Part 1 of this training was all about squeezing as many orders and recruits out of people as possible. This one is more about the director working her business.
But then we get to the good stuff. Notice the emphasis on recruiting and frontloading. If the newbies don’t order lots right away, chances are they won’t order much ever.
_____ Have you REALLY established personal activity goals for Seminar 2008 that you are completely committed to accomplishing?
_____ Did you do GENX or GENX Elite personally? Answer this, deal with this, reward yourself or FIX and schedule this RIGHT NOW! 🙂
_____ Did your unit hear you talk about your personal classes, hostesses and meet your new team members this month? (there is a FINE line between making them feel like you’re competing w/ them ,which may shut them down, and learning from you by modeling your work— BUT they MUST see you lead by example!)
_____ How are you tracking NATIONAL COURT OF RECRUITING, UNIT Recruiting, Leadership Parties? (great tip: Staple These tracking pages from your SEMINAR 07 Dir. Day packet– (duplicates posted on DIR page of our site ) as Focus Folder inserts to your DIR FOCUS FOLDER. Now, on the inside of that folder you can readily see your KEY people, who you’re focusing on moving up in RED, AND ALL potential Recruiting right there! You can track National Court of SALES on the back of the CON. FF w/ your STAR prize!
_____ How many of your Consultants are TRACKING well… from a Focus Folder WITH her GENX sheets attached, with her Personal Court of Recruiting in there, WITH a photo of her STAR prize visible on the back of the folder? CRITICAL!
BENCHMARK FOCAL POINTS (from your 20% Growth Tracking)
_____ Did you know what #ers it would take to BEAT YOUR BEST from same time LAST year— Unit Recruiting, Personal Recruiting, Unit Wholesale?
_____ Were you Conscience about adding 10+ NEW Agreements? Did you press through to a win or give in with a sigh, or did you notice or think about it?
_____ Were you Conscience of what your # ‘T’ going off was going to look like and what # of NEW it would take to grow your Unit Size by 5,10, 15 or more?
_____ What was your New Recruit First Order Average for last month? ( goal $800-1000)
_____ How much of your Total monthly w/s production came from NEW?
_____ How much of your Total Production came from ON TARGET TEAMS including THEIR NEW? [Important to look at NEW total production and NEW associated w/ Teams. You get different information, but you need to evaluate BOTH!]
_____ Are you looking at the productivity of your BASE and your PERSONAL team separate from your OT TEAMS just to ‘prepare for growth’ as they DEBUT out (goal IS TO DEBUT THEM OUT)! You keep a performer TOO long in your unit, you lose her anyway because she loses confidence and never makes progress she expects to
make. So she’ll go do something where she feels like a winner!
____ What was your % Unit Consultants who placed a discounted order? (goal: 1/3-1/2)
_____ Did you break your Commission Check down to know where you are earning the most? NEW DIRECTORS (for NEW and Seniors WITH new offspring— $ for you both!)
_____ Write TRACK… are you committed to it? Are you ON THE DATE BOOK to repeat DIQ performance to nail this for $1000/$500!! 3 personal Qual and $15k total for 90 days!
_____ FAB 50’s What month are you on? How many PER month NEW are needed to hit 50, taking “T” into account? Another $1000/$500!
_____ Honor’s SOCIETY— Prepare! Don’t get to month 11 and freak! Do you have a monthly growth [recruiting] and production [sales and ordering] goal $1000/$500!
** Senior, FOLLOW up and coach this! NEW Director, TAKE Charge!