Director Strategy Checklist Created by SNSD Pamela Waldrop ... Area coffee and conversat… · Created by SNSD Pamela Waldrop Shaw Simplified a bit by ESSD Amy Kemp Proofread by NSD

Revised January 2014

Name________________ Month________________

Director Strategy Checklist Created by SNSD Pamela Waldrop Shaw

Simplified a bit by ESSD Amy Kemp Proofread by NSD Jeanie Martin

Revised again by SNSD Julia Burnett – lol!

If you want change in your business and different results, you first have to recognize where we SAID there would be change and then, month after month, notice if there is NO CHANGE. Your current way of thinking and working is NOT producing the change you expect, and IF you continue down the same path out of ignorance, pride, or laziness, you will unavoidably begin to experience the negative emotions of discouragement, frustration, misplaced anger and doubt.

So, this is the way I would start a month as a million dollar director. I (Amy Kemp) started this as a $250K director. Sit down with these questions and REALLY answer them in writing, no matter how painful it first can be.

CLOSE OF THE MONTH: Crossover Week is a time to finish and a time to set up.

3-4 Days Out

_____Do you have five or more qualified for maximum $500 bonus? FIND THEM. _____Have you reached your unit size increase goal? How many T's do you need to activate, or how many new consultants need to join to hit this number? _____How close are you to the next $1000 bonus level? STRETCH! NEVER hold back production. _____Do you and your team leaders have a minimum of 5 team members ordering $200 plus your $600 wholesale for a 13% check? _____Where are your key people on GenX goals? Do you know how many faces, career talks, wholesale and how many new team members each has? Don't assume they know how to finish this! Dig in and ask if they know how to get to 30 faces, etc. _____Who has good team production but only has 3‐4 team members? Can you get her on‐target for a car or into DIQ? To a 13% check? THESE ARE THE PEOPLE TO STRETCH! Keep the urgency flowing, so they don't get stuck. _____Has your personal team grown to a new benchmark on your way to 40+? What kind of urgency do you have to accomplish this? (also note your personal team w/s production…is your personal team hitting at least a consultant car production? Great goal would be for a $10,000 personal team – promise it’s possible – mine would hit $10,000 all the time ) _____Do your I3's have team members? They will lose their recruiting commission check if they don't order $200 wholesale. Does a DELEGATED call need to be placed to those with recruits? Easiest way to find

this is on DOM. Go to Parent Unit Section. Click on "Third Non‐Ordering Month." If these consultants have team members and do not order, they will not get paid.

_____Do you have "T" unit members who have team members? They will lose their team members if they don't order $200 wholesale. Does a DELEGATED call need to be placed to those with recruits? Easiest way to find this is on DOM. Go to Parent Unit Section. Click on "Termination Month."

_____Is DELEGATED help calling anyone who is on target for consistency club who hasn't ordered yet? _____As a senior director, are you aware that your BEST TIER commission is contingent on your unit wholesale? Are you on it? _____How will you close out the month?

Will you stop 24 hours early? Will you throw your hands up by the 25th? Will you plan a weekend get‐away for the 29th? Or, will you schedule yourself and your attitude to WORK TO THE LAST MINUTE? THIS is where exhilarating wins show up!

MONTH‐END WRAP UP _____Have you written notes of appreciation and congratulations to unit members for their performance, effort, persistence and results? _____Have you recognized them via email? Facebook? Voxer? _____Does your unit know where you finished on all of the benchmark goals you set for the month? Wholesale? New unit members? Stars? # of Qualified? New reds? New on‐targets? DIQS? Attendees for events? PCP sign up? Are you updating with results?

REFLECTION ON THE PAST MONTH: (block off some time, grab a coffee, go somewhere quiet & get ready to work on being your very best!):

OVERALL ORGANIZATION ____I have found most Directors who feel scattered do so because of disorganization with “how do I keep track of all these people?” Do you have a “brain book” in place? Or something equivalent in your ipad to track NEW, who you want to move up, prospect & personal business? (for brain book sheets look on juliaburnett.com under Director page for new consultant tracking pages, interview tracking pages, Move up graph, focus 100, national court of sharing, Leah’s annual tracking grid, etc.) ____Have you made your 6 month plan for meeting themes, training themes, GenX girl’s night outs if you do them, Star outings or On Target Star Receptions, special guest events (Muffins & Makeovers), PCP deadlines, ordering the new product dates, star deadlines, etc. I would create Jan-Jun on plane ride home from Leadership Conference & 2nd half of year coming home from Seminar. (see Melissa Mays 6 month calendar) ____Do you know how to do a “Brain Dump” at the end of each week? Once you learn, consider plugging this into a weekly activity you conduct each Friday (or Sunday or whenever) I personally do this before I “end” my workday at the end of the week (I schedule it in).

____How consistent are you with writing down your 6 Most list the NIGHT BEFORE YOU GO TO BED & planning “when you plan to complete what” for the next day – again BEFORE YOU GO TO BED? (I promise…you lose at least an hour if you tell yourself the lie…”I’ll just do it in the morning.” I would chant to myself anytime I was tempted to just do it in the morning..I’m too mentally tired….”We overestimate tomorrow and we underestimate today.” ____Take time to evaluate your office and home help. I love making a BUG LIST – write down everything that bugs you or causes you STRESS…just go ahead and do it now! (Some of my greatest tweaks in my house & office have come as a result of getting it all down on paper and then asking myself…now what’s ONE tweak that could take care of ONE stresser? ____Do you have systems to tweak?

____Do you have adequate child care? _____________***What can you tighten up in your office to make it more efficient?*** ____How would you rate yourself 1-10 on your time management? ____How would you rate yourself 1-10 on doing a Brain Dump at least once a week? ____How would you rate yourself 1-10 with completing your daily 6 most important things list? ____How would you rate yourself 1-10 with the daily affirmations? Daily Quiet time? Daily CD, podcast listening? ____Do you need to consider joining the 5:00 club for a few months? _______________What is taking up time that you could release, say no to or delegate?

PERSONAL ACTIVITY _____Have you REALLY established personal activity goals for the Seminar year that I am completely committed to accomplishing? What are they? _________________________________________________ _______________________________________________________________________________________ _____Did I personally complete GenX, Elite or SuperAchiever last month? Think through – what was holding you back from going for it? Dig deep – identify it? What is it? _______________________(maybe share this with your senior) _____Did my unit hear me talk about my personal appointments, hostesses and how I met my new personal team members this month? (There is a fine line between making them feel like I am competing with them, which may shut them down, and learning from me by modeling my work ‐ BUT they MUST see me lead by example!) _____Am I tracking National Court of Sharing? National Court of Sales? Unit Club? How am I tracking Leadership/ Seminar parties? How am I tracking these? Am I reviewing them frequently? (I always put all my tracking sheets in my brain book - & sometimes the one tracking sheet I really wanted to NAIL on the front page of my binder – so I looked at it every day)

UNIT ACTIVITY & BONUS $ _____Do you have a system for knowing when your consultants are holding appointments? The unit meeting sign in sheet is a great place OR what I always did was used their Book 10/Book 5 submissions & transferred their appointments into my calendar at the beginning of the month. I know appts shift around – but it helped

me with proactively communicating with those in motion (like…”I see you have 2 appts this weekend, do you have guests lists? Do you know how to coach them?” etc.) ______Calculate your commission check using Amy Kemp’s Commission Check Calculator (found on juliaburnett.com under director page) _____What bonus money did I leave on the table?

‐ $300‐500 for 3, 4, or 5+ qualified recruits ‐ New consultants who could have ordered but didn't ‐ $100 per personal qualified recruit ‐ Unit volume bonus ($5000=$500, $10,000=$1000, $30,000=$3000, etc.) ‐ New director bonuses ‐ $1000 for new director/$500 for senior ‐ 13% when 5+ personal team members order and my personal order is $600 ‐ Star Consultant Bonus

5 ‐ 9 Stars = $300 10 ‐ 14 Stars = $400 15+ Stars = $500 _____Who are the N+1 NEW recruits (joined last month, but haven’t ordered anything) who can still qualify for THEIR FREE product bonuses & also for my unit development bonus in this NEW month? Am I speaking with them about listening to the inventory hotlines? Have we gone through inventory options? Financing options? Is this at the TOP of my 6 Most Important Things list early this month?

UNIT GROWTH ____Fill in your Focus 200 Tracking sheet – which tracks unit qualified for the year (which is what we use for Top 5 recognition) I HIGHLIGHT them once they order cumulative $600 w/s. NOTE: usually it takes at least 40 qualified for the year to achieve Top 5 – my goal as a sales Director was ½ qualified) _____Fill in your Personal National Court of Sharing Tracking sheet _____How many new unit members came in and WHO brought them in? This tells you where you're putting your education and reward and energy. If the recruiters are NEW seniors, you probably have a good system for Pearls of Sharing or a reward for "first guests at meetings/events." If recruiters are consultants moving to red jacket, you probably have some special form of recognition for new reds. If it is an on‐target car or DIQ,

you're talking growth and rewarding leaders, or you have a superstar who will be gone in 3‐5 months. Hopefully, you have recruiters from ALL those places. THAT is the goal! Most importantly, YOU NEED TO KNOW IF YOU WANT TO WORK IN REALITY! If NO ONE is recruiting, a gold medal is your only option IF you want to grow and change your current results.

_____Did you follow up with your expected recruiters after their appointments to ask who they selected for a career talk &/or WHO are they bringing to the next Success Event (not “if” they have guests but “Who”?) _____Do you have a questionnaire that you LIKE at each Success Event – that works for YOU? Need to tweak it? What really needs to be or is unnecessary on the questionnaire? _____Rate yourself on scale of 1-10 at your effectiveness with I-Story at your meetings? Have you considered recording yourself & pulling out phrases that you want to incorporate or take out? Have you practiced? Are you COMPELLING? How could you improve your sharing at meeting – or work to close guests at meeting? How could you make your meeting extremely inviting to guests – where they feel welcomed, appreciated & WANT to return?

_____On a scale of 1-10 how would you rate yourself on follow up with each guest to thank them for attending & supporting their consultant? Do you have specific TIMES in your calendar that you conduct guest follow up? (need a GREAT DO-ABLE genuine script? Look on juliaburnett.com under Director page for Lisa Madson’s guest follow up script – it is awesome!) _____Were your unit meetings conducive to consultants bringing more guests? Is there space? Is it professional? At your meetings, do you sell product for your consultants? Get referrals? Book new parties for them? Present the marketing plan? CLOSE recruits at the meeting? Give a prize for consultant who has the most guests… or every consultant who has two guests? Do a guest drawing? Are you encouraging new to bring their favorite people with them right off the bat? How would attending consultants answer this? _____Do you know how many women you were in front of last month? (this is a great NEW HABIT to build in after each appt, the second you get in your car you write down the total # somewhere (like your calendar?) (I would use Leah’s Guest Followup Sheet & print a LOT of copies & put in brain book tab - & quickly write down the names of all the guests you were in front of for guest follow up & tracking) – this # will tell you a LOT!) _____Guests at personal appts/parties? _____Business debuts you conducted? _____Specialty events? _____Unit meetings? _____How many of these women did you actually present marketing information and ask for a decision? _____Do you have these prospects' names and numbers in one CLEAR place? (Leah’s guest followup sheet) _____Did you consistently review who you were in front of throughout the month & follow up on every possible recruit for yourself and your unit? _____Were you conscious about adding 10+ NEW CONSULTANTS this month? _____Did you press through to MAKE THIS HAPPEN or did you give in with a sigh? _____Did you think about it regularly? _____Were you aware of the # of T's going off? _____Did you know what # of new it would take to grow your unit size by 5, 10 or more?

GENX _____How many GenX achievers last month? _____Elite? _____SuperAchiever? _____If few, do you talk about it at every meeting? Recognize it at every meeting? _____Do you talk about it with consultants individually? _____Where is it recognized? _____What is the reward for finishing these levels? (Monthly girlfriend outing? Face on wall/ newsletter/

Website/ Rec email? Special seating at meeting? Special recognition each week?) _____How do you communicate that reward? How many times do you communicate about the reward? _____Did you do it yourself? _____If not many, how can you include more people into the circle of activity?

BYB & the #s What was your new recruit first order average last month? (Goal: $1000) ___________________

(if less than desirable – ***is it caliber of new team members? (don’t be delusional here)*** Or is

it your belief or skill with initial inventory talks?) How much of your total monthly wholesale production came from NEW? __________________

How much of your total monthly production came from on‐target teams including their new? _____________ It's important to look at NEW total production and NEW associated with their 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 on‐target teams? Are you creating new growth (from the BASE) as they work to debut OUT? _____________________ Remember that the goal is to debut them out! If you keep a performer in your unit too long, you lose her because she loses confidence and never makes the progress she expects to make. She'll go do something else where she feels like a winner!

What was the percentage of consultants in your unit who placed a discounted order? (Goal: 1/3‐‐‐‐1/2) _____

____Fill out your Beat Your Best Sheet & Director Focus Folder (on juliaburnett.com under director page) – so that you can track how last month panned out compared to 1 year ago & looking ahead to next month - goal-set for the upcoming.

NEW DIRECTORS On the Write Track for $1000 bonus & free Leadership/Seminar registration: 3 personal qualified and $15,000 wholesale total for 90 days Are you committed to it? Are you ON THE DATE BOOK to repeat DIQ performance to nail this for $1000?

Fabulous 50s for $1000 bonus & free Leadership/Seminar registration: 50 Non‐T consultants in your unit 6 months after debut. What month are you on? How many new PER MONTH do you need to hit 50, taking into account the "T's" who will fall off before the 6 months is out? While you always want to be growth focused – do you have a plan in place, that can be delegated, to go ahead and connect with some of the T’s to offer them an incentive to pass a catalog around much sooner than the 6th month mark?

Honor Society for $1000 bonus & free Leadership/Seminar registration: $60,000 wholesale & build to 50 unit members in first 12 months. What month are you on? How are you doing on unit size growth? Production? Senior Directors, follow up and COACH THIS! New Directors, TAKE CHARGE!!! It is in YOUR best interest (regardless of your cash bonus) that SHE hit these – it will increase her confidence, put $ in her pocket & insure her success as a leader.

SET UP YOUR NEW MONTH PERSONAL BUSINESS ____Re-write (yes re-write each month) your own personal booking list & prospective team-member lists. Beside each person – I would write in exactly what your purpose with each might be (guest, before & after portfolio, book for a group facial, a follow up from a cancellation, needs another layer…invite her to M&M) ____Plan your personal booking slots _____Are you clear on something personally exciting to you to book people for….like, are you doing new year new you makeovers? Before & after portfolio? Entering them for MK, Inc.’s makeover contest? Spring Makeovers? Spa parties? Footsie-tootsies? Think through this – if YOU are excited – THEY can feel it & you will be IRRISISTABLE! COMMUNICATION _____How are you communicating (how often…weekly, daily, monthly) throughout the month – unit’s goals, places to win, events, recognition, etc. & is any of this delegated? Email? Voxer? Facebook? Mail? Phone? Text? _____Are you as dependable as the sun in getting back to your consultants or creating consistent training messages for your unit? Are you empowering your working consultants to create messages on what they are doing that is working and having them share it on voxer or at unit meeting?

WORKING WITH NEW + KEY PEOPLE _____Do you have a goal for how many consultants will hit their Book 10 by the 5th? How are you communicating this goal frequently over the next few days? Who can you encourage and support to 10 who might not be tracking it now (especially new)? _____Who can move up the career path this month? (i.e. be thinking…who can I move into DIQ by the 1st? Who can I move to Red…to Sr by the 1st?) Do you know her goals? Is she for sure “READY RIGHT NOW”? What are you basing this on? Is she on the date book? (Shari's definition of "key people" = completed a GenX level last

month, hit Book 10 for this month, or new people! Someone who says she wants it – yet has no bookings – is not a Ready

Right NOW – maybe Ready Later – but not right NOW) (I plug in her name in my Director Focus Folder according to where I see her being able to move up - then schedule time this week to connect 1 on 1 with EACH consultant – ask her her goals – dreams – what matters to her, share where you see her & you believe she can do it, is she on datebook?, does the have people to call?, does she know what to say?, when is she going to get on the phone? _____Review last 3 months of NEW on your Director Focus Folder. Scan them and ask yourself – what is each next’s step? Who can still get active or qualified? Who are your new (**especially STAR ORDERS**don’t be afraid of these – they are some of the most important ones to connect with) who need to be in MOTION to place 2nd or 3rd orders? How can I touch base with each (not the starter kit snatchers – but the rest)? Are your NEW plugged into new consultant training? What reminders for training are in place? Where is each new

consultant on earning her pearls? Do you need to contact anyone about finishing those first career talks? Are they completing new consultant training homework? Don't let anyone fall through the cracks! (but also know when to cut the cord)

PLANNING PRODUCTION & NUMBERS TO BE IN FRONT OF – 3 exercises 1. Ginda McGuire math 2. Visual grid exercise so you can “see” how you could hit HUGE #s 3. Planning # people to be in front of

1. _____FIRST - plan your production via the Glinda McGuire way (see last page)

2. _____ THEN – the following exercise helps you to “see” HOW you could hit GIANT w/s numbers that may scare you. It’s also an “awareness” exercise, print your Unit Production Detail Report from Intouch or your Parent Unit Report from DOM. Cover up names and look for ordering patterns. This may be more “telling” WHO is a key person than just working with the ones you simply “like” or just “believe” – even though their numbers…tell the truth. Are you working with consultants to get them to finish a consistency program? How is your communication and tracking of this program? (in our office we send out a regular weekly WIGO email with updates on who is on track & then a final CONGRATS email – we reward consistency with free product they select – all this is delegated out.) Are there rewards if they order consistently? How do you remind them of the rewards? Is booking an issue if ordering is sporadic? Grab your UNIT GRIDS – fill in the boxes based on ordering patterns & also from Book 5/10 commitments…what would you expect you & your key people to order?

_____NOW FOCUS ON THE BLANK RECTANGLES – How could we fill those in? Who was going to place an order last month but fell through at the last minute? Don't drop this. She already feels like a failure! Get her in MOTION, on the datebook and continue to work with financing options.

_____Estimate NEW RECRUIT PRODUCTION. Use projected number of new recruits and your current initial order average to figure this number. Can you see how many new “stars” you are looking for & new team members that will match your production goals. Do you need to add more personal

appointments to help grow the unit? Add aany guest events or increase guests at unit meeting?

3. ___Project how many you need to be in front of each month. Begin with number of NEW

you want to grow by. Then multiply by 4 = # of career survey/tight follow ups total for the month. Then multiply by % of people you intend to give info to. IF GOAL: Grow by 10 NEW – therefore we would need as a unit to interview/follow up with 40 to have 10 yes’s. To interview/follow up with 40 – I plan to give out information to 50% (or 1 out of 2) of the women I’m in front of (you may adjust that %)– therefore I would need to be in front of 80 guests to get 40 career surveys/follow ups. 80 guests for the month = about 20 guests each week. (this should include ***PERSONAL APPTS***, coached Business debuts, face models, M&M’s, etc.) [after years of this – I tracked my #s enough to know that if someone tried the product, then came to my meeting/debut/party etc. and I gave them info and the follow up with them held – 1 out of 2 would say yes. But this is after years of tracking. You will want to track your own #s to find out your personal %s (remembering, I’ve been doing this a LONG time – so no comparison). Bottom line – don’t let this “#

you need to get in front of” overwhelm you with “symantics” (what’s an “interview” and what’s a “guest follow up” and what’s a “career survey”). I just want you to be intentional about getting in front of ENOUGH people each week to “see enough people” to make your goals a reality. Soon, with TRACKING you will begin to see a coorelation between # of people you are in front of and unit recruits.]

___Once you figure out the # of guests to be in front of each week – GO TO YOUR CALENDAR & PLUG IN THE #S YOU ESTIMATE AT EACH EVENT. I.E. 10 AT A DEBUT, 10 AT YOUR SUCCESS EVENT, 5 AT YOUR PERSONAL GROUP FACIAL, 7 AT M&M. (& then now work to COACH each of these events to have personal guests & unit guests there) Does it appear you might need to book more personal appointments to work toward this number?

___After each event, before you drive away, did I create a new habit to track & write down how many actually showed up? (I also mentally take notes on What went WELL? & What would I like to tighten up or improve for next time)

_____After enduring these pages of detailed interrogation, is there any reason why you wouldn’t want to share with your NSD & Senior Director what you took away from this month’s review?

The Glinda McGuire Planning Production Method

BOTTOM LINE #s - when a unit completes:

26 career chats/month = Premier Club Production $8000 w/s

50 CS/month =Cadillac production $16k

80 career chats = Trip Production $27k

100 -125 cs = Million Production $42k

250 cs = $100k You are looking for 3 numbers

1. BASE w/s

2. KEY/WORKING w/s

3. NEW CONSULTANT initial order

Figure out BASE: 1/3 of unit orders $200

Unit Size: _____ x .33 = ________ ordering consultants

X $200 w/s = __________________Estimated w/s from BASE

Figure out projected w/s from KEY: Based on Book 10 & Book 5 – WHO in my gut do I feel has the commitment

& the bookings to complete GenX, Elite, or Super Achiever (base this seriously not on TALK or POTENTIAL but who

actually has done the pre-word of Book 5/Book 10)? Figure out how much production this will bring (INCLUDING YOUR

OWN GENX/ELITE ACHIEVEMENT).

W/s from KEY consultants (including me): __________ w/s from Key

Now you have a wholesale total from BASE + KEY.

Figure out NEW: What is your total production goal for the month? ___________

Work backwards to figure out how many NEW consultants need to come in to bridge the gap by using your

average initial w/s order. The company’s average is $1,000 – but calculate YOUR average.

Now you have a New Consultant GOAL. Work backwards to figure out how many bonifide Career Surveys must

be held in your UNIT (not all done by you) by multiplying by 4 = # of CS in unit.

Now DIVIDE by 2 to figure out # of GROUP PARTIES that need to be held in the unit.

EXAMPLES: w/s goal for month = $10,000 w/s

My Initial order average: $600 w/s

My BASE + KEY (just an example) = $6300

$10,000 - $6300 = $3700 w/s from NEW

Initial order average $600 – so $3700 divided by $600 = 6 new consultants

To get 6 new consultants x 4 CS each = 24 career surveys

2 career surveys per group facial/party – 24 career surveys divided by 2 per party

= 12 full circle group facials

need to be held in your unit in order to grow by 6 .

Complete Examples of projecting production:

Unit Size = 30

Goal = $8,000

BASE: 30 x 1/3 = 10 ordering consultants

10 consultants ordering $200 = $2000 w/s

BASE

KEY: me personally ELITE $1,000 w/s

With no other GenX consultants

Total from Key: $1000 w/s

NEW: wholesale goal $8,000–2,000–

1,000=$5,000 w/s

MY initial avg order = $600 – so

$5,000/$600=8 new

To grow by 8 x 4 = 32 CS

Divided by 2 per SCC = 16 full circle SCCs to

be held in your unit for the month (if no one in

your unit turned in a book 5/10 – how could

you personally complete 16 group appts in a

month?)

Unit Size = 75

Goal = $16,000

BASE: 75 x 1/3 = 25 ordering consultants

25 consultants ordering $200 = $5,000 w/s

BASE

KEY: me personally ELITE $1,000 w/s

2 GenX from one consultant $650 w/s

Total from Key: $2,300 w/s

NEW: wholesale goal $16,000–5,000–

2,300=$8,700 w/s

MY initial avg order = $8000 – so

$8,700/$800 = 11 new

To grow by 11 x 4 = 44 CS

Divided by 2 per SCC = 22 full circle SCCs

to be held in your unit for the month

Interview Tracking/Follow up

Isn't this FUN! I love tracking month ______________________

date Consultant Name # & Address follow up sent phone follow up in person/on phone

CD DVD LINK Hotline

Notes her why? concerns my next step


CD DVD LINK Hotline



CD DVD LINK Hotline



CD DVD LINK Hotline


200 Unit Interviews & Guests - 20 Personal Interviews/Guests

date name consultant # & Address phone follow up her why?

concerns my next step























Name

Recruiter

Agreement

Month

Order 1

Order 2

Order 3

Order 4

Focus 200 Unit -Bui ld ing Seminar Year ___________

Victory=Qualify 1/2!

Name

Recruiter

Agreement

Month

Order 1

Order 2

Order 3

Order 4

Focus 200 Unit -Bui ld ing Seminar Year ___________

Victory=Qualify 1/2!

Qualified

Agreement

Month

July

Aug

Sept

Oct

Nov

Dec

Jan

Feb

March

Apr

May

June

Comm.

Earned

Name:

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

13.

14.

15.

16.

17.

18.

19.

20.

21.

22.

23.

24.

25.

PERSONAL NATIONAL COURT OF Sharing

S E M I N A R 2 0 1 3—2014 Commission $

Qualified

Agreement

Month

July

Aug

Sept

Oct

Nov

Dec

Jan

Feb

March

Apr

May

June

Comm.

Earned

Name:

26.

27.

28.

29.

30.

31.

32.

33.

34.

35.

36.

37.

38.

39.

40.

41.

42.

43.

44.

45.

46.

47.

48.

49.

50.

51.

52.

COURT OF S H A R I N G

Annual Tracking Spreadsheet 2013-2014

Jul

Aug

Sept

Oct

Nov

Dec

Jan

Feb

Mar

Apr

May

June

Last Year's Wholesale

Unit Wholesale

Unit Retail

Personal Sales

Personal Wholesale Order

Faces

Personal Career Surveys

Personal Recruits

Personal Recruiting Avg

Unit Career Surveys

Unit Guests @ Meeting

Debut Guests

Total in Front Of

New Unit Recruits

Unit Recruiting Ave

# of New Qualifieds

# of New STARS

Avg NC Order

New Production

DIQ/OT Production

Base Production

New Seniors

New Red Jackets

New TL

New OT

New DIQ

# GenX

# GenX ELITE

Avenue 1 Unit Wholesale

$5,000+ = 13% (*9% changing)

_________________X 13% =

Unit Wholesale

__________________________ Avenue 1 Commission Earned

Avenue 2 Unit Volume Bonus

$5000-5999 = $500

$6000—6999 = $600

Keep going adding $100 per $1000

__________________________

Avenue 2 Commission Earned

Avenue 3 Personal Team Commission

4%, 9%, or 13%

4% for 1-4 active; 9% for 5+ active

13% for 5 + placing $200 ws or more and a

personal of $600 ws or more

_________________ X ______% = Personal Team WS

_________________________ Avenue 3 Commission Earned

Avenue 4 Personal Team Building

$100 bonus for each new personal

qualified unit member in the same or

following month she joins


Avenue 5 Star Consultant Bonus

_________________________ Avenue 5 Commission Earned

Avenue 6 Car or Cash

Additional benefit of insurance to be added.

_________________________

Avenue 6 Commission Earned

Avenue 7 Unit Development Bonus

Qualified New Unit Members

$300 bonus for 3 or 4 qualified or

$500 bonus for 5+ qualified in one month (order placed in same or following month of joining.)

1_____________________________

2_____________________________

$300__________________________

4_____________________________

$500__________________________


Avenue 8 Personal Product Sales

Figured at 40%

Week 1 Sales: $________________

Week 2 Sales: $________________

Week 3 Sales: $________________

Week 4 Sales: $________________

Week 5 Sales: $________________

$_________________ X 40% = Sales minus sales tax


Avenue 9 Annual Bonus Opportunities

___Wellness Bonus paid in January Based on Calendar Year Circle your bonus

___$1,000 bonus when do a unit club

higher than the year before

___$1,000 bonus when you earn the

use of a Pink Cadillac


# of Stars Bonus

5-9 $300

10-14 $400

15+ $500

Car Bonus

Grand Achiever $375

Premiere Club $500

Pink Cadillac $900

Total Annual W/S Production Bonus

$60,000—$124,999 $800

$125,000—$186,999 $1,300

$187,000 and above $2,000

Income Projection for the month of: My Unit Production Goal is: My Income Goal is:

_______________________________ _______________________________

D’Anna Brown 5/13

Avenue 10 New Director Bonus Plan

The following is part of the Track to Run on

program for brand new directors.

Additional Money Saving Perks ___Free Leadership Conference

Registration Fabulous 50 ($145 value)

___Free Seminar Registration with

Honor Society ($185 value)


Avenue 11 Senior Director Bonus

The following is part of the Track to Run on

program for a director who off springs a new

director. The bonus for each is paid to the

senior director when the new offspring

achieves each program. She wins you win.

** multiple off spring directors does

equal multiple bonus potential


Avenue 12 Offspring Director’s

Commission

Director 1 production: $_______________









If you have filled in all 9 you need to check

out the NSD commission schedule

Total______________ X _____% =


Achievement # of months from Director’s Debut

Amount of

bonus paid

On the Move 3rd month $1000

Fabulous

50’s

6th month $1000

Honor

Society

12th month $1000

Achievement # of months from

Director’s Debut Amount of

bonus paid

On the Move 3rd month $500

Fabulous

50’s

6th month $500

Honor

Society

12th month $500

Personal Unit Monthly

W/S Production

# of Offspring

Units % Paid

Tier 1 $4,000 to $11,999 One to Three 4.0%

Four to Six 4.5%

Seven or more 5.0%

Tier 2 $12,000 or more One to Three 5.0%

Four to Six 5.5%

Seven or more 6.0%

Avenue 1 $

Avenue 2 $

Avenue 3 $

Avenue 4 $

Avenue 5 $

Avenue 6 $

Avenue 7 $

Avenue 8 $

Avenue 9 $

Avenue 10 $

Avenue 11 $

Avenue 12 $

____ of 12 Avenues Earned $

I earned $_______________ this month.

“Mary Kay, Inc.’s third component in the company’s strategic

plan is building and maintaining financial strength.” from the book, It’s more than a Pink Cadillac

Notes to why this month worked or did not work.

Save and file for future comparisons.

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

My Unit Production Goal is: My Income Goal is:

_______________________________ _______________________________

D’Anna Brown 5/13

Income Projection for the month of:

$3,600 $3,000 $2,400 $1,800 $1,200 $1,000 $600 $400 $200

$2400

2x$1200

2x$600

5x$400

10x$200

$10,000 UNIT PRODUCTION!!!

$1300 Director Commission

$1300 Personal Commission

$1000 Production Bonus

$ 300 Recruiting Bonus

$3900 Paycheck per month

Based on $10,000 personal team production.

$3000

$1800

MARIE???

$1200

BRITT

6x$600

BRITT

STEPHANIE

VERNON??

DONE—7/17

DONE—7/17

DONE—7/17

10x$400

BRITT

BRITT

BRITT

BRITT

BRITT

10x$200

BRITT

DONE—-7/17

BECKY PATA

JESSICA PATA

CORIE

CANDICE

MELANIE

$12,000-$16,000 ——JULY!!

~15 Interviews by the 26th—

Kim, Amy, Robin Spahr, Alisha, Kim McMurray,

Jennifer Spaulding, Cathie Brown,

Consultant Interviews—Kathy, Melanie, Becky B,

Rachel M—Kellianne & Kelsey, Jenna—

Mackamae, Becky K—Sherrise, Jessica-5 int.

~Past potentials— Nerissa, Lynnsey Childress,

Vanessa, Callee, Angel,

~Inventories???-

Stephanie V. & Marie, Tomi?

~$1,000 Days—

Stevie, Megan, Carol, Whitney, Elessia, Kathy,

Melanie, Jessica Pata, Corie, Katie Drain, LeAnn

DONE—7/17

***16,000

Month

$2400

$1800

4X$1200

MARIA

done

7x$600

Becky

Melanie

Aubrie

Jacqui

Brittany

10x$400

Jennifer Moon

Angela Potts

Becky Knight

Elaine

Taisha

Kristy Savas

Lisa Lewis

Michelle Ochsne

Wendy

Caroline

11x$200

Stevie

Chelsie

Talia

Marcie Jones

Rachel Mecham

Amber

Jessica Pata

Rachel Moody

Amy Mitchell

Elizabeth Danfort

August 2007—$21,000...and a Cadillac for BABY and me!

On our way to breaking the Half Million Belief Barrier!

PAYCHECK— $8,070

13%- $2,730

BONUS- $2,100

13% INCR-$500

5 QUAL- $500

PERS— $1040

OFFSP— $1000

2 P Q— $200

$3000

Need $12,000 in NEW production—-

12 New Unit Members

Maria-3-5

Brittany—3-5

Aubree—3

Jacqui-5

Becky—5

12 x 5 interviews = 60 minimum

UNIT interviews!

AUGUST ON-

TARGETS-

Brittany, Aubree,

Jacqui, Becky K

PERSONAL GOALS & COMMITMENTS—

30 Faces by the 21st!!!

20 personal interviews—- Adrienne, Sonja, Sandy,

Kim M,. Vanessa, Robyn S., Carie, Callee, Kellie

Baker, Katie McGarvey, Kim E.,, Jennifer Fair??,

Rita Newlun, Erica Frank??, Nerissa, Angel, Alisha

Robb, Kim McMurray, Any Townsend, Cathie

INTERVIEW

COMMIT-

MENTS-

5 interviews—

Melanie

Kathey

Gretchen

Christina

Amber

Angela P.

Jessica P.

Corie

(40)

15 interviews—

Jennifer M.

Becky B.

Becky K,

(45)

20-25 interviews—

MARIA

Brittany

Aubree

Jacqui

(80)

Estimated -

165 Unit Interviews

Sometimes the obstacles that we are facing right now are the very things that force us to step outside of our comfort zone and into our God-given greatness!

NSD Cindy Williams

Adversity will surely come, but it is no excuse to quit. In fact, it is confirmation that the dream is worth fighting for. Success, when fighting for a worthy dream, is

about getting your head aligned with your heart. NSD Jamie Cruse-Vrinios

1x3000

1x2400

2x1800

2x1200

10x650

5x400

25 x 200

$30,000——Both Trips

4x1000

$3,900 Director Commission

$1,040 Personal Commission (Goal $8,000)

$ 200 2 Personal Qualifieds

$3,000 Volume Bonus


$5,400 Offspring $90,000 (6%)

$14,040 Paycheck

$3,600 $3,000 $2,400 $1,800 $1,200 $1,000 $600 $400 $200

$6500 Director Commission

$1040 Personal 13% Commission (based on $8,000 personal team)

$5000 Production Bonus


$ 300 3 Personal Qualifieds

$4,400 Offspring Commission ($80,000 w/s)

$17,740 Paycheck

$50,000—— Top 10 in Nation and $150,000 + income per year

Documents

Director Strategy Checklist Created by SNSD Pamela Waldrop ... Area coffee and conversat… · Created by SNSD Pamela Waldrop Shaw Simplified a bit by ESSD Amy Kemp Proofread by NSD