1. Suggestion: send the Healthy Business check Up (word document) prior to your meeting so they have time to thoughtfully fill in their responses prior to getting together.

2. Begin with quick introductions:
-When did you start Norwex? Why did you start Norwex?
-What do you love the MOST about your Norwex business?
-What do you hope to get out of today?
Point out that one of the most important steps to Leadership is having a clear view of where you are heading. You’ll also be paving the way for others. Know your “why” and what you want from your business is important and it may change over time. Take a minute and fill out what your business goals are to take the next steps in Leadership.
Ask if there are few volunteers who would like to share their Leadership Success Promise with the group.

3. Facilitator Tip: send this to your attendees ahead of time so they come to the meeting having prepared their thoughts and filled out this section
We all know the heartbeat of our business is the PARTY! As a Leader, you never stop partying, because the more you party, the more booking and recruiting opportunities you have – which leads to growing your business.
Take a minute to do some of your own self-reflection – complete this page and think about your strengths and opportunities for improvement when it comes to your Parties, Bookings, Recruiting Conversations and New Consultants.

4. Take a look at the chart….
This formula is a benchmark for success and shows what successful Consultants and Leaders activity was 6 months prior to promoting to the next level. It can help you to focus on a healthy business and growing team.
Does your commitment on your Leadership Success Promise match up with where you are in this plan?
What level of Leadership do you want to achieve next? What will that take?
Take a minute and look back at your Promise and compare – make any adjustments that you think would help you achieve your goals.
Onboarding Tip: Start by teaching your new Consultants the Formula to help them easily achieve their FreshSTART goals. As they continue to grow their own business, teach them how to use this chart to set their own goals…just like what you are doing right now!

5. Getting new Consultants started quickly is such an important part of your role.
You can have a record breaking month of bringing in new Consultants, but if you don’t invest time in getting them started, they won’t stick around. Did you know that Consultants who hold their first party within 15 days are 3 x more productive than those who do not; 4 x more likely to recruit; and stay 3 x longer than those who do not.
What do you do to help your new Consultants hold their first party(ies)?
This Onboarding New Consultant Checklist is a great tool for you to use as a Leader to ensure your are successfully starting your new Recruits. You’ll want to encourage your new Consultant to take action on the “Right Away” items….RIGHT AWAY! No waiting!
This tool is available on your Consultant Office to download. It provides links throughout to training videos and documents. You can share with your new Consultant and this tool can be utilized electronically or printed off. If you haven’t checked out the training available to your new Consultants on the Consultant Office, make that a priority to do this week.

6. This is a journey map for your building team
This is a journey map for your building team. Start with where you are now.
Remember Team Coordinator is you +3; Sales Leader is just 2 more…
Let’s look at your current team together – pencil in your personal recruits and the recruits of your personal recruits –
Once we have an overall sense of your team on this diagram
Let’s see who is an emerging TC
Tell me who on your team is on “fire”
Who on your team is struggling or has walked away from their business
What are some things we know about how to move your team forward?

7. One of the best indicators that your business is on the fast track is the speed at which you can duplicate yourself. Learn how to do it yourself and then teach others to do the same.
Just remember, your guide to developing future Leaders is simple: Inspire, Identify, Invite and Invest. This is a great page to always turn back to and reference to “check yourself” throughout your Leadership journey and do some self-reflecting. Always make sure you are covering these four areas when it comes to growing and developing your team.
Inspire: one of the best ways to grow a team is by making the opportunity and Leadership look appealing to others. It inspiring to your team members and potential Leaders when you share your successes, celebrate together, celebrate each other, create a community of interdependence by utilizing each others strengths and lifting each other up
Identify: always been looking through a “Leader’s Lens” and have your eyes open for your next Team Coordinators and Leaders. A great way to help identify those up-and-coming Leaders is by hosting your own Career Coffee meeting.
Invite: not all of your potential Leaders are going to be vocal about be interested in Leadership…they may not even see themselves as potential Leader. So it’s important for you to always invite your high-potential Consultants to learn more about Leadership and to step up into a Leadership role.
Invest: after you have hosted a Career Coffee meeting, invite your potential Team Coordinator candidates to join a Team Coordinator Development Program. You can run this program by using the Coaching Guide for Developing Team Coordinators available on your Consultant Office. Reach out to your Regional Sales Manager for any tips, suggestions or ideas on how run this program.

8. At the beginning of our meeting we outlined your Success Promise
At the beginning of our meeting we outlined your Success Promise. We talked about dreaming BIG and setting those stretch goals. Let’s now look at that from a big picture perspective…dream a little more….
What are your plans and goals for becoming a Leader?
What do you find exciting about your Leadership goals?
What are your next steps?
Work through the rest of the questions on the page with your attendees.
Ask them how you can help them to be accountable to their goals and create a follow up plan.