Who has the best MLM sales presentation?

Who can give professional presentations in his sleep??

Who can answer all the prospects' questions??

The old pro, Mr. MLM. He's the man with the experience who has seen it all. He has mastered every presentation technique. Plus, Mr. MLM is surrounded by his experienced team of leaders. Just call him the answer man.

Now, why is it that the new, inexperienced MLM distributor can sponsor circles around the old pro?

It appears to be a mystery. We all have seen it. The brand new, wet-behind-the-ears, greenhorn distributor goes out of the opportunity meeting full of enthusiasm and signs up 10 or 20 new distributors. During the same time period, the old pro, Mr. MLM sponsors no one. Mr. MLM has the skills and experience, but the new enthusiastic recruit brings in more new distributors.

The answer to this mystery is belief and momentum.

Belief

The old pro has been around the block. He sees some distributors make it, but many more fail. He knows everyone won't make the money he or she desires, and his belief shows through in his presentation.

The new recruit knows this is the greatest opportunity available to mankind. His burning, missionary enthusiasm overcomes his lack of sales skills, presentation skills, and knowledge. The new recruit has leadership charisma.

Who do people wish to follow?

Will they follow the rocket scientists with all the answers, or follow the charismatic, enthusiastic leaders with less knowledge but a vision for the future? We've never elected rocket scientists to the presidency but we've elected an actor with considerably less mental power. Enough said?

Momentum

We all know the illustration of what happens to a penny that is doubled every day. After one month, you're rich. How many people do you know who have doubled a penny every day for a month? None? Why?

In real life, there is a deceleration of momentum with time. In other words, the momentum gets slower and slower everyday. If bacteria doubled every few hours, in a matter of weeks the world would be just one big germ hotel. If each Amway distributor who joined in 1959 would double his group every week, everyone in China, Russia, and India would be selling laundry detergent to each other.

The point is: The longer an organization exists, the slower its growth. The old pro's group is at the end of the momentum cycle. Hopefully, there are enough new recruits to offset the dropouts.

The new recruit is at the beginning of the momentum cycle. Everyone is jumping on his bandwagon. The jumping is contagious and each new prospect catches the fever.

So, how can we utilize the two keys of the $93,000 Recruiting System, momentum and belief, to build our downline fast?

Step one is to review the Stair Step Solution recruiting technique in Big Al's How To Create A Recruiting Explosion. This is the surest way to create momentum. While you sponsor your way down through your new recruit's downline, the fear of loss principles forces fast sign-ups. Also, the Stair Step recruiting technique builds multiple levels of locked-in loyalty to reduce dropouts and distributor turnover. The Stair Step recruiting technique is truly one of the most powerful tools in building profitable downlines.

But how do we add the extra dimension and belief to create the $93,000 Recruiting System?

New recruits can produce recruiting miracles if they believe they cannot fail. And we as leaders can provide that needed belief with a simple, unselfish, all-out commitment. Here is how we sell the new recruit on his guaranteed success. We say:

"John, how would you like me, your sponsor, as your full-time employee?

"That's right. I'm willing to work for you exclusively to build you an organization fast. I'll make two-on-one presentations anytime, day or night. I'll spend my available time training your new recruits and helping them with presentations and meetings. I'll even find new prospects whom I'll recruit into your downline.

"In other words, if you want to make a commitment for success, I'll work for you full-time until you get there."

"John, how would you like me, your sponsor, as your full-time employee?

"That's right. I'm willing to work for you exclusively to build you an organization fast. I'll make two-on-one presentations anytime, day or night. I'll spend my available time training your new recruits and helping them with presentations and meetings. I'll even find new prospects whom I'll recruit into your downline.

"In other words, if you want to make a commitment for success, I'll work for you full-time until you get there."

What is your new recruit going to say? What does your new recruit feel inside? He has the belief that his success is guaranteed. How could he possibly fail with your experienced, upline assistance? He knows you will assist him until he succeeds. Now watch his enthusiasm and his group grow.

As a leader, you can make your new recruit's belief even stronger by getting additional assistance from your upline leaders. For instance, after getting your new recruit excited about your full-time commitment, add fuel to the fire by saying:

"And that's not all.

"My sponsor has committed two full days a week to work with your downline. He is a meeting expert and also specializes in getting referrals. That means even more new distributors in your group. In addition, his sponsor committed $300 to your advertising program and promised to personally sign up two new distributors in your group.

"Between my working full-time, my sponsor working two days a week, and my sponsor's sponsor helping too, don't you think we'll blow the lid off this town?"

Now, do you think your new recruit feels commitment and truly believes in his ultimate success? Nothing motivates better than helping people reach their goals.

Finally, how do we translate this system into $93,000 or more?

Consider this. Most leaders spread their efforts too thin. They try to reach levels of achievement and ranks too fast. This leaves them with turnover and the time-wasting efforts of rebuilding decimated groups.

For instance, let's imagine that your goal was to build four first-level distributors to the rank of Big Time Leader.

A Big Time Leader position required 20 distributors in the downline plus $2,000 in product volume. Many leaders would sponsor four distributors and work with all four simultaneously. At the end of one year, maybe all four first-level distributors would make it to the Leader level, but at least two or three of them would have weak groups.

Compare that method with the following:

What if you sponsored just one first-level distributor and said,

"If you want to be a Leader, I'm willing to be your full-time employee for at least one month, or until you reach the Leader level. You'll have my full-time support to help you make presentations. Any leads or prospects I run across will go into your downline, etc., etc. Plus, my sponsor has committed etc., etc. Plus my sponsor's sponsor has committed etc., etc."

Do you think that with your help, plus your sponsor's help and your sponsor's sponsor help, you could make your committed new recruit reach the level of Big Time Leader within 30 days?

Of course!

Maybe your new recruit would reach the Big Time Leader level in as little as one week!

What does this mean for your organization? You could build a brand new first level Big Time Leader group every 30 days! After one year, you would have 12 solid first level groups.

Now that's The $93,000 Recruiting System.*

*Disclaimer: The above method requires work. Lazy, slothful, negative distributors are not advised to try this without professional upline assistance.

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