How to Find, Sponsor, and Retain Leaders to Grow Your Network Marketing Business - Part I
Network Marketing is a great business that offers many people
the ideal alternative to a traditional job or business.
Do you know a better way for the ordinary person to achieve
independence from the tyranies of working for someone else or
from the day-to-day headaches of running a business?
It’s terrific being your own boss and in control of your own
time and financial rewards.
Sometimes the biggest problem in MLM is what to put on your
business card: President, CEO, Marketing Director, Independent
Agent or Queen of the World.
We tend to overlook the other important roles of Envelope
Licker, Gopher, Secretary, Accountant, Student, or the most
important role in your company - Chief of Staffing.
(Part I - Finding Leaders)
Recruiting is the lifeblood of your MLM business; yet we tend
not to treat it as a vital professional function. Most people
base their efforts on some pretty haphazard MLM industry
approaches.
How many times have you heard, “It’s a numbers game”? The
theory being that if you talk to enough folks some will try your
product, some percent of those will become distributors and some
fraction of the distributors will evolve into leaders.
Do you know what the standard industry conversion rate is?
Neither do I.
How about your personal conversion rate?
Out of 100 people you talk to, how many buy product, become
distributors and go on to be leaders? Probably not enough.
So let’s re focus our efforts. Your goal for a successful
network marketing business is to find, sponsor, and retain
leaders.
These are the You,Inc. Division Heads.
These are the people you need to apply successful traditional business methods to
recruit and keep.
You’ll want only the best people on your leadership team.
To attract them you need to know what they want and be prepared to deliver it. The top people want to be associated with other
successful people in the best companies.
For now, let’s assume you’ve already applied our training in
branding and market positioning and that Your Company is seen in
the best light.
There are two things that have to happen - you have to find
candidates or they have to find you.
Ok, let’s look at just one way the top Executive Recruiters go
after talented individuals:
Always be on the lookout for above average folks - people at
the top of their profession, clerks who give outstanding
service, an impressive speaker, columnist, anyone driving with
vanity license plates. Introduce yourself and say you were
impressed with their speech, car, service, etc., hand them two
of your cards and state that you would like to talk to them if
they ever consider a career change or business opportunity. Then
be quiet and smile.
Now it’s their move.
They will either say thanks-but-no-thanks, or they will ask for
more information.
If they say no thanks, just ask them to hold on to your card or
pass it on to another sharp friend. If they want more
information, then set an appointment. Yes, resist the urge to
launch into your technicolor brochures and laser-light
presentation.
Professionals work by appointment; even if you set the
appointment for 15 minutes later, on their break, or over lunch -
set the appointment. We’ll come back to the interview
appointment after we examine the other scenario -
Q: How do candidates find you?
A: Handy
In order to attract high caliber folks you must be positioned
and perceived as a leader with the best opportunity with the
premier company in your field. You craft a Marketing Message and
Customer-centered Benefit Statement that perfectly conveys your
advantage over the competition. Now you will communicate this
message at every opportunity and through every appropriate
media.
Here are a few online and offline places to deliver your
message:
1. Weekly and local business newspapers
2. Networking Business Clubs
3. Professional Associations
4. Church Directory
5. Personal Letters
6. Talk Show Guest
7. eMail Newsletter
8. Online Chat Rooms
9. Internet News groups
10. Online Free Classifieds
11. Billboard (”You could of stayed home today - our managers
Telecommute!”)
12. Trade Shows
13. Personal Website
Craft your ads so that they help disqualify inappropriate
applicants. Your goal is to interview, qualify and sponsor high
potential candidates.
I’d love to hear your comments, suggestions and success
stories.
Best of Success,
Stephan
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