In Part 1, you learned to gather your team together to strategize and connect with accountability partners. If you haven’t completed the steps in Part 1, it’s okay. Just go back and do that now. It’s important to have everyone with the same goals and rowing in the same direction!
In Part 2, we talked about how to methodically go through your downline, find those who are close to promoting, and develop a plan to help them achieve their goals. You were even given a script to use when you call your downline teammates. That’s a script I learned from our Senior VP of Sales and former National Director Ryan Morris. So, we can all agree it works!
About 18 months ago, I took my first trip to the Kynect corporate office in Dallas as a member of the corporate team. On Monday night of that week, I drove with Director of Field Training Greg Savage, in his Kynect blue 2019 Camaro, to the Fort Worth meeting. I was really excited to go because the Fort Worth meeting is where many of the legends in our company, like Susan Fisher, Willa Gipson, Martha Troy, Donny Anderson, Miguel Morales, Alex Rodriguez, Mark Dean, Mark Florez, Presley Swagerty and so many more, got started.
The room was overflowing with guests. Standing room only!
Near the end of the meeting, CSO Steve Fisher went to the front of the room to close out the meeting. He talked about how success in our business rises and falls on leadership and your ability to build leaders. He used National Director Mark Dean (who happened to be standing in the back of the room) as an example of a leader who has built a large team of leaders who build other leaders. But he grabbed the attention of everyone in the room when he explained that Mark Dean has 116 Senior Directors in his Executive Director and National Director codes. Understand, that does not include his Director, Regional Director, Managing Director or Senior Director codes! Do you think Mark’s business can grow without him?
Why do I tell you this story?
Helping others promote to SD is not easy. In fact, it’s hard work! But it’s a whole lot easier if you have a culture where everyone promotes to SD. The more SDs on your team, the more team members you have who can model and teach how to become an SD.
The Senior Director position is where the biggest jump in bonus money is. You go from $100 in leadership bonus money to $200. I don’t know anyone who ever got a 100% raise in their salary at a traditional job. Do you?
Last week, I got to spend time with National Director Dr. Terry Young and for 2 days all he talked about was creating a culture of promoting to Senior Director. I asked him how he creates that culture. Here are some of the tips he shared with me.
- The time to talk about the importance of promoting to SD is when your new Associates sign up. Of course, they need to promote to RD and MD, but he keeps the focus on SD because that’s where the money is.
- Teach your team there is more leadership money at the SD level. When they get new qualified IAs on their team, remind them of what their bonus money will be when (don’t use the word “if”) they promote to SD.
- Create a worksheet or chart for your team to tally and track their progress to get to SD.
- Introduce your team members to SDs who are experiencing success and have a positive mindset for success.
- Congratulate your team members when they promote to RD and MD, but don’t make too much of it. Keep their focus on SD.
- When a team member promotes to RD, along with an RD pin, give them an SD pin to hold onto (but not wear) until they promote to SD.
- Go to YouTube and find inspirational and motivational videos to share with your team to help build a positive team mindset.
- Have regular team events where you strategize, team-build and dream-build.
- When a team member promotes to RD, find out their “why” for promoting to SD.
- Continue to personally sponsor and engage in the activities you want your team to engage in.