top performer and the short-term revenue hit 22:21 — Why trying to "change people" usually fails 24:58 — How toxicity spreads deeper than you think 29:21 — Using GWC (Get it, Want it, Capacity) as a leadership filter 31:00 — The operational fallout of waiting too long 34:15 — The cost of avoiding uncomfortable conversations 41:26 — The one action every leader should take this week 5. Scott's Takeaway If something feels off with a person on your team, it is probably worse than you think. Act earlier than feels comfortable. 6. Meredith's Takeaway Your gut knows long before your spreadsheets do. Ignoring it only makes the eventual decision harder. 7. This Week's Listener Call to Action Set aside 15 quiet minutes and mentally walk through your team, one person at a time. If you feel a "niggle" about someone, write it down and decide whether it needs a direct conversation or decisive action. 8. Resources Mentioned Crystal Knows Entrepreneurial Operating System (EOS) GWC framework (Get it, Want it, Capacity) Radical Candor by Kim Scott Morning pages journaling practice Loom for internal communication Meredith's The Currently Reading Podcast Scott's Substack 9. About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings and operators who have spent 15 years challenging each other's business philosophies. On Monday Next, they unpack real decisions business owners face, from systems and execution to people and culture. No guests. No fluff. Just honest conversations about what actually works. 10. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on LinkedIn: @meredith-monday-schwartz Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast

    52 min

  6. JAN 5

    Episode 2: The 4-Day Work Week: Radical Culture or Performance Theater?

    1. Episode Summary Scott and Meredith debate the four-day work week and whether it is real culture or performance theater. Meredith breaks down how Here Comes the Guide moved to a true 32-hour week with no pay cuts, why it improved focus, and how clients reacted. Scott explores why a four-day week is harder in construction, where customer timelines and "profit per day" constraints rule the game. The big idea: your business model drives what is possible, and you should challenge your assumptions either way. 2. Who This Episode Helps Owners considering a 4-day work week but unsure if it is practical Leaders who want better work-life balance without losing performance Service businesses trying to reduce meeting bloat and wasted time Operators in "hands-on" industries dealing with customer timeline expectations Anyone trying to decide whether culture perks are strategy or theater 3. Key Topics What a true four-day work week means at Here Comes the Guide (32 hours, not four 10s) Why work expands to fill the time you give it The role of meeting reduction in productivity gains Communicating internal culture choices to customers as a differentiator Firing customers when disrespect shows up Why construction and in-home services face different constraints "Profit per day" as a core KPI for operational businesses The difference between a lifestyle business and a "maximize return" business Institutional knowledge and retention as a hidden ROI of the four-day week A simple challenge: run the thought exercise for your own company 4. Time-Stamped Guide (Problem-Based) 00:02:56 — Using time off as "currency" for employee motivation 00:05:54 — When your work produces something you can touch and feel 00:10:20 — Why work stretches to fill the time you allow it 00:16:05 — Testing a four-day week without losing results (and seeing gains) 00:19:07 — The hard questions: pay, hourly vs salary, and payroll cost 00:20:10 — Handling customer expectations when you are closed Fridays 00:23:13 — When a customer attacks your values and you choose to part ways 00:25:19 — "Firing customers" to protect your team and culture 00:28:10 — Leaders still working Fridays and the reality behind the policy 00:32:01 — The uncomfortable question: would more hours produce more profit? 00:38:23 — Why a four-day week is harder in construction and in-home work 00:41:25 — Profit per day, risk, and why some owners demand higher returns 00:47:18 — The real takeaway: do the thought exercise for your business 00:54:20 — Early-stage encouragement: it does not get easier, you get better 00:55:14 — Next episode teaser: firing your best performer when they are toxic 5. Scott's Takeaway Your business model and risk profile determine what is realistic, so challenge "we have always done it this way" before you dismiss big changes. 6. Meredith's Takeaway A true four-day week works when you cut wasted time, hire for pace, and protect the standard so people can actually rest. 7. This Week's Listener Call to Action Audit your calendar: list every recurring meeting and delete, shorten, or combine at least one of them in the next 15 minutes. 8. Resources Mentioned Entrepreneurial Operating System (EOS) ESOP (Employee Stock Ownership Plan) "Unlimited PTO" (discussed critically) Pickleball (Scott's favorite "play another day" analogy) Meredith's The Currently Reading Podcast   Scott's Substack 9. About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings and operators who have spent 15 years challenging each other's business philosophies. On Monday Next, they unpack real decisions business owners face, from systems and execution to people and culture. No guests. No fluff. Just honest conversations about what actually works. 10. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast Meredith on LinkedIn: @meredith-monday-schwartz

    58 min

  7. JAN 5

    Episode 1: Commission-Free Sales: Business Suicide or Secret Weapon?

    1. Episode Summary In our first episode, we introduce who we are, how we work, and why our sibling conversations have shaped both of our companies. Today's deep dive tackles one of the biggest points of difference in our leadership: commissioned sales versus commission-free sales. Scott breaks down why he believes commissions unlock maximum performance. Meredith explains why removing commission created stronger client relationships and more predictable profit. Together, we explore what actually drives trust, motivation, and long-term results inside a sales team.     2. Who This Episode Helps This conversation is for you if: you run a business between 2M and 20M in revenue you manage a sales team and want more consistency you're building compensation structures for 2026 you've wondered whether commissions create pressure or unlock performance you're a relational leader trying to protect client trust you want to compare two proven but opposite sales approaches     3. Key Topics why we finally decided to hit record on our sibling business conversations the backstory of kitchen & bath CRATE and Here Comes the Guide what a commissioned sales structure looks like in a construction services business how a non-commissioned model works inside a 44-person, all-women company why sales culture often gets warped by pressure the risk of "naming the puppy" during hiring how post-COVID hiring changed our standards what healthy performance-based pay can look like the emotional side of leadership and how it shows up at home where we agree, where we don't, and why both models work     4. Time-Stamped Guide (Problem-Based) 00:00 — Why we created Monday Next 01:29 — How growing up seven years apart shaped our working relationship 03:14 — The trust that lets us challenge each other without holding back 06:49 — Scott explains how kitchen & bath CRATE began and why systems mattered from day one 08:22 — Meredith shares the origin and mission of Here Comes the Guide 12:30 — The real meaning of "zone of genius" for business owners 14:10 — Why deep work and flow state matter more as you scale 17:06 — The annual employee check-ins that give Meredith a 360 view of the company 18:52 — Commission-based sales at kitchen & bath CRATE: structure, pay, and philosophy 23:09 — Scott's belief that commission drives maximum performance 23:34 — Why Meredith rejects commission despite running a sales-driven business 27:57 — The trust advantage of a no-commission model in a long-term relationship business 30:06 — Performance-based pay vs. commissions: what's the difference? 32:10 — How profit share drives alignment at Here Comes the Guide 35:47 — Should compensation be personalized or standardized? 38:46 — Hiring for integrity and motivation inside a sales role 41:57 — "Don't name the puppy": how to handle the first 6 months of a new hire 46:29 — What would happen if we swapped sales models? 50:22 — Personality types, incentives, and why leadership DNA shapes a company 53:10 — Running a business as an organism, not a machine 55:24 — This week's micro-action for listeners 57:44 — Monday Family Business: how travel, marriage, and work bleed into each other 01:01:13 — How you can help the show grow     5. Scott's Takeaway Most businesses need some form of performance-based pay. The structure matters less than the alignment between compensation and what you want the business to become.     6. Meredith's Takeaway Your compensation model must support both the health of the business and the emotional health of your team. When those two are aligned, trust grows and results follow.     7. This Week's Listener Call to Action Look at your compensation structure and ask one simple question: "Am I incentivizing the right behaviors for the business I want to build in 2026?" If not, identify one adjustment you could test in Q1.     8. Resources Mentioned Entrepreneurial Operating System (EOS) Enneagram personality framework Performance-based compensation systems Scott's Substack Meredith's Currently Reading Podcast     9. About Scott & Meredith Scott Monday and Meredith Monday Schwartz are siblings, operators, and business owners who run companies in completely different ways. Monday Next is their weekly conversation about the real work of leading, fixing, and growing businesses. No guests. No fluff. Just honest talk from two people who've been challenging each other for more than fifteen years.     10. Connect With Us Monday Next on IG: @MondayNextPodcast Monday Next on YouTube: @MondayNextPodcast Scott on LinkedIn: @scottmonday Scott on IG: @scottmonday Scott on TikTok: @scottmonday Scott's Substack: scottmonday.substack.com Meredith on IG: @MeredithMondaySchwartz Meredith's Podcast for Book Lovers: The Currently Reading Podcast Meredith on LinkedIn: @meredith-monday-schwartz

    1h 4m
  • 7 Episodes

5
out of 5
6 Ratings

About

Two siblings. Two different industries. Real conversations about running a small business. Scott Monday and Meredith Monday Schwartz are siblings, operators, and business owners who run companies in completely different ways. Monday Next is their weekly conversation about the real work of leading, fixing, and growing businesses. No guests. No fluff. Just honest talk from two people who've been challenging each other for more than fifteen years.

Information

  • Creator
    Meredith Monday Schwartz and Scott Monday
  • Years Active
    2K
  • Episodes
    7
  • Rating
    Clean
  • Copyright
    © 2025
  • Show Website
    The Monday Next Podcast

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