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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:
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"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)...
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I
have made my decision and I really mean it! |
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I
really believe
in
this
company
and in my own goal. |
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I
am willing to work and keep working! |
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My dreams are important enough that I will
identify needed changes and
go out of my
comfort zone to
incorporate them. |
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I
will enlist
other
good
people (both
wide and deep) and
sell
them
on
this list
of
success
ideas. |
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No
matter what obstacles come along, I won't quit! |
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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.
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LaundryPure Pack on left
Fast Start Essentials
Plus Pack
on right
$2,097
1,000 PV |
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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...
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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. |
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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?
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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.
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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 |
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Al |
Your 1st level
Executive |
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Betsy |
Your 2nd level
Executive |
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Chuck |
Your 3rd level
Executive |
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Dana |
Your 4th level
Executive |
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Ed |
Your 5th level
Executive |
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Fran |
Your 6th level
Executive |
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George |
Your 7th level
Executive |
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Now let's
consider a particular example.
The strategic way to build
150
leaders is to help your subordinates build networks.
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The executive
overrides in this model
compute to
$26,500**
per month.
That annualizes
to $318,000 per year. |
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Your Personal Executive group |
Quiz
at bottom!
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This model is
presented for training
purposes. It does
not show the income
from your personal
Executive group*** |
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Help
2
sub-leaders build 41 Executives
(Healthy
Model below) |
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Help
2
sub-leaders build 4 Executives
(legs
3 and 4 below) |
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Help
5
sub-leaders build 10 Executives
(leg
6 below) |
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Help
5
sub-leaders build 2 Executives
(leg
1 below) |
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14
Leadership Legs
that stick!* |
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41+41 |
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4+4 |
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10+10+10+10+10 |
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2+2+2+2+2 |
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=150 Executives |
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You
must also have some open group
legs |
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In
each of
these legs you earn $4,900.
Total is $9,800. |
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In
each of
these legs you earn $1,100.
Total is $2,200. |
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In
each of
these legs you earn $2,150.
Total is
$10,750. |
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In
each of
these legs you earn $750.
Total is $3,750. |
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**Grand Total is
$26,500 per
month in Executive Overrides. |
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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.
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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 |
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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):
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Level 1 |
Level 2 |
Level 3 |
Level 4 |
Level 5 |
Level 6 |
Level 7 |
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10% |
5% |
3% |
1% |
½% |
¼% |
¼% |
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At Level 14 the
¼%
bonuses continues to infinity... |
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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) |
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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.
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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 |
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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) |
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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) |
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4
Things...All
Basically
Simple
1. Start Now
2. Use Products
3. Enroll Others
4. Don't Quit
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It helps if you
get excited and work with a sense of urgency. |
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Numbers matter
but quality is also important. |
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Stick with
Million Friends and you can't lose. |
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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
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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.
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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
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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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