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KISS

 

 

 

Change Your Life and Celebrate in Hawaii

...a career essay with life-changing implications...

    

Click on the Superman logo for an in-depth presentation on how to earn $300,000 per year.

This page urges you to use a trip to Hawaii as a self-created incentive to build a strong career.

       

I love Hawaii and propose going there with you. — Vollara leader Bob Giddens 

My favorite Hawaii adventure (20 visits since 1951) was with 46 Alpine people in June 1997 (Alpine was a lead-in company about a decade before Vollara took over). We were sitting on top of the world. Business was booming. People were working hard...working smart...growing fast...and making a lot of money. Confidence was high and going higher!

I'm anticipating a big Vollara boom this year. It will get stronger as our country's economic recovery gains traction! In light of these expectations, I propose a Hawaii trip for June 2015. This date is far enough in the future that all serious contenders have time to qualify for the level you set as your goal. Of equal importance, you have time to develop some executive level leaders below you.

"Executive level leaders" are Vollara leaders who have reached Level 6 and above!

Our 50th state

Hawaii, the Pearl of the Pacific, one of the most beautiful and romantic places on earth, was created over tens of millions of years by a volcanic hotspot below the the crust of the earth. This remote and exotically beautiful paradise erupted from the ocean floor island by island. As the ocean floor moved northeastward at a rate of 2 centimeters per year, hundreds of thousands of eruptions built each of the main islands (and other seamounts that never achieved island status). Measured from their bases on the ocean floor, the major islands are higher than Mount Everest. It is hard for humans to imagine a process that unfolds so slowly. The next island in the Hawaii chain has already climbed four-fifths of the way to the ocean's surface. It won't break through for another 25,000 years and will not be an island paradise for half a million years. Geologists have already named it Loihi.

Would you like to visit this spectacular place?

As you move into Vollara's executive status (Levels 6 and higher), you will be earning a solid income. By building a deep group (Executives under Executives under Executives), you can solidify your income at whatever level you are capable of.

We urge you to use this self-reward idea (Hawaii or some other reward) as a way of solidifying your own thoughts and goals. Use the framed box below as a model for your own thinking:

 

"Could my dream really happen?"

(not just the vacation—the income and security, too)

I hereby declare that it will

 (based on my acceptance of these six blood oath commitments)...

 

I have made my decision and I really mean it!

I really believe in this company and in my own goal.

I am willing to work and keep working!

My dreams are important enough that I will identify needed changes and go out of my comfort zone to incorporate them.

I will enlist other good people (both wide and deep) and sell them on this list of success ideas.

No matter what obstacles come along, I won't quit!

Get rid of your old misconceptions!

We all relate to network marketing based on our past experiences. Our tendency is to relate products to selling. If we don't see how network marketing differs, that perception will cloud our ability to develop an effective game plan.

Newcomers often say, "If we're all out there recruiting, who sells the stuff?"

Even when they have no intention to get involved as a salesperson, they still think in terms of recruiting other people for that purpose. A distributor who thinks like that will always be trying to recruit the wrong people for the wrong reasons.

In 42 years I've come across that attitude thousands of times. People have trouble wrapping their minds around how products can move if they aren't sold like Mary Kay cosmetics or Avon perfumes. I've watched 2 of the biggest and oldest networking companies—Shaklee (1956) and Amway (59)—base their success on networking, not on selling. More than 95% of their products are consumed by distributors.

Recruiters are sellers but in a different way. Recruiters sell distributorships; they sell their money making opportunity; their business building methods; their work-for-yourself, work-from-home way of life.

 

 

LaundryPure Pack on left

 

 

Fast Start Essentials

Plus Pack

on right

$2,097

1,000 PV

I can't deny that I'm a salesman because selling takes on so many forms. When problems come along I have to "sell" my distributors on regaining their happiness. I sell new ideas, new product lines, new systems, new owners, new compensation incentives. The selling I do is managerial in nature.

Vollara has been different to a degree, and we're proud of that difference. Since our historical days as Alpine and later EcoQuest, hundreds of thousands—maybe even millions—of air units have been exchanged for customer money. No doubt about it, that's direct selling. A few exceptional sales superstars have sold thousands of air systems.

Meanwhile, what have the networkers done? Thousands of us—even us non-sellers—have sold a few units. I sold 17 in my first 6 months and 13 in the 16 years since. When I sell a FreshAir Surround I make $300. But I do not have the ability or guts to hit the street and make $300 on any given day. 99% of us cannot do that.

Incidentally, I only call it a sale when I close the deal at retail (or nearly so) and collect the money! If I give a lead to one of my distributors and that person makes a sale, that's her deal, not mine. If I put a product on demo and end up collecting the wholesale price, I don't call that a sale. Now don't laugh, but Marvin Jackson and I (and probably a lot of other folks) sometimes put out demos and never pick them up. I've lost 30 or more units that way.

How does this relate to Hawaii?

My career is and has always been network marketing. Through networking I have "sold" hundreds of millions of dollars worth of products. That's 10,000 times more than the 30 units I have sold personally. My small amount of personal selling was (a) for self-training about the products and marketing conditions, (b) a back door approach to recruiting, (c) leadership by example, (d) a service to an old customer,  or (e) a source of motivation/training stories for my meetings and newsletters.

The $3,000 I earned in my first 6 months came in handy, but in that same period I earned $17,000 in bonus money. More importantly, I built my network to the point where I earned huge bonus checks every month thereafter. My Month-12 gross earnings zoomed up to $53,000 (for 1 month).

It was always about networking...

 

I sold careers and product concepts, not products. I sold ideas.

I sold people on the concept of building a business by building a network of leaders

not just personally recruited leaders but leaders under leaders. I sold people on themselves.

I motivated them to work hard and to stretch out of their comfort zone. I sold a vision of

how product consumption is generated through networking. A vision of geographical diversity.

I taught people a system of doing business and then supported their efforts. And I taught leadership:

I taught people to be better communicators, better example setters, better visionaries,

better teachers, better motivators and better problem solvers. I taught them to

weather storms and to help other people weather storms.

Selling? Nope, I didn't teach anyone much about selling.

I told funny stories about sales that flopped.

I told them, honestly, that selling is hard.

I also told them that networking and

leadership are hard. Anything

really worthwhile is bound

to be hard. Sorry,

but that's

life.

 

The Superman metaphor is not to be taken lightly. I'm asking you to be Superman or Superwoman for several years. It's a lot to ask, but that's how Super Incomes are built. Do you think people wake up one morning in Waikiki and praise God for sending the blessing of wealth. The truth is more like this:

It takes

a Super Vision (which this page attempts to show you)

a Super Plan (which we call the Million Friends System)

a Super Commitment (which is entirely up to you)

     some Super Self-education (which is your responsibility)

             a lot of Super Concentration  (you will be tested)

                     an endless supply of Super Problem-solving Skills  (leaders learn to do this gracefully)

                             and a sizable number of Super People in your Downline  (your payoff)

If you ask 125 people if they will give 3 years of their life to be absolutely financially independent and happy, how many will say yes? Of those, how many will have the commitment and talent to follow through and really do it? My estimate is that maybe 20% will say yes (depends, of course, on your prospect list) and no more than one-third will really do it. You, of course, have the opportunity to work in depth with the other two-thirds during the months while they were still in the game.

Let's repeat that advice: If you ask 125 people if they will give 3 years of their life to be absolutely financially independent and happy, how many will say yes? Have you ever really tried this?

Let's say you crunch these numbers and say YES!

Yes, I can. Yes, I will. That's good; but prepare yourself for some challenges...

It's very possible that some of your friends will laugh at your blue and red Superman suit (a metaphor, of course; they will laugh at your dream).

Prospects by the dozens will not keep their phone or meeting appointments.

Company frustrations will test you. This happens even when you are with the world's best network marketing company!

It would be no different if you were the CEO of a traditional business. Have you ever wondered how many fires the CEO of Wal-Mart deals with each week? Problems have to be dealt with. That's what business owners do.

You will be tested. But let's say you pass every test. A year from now you'll be getting nice checks. I doubt if you'll be at Vollara's top rank yet, but a solid foundation will be in place. You'll look back with a lot of satisfaction. Were there times when you didn't think you would make it? Maybe on a very short term basis—an occasional short-term slump. There were heartbreaking times. There were scary times. But you always knew you would succeed (except for those short-term slump days). You held your head high and weathered every storm.

A person who is really in the game always expects to win, even when all the chips are down.

What is an Executive Leader?

Really serious stuff starts right here!

Executive is the 6th level in our Compensation Plan. It requires 5,000 GV in your group for 3 consecutive months and 4 strong legs in your qualifying month (500 GV each). From there, the Executive ranks proceed to the top with no income limit as you build a network of downline Executives.

Financial security is built by teaching this system and building a network of Executives. Are you ready to start building your empire to 50, 150, 500, or even more of these building blocks?

If your network eventually has 150 Executive (averaging 5,000 GV per month), the total productivity is rather impressive. 150 x 5,000 = 750,000 GV/month or 9 million GV/year. That translates to more than a quarter of a million bucks per year.

The beauty of network marketing is that multiple people benefit from the same orders and same dollars. Don't miss this important point. If you have a line of leaders that looks like this...........................................................

When George produces 5,000 QV in his group: Fran earns $500; Ed earns $250; Dana earns $150; Chuck earns $50; Betsy earns $25; Al earns $12.50; and you (the guy at the top) earn $12.50.

This diagram does not show width or branching. It is just one string of leaders. You might have 20 or 50 or 100 total Executives in your "Al" leg. The name of the game is to build more legs and, within those legs, as many leaders as you can possibly build.

You atop

a string

of leaders

 

Al

Your 1st level

Executive

Betsy

Your 2nd level

Executive

Chuck

Your 3rd level

Executive

Dana

Your 4th level

Executive

Ed

Your 5th level

Executive

Fran

Your 6th level

Executive

George

Your 7th level

Executive

   

Now let's consider a particular example.

The strategic way to build 150 leaders is to help your subordinates build networks.

The executive overrides in this model

compute to $26,500** per month.

That annualizes to $318,000 per year.

Your Personal Executive group

Quiz at bottom!

This model is presented for training

purposes. It does not show the income

from your personal Executive group***

 

Help 2 sub-leaders build 41 Executives

(Healthy Model below)

 

Help 2 sub-leaders build 4 Executives

(legs 3 and 4 below)

 

Help 5 sub-leaders build 10 Executives

(leg 6 below)

 

Help 5 sub-leaders build 2 Executives

(leg 1 below)

 

14

Leadership Legs

that stick!*

41+41

 

4+4

 

10+10+10+10+10

 

2+2+2+2+2

 

=150 Executives

   
1
 
2
   
 
   
3
 
4
   
 
5
 
6
 
7
 
8
 
9
 
10
 
11
 
12
 
13
 
14
 
 

You must also have some open  group legs

 

In each of these legs you earn $4,900.

Total is $9,800.

 

In each of these legs you earn $1,100.

Total is $2,200.

 

In each of these legs you earn $2,150.

Total is $10,750.

 

In each of these legs you earn $750.

Total is $3,750.

 

**Grand Total is

$26,500 per month in Executive Overrides.

This income model does not include what you earn

from your personal Executive group.

***Our calculations suggest that typical Executive leaders will earn

from $500 to $5,000 per month as determined by the productivity and structure

of their groups. Big career incomes come from building NETWORKS of Executives.

* Legs that "stick" - in the real world you will develop some Executives who run into challenges or, in some cases, just get unlucky. Many factors come into play: health, family situations, storms, etc. Some people fall back from the Executive level and never regain their form.

Healthy Career Model

based on building 6 well-developed Executive Legs

that each contain sub-networks of Executives

 

 

Generations

1. 5,000 x 10% =

$500

2. 5,000 x 5% =

$250

 

 

 

 

This total leg:

$750

 

 

1. 5,000 x 10% =

$500

2. 5,000 x 5% x 3 =

$750

3. 5,000 x 3% =

$150

 

 

This total leg:

$1,450

For training purposes we calculate each group at 5,000 QV. Actual QV may be higher or lower.

 

Executives earn their ranks with 4 good legs. That tells us that each of these icons represents not just 1 Executive but 4 or more smaller sub-leaders.

 

 

1. 5,000 x 10% =

$500

2. 5,000 x 5% x 2 =

$500

3. 5,000 x 3% =

$150

 

 

This total leg:

$1,150

 

 

1. 5,000 x 10% =

$500

2. 5,000 x 5% =

$250

3. 5,000 x 3% x 2 =

$300

 

 

This total leg:

$1,050

1. 5,000 x 10% =

$500

2. 5,000 x 5% x 3 =

$750

3. 5,000 x 3% x 6 =

$900

4. 5,000 x 1% x 6 =

$300

This total leg:

$2,450

 

 

1. 5,000 x 10% =

$500

2. 5,000 x 5% x 3 =

$750

3. 5,000 x 3% x 6 =

$900

 

 

This total leg:

$2,150

Vollara's owners are determined and competitive. "It is our goal," says Mr. Urso, "to build the best and largest network marketing company in the world." 

For that to happen, the company must help 10,000 of our leaders reach Level 6 in our plan.

This page is for people who not only want to be Executives but who want to help build additional Executives in their legs.

Additional note. The overlapping structure of network compensation means that 7 upline Executives can benefit from the QV of each group. When we have 10,000 Executive groups, far more than 10,000 bonus payouts are possible.

Your own Executive income is not shown in this training page. The income from a Level 6 group is based on the width and strength of each group. The usual range will be from $1,500 to $5,000 per month.

This page shows Executives and Executive Overrides. Distributors at Levels 1-5 remain in your Level 6 group or in the Level 6 groups of the other Executives.

The value of the Overrides in this model is $9,000 per month or $108,000 per year. In the grand scheme of things, this is a small-to-medium sized group. It is built through 6 legs and comprises 41 total leaders.

Million Friends helps our participants understand the importance of building leaders under leaders under leaders...and that's exactly what you see here. Some group in large network marketing companies have many hundreds of sub-leaders.

We don't say it's easy. But conditions are ideal NOW and time is on your side. The development of a group this size begins with the recruitment of ambitious and competent people.

 

Pay Structure for Executives (full compression):

Level 1

Level 2

Level 3

Level 4

Level 5

Level 6

Level 7

10% 5% 3% 1% ½% ¼% ¼%

At Level 14 the ¼% bonuses continues to infinity...

 

 

 

 

 

 

 

You can't fail...

can't fail...can't fail...if

you aim for at least 6 wide, build your network based on the development of leaders under leaders under leaders, show this program to lots of people, and use the Million Friends support mechanisms.

 

 

 

 

Start now

and do these

4 things?

(below)

 

è

Evaluate your people to see where you really stand.

 

 

You can copy this form into an email and use its blanks to evaluate your people.

 

Both of our examples are good people; just very different. You'll have less interest in those that score under 15.

 

 

Name -

Score your leaders on a 0 to 5 scale. Add 0 to 5 extra points for intangibles.

actual width or width goal

grasp of depth concept

active recruiting

Left/ Right balance

geo-graphical dispersion

using Million Friends

my ability to work with this leader

 

 

 

 

 

 

 

 

Example #1: John Doe, TX

Intangible Points +4: John makes retail sales every month

Total score: 18 out of 40

Only wants 2 wide

(1)

Very little depth work

(1)

Averages 3 per month

(3)

Puts new people R and L

(2)

One person in Ohio

(2)

Less than 1 call per week

(1)

Great friend

(5)

Example #2: Pat Marks, IN

Intangible Points +5: Pat has enormous credibility with her friends

Total score: 32 out of 40

Working to be 6 wide

(5)

Supports everyone at all levels!

(5)

Her group adds 10+ every month

(5)

Complete grasp of L/R balance

(5)

In several states and stays in touch

(5)

Uses her own system

(0)

Not much contact

(2)

               
               
               
               
               
               
               
               
               

 

4 Things...All

Basically Simple

1. Start Now

2. Use Products

3. Enroll Others

4. Don't Quit

It helps if you get excited and work with a sense of urgency.

Numbers matter but quality is also important.

Stick with Million Friends and you can't lose.

The timing is critical.

The products are excellent.

Vollara's destiny is real.

Moreover, we have a model that makes sense,

is affordable, can easily be taught to others,

is supported by a free system,

and will not let you down.

.This is the chance you've been looking for....

...so why not say yes now?

click here for sign-up instructions

Go to the Quiz

Aloha back to the top of this page

 

 

Determination Statement

 

1.  I have read the Hawaii Challenge and I feel inspired.

 

2.  I have the opportunity to build an empire of Executives.

 

3.  I have a Super Vision for this to happen and I will make a Super Plan. My commitment will be Super. My self-education will be Super. My concentration will be Super (I will have zero interest in other networking deals that are offered). I will be a super problem-solver. And I will build a deep and wide organization of Super People.

 

4.  My thinking is clear. I know I need width, depth and Super People. Some of my friends will disagree with what I am doing. In some cases their rejection will be heartbreaking. But I know what I want and intend to get it with my friends or without them. Through Vollara I will make some wonderful new friends.

 

5.  My goal is to make money, but it is more than that. I also want to help my committed subordinates make money. I can only succeed if they succeed. Therefore, I am committed to setting a good example, being a good leader and providing excellent service. My career will be solid only when I have solid people in each of my legs.

 

6.  To achieve this big goal I must build a group with geographical diversity. Network marketing is not a localized system; it is far reaching. I will work to find and develop leaders in diverse locations in all of my legs.

 

7.  I cannot succeed by doing other people's work. Nor is it helpful to give that impression. We ask everyone to carry their own weight and for leaders to carry a little extra.

 

 

 

 

Training questions

Are there people who can't do this because of some talent, personality or situational limitation they have?

This is an interesting question. I have been in network marketing for 40 years. I can tell you a few things for sure and there are other things I just can't be sure of. Here are some points to consider:

§  Some people work very hard, demonstrate a high level of commitment and yet never reach a high rank or make big money. My feeling is that many of them have never been able to accept how network marketing works. See points 1 and 2 below. But I'm not sure if these points cover everyone. A lack of people skills, charm or likability might be involved. You don't have to be the life of the party. I am not. But people have to like you, trust you, and want to be around you at least to some degree.

1. First area of misunderstanding. Many people think the secret to networking is selling or recruiting. They don't even mention the "real secret." As important (and essential) as recruiting is, it is not the secret. The secret is to build an organization that is wide and deep with leaders. It's not how many distributors you have recruited or how many Fast Start Packs you've sold. It's about how many truly committed leaders you have (and they can't all be in just 1 or 2 legs).

2. Second, many people don't accept that making big money is hard. They've gotten the impression that network marketing is a magical kind of system whereby average people make big money. Are you kidding me? The people I know who make big money are not average. Some of them come across as plain old folks, but they usually have some special strengths when it comes to working with people. They are likable. They are trusted. They have big hearts. They care. Those qualities might not be worth much if you are applying for a corporate job, but in network marketing they can be worth a fortune.

§ Some people don't want it badly enough—especially when relationships are involved. They run into resistance from friends and relatives and they cave in. It's a choice network marketers sometimes have to face. If you believe in your goal, you may have to decide if your friends are more important or if your future is more important. Let me ask this: If you suddenly need $100,000 for a family emergency, are your friends going to ante up?

§  Some people aren't willing to learn what has to be learned and change what has to be changed. We each live in our own world and that world has a comfort zone. Even when something really lucrative is at stake, we don't like to step out of that zone. With Vollara we have perfect timing, amazing products, a super-lucrative compensation plan, free enrollment, a free system to follow and dedicated owners. The question mark is you. Do you want this? Are you ready?

The formula this page provides is pretty strong...

Success in Vollara takes:

               a Super Vision

a Super Plan

a Super Commitment

some Super Self-education

a lot of Super Concentration

an endless supply of Super Problem-solving Skills

and a sizable number of Super People in your Downline

 

Executive Quiz

(click back and forth from these questions to the model)

 

1. When this model is completed, how many leader legs will you have developed to Executive?  BACK UP

 

2. Of your 14 Leadership Legs, how many are VERY BIG legs? This is a little subjective. For purposes of this question, how many of your sub-leader have 30 or more Executives in their network.  BACK UP

 

3. Let's say your VERY BIG leaders are earning $1,000 per month from their Executive Team and Fast Start Bonuses and $700 extra from their Cycle Bonus and $100 extra from their pricing overrides. To make the math easier, let's also say they each earned $200 in retail commissions. Based on the information provided, how big would their monthly checks be?  BACK UP

 

4. If you recruit someone and help them develop a home-based business income of $10,000 per month—which of course is $120,000 per year, how will that make you feel?  BACK UP

 

5. Of your 14 Leadership Legs, how many are MEDIUM legs (legs with more than half a dozen downline Executives)?  BACK UP

 

6. Using question #3 as a guide, can you estimate how much money your MEDIUM leaders are making every month and every year?  BACK UP

 

7. It has been my experience that if you work with a large number of people, some will prove to be strong, some will be medium, and others will be small. In this model, how many of your leg leaders have fewer than a dozen Executives in their group?  BACK UP

 

8. If we look at the 5 legs with 2 Executives and at the 5 legs with 10 Executives...and if we assume that no more than 20% of our legs (all legs) are statistically likely to be medium and no more than 20% are statistically likely to be strong, how many of the 10 smaller ones should we expect (statistically speaking) to grow into something stronger?  BACK UP

 

DISCUSSION - If we have 14 leadership legs and 20% will be medium and another 20% will be strong strong, that means we can expect to have 2.8 medium legs and 2.8 strong legs. Why would we ask a question that is so subjective? ANSWER - My philosophy is to work with all my leaders as if they have great potential. They all have access to the same training, the same products, the same conference calls and other support. But I also believe in reality. No hypothetical percentage can be counted on to work exactly as the theory states...but the principle behind our theory is undeniable. If you have 14 football players, some will be be standouts, some will be above average, some will be below average, and some will be weak. That's always how things work out. I want you to understand up front that you MUST get the Law of Large Numbers on your side. You may have to recruit 140 people to get 14 Executive legs. Using the 20% rule, you might get 28 Executives from 140 recruits. But a lot of them will only be Executives temporarily. They'll run into an obstacle or two and drop by the wayside. This model says you end up with 14 who stick.

 

If achieving this means you will make $300,000 a year in Executive Overrides—maybe for the rest of your life, doesn't this seem like a quest worth pursuing? We don't say it will be easy. We can't guarantee what you will do. But we can say that the timing is excellent. And the products are excellent. And our support is for real. Moreover, we firmly believe in Vollara's future. We believe that 10,000 Executives will be developed.

 

Why can't you build 14 legs that stick—of various sizes—and end up with 150 of the 10,000 in your downline?

 

9. That ¼% bonus is kind of small, isn't it? You only earn $12.50 per month on a 5,000 QV group. But I want you to remember two things. First, if you are earning ¼%, that means several other intermediate leaders are earning bonuses, too. The $12.50 is small to you but other leaders are earning $500 and $250 and $150 and so on. The key is to build leaders under leaders under leaders. For your group to be healthy, lots of other people have to be making money. The question: If you recruit the person called "Healthy Career Model," how many Executives are added to your Generation 1 (___), Generation 2 (___), Generation 3 (___), Generation 4 (___), and Generation 5 (___)?  BACK UP

 

10. Did you come up with the right answer to question 9? Generation 1 (_1_), Generation 2 (_6_),

Generation 3 (_13_), Generation 4 (_16_), and Generation 5 (_6_).

What percentage override do you receive at each level?

 

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