Chapter 20

Sponsoring New People and Leading Teams

IN THIS CHAPTER

Bullet Helping new team members create healthy business habits

Bullet Assisting your new recruit with a launch event

Bullet Understanding what it means to be a leader

Sponsoring a new team member and becoming a leader shouldn’t be scary or overwhelming. It’s an exciting time; you have your first recruit! That’s awesome! When you joined the business, do you remember how you were trained? What types of things did your upline leader do to help you get started in your business?

Tip A good way to ease into leadership and training is to think about how you were trained and start there. I help you fine-tune the rest.

Often I see representatives wait to start really leading their teams because, they say, “My team isn’t big enough” or “I don’t know how to lead.”

This chapter focuses on the areas that you, the sponsor, can focus on while working with new recruits to help them create habits that will bring them success from the very beginning of their business.

Remember This chapter is a learning process. You’ll make mistakes along the way and that’s okay. No one expects you to know everything overnight. You’ll learn and grow as you go. A lot of people are behind you willing to help, offer advice, and share what they’ve learned along the way. You have multiple resources, both within your company and outside it. Stay positive and be honest and sincere. Encourage others and you’ll gain respect from your team members. Together you’ll successfully navigate through this amazing industry.

Understanding Why Your Role as a Leader Is So Important

Don’t second guess yourself; you began leading the minute you signed your first new team member. Your purpose as a leader is to help build confidence in your new team members, support them with their first events, and be a friend and encourager. When your new team member gets off to a strong start, they’re setting the pace for their business.

Ideally, like you, they need to begin by starting their business with two launch events (in person or online), scheduling four additional appointments or events on their calendar, and recruiting one new team member. Obviously, not every person who joins your team wants to be in the business full time. Many just want to be a hobbyist. However, by having these things accomplished within the first 30 to 45 days, they’re creating momentum and are more likely to continue with a successful business.

Interviewing new team members when they join is important so that you can get to know them personally and find out what their goals are for themselves and for their business. See Chapter 19 for information on interviewing.

Tip If you help team members with the following, they’ll most likely recoup the money they invested in their business starter kit and earn additional profit. They’ll also achieve bonuses offered by most direct sales companies through their new consultant rewards program. Accomplishing these goals will get them established and often help catapult them to a new level in the compensation/career plan.

Encouraging your new team members

Being an encourager and establishing a relationship is an important part of building self-confidence and excitement for their new business. Instead of hours of training, having quick, consistent contact with your new team member is more important.

Nowadays people want information in bite-sized chunks — they don’t want numerous guides and documents to follow. In fact, when I ask individuals why they joined a direct sales company and then never did anything with it, the top answer is: “I signed and then never heard from the person who sponsored me.” They feel abandoned. That’s why consistent, quick communication helps people feel connected.

The next most-common answer goes like this: “There was so much information that it was overwhelming. I work full time and have three kids, and there’s no way I’ll have time to learn everything.”

Being realistic

Let them know that it will take them months to get through the training in their virtual office, so it’s important and completely okay to take their time, and that you (the leader) will help them with the most important things they need to know to begin making money right away. Focus on your company’s new consultant rewards program, which is designed to help new people achieve success, earn product rewards, and generate income in their first three months of business.

Getting a New Team Member Off to a Great Start

Helping new team members get off to a great beginning is key because a large percentage of people who purchase a business starter kit from a direct sales company never make a single sale or recruit a team member — often because they don’t have anyone to guide them to success. By helping your new team members, you become the mentor who guides them.

Remember First steps first: Establish a relationship, set a date for their launch, and get them familiar with the new consultant rewards program. Help them with bringing a friend to join also. The following sections focus on having a successful launch event and how you can help.

Focusing on having a launch event

Whether you work with a Network Marketing model, Social Selling model, or Influencer/Affiliate model (see Chapter 2 for more on models), you want your new recruits to take advantage of having a business grand opening, usually called a launch event (see Chapter 7 for more on launch events).

Imagine how excited you’d be if most of your new recruits had a launch event that resulted in above average sales, four to five bookings or appointments, and their very own first team member. I’ve found that with a little time investment, that can often be reality. It’s how I built several million-dollar teams myself, and it’s how I’ve trained thousands of leaders to build them, too. Some of the most successful leaders I’ve trained produce millions of dollars a year in team sales.

The best way to get your new team members off to a great start is to help them with their first launch event. By allowing your recruits to learn from you in an event setting, they’ll discover how to conduct a successful event, get bookings, and secure strong recruit leads.

Obviously, if you live far apart, or if you’re recruiting several people a month and you’re trying to maintain your own business, helping with every launch event may be impossible. But if you’re adding one to three new team members a month, assisting them with their launch event is a great use of your time and will generally result in higher sales, more bookings, and a recruit, all in their first event.

Your success at holding events, securing bookings, and recruiting team members took practice for you to develop. Even though your new recruit has likely seen you do a presentation (if you recruited them from a previous event), they were viewing the event with a different set of eyes — either as a host or as a guest. They probably didn’t have the mindset of “I’d better remember what she says — I might be doing this in a few weeks, too!”

With so many people joining directly online, they may have never seen an actual event, and assisting them will be beneficial.

Helping with a launch event: The how-to

By assisting with the event — by doing the opening, closing, and recruiting talk — you’re giving your recruit the help they need to get the business off to a great start. All you’ll leave for the team member to do will likely be the product demonstration.

Many of the network marketing companies and other social sellers use sampling to garner interest in their products. Samples may be free to the new consumer or be available in a smaller supply, such as a week or two, to make pricing more attractive. Some companies provide sampling packs, whereas others allow distributors to purchase product and divide it into sampling packs.

Tip Here are some tips you can use to help assist your new team member at their launch event. If it’s an online event, most of these same tips apply:

  • Have the new team member use their starter kit: You’ve probably had the opportunity to build up your kit with additional products. However, while you’re training your new recruit, you want to show them that their kit is all they need to be successful.

    Remember You can, however, bring a few additional items that your new recruit would like to earn from their launch event or if the guests are interested in a particular item. But your new recruit’s investment in their new starter kit should be all they need to run effective events.

  • Do the opening talk. Helping your new recruit with the event opening is beneficial not only to the recruit but also to the guests. Welcome all the guests and let them know that their friend has started a new business with some great products. Talk to them about how they can help by booking their own event so that their friend gets off to a great start. Don’t forget to mention the benefits of starting their own business. See Chapter 15 for more on opening talks.
  • Allow your new recruit to do the presentation. The new rep should do the “guts” of the party — the product presentation. They’ll want to share with their friends and family why they love the products. You’re there to assist if anyone has any questions the new rep can’t answer. You’ll want your new recruit’s passion for their business to shine through during the presentation.
  • Do the closing talk. This is another part of the event that you’ll want to do for your new recruit. Thank the guests and let them know that everything they purchase helps their friend get started with the new business. You’ll always want to give effective booking and recruiting talks for your new recruit — especially if they’ve forgotten to.

    Tell the guests that if they have ever thought of doing something like this, now is the perfect time. They can grow their business together with their friend. Let them know that statistics show that people who join the business with a friend have a greater chance of being successful, so offer them information if they’re interested in taking a closer look. Joining with a friend can be a perfect time to give a new business a try. See Chapter 15 for more on booking and recruiting talks.

  • Have the new recruit complete the order checkout. Make sure that your new recruit goes through the checkout process with their guests, which reminds them that their purchases are helping their friend and not you. You’re still be available to answer questions, encourage bookings, and create the desire for starting a business.
  • Know your recruit’s schedule. Before the launch event, discuss with your new team member what their schedule is and what days they plan to work. Be sure to have a copy of the recruit’s calendar with you with highlighted dates so that you can go ahead and actually get bookings dated for the recruit.

If the event is an online event, you won’t be able to assist with checkout or actually book new events in the recruit’s calendar, but you can coach them on these things prior to the event, usually via Zoom. If they want to schedule a five-day event on Facebook or some other platform, then do the live portion of the event via Zoom where you can join in the event.

The goal of assisting your new recruit with the launch event is to

  • Help them achieve above average sales
  • Secure four to five bookings within 30 to 45 days of their new business
  • Get at least one recruit

If you don’t live in the same area, if it’s against your company policy, or if you find you’re just too busy with your own calendar, then coach your recruit appropriately on how to do an effective launch event.

Remember Even though the launch event may not be directly income-producing for you, it produces income in the long run because you’re setting new members up for success.

See Chapter 7 for much more on launch events.

Being a Leader — What It Means

Some people will join your team because they want to earn extra income or be recognized for their accomplishments. Others will join because they want to be a part of a community. Regardless of why they join, they’ll engage and participate more when they know that you appreciate and value them.

Let me repeat myself: People usually join because of the product but they stay because of the people.

Remember When things get tough, as they often do in sales, relationships will power them through the challenging times. Making people feel important and showing that you care will often contribute more to their success than extensive training can.

During the first month of your direct selling business, your sponsor will most likely help lead and train those you recruit because you’ll still be mastering the skills of booking, selling, and recruiting, as well as learning how to do a product presentation.

After you master these skills, you can begin learning qualities and characteristics of a good leader. A leader does these four key things, which I discuss in the following sections:

  • Sets goals and builds vision in others
  • Trains team members
  • Coaches team members
  • Mentors team members

Setting goals and building vision in others

Building vision in others is one of the most important things you’ll do as a leader. Many people don’t have a vision for their lives, let alone for their new business. The reason that’s important is because it’s difficult to set goals without a vision.

A vision is a big picture of what a person wants in life. Building vision in others is important because it helps them remember their why when they face challenges and helps them power through them. As someone who has become a leader, you know that whether it’s hearing no, adhering to a busy personal schedule, working with an unorganized calendar, or dealing with personal situations, you’ll encounter challenges when building a business. (Chapter 4 discusses vision in greater detail.)

When those challenges come, your new reps need to be able to focus on the vision, or purpose, they’re working toward so that the challenges are put in perspective. Without your help, the majority of your team members may not have a clear vision of how they want their new business to impact their lives; so when the challenges come, the challenges are what they focus on. By helping them build vision, you give them staying power!

After you help a team member clarify their vision with plenty of details, next you’ll have to help identify the goals they’ll need to reach that vision. Initially, these could be things like achieving the company’s new consultant rewards program, booking four events a month, or bringing in two new team members.

Tip Have your recruit share their vision with three people who will be supportive — perhaps another upline leader, a family member, a friend, or a member of their team. These people can help the recruit keep an eye on the prize (the recruit’s vision) as well as hold that person accountable for doing what it takes to achieve it. I’ve found that having team members create a vision board with pictures that represent what they’re working toward is helpful.

Remember Regardless of how big the vision is, you achieve it by breaking it down into small steps (goals) and meeting each goal until the vision is accomplished. Chapter 5 provides more specifics about meeting goals.

Becoming a trainer

For most people training others is extremely scary. In fact, it’s the fear of training that often holds people back from recruiting. Many people avoid leadership within a company because of this fear.

Being a trainer to a new representative isn’t difficult. Some people have natural abilities in this area (this has always been my strength). Even if you don’t have that ability, don’t worry. The good news is, with all the technology and multiple resources available to you, you don’t have to figure out what to train — you just have to execute a good system.

Usually, a company can provide endless resources. You don’t have to reinvent the wheel. You may have to pull the most important pieces of information and feed it to your new recruits in bite-size chunks. You may need to email them a cheat sheet, so to speak, telling them where to find the necessary information. But the what of training is probably already done for you.

Tip Put together a checklist of things your recruits need to learn and where to find them. Then follow up with them. You can even post some of these trainings in your social media groups.

Table 20-1 shows you the main things your recruits need to figure out right away. This table breaks down the different direct sales models.

TABLE 20-1 What Your Recruits Need to Know

Social Sellers

Network Marketers

Influencers/Affiliates

How to do a launch event

How to do a launch event

How to do a launch event

How to set up their personal website

How to set up their personal website

How to set up their personal website

How to get bookings

How to order samples

How to plan their social media strategy

How to bring in their first recruit

How to bring in their first recruit

How to bring in their first recruit

How to use company tools (for example, videos and links)

How to use company tools (for example, videos and links)

How to use company tools (for example, videos and links)

How to place an order

How to place an order

How to place an order

Where and how to order additional business supplies

Where and how to order additional business supplies

Where and how to order additional business supplies

Coaching team members

Plenty of programs out there will let you spend thousands of dollars on becoming a certified coach. You probably don’t need those programs. This section outlines basic skills you need to coach a team member to success.

As a coach, you work with your team members to do the following:

  • You help them determine a game plan based on their individual goals. You then encourage, direct, and redirect toward those goals.

    When I first began coaching, I made the mistake of assuming that all my team members wanted what I wanted — to create a full-time income with their business — so I was encouraging them to meet goals of eight parties and two recruits a month. You can imagine how overwhelming that was for representatives who only wanted to earn a part-time income.

  • You ask questions and are a good listener. During an initial call with a new team member, ask what they want to achieve with their business within five years, three years, and one year. (Asking about their long-term goals first will help them to begin to think realistically about what they need to do to reach short-term goals.) Then ask what that would look like for each quarter and then for each month.

    For example, someone working their business more seriously might want to make an income of $60,000 a year. That’s $15,000 a quarter — $5,000 a month. Someone working their business as a side gig might want to earn $10,000 a year. That’s $2,500 a quarter — $833 a month. Based on each team member’s average event, you can help them determine how many events they need to have, how much product they need to sell, or how many preferred customers they need to reach that goal.

    After the goals are determined, you won’t need to discuss them in depth during each call. Instead, you’ll ask the team member how they’re doing regarding their business. When they respond, ask them if they’re happy with that. Your conversation might go something like this:

    • “So, Katie, how are you doing with your business?”
    • “Well, I’ve had three events this month, and sales were good.”
    • “Are you happy with that?”
    • “I’d really like to get more bookings.”

    Tip Although the initial response sounded positive “sales were good,” by asking whether she was happy with that, you allow her to tell you exactly what she wants to be coached on, rather than assuming she’s satisfied because she gave you an upbeat answer.

    After you know what they want coaching on, ask more questions:

    • “Tell me, what do you say during your booking talks?” or “What booking seeds do you sprinkle throughout your events?”
    • “Tell me, what kind of response did you receive on your social media posts?” or “How many sample packs have you given out this week?”

    The more you ask about, the more you can pinpoint where they may need to do some tweaking.

  • After you know their goals, you design your coaching based on what the recruit wants. Representatives who want to earn $400 a month won’t want a weekly or even bi-weekly call from you; touching base once a month is sufficient.
  • You provide encouragement. What you learn during your calls will help you direct each representative to the training they need. You’ll also discover opportunities to mentor those who are interested in a closer business relationship.
  • You recognize and congratulate those who are doing well. Great coaches are also cheerleaders. Cheer them on when they’re doing great, and be ready to pick them up when they’re feeling down. Offer solutions when they ask for them.
  • You make everyone feel valued. You need to make each person feel that they are an important part of the team so they will stay in your organization and be productive. One of the mistakes people make is that they tend to only coach people who need help. I hear this all the time: “I’m typically one of the top sellers on our team, so I rarely hear from my leader.” I also hear: “I never hear from my leader because I’m not a top achiever.”
  • You hold people accountable. Your coaching allows your team members the benefit of being accountable to someone — some people actually work harder because they know they’ll have to “account for their ability” to you. For some people, being self-employed is difficult; knowing that they’ll be accountable to you makes them achieve more.

As a leader in direct sales, you’ll wear your coach’s hat most frequently during individual coaching calls to team members. Coaching calls shouldn’t be more than 30 minutes long but can take as little as 10.

Here are a couple of things not to do as a coach:

  • You don’t always need to have a solution or fix problems. Sometimes people just need to be heard. If you’re offering advice, always start with a compliment first — mention something they do well. Then offer advice on what they may need to improve on.
  • You don’t instruct and teach. Instruction and teaching are done when you’re wearing your trainer hat. Coaches also don’t work alongside people, allowing them to gain from observing a more seasoned professional — that’s mentoring. (I discuss mentoring in greater detail in the next section.)

Mentoring team members

I’m glad “mentoring” is becoming a more commonly used term, because I’ve discovered that mentoring is a powerful tool and creates an incredibly effective relationship. No matter where you are in life, you should have a mentor and also be a mentor. Your mentor should be someone who is where you want to be professionally. Try to choose someone who is at least two levels above you.

The following sections examine what mentoring is and how you can mentor people on your team.

Understanding what mentoring is

Mentoring doesn’t mean teaching someone the ropes, nor is it simply being encouraging while redirecting efforts. Mentoring means working alongside someone, allowing them to gain from observing a more seasoned professional.

Being a good mentor requires you to be accessible and vulnerable, willing to share the mistakes you’ve made as well as what’s worked. The goal isn’t to seem like the all-wise expert, but rather to let them know that you have been where they are and then show them how to get to where you are now.

Tip One of the things I often share that those I mentor identify with is how I felt when I completely ran out of bookings. (Because who hasn’t been there?) Usually, after they realize that I know exactly how they feel because I experienced that or something similar, they’re eager to find out what I did to change the situation. They also feel a stronger connection to me, which makes me, as a leader, seem more relatable.

Recognizing ways you can mentor

Mentoring does require an investment of time. Here are a few ways you can mentor people on your team:

  • They shadow you. Allow a rep to listen while you make calls or observe your events. By watching and listening to someone in action, they can often learn more than by just watching a training video. Some other ways to mentor include having team members work alongside you at trade shows or sit in to observe you doing an interview.
  • You observe them. For example, if you’re mentoring a rep who needs help with phone calls, you can participate in a three-way call (have your mentee mention that you’re on the call), so you can listen. You’ll then be better able to provide a tweak that can help your mentee get better results. You can do the same thing on Zoom. A simple introduction will help the third party understand what’s happening.

As your relationship with your mentee grows, you’ll discover more and more joy in helping others achieve their goals. Some of your mentees will grow quickly and may reach the same level in the business as you in no time. Others will take much longer. And yes, some people will decide that now isn’t the right time for them to pursue the business or mentoring relationship with you.

Each of those situations has happened with people I’ve mentored, and because we developed our relationship through vulnerability and personal investment, we became more than team members. I’m still in touch with many individuals I’ve mentored over the years.

You’ll find that mentor relationships are some of the most rewarding you’ll experience. They’re absolutely essential to success, and I treasure them for the richness they add to life.

Remember Sometimes your personality may not click with others on your team. Helping them find accountability partners on your team can be a great way for them to find similarities and work with a personality more like their own.

Communicating and Working With Different Personalities

The key to succeeding in this business isn’t by having the most outgoing personality but by having the right attitude as well as a willingness to work to achieve your dreams. Whether you consider yourself an introvert or extrovert, anyone can have successful direct selling businesses when they’re properly trained, coached, and mentored.

Many programs and books discuss working with different personalities. Some of my favorite programs are Myers Briggs, True Colors Personality Test, Enneagram, and StrengthsFinder.

Tip You don’t have to be everyone’s best friend — just treat everyone with respect.

Communication is an important priority of an effective leader. I discuss four main types of communication methods in the following sections; each can be an important part of your business. The secret is knowing when to use which method.

Remember Keep in mind that different generations prefer different types of communication. Try to meet people where they are and communicate with them in the way they’ll best receive and respond to information.

Electronic/digital communication

Email and texting are quick and efficient, and they can be incredibly effective to use as reminders or for giving quick information. Send texts and emails to your team so that they have a record of information, such as when and where a meeting is and so on.

What electronic communication simply can’t do is build relationships well. The reason is obvious: It’s so easy for the receiver to mistake your tone.

Tip Facebook Groups are an excellent way to share information, recognition, and encouragement with your team. You can have one group where you share all your information or multiple groups for your team for different purposes — for example, photo and marketing images, new representative training, rising stars, and leaders. You don’t want to share time-sensitive information with your team on Facebook. Not everyone checks their Facebook daily or keeps up with all of their notifications.

You should also encourage each new team member to set up a Facebook Business Page — separate from their personal page. Point them to Chapter 10 where I discuss what you need to know about Facebook.

Phone calls and video-conference calls

Phone calls and video-conference calls are great for coaching team members. Video conferencing on platforms like Zoom, Google Meet, and Project Broadcast is a wonderful way to support your team, provide training, and hold monthly meetings.

They’re both effective because they allow you to share your tone of voice and let the listener hear and understand what you’re saying. Even if you aren’t using video, it’s important to remain excited because your listeners can hear it in your voice.

Tip When using the phone or video conferencing to coach a team member, keep the difference between coaching and training in mind: Coaches encourage and ask questions so that the team member discovers good answers. Trainers give instructions on how to do a task or activity well.

Happy mail (previously known as snail mail)

Is there anything you love more than being surprised by a card in the mail? Okay, perhaps a check in the mail is better, but everyone loves getting a card or handwritten note from someone special. Happy mail is a wonderful way to brighten someone’s day, congratulate them on a promotion or for earning an incentive, and encourage them or let them know you’re thinking about them.

Tip People tend to hang onto cards and thus be reminded of their special accomplishment. Facebook posts get buried quickly and emails get deleted. But a card is a special extension of yourself, showing you care, that has lasting meaning. To make this easy for you, keep a little basket of cards handy so they’re within reach after a conference or coaching call. You can write a personal note and drop it in the mail. People will appreciate that you took the time.

Face-to-face meetings

Whether it’s one-on-one or as a group, there’s no substitute for the energy and enthusiasm generated by a face-to-face meeting. It’s the best way to build relationships and create a team spirit or culture. They don’t have to be formal meetings either. The options are endless: You can do a team picnic, organize several team members going to a play or a show, or host an event at your home. Doing meetings at a fun place such as a restaurant often creates more engagement. On occasion, encourage people to bring guests, which could encourage others to join the business when they see how much fun it is.

Tip Whether in person or online, make your meetings enjoyable. Play energetic music before starting and after finishing. Make announcements fun, and allow as many people as possible to actively participate because communication is always best when it’s interactive. When people quit coming to meetings, in a way, they quit their business. So add some energy and fun into your meetings.

Building camaraderie helps people have a more positive feeling about their business. Often people learn more from fun side conversations than from official business meetings.

Using Team Facebook Groups

Having a team Facebook Group (refer to Chapter 10 for more about Facebook) is a great way to build a community, share information, give recognition, and really motivate your team. Creating a group connects your representatives from other areas and gives them the opportunity to learn from each other and share tips, tricks, and ideas.

As a leader, you’ll be the administrator (admin) of this group. If you have a large downline, you can also assign other leaders on your team admin status to help you manage the page.

Encourage your team members to visit the group rather than to simply wait to see if posts appear in their feeds. This helps ensure that they’re getting the information you and the other group admins post. Not everything ends up in a Facebook feed and what does is ultimately up to Facebook.

Here are some easy but effective tips for running team groups:

  • Use your cover photo. Be sure to monitor and frequently update your cover photo in your groups — especially your downline page. You can post the special of the month, current incentives, reminders about conference/convention, and so on. This is a great way to showcase any important reminders for that month.
  • Pin posts. In groups, you can pin posts to the top so that people don’t miss something important. They can be reminders about order deadlines for shipping and incentives, information about new programs, product spotlights, and so on.
  • Create guides. This is a great way to organize content and make it easy for your members to find information grouped by subject.
  • Create albums. People love photos. Create and share albums from conference, incentive trips, meetings, parties, and so on.
  • Promote Events. Create Facebook Events for your team meetings, conference, and so on. Post these in your groups so your team members don’t miss out.
  • Create multiple team groups. If you have a large downline and a lot of information to share, sometimes it’s easier to create multiple team pages. You can have a photo-sharing group, a new representatives group, an opportunity group where people can invite prospects, and so on. But don’t feel overwhelmed by having more than one — you can enlist the help of some of your leaders to help manage the groups as well.

Challenging Your New Recruits

Today’s digital age has created new ways to do business in direct sales. Before social media, sponsoring and recruiting happened mainly in the local area you lived in; you welcomed new team members through your parties/shows, one-on-one appointments, and events.

Social media allows people to reach more people than ever before — and in places they may have never been! Direct sellers have the opportunity to grow their organizations across their city, region, country — and yes, even world!

You can use social media to train, motivate, and communicate with your teams. In-person meetings with your local team are still important. This section talks about setting up some specific goals and discusses challenges for new recruits.

The new representative challenges are divided up into tasks for new team members to do. You create a post for each task. As soon as the recruit completes a task, encourage them to comment “DONE!” on the original post. This keeps your new starts engaged and accountable for their success.

Complete training guides are still important for companies to have, but quick challenges are easy to implement with your busy representatives.

Challenge: Announce your business to the world

This challenge is the first to growing your recruit’s business online. The day you join, you post on your Facebook wall announcing to your friends and family that you just joined [your company]. You don’t want to wait to do this because it keeps your momentum going and your level of excitement up.

Here is a great example to use, or you can create your own:

  • FAMILY & FRIENDS! I’m so excited to announce that I’ve started my very own business.
  • When I heard about [company], I knew it was an opportunity that I couldn’t pass up! [company] is famous for their _______________. I went to an event, had an amazing time with my friends, and learned that I could make some extra money doing the same thing.
  • You know that I’d never promote anything I didn’t back 100 percent. I love the product! You’re going to be seeing a lot of posts from me. If you take the time to read them, I know you’ll be intrigued! I’m so excited to start my own business, and I’d love your support. PM me to be one of my first hosts or one of my first new team members. I appreciate all of you!

When finished, comment with DONE!

Challenge: Explore your virtual office

Today’s challenge is to get to know your office. Focus on the following:

  • Learn how to place an order.
  • Learn how to enroll your first team member.
  • Familiarize yourself with the layout.
  • Watch any training videos or calls that are located in the virtual office.
  • Learn where to order business supplies.
  • Learn how to keep track of your monthly sales and commissions.

Having trouble? Contact your leader!

When finished, comment with DONE!

Challenge: Get organized

Part of doing your business outside of events is to set a schedule. It’s absolutely vital to your business that you treat it like a business. Being organized will help you become confident and savvy. When you’re confident, you create a great business image, which will lead to more sales, as well as sponsoring more reps.

Be sure to set aside a space to make your office. This can be an actual office, a desk, or even the kitchen or dining room table. Whatever you choose for your workspace, make sure that it’s filled with the essentials. You’ll need a filing system, a telephone, and a board (bulletin board or dry erase/magnetic) for goal tracking. A goal is a dream until you put it in writing!

A calendar/planner is your intent to be successful. Make sure to keep your calendar/planner visible and filled with events. Plan your events, office time, family time, and so on to keep you on target to reach your goals. See Chapter 5 for more on organizing with a planner.

This is a fun business. When you work a fun business, it’s easy to spend hours on Facebook, texting and talking about your business without a lot of productivity — meaning, without making any money. Therefore, be intentional with your time and your schedule. You can get a lot accomplished in 15-minute or 30-minute increments if you block them out and assign specific tasks to the time! Remember, always make sure that your tasks are income-producing activities. Don’t waste time on the things that won’t grow your business! (See Chapter 5 for how to use my Power Hour system to do this.)

When finished, comment with DONE!

Challenge: Make a graphic

Graphics and images are not only visually appealing, they work! Experts say that people are more likely to interact with your post on social media if it has a photo attached to it.

Play around with some graphic apps and start to create your own. You can take photos, upload them, and add text and other images to them. Or you can create graphics right from scratch.

Play with www.picmonkey.com and www.canva.com for simple graphic design. If you want or need free photos, www.unsplash.com and www.pixabay.com are great resources. And check out the application WordSwag. These sites and applications are made for beginners and nongraphic designers. They’re extremely easy and effective.

Remember Make sure that your graphics that use photos aren’t copyrighted. Although you want to be creative, you don’t want to use celebrity images or even logos from your company’s business. Using copyrighted images to promote your business can result in you landing in Facebook jail, where you aren’t allowed to post any images. In extreme cases, it can result in a fine. Check your company’s policies and procedures as well. Most of the time, your company has an image bank with images that you’re able to use.

When finished, comment with DONE!

Challenge: Your why story

Your why story is the most important story you’ll ever tell. It tells people why you joined the company and what the business has done for you and your family. For example, maybe the business has helped you pay off school debt or pay for your child’s dance lessons or sports activities. Maybe it has allowed you and your family to take that much-needed vacation, save for a new car, or stay home with your kids.

Even if you’re new in the business, you still have a why story. Share what your goals are or what you plan to do. Remember, nothing is too small. If your commissions paid for your tank of gas this week or your groceries, that’s pretty awesome.

Remember Why stories help create sponsoring leads. People will become interested in your story and start to wonder if they could also do it, so share your why story with everyone.

When finished, comment with DONE! And feel free to share.

Challenge: Invite some friends

So many people believe you need to be in the business for a while to start sponsoring. That is completely untrue! There is no better time to sponsor than right at the beginning of your journey.

Studies show that people who sign up with a friend are more likely to work the business and be successful at it — not to mention how fun it is to share the excitement of this opportunity with someone else, share ideas, and have someone to brainstorm with. Your challenge this week is to reach out to ten friends and say, “I would love for you to do this with me!”

Here are some scripts you can use:

  • “Hey Brandi, I just started this new business, and I think it would be really fun for us to do it together!”
  • or

    “I’m so excited about my new business! In fact, I’ve been so impressed with what the company has to offer as a business, I wondered if you’ve ever thought about doing something like this? I would love to share more about it. When can we get together?”

Sponsoring is merely having a positive attitude and expectancy. You have so much to offer — make a difference in someone’s life today! Take the focus off yourself and share with others to help them with their needs. You’ll also benefit through personal growth, additional income, and team building.

When finished, comment with DONE!

Challenge: Fortune is in the follow-up

You’re becoming comfortable with events and are learning the ins and outs of your new business. You have probably also met some amazing people along the way. When you build relationships with your customers and team members, your success will go to a whole new level.

This week’s challenge is to follow up!

Don’t forget you’re in the relationship business! Keep a steady, positive relationship with all your customers, so that when they’re out of product, they think of you.

Start on the 2+2+2 Service Plan. As soon as your event is over, set up a customer care card or file with the customer’s information and what they ordered. Follow up using 2+2+2, which stands for the following:

  • Two days to thank them.
  • Two weeks to see how they’re enjoying their product.
  • Two months to see if they need to replenish their stock or add to their collection.

A great way to accomplish this is through your online customer community group. Also don’t be afraid to pick up the phone. Customers won’t often call you; it’s up to you to build the relationship. Following up is a great investment in long-term success.

When finished, comment with DONE!

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