Episode Summary
Dylan Steven is the founder of 118Group, a digital agency built around service to nonprofits and a strong internal commitment to learning and thoughtful leadership. In this conversation, he shares how evolving from control to trust transformed both his role and his team’s performance.
Episode Highlights:
- Why a team book club became the most effective culture-building tool
- The mindset shift that allowed Dylan to give away responsibility without losing oversight
- How he broke free from rigid systems and still improved quality
- The link between burnout and the need for deeper autonomy
Agency Info
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Company: 118 Group
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Guest: Dylan Steven
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Year Started: 2017
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Employees: 1-10
A lot of big things come from a combination of inspiration and desperation.
Dylan Steven
Key Takeaways
Learning is Cultural
Dylan didn’t just suggest books to his team, he created a book club. This deliberate move gave his remote team space for deeper conversations, professional development, and real connection outside of daily tasks. The outcome? Sharper thinking, stronger collaboration, and a team that’s invested in more than just output.
“I can literally map our agency’s growth to the books I read at the right time.”
Autonomy Doesn’t Mean Chaos
In the early days, Dylan had a hand in everything, from inboxes to time tracking. But over time, he realized that real progress came when he gave his team ownership. Not just over tasks, but decisions. Letting go of rigid oversight allowed the team to operate with more initiative and accountability. The result equaled less burnout, better client work, and a leader who could finally take a real break.
Balance Systems with Flexibility
Dylan isn’t anti-process. He’s anti-overengineering. Instead of defaulting to strict SOPs, he built lightweight systems that support creativity without stifling it. This balance lets the team move quickly while still delivering consistent, high-quality results.
Hire for Alignment, Then Trust Completely
The key to autonomy is hiring well. Dylan’s team isn’t big, but it’s carefully built around people who are independent thinkers and aligned with the agency’s mission. When you hire right, you don’t need to micromanage, you need to get out of the way.
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