| There are five crucial elements to a network | | | | company. Sure, if you can get into a company before |
| marketing company and it's long term success. Do you | | | | they go public then that is great. However, make sure |
| really want to build your business and then have to do | | | | the company has established itself and has everything |
| it again in 12 months when the company goes under? | | | | in order. Don't fall for the "ground floor" pre launch |
| Of course not, nobody does. | | | | garbage, these companies will not be around long. |
| For that reason, these five elements must be in place | | | | The next component is the product, this may be the |
| for a company to be around long term. | | | | most important piece. |
| The first element is the company management. You | | | | Your product has to be remarkable, it has to be "the |
| want to know the company management knows | | | | purple cow." The purple cow is the one that stands out |
| what they are doing. Have they been in the business | | | | in a sea of brown cows. |
| world before? What is their track record? If these | | | | Also. your company has to have multiple products. If |
| managers are leaving a trail of flames behind them | | | | your company only has a single product, your |
| you may want to walk away. | | | | company will do great for a little while then they will flat |
| Find out what kind of person they truly are and what | | | | line. So component three is having multiple products so |
| their experience is. You can't join a company with | | | | you can backend another product to buyers. |
| horrible management because they may start taking | | | | The fourth component is the compensation plan. The |
| away from the compensation plan. First they take | | | | compensation plan reflects the behavior in the field. |
| away the car bonus and next they cut your check. | | | | You shouldn't just have to recruit, you need to have |
| Network marketing isn't about the company, it's about | | | | retail sales. If a company is just telling you to recruit, |
| the people. The managers should have integrity and | | | | then run away. |
| their goal should be to please the distributors. | | | | Finally, the last component is a true system. You have |
| Distributors build the company, not the managers so | | | | to have a team website and training available to |
| this is vital. | | | | everyone. You have to have a system that can let |
| Second is the timing that you get into a company. | | | | the average person earn money quickly. On the note |
| There are a ton of companies that are ground floor | | | | of training, I'm not talking about the companies training. |
| and blowing up. This isn't what you're looking for. Don't | | | | The company will tell people to go out and get a |
| fall for the hype of the "ground floor opportunity" what | | | | hundred "no's" because it will just feel so good to get |
| this means is that the company has no experience | | | | that yes. When growth starts to happen you need to |
| and will probably fail. | | | | have somewhere all of your team can go for a plan |
| Plain and simple, you need to find an established | | | | of action. So team training is vital to your success. |