With the advent of many new ways of building a network marketing business completely online, the important personal relationships that traditionally have been a key to success in network marketing have often fallen through the cracks. These relationships, however, are just as crucial as they always have been. In fact, they provide the essential glue that holds a network marketing team together and are highly necessary for its long-term success.
Although there are many advantages of utilizing all of the new hi-tech online resources that are available for quickly building a large business downline, the ongoing success of any network marketing business is still determined in large part by the development and maintenance of high quality relationships among team members. It's especially important for leaders to build a close personal relationship with all of their team members and to guide and mentor them consistently and effectively in achieving success.
Here are 11 important guidelines for doing this effectively:
1. Organize yourself constantly with the conscious awareness that helping others skillfully is crucially important. The word, "skillfully," as outlined below, is very important.
2. Communicate unconditional positive regard to all new members of your team from the very outset, along with your belief that they have the potential to achieve a high degree of success in the business. Continue to reinforce this high positive regard and belief on an ongoing basis in every way possible.
3) Contact all new enrollees as soon as possible after they join your team and ensure that they have a clear understanding of the first steps to take in getting started in the business.
4) Make yourself highly available to them, especially during the first few weeks as they "learn the ropes." Invite them to call and/or email you with any questions or problems they encounter and also initiate contact with them by phone and/or through email regularly during this period. If possible, set up a regular once-a-week mentoring conference.
5) Provide ongoing specific guidance and also a high degree of reinforcement for all of their achievements and steps toward success, no matter how small they may be.
6) Above all else, model effective leadership skills to them in the recognition that they are likely to do unto the people they sponsor as has been done unto them. A high degree of integrity is of the utmost importance in this regard.
7) During the initial introductory period, emphasize the crucial importance of a high degree of ongoing commitment and coachability and carefully assess the degree to which they each demonstrate these qualities. Carefully assess their level of motivation/commitment and degree of coachability during this "honeymoon period." Thereafter, continue to invest time and energy with each of them in direct proportion to the degree that they demonstrate these key qualities. Above all, do not become "over-responsible" in doing more for them then they are willing to do for themselves.
8) Keep all members of your team up-to-date on any and all new developments in the business and encourage them to participate actively on conference calls and other important business meetings.
9) Provide ongoing skills training, along with inspirational/motivational input in every way possible.
10) Encourage/support them in setting specific personal goals and in tracking their success in achieving these goals.
11) Do everything possible to help them to achieve some early financial success. For most people, this is of key importance in preventing discouragement and in increasing motivation to work harder.
Network Marketers who integrate the best features of online marketing systems with these important leadership principles are likely to increase their level of success massively.
For an outstanding example of just such a system that simultaneously emphasizes hi-tech and hi-touch, please visit my website.
George Shears is a retired psychologist, wellness consultant, and network marketer living in the remote north woods of Minnesota. In retirement, one of his main missions is to promote wellness and prosperity throughout the world. He can be contacted at
It becomes obvious to me, while working in the ad business, how important it was to the individual to constantly want to receive credits. It is healthy and justified if you feel good about your accomplishments. However, if you are a leader, that constant need for gratification underscores a low sense of self-esteem and insecurities.
Abraham Lincoln said, "It's surprising how much you can accomplish if you don't care who gets the credit". How often have you come across juniors coming to you glorifying their achievements and like a little puppy, await for that celebration of praises.
Well they are juniors and they are young and lacking in wisdom. Leaders are supposed to be made of greater element. I have however observed a fair number of group leaders in the few places that I worked in, who craved for praises. I suppose in a highly competitive environment, they feel the need to rise above their peers.
They were smart and highly trained in their jobs. And yet sometimes even senior people lack the wisdom to step outside themselves and not behave like the juniors. There were many times in group head meetings,headed by the CEO, where the group leaders would spring into action. It was a non-spoken corporate culture that if you had nothing to say, then surely you had nothing to show for. There was a particular woman who would always have something to say, which always would point to her "achievements".
If an idea is sought for on how to do things better, she would be the first to speak, usually giving herself as the good prime example of how well her team was run and therefore the answer to the question would be to emulate her style. She hungered for the credits. It was quite amazing how nobody told her she was quite the laughing stock amongst her peers who talked about it openly to her juniors.
The effect of that is her group eventually broke up, because no one respected her. Some left and few asked to be transferred out. It was always about her and her position in the agency. She demanded respect and credits, even if it was her juniors? achievements. A good leader would accord credits to her team even if it was hers alone. The success of her team is her success. That is what she failed to see. Let's not get hung up on getting praised. It's a reflection of how little you feel inside.
People are generally okay, it's only their behavior that's a problem. If you are a leader however, you are supposed to operate in a different league.
Ken Blanchard, author of "One Minute Manager" made a profound statement," If God wanted us to talk more than listen, He would have given us two mouths rather than two ears".
As a leader or would-be leader, it would serve you well to be mindful that there is no such thing as personal achievement when you have a team of people who help you achieve it. Step outside yourself constantly and check in the mirrors regularly. It takes more than just a sharp mind or skill to become an effective leader in a workplace. Your job is to listen more than to talk because only then you can give better advice and solution.
Both Gshears & Noraini Maskuri are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Noraini Maskuri has sinced written about articles on various topics from Network Marketing, Recipes and Family Concerns. Noraini Maskuri was an advertising media specialist with 20 years of experience. She now runs her own internet business. Her experience as leader of her group made her a passionate student of leadership. For more tips on how to be an effective leader, ple. Noraini Maskuri's top article generates over 22200 views. to your Favourites.
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