Low expectations yield low results. Very few network marketers have the guts to challenge their people, consequently their groups remain small and underachieve. Instead of setting high expectations they keep their downline protected from responsibility and challenge in the hope that the people will stay in and not be overwhelmed. Our goal as marketers should be to set the bar high for our people and us. We want leaders who work hard, not thousands of people dependant upon us forever.
Superstardom knows no sex, age or color. Being a superstar in anything requires natural born talent or cultivation of talent over time. However, unless you were born with every skill needed to be a superstar at your chosen field, you are going to have to be like the rest of us and build your talents. Knowing how to identify potential superstars in your downline and how to develop your own skills to become a superstar are essential to becoming profitable. Here’s your warning: becoming a superstar in network marketing is not for everyone, especially for the wallflowers who must change their entire demeanor. I do believe it is possible for people to become very profitable with coaching and extreme determination, but it is not for the wimps.
If you want to build an ultra profitable downline that creates generational income, one of the most vital components is to understand the personality profile of top producers. Once you have a knowledge of what typically makes up a superstar, you will know better how to recruit them, train them to take advantage of their skills, and best of all you will know what to expect from them if you do your part.
I am often asked, “What should I expect from my downline?” The answer to that is, “Depends.” Many successful leaders achieved their level from pure guts, some build leaders. The distributors that don’t build leaders are grinders, they would show a plan when ever and where ever. They don’t mentor possible leaders because they think they are way too busy. They are the heart and soul of their group and the group’s success lives and dies with this distributor. That distributor’s downline is built on a poor foundation and will likely crumble when that distributor wears out and has to take a break.
Most people that join your group will never do anything other than attend a few meetings and buy product. Welcome them. Love them. Encourage them. However, there are also people that are hungry and want to succeed at high levels. Those people should be pushed, held accountable and lovingly guided into success by expecting a lot from them.
These future leaders are not afraid to do whatever it takes ethically to succeed. But many times their upline is trying to protect these future leaders from doing too much. This is crazy, because top leaders get to where they are because of their attitude of doing more than what is expected. Top leaders only create true stability when they truly replace themselves. They will create generational income only when they ask the same from their leaders and future leaders that they ask of themselves. If not, when they go away or die, so will their groups without their presence. Longevity is created by creating leaders. Leaders are made through accountability to themselves and their mentors.
One who is committed to a cause will not simply “go through the motions” in becoming a leader. A committed distributor will not be satisfied with just making a visit to one of his downline so he can report to his mentor that his job is “completed” or “done.” A committed distributor would not be content to merely “give” a presentation but would want to teach with passion. The result, if your leaders have the guts to ask for it, will be making a real difference in the impressionable lives of the new distributors entrusted to his or her care. It will create real leadership.
The training programs we make are done in a way that asks little from the 97% but much from those who say they want to be leaders. Responsibility and accountability will show you who really deserves your time. Companies and top leaders need to create more leaders, and learn to identify and love the 97%, because you need them in your business too. However, to ask little from your future leaders is a big mistake. Leaders want to be accountable, leaders want to feel empowered, and to ask anything less is creating a house of cards that will crumble eventually.