Duplication vs Individuality – Part 2
- [1:05] Opportunity vs Product why do people get stuck
- [1:31] Why the product led approach works better for Aussies
- [3:07] How to make it less ״salesy“ but still growing your business
- [5:47] Promoting the products vs promoting the opportunity
- [7:28] Introducing leveraging to a newbie
- [8:35] The number one mistake you make when using leverage
- [11:30] Should you be language conscious?
- [12:45] The secret to finding a leader
- [14:30] Qualities that makes a successful leader
- [16:09] How to mentor new leaders
- [22:55] When resources are lacking
- [24:36] Adapting the learning style in mentoring
- [25:38] Training tools and materials
- [27:33] Tips on developing leaders
- [29:35] Celebrating success
Transcription:[0:39] Jen: Welcome to part two of our interview with Artemis. Our topic is all about Duplication versus Individuality and how to strike that perfect balance that allows each leader to shine. So how are you today, Artemis? [0:52] Artemis: I’m really well, thank you, Jen. [0:52] Jen: We’ve had a great response to part one of this interview so I’m really looking forward to jumping straight into part two. We’re previously talking about leadership and mentoring, so I’d like to pickup right were we left off if that’s okay with you. [1:04] Artemis: Absolutely, it is.
[1:05] Jen: So many people in direct selling get involved in the opportunity not because of the opportunity, but because they started as users of the product and experienced incredible results and then, you know, they’re sharing that product, and eventually they get involved in the opportunity.
You’re obviously one of those people, but sometimes, you know, people get stuck in sharing only the product to other people and not that opportunity. And I want to know why do you think that is?[1:31] Artemis: In my experience in Australia, we’re still facing a proportion of negativity towards network marketing and direct sells. Not like everyone has that, but there’s certainly enough of that vibe out there. And I think as Australians, we don’t like to be seen as a sales person. We particularly don’t like to think that we’re selling to our friends. So that’s why a product led approach usually feels more natural and less salesy to the average person. [2:01] Jen: Yes, sure. Look, I think it’s difficult that one as well because I feel as though, it doesn’t matter what you’re doing, you’re always selling something, whether we’re talking to each other about an idea, you’re selling something. Whether you’re talking to anyone about anything, you’re always selling and it’s hard to understand why it has become such a dirty word, but I understand where you’re coming from. [2:22] Artemis: I really agree with you because it is true that we go to a restaurant that we love and we’re raving about it to our friends. We go to a beautiful beach or a beautiful Greek island and we’re telling people all about it. We go to a great movie and we’re sharing that with others. So we’re doing it all the time.
I think it’s just that we feel uncomfortable thinking that we’re getting paid for doing something for our friends. And that’s where I see the biggest sticking point. [2:53] Jen: It would almost be the wrong thing to do if you went to a great restaurant and you didn’t share it with your friends. So I don’t see the difference, like the problem – we’re loving a great product and then why wouldn’t you share that with somebody else? [3:07] Artemis: Exactly. So that’s where I find that that sense of resistance to being what people think of as a sales person means that I end up encouraging them to just share the products with others. So, I’m often using languaging to make it sound less like a sales pitch and more like just a heart-based sharing which is what we do when we’re with our friends.
So I guess this product led approach is more suited to people that don’t see themselves as a salesperson. And that means that it attracts a broader range of people to it, but if we are too soft on mentioning the business opportunity then we’re going to slow down the growth of our business and I tell you, I made that very mistake in the early days in my business because I focused solely on the product. I never mentioned the business until much later when someone clearly was loving the product.
And when I look at that, I actually made a decision to change how I was doing things and to start mentioning the business opportunity from my very first meeting. And it’s a way of acknowledging that everyone is different in their timing. This is where we talk about uniqueness. Some people take quite a while, even many years to want to jump on board with the business opportunity. Some people never do. And then other people can embrace it really quickly.
So this is a way of feeding the people who are willing to hear the message sooner. So I still refer to it with gentle languaging because I don’t want to push away the people that aren’t ready for the business opportunity. So I might say something, let’s say you were at one of my classes, I might say something like, “Jen, I know you’re going to love these product and you’re going to be amazed at how many comments you get from people.” And they might actually ask you about it or they might ask you how to get some of the products or what you’re doing that’s making you look so fabulous.
So our company has a system in place that rewards you when you share these products with others. It’s a great way of earning additional income because we believe in putting good money into the hands of good people so they can do good work. So Jen, if you start having people asking you about the products or even if you just want to know more, would you please come and talk to me about it?
So just an example, I mentioned to you that I would in that initial class that I run I would mention that there’s a business opportunity, well then the other thing I might do is in several times a year or just when it feels right, I would actually put out fillers through my organisation and just say this is a wonderful opportunity for helping others and earning some beautiful cash flow for yourself. If you’re interested, please let me know. So, I literally will be putting out fillers for people that I may not just have had that one-on-one relationship with to ask them about it, but they’re receiving this information from me and I get people responding that I never saw or interested. And I’ll tell you, actually, I’d like to know more about this.[7:08] Jen: You know, it can go back to what we talked about earlier which was timing. Timing can make all the difference. What’s right for somebody today might not be tomorrow or what’s not right for somebody today, you know, circumstances change. So timing can be everything when it comes the opportunity. [7:26] Artemis: I really agree with you on that. [7:28] Jen: So in part one of this series you talked about the power of leveraging, how do you describe that to a new person coming in? [7:34] Artemis: I actually love to describe it like an eagle. So initially we’re the main active person in our business. So we’re the one who’s out there sharing, growing, educating, and if we’re fortunate that we’ll have someone upline of us to show the ropes, but when we find our niche, our audience, our mojo in the business and so we’re inspiring others to join this incredible journey and then to replicate what we’re doing will at that point it’s like being this eagle and you just got this wind come up under your wings and it lifts us up. And I remember how exciting that was for me when suddenly I had these other people who were walking alongside of me also promoting our product, running with it and all of that was uplifting my own organisation.
So when I’ve described this to my leaders, they often come back to me at some point in their journey and they go, “Now, I know what you mean by that analogy.” This is – I’m feeling it happening in my business and it’s such an important and exciting moment. [8:35] Jen: So what is the number one mistake you see people make when they’re trying to achieve this leveraging? [8:41] Artemis: For me, that’s gonna be to do with languaging. I’ve noticed this in the last couple of years in my business that this term business builder has been creeping in. So I think it’s because people are wanting others to replicate quickly what they’re doing so they’re out there looking for business builders. I have team members come up to me and say, “Oh, I’m so excited, I’ve just met this person, they want to be a business builder.” And personally, I see this as a real limitation in our business because I think of my own story. If someone had said, “Oh, here’s Artermis, she wants to be a business builder, I didn’t really felt that as a pressure and it wasn’t were I was at when I started and there’s so many people as we’ve discussed, there’s so many people that didn’t even realise they wanted to do this as a business and they kind of fall backwards into it just through circumstance.
So, if we’re out there looking for business builders, we’re going to miss seeing the many other people that maybe didn’t even realised that was what they wanted to do. So, remember, most people who become successful in their business have no intention of growing a business when they start. So in my experience, very few people identify themselves as business builders until they’re well along their journey. So I think that the term business builder could be seen by someone new as hardwork or pressure and that’s why I like to use softer terminology. So I’m actually out there looking for people that would love to help others or who would like to share these products with some of their friends or some of their clients. And I just simply ask them would they like me to come over and show them how to use the products. And when I do that, would they like to invite any of their friends to come and join us.
I find that that more casual, friendly, relaxed atmosphere seems to work really well today. I’m not sure if you’ve noticed this, I certainly have that it’s like someone’s cranking up the dial on our lives at the moment. We’re getting more and more bombarded with things that we have to do. Our lives are becoming so much busier. So what’s missing is fun, relaxation, connection. So if I can offer that through my gatherings, then people will come for that reason even if they’re not yet thinking they would have learned about the products in any great depth. They love that connection and from there I use it to bounce into creating a passion for the product.
So I find that this type of soft languaging is much more successful for me in most cases and that’s because before people know it, they’re finding that their friends are interested and give them a few more months or a few more years and then they’ve got this wonderful business that they never expected to have.[11:30] Jen: So as I listen to you, I’ve noticed that you’ve been very conscious with your use of language. Can you share why that is? [11:38] Artemis: Language is one of our main methods of communication. I don’t come from a sales or network marketing background and because what I noticed in Australia that there can be negativity towards our business model, for that reason I disliked some of that old school network marketing terminology. And so I’ve chosen to be very different in my terminology. To give you an example, a few weeks ago, one of my team members came up to me with a new member and she said, “Oh, I want to introduce you to my downline” And that’s a word I really don’t like using because I always feel like it’s putting someone underneath us. And as you know, with this business, we’re all equal. Our success rests on other people being successful. So I prefer to use the word, team or organisation. I still use the word upline or helpline. [12:26] Jen: I like that one. [12:27] Artemis: Yes, but I refer to our distributors as members and those that are actively growing, I refer to them as leaders. And I find those terms are much more honouring and respectful. And that’s because we have such gratitude to these amazing people who are our team members, because our success is thanks to them. [12:45] Jen: So you’ve mentioned a little bit about leaders. Do you have any secrets for how you identify leaders in your organisation? [12:54] Artemis: Absolutely. I do. Now, have you got a pen and paper there? [Laughs] [12:57] Jen: I do. [12:58] Artemis: Okay, so I’m going to say I actually identify leaders by not identifying them. I know that sounds a little bit zen, but what I’ve learned from experience is I can never predict whose going to do this as a business and who won’t. In fact, I tend to find that the people that are the loudest in what they say, “I’m going to do this, and I’m going to do this, and I’m going to do this” often are the people that have no action. And then you’ve got these other people, and I like to think of them as the dark horses. They’re the once that in this horse race and they come up from behind and before you know it, they’ve leaped to the front and they’ve overtaken everyone else. [13:38] Jen: Yes, those silent achievers. [13:39] Artemis: Yes, absolutely. And look the number of times that those have been the people that are least expected to grow a business, the people that vowed they won’t going to grow a business that are too busy doing other things, and here they are, and they become some of my most successful leaders.
So what I teach and the moral of that story is not to judge the book by its cover. We’re really here to assess leadership through people’s actions not for their words. So if we’re out there looking for business builders, we could overlook these rough diamonds in our organisations. So I’d rather keep that door open for everyone and watch what they do. I’ll plant the seeds. I’ll water them, I’ll observe where the growth is, so that’s how I identify leadership. [14:30] Jen: So, are there particular qualities that you say is particularly helpful to someone who is an up and coming leader, you know qualities that make them successful in this business a bit easier. [14:40] Artemis: Yes, absolutely. One of the things I like to watch how people connect with others because the more real that connection, the more that others are going to feel that, respond to it, and trust this person. And yes, I know some of these qualities can be taught and it’s beautiful when I see someone that innately does it.
I also like to watch how they connect with the products so the more they really get the power of the product and combining that with their ability to connect with other people, well that’s such a magic formula.
Thirdly, I love to see that they’ve got an interest in helping other people. So they’ve got the desire to do this, whether’s that’s to change lives which is my desire or whether they’re in this business ultimately for some financial reasons. It’s that desire that will motivate them to put in the hours that are needed to be successful. [15:35] Jen: Sure. [15:36] Artemis: So this is a great business model. It paves the way for wealth creation and financial freedom but it’s not a get rich quick scheme. So those people who succeed in this business, they’ve invested plenty of time and effort into it as well and the lovely thing that I really enjoy hearing is that it’s a labor of love. People say to me, you know it doesn’t feel like work. So when we believe in the products, we love helping people, and we’ve got a really great why for doing it, that’s such a wonderful recipe for success. [16:09] Jen: So how do you mentor these up and coming leaders? Is this something that is duplicatable or is this where the uniqueness sort of comes in? [16:16] Artemis: Well, that’s a great question, because I think that businesses having three steps to it once we’re actively distributing. Some of these are duplicatable and some of them are unique. So if I was to talk about each of them in turn, firstly, there’s what I think the Apprenticeship. And that’s where we learn our core skills to succeed in this business. And many of those core skills are duplicatable. So, ideally, you can teach these in a group session because that’s more time effective. So if I was mentoring someone in this apprenticeship phase, I’d want to make sure that they understood the admin side of the business, that they understood the product range. I’d be looking at where they have authorities, so their three passions. I’d look for how effective they are at communicating. So in other words, their audience, people in their audience wanting to jump on board, wanting to setup their own accounts, how effective is this leader at helping people choose to go on a monthly ordering system and what is their follow up like? So a lot of those things can be taught in those group sessions.
So then we come phase two of our development as a leader. And that’s where we’ve completed our apprenticeship and I think if at that point it’s like we’re a new professional.
I think of this as being one of the leadership ranks where people are in a good place to be able to duplicate and help others, but they still need that regular support because they’re still going to have a lot of questions come up as they encounter different situations. And in this phase, everyone’s different. We’re going to learn at a different phase. Their challenges will be different to each other, and so because those problems or those opportunities are so different in how and when they occur. this is where one and one mentoring I find much more successful. And that’s where I might look at things like, are they creating community within their team. Are they creating momentum? Are they inspiring leaders under them? What’s the structure of their organisation and where are they best to put their time next? And of course we look at where their obstacles as well. Where are they having feeling that things are not flowing properly? So it’s in this type of one-on-one mentoring that I do a lot of listening because I want to find out what’s really happening on the inside of them. Sometimes it can be a simple thing to address, just a system that needs to be changed and sometimes it can be more of a personal development issue or more of a personal development opportunity. So together we’ll brainstorm ideas and we’ll discuss areas where they feel blocked. And in this I like to keep it really simple. So I’ll mentor people for anywhere from 30 minutes to an hour because I want to keep the ideas bite size. I find if I talk for too long and I’ve got too many suggestions, people can feel overwhelmed. So I just focus on what’s their next steps rather than what’s three miles down the track. [19:09] Jen: Right. [19:10] Artemis: And I want to see them implement what I’ve spoken about, because if they don’t, if I’m – I like to think of it that I take a step forward and then they take a step forward and I take a step forward and then they take a step forward because it needs to be a good partnership with this mentoring.
If I find that I’m giving lots of ideas and they’re simply not taking them on board and we catch up again and nothing’s changed, then I might talk about self sabotage or their level of commitment to their journey or maybe I’m not the right fit for them as a mentor. So it has to be a two way street.
And then after we finish that phase we then enter phase three and that’s where that leader is now an experienced professional. They know pretty much as much as I do and in some instances, they know more than I do. And at that point, my relationship with them transitions and it’s not like they need mentoring as such but they really love the connection and the friendship. And I’m there just to support them if there’s any sticky issues that come up, if they need a sounding board, and I really love this part because it’s so mutually supportive and I really feel that I receive as much as I give when a leader is in this phase of their journey. [20:23] Jen: You know, talking about that apprenticeship and that first stage you know, when you’re learning about setting up a business, getting started, learning about the product, often if this stage isn’t done correctly we find that people don’t move forward to that next level in their business, but in this area, where is it duplicable or where do you let individuality come through, you know? People obviously like to do things their own way but in that first stage it’s really, really, important to get it right, so how do you ensure that that happens in your team? [20:57] Artemis: Well, I guess my belief is that I’m looking for strong leadership so I want to empower people. So I really want to encourage my up and coming leaders to think for themselves to have unique ideas and to be willing to give their ideas a go. So, for that reason, just because something hasn’t work for me, I’m not going to automatically assume it’s not going to work for them. Their personality might mean that it’s going to be perfect for them. So I really encourage them in that. However, I also want to make sure that the way they’re going about their process is not overly difficult.
So if we were talking about for instance the administrative in our business, we can either do that through paperwork or we can do that online. And if I found someone trying to do the administrative side in a way that was so lengthy and complicated, it was working against them, then definitely, I’d want to bring them back to a much tighter structure. That’s why we tend to teach the administrative side as a step by step process. The product range, we have some different ways of introducing people to our product range and some of them are really simple, it’s very informal and casual. And then some of them are a little bit more for the left brain people, the people that loved a more in depth class.
So, because of my backrground inside, I love developing classes. I’ve got a beautiful class that runs for two hours that introduces people to our products and I run that with ease and there’s a bunch of people in my team do the same thing. But then I’ve got other people that there’s no way they would feel comfortable running that particular class, it’s too big for them so they like to take something that’s simple. So it’s really good to have – yes you’ve got systems but it’s not so rigid that it can’t accommodate each individual person’s nature.[22:55] Jen: So, again, some cases we find that the company doesn’t always provide the necessary tools to train, help those leaders train that first stage, the apprenticeship, if that was to be the case for you, how would you go about that? Do you build the necessary tools and resources for that first stage to make sure that it’s done right and then allow people to adapt their individuality to it or how do you go about that? [23:21] Artemis: We absolutely I do and at the same time sometimes I’ve got up and coming leaders come to me and say, “Look, I’ve got an idea I’d like to develop this.” I encourage them to go for it. So with our company, we’re very unique and we’ve got an incredibly broad product range and so what that means is just because we’ve got some nice ways of introducing people into the product range, there are going to be times that someone might want to work in a niche industry and they may find that they don’t have those duplicatable systems developed yet for their industry. And that’s where yes, I do encourage them not to just wait for the company to develop it because as you would know, companies that are growing really fast they’ve got a lot of different things but a lot of different areas where their attention is being put and they can’t always respond as quickly as we might want in the field. That’s where I believe that this is our business and the buck stops with us. So if we see an opportunity that’s not being met by the company, then, that’s great opportunity for our creativity to be out there. And I love networking my different leaders with each other because sometimes one leader will develop something that others go, “Oh, wow, that’s fantastic!” And it will get shared through the group. [24:36] Jen: Different people learn differently, we know that. So how do you cater to that? [24:42] Artemis: Well, I find one-on-one mentoring is perfect for that. So some people need examples, they need to hear stories, they need to really feel things through the stories and the specific examples.
Other people are very left brained. They need the explanations. They need the logic of why we do certain things the way that we do in the business. They’re the sort of people that would love the compensation plan. Tell me how to extract the – from the compensation plan the best way of growing my business. Other people just need you to listen to their concerns. They need to know that there’s someone there who care for about them and their journey and their ultimate success. So I really adapt myself to the people that I’m working with and that’s something that I really love and again, I’ll say its foundation is based on listening and allowing myself to be soft and really feel the personality of this person and doing my best to meet them in the right place for them. [25:38] Jen: So let’s talk a little bit about training. What tools and training materials do you use for your training? [25:44] Artemis: Okay, well number one and you’re going to laugh at this, but number one is my ears. So, I listen very carefully and I ask pertinent questions. I actually had a beautiful thing happen yesterday. [25:57] Jen: I’m imagining you would… [25:59] Artemis: Well, I had a beautiful thing happen yesterday. I caught up with one of my beautiful up and coming leaders and she gave me a gift because it was my birthday a few months ago and it was the owl and the pussy cat as a necklace. I said, “You know that’s really perfect because the owl is – it’s a bird that keeps crossing my path. I believe it’s one of my totems and it represents being wise and listening carefully and I think that is just so me. So, I find the better that I’m a listener, the more that that person feels cared for and really heard. So a lot of what I do in this one on one mentoring is listening and then I’ll make observations and suggestions once I start to unravel their story. And I let them set the timing of the mentoring. Do they want it weekly, fortnightly, monthly, or just spontaneously when they need it. And sometimes our sessions are by phone. Sometimes they’re in person if we live near each other and occasionally I’ll use a tool like GoToWebinar for those one on one sessions because I love the fact that we can screenshare with tools like that. So if it was something that I was teaching this person and I needed them to see something on my computer, then that’s where I use that. For my group sessions, that’s where I definitely love those types of conferencing software.
Personally, Citrix’s GoToWebinar is what I use and GoToMeeting, but I know that there’s a lot of other people out there that use Zoom or Skype or Facebook Messenger, so I think it’s really just about finding the tool that’s going to work for us. [27:33] Jen: So what tips can you give us on leadership development? [27:36] Artemis: Well, there’s a number of ingredients that we need to develop true leaders in our organisation and doing it for them if not one them. So instead we need to be able to walk beside another person as their learning skills of sharing. And that means having the patience to walk around at their pace even if it’s not our pace. And what I noticed is often we’re going to see the potential in someone long before they see it. So if we try to push them, that can backfire and we need to be patient and let them take the journey at their own pace. And I actually see that patience is something we’ve got to learn. Often I see the exact opposite someone in my team and up and coming leader will be impatient because they want people to go ahead faster and start sharing more. And it really – that’s just not the nature of the beast.
You know, we can – it’s like the farmer that sow the grass seed. If he goes out every night and tries to pull on those little shoots of grass he’s actually going to sabotage what he’s doing. So this is how they develop as a leader and when you’ve got real leaders in your business that have been given the opportunity to develop by their own pace and develop their own skill set then you really know that meaning of residual income and leveraging.
I think of that as being a very sustainable business whereas I think if we become impatient and we start to do everything for someone else just to move them along faster, we create a more brutal structure in our business where I see that sometimes where a leader if they then need to take time out, there’s no one in their organisation stepping up into leadership. So I have to out, say it’s one of the areas where my business shines. I’ve got this most amazing group of leaders and they’re extremely self sufficient. They’ve each got their own unique methods of sharing which they filter through their organisations and then of course, I love celebrating their success and making sure that they know how much I care and value what they’re doing.[29:35] Jen: It’s great that you mentioned celebrating their success. This industry is incredible with recognition and it’s something we’re really big on. So how do you – celebration and recognition as team building and business building strategy? [29:49] Artemis: Well, for me, remember I mentioned there were three phases of growth as leaders and the first one would be apprenticeship and then there’s the leadership phase. Well we have that represented in our business through different ranks. So once someone gets to the first leadership rank, I love to give them a special gift. When I travel around the world, I’m always on the lookout for amazing things that I can find and so I have this cache. It’s like my little treasure chest at home and in that cache I’ve got all these different things that I’ve gathered from around the world. So when someone reaches that rank, that leadership rank, I actually stalk them on Facebook, because sometimes, I don’t know who this person so I want to be able to get a sense of their personality, their taste, what they like. So I’ll watch, i’ll look at them on Facebook. I’ll check out their photos. I’ll look at…[crosstalk] [30:45] Jen: It’s not stalking. It’s research. I’m very clear about that. [30:52] Artemis: And so what I do is I give them this gift and I write this beautiful card to go with it to explain why I chose this gift for them. What do I see, how come it’s symbolic of them in their journey and I seem to be really intuitive when I buy gifts and people just love it. And I actually had such pleasure a few weeks ago because I caught up with my team from Western Australia and I looked around the table and they were all wearing these beautiful gifts that I’ve given them and I have felt so honoured by these wonderful women. [31:26] Jen: Sometimes it’s just those little things, isn’t it? Taking the time to do something and think about somebody that can make a difference when you’re connecting with someone. [31:37] Artemis: It really is. I think it’s just a beautiful way we can say how much we care and how much we appreciate others. [31:43] Jen: So if a few quick questions to close, Artemis. Can you share with us your favourite book? [31:49] Artemis: Well I just finished reading a book called the Lost Teachings of Atlantis by John Peniel and it’s all about choosing an unselfishly loving path in life. And that’s really what I aspire to. So to me, that underpins what we’re really here to do. [32:05] Jen: And your favourite drink. [32:06] Artemis: Oh, now you’re going to hear my addiction, Jen. I love sneaking down to a local raw food cafe and I have a ceremonial cacao drink, hot drink with cayenne pepper, frothy almond milk and local organic honey and I sip that either in the cafe or by the ocean. [32:26] Jen: Is that something on their menu or you go in asking for these? [32:31] Artemis: It’s on their menu but I ask them to put a little bit less of the cayenne pepper, and a little bit of the organic honey in there. And so there’s a few people in that shop that make it just perfect and gosh you should see some light up like a Christmas three when I tell them how wonderful they are for what they make. [32:47] Jen: Your most inspiring person. [32:51] Artemis: That for me that’s the founder of our company. He and his wife are committed to making every action they do improve our world and I stand in such honour of them. They’re such humble people. They really believe in giving back to the less fortunate communities. If I could just walk in their footsteps even a small amount, I would consider I’ve done an amazing thing in our world. [33:19] Jen: And you’re excited about? [33:21] Artemis: That would have to be the next 18 years and what a wonderful learning journey I’m on and what amazing dreams are in store for me and for those beautiful people that are part of my team. [33:35] Jen: Thank you so much for taking the time to talk to me today, Artemis. I think we can all learn so much from you and you know, the striking that perfect balance between Duplication and Individuality, so thank you very much for your time. [33:49] Artemis: You’re welcome, Jen. It’s been a real pleasure. Thank you.