Closing out the year with a lot of family activity.

I hope you are able to appreciate these special times with your families and friends.

When you get right down to it, it is the freedom to spend our time as we choose that we seek when we get involved with a home business of our own.  Making our own schedule and learning ways to leverage our time and resources online are all  part of being good networkers.  Once we have developed a good source of residual income our time and our lives become our own again.

But don’t drop your day job immediately in this economy! Add a second income like I did with Mandura. Once it gets rolling for you, then look at your overall choices.  Mandura is a real business opportunity.  We can help you build your team here. Remember we don’t do hype with our posts and messages or with our training. We share our successes with you to help you duplicate them.

There are many updates from Mandura to share so be sure to sign up for my emails if you have not already.  I will update with new videos this week along with other company news.

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Just when I thought I really understood the compensation plan, they made changes!  Isn’t that the way it is in the world of marketing?  Just when you find the perfect flavor for your coffee or your cereal, the company goes and  “improves” it.  Sometimes the improvements are not any better.   Like the cat food containers that are now 3.5 ounces instead of 4 ounces. They were packaged as “New and Improved“.  The cats don’t think the reduced supply is an improvement. But maybe it will prevent obesity in cats!

I digress.

Back to Mandura’s recent adjustments to the compensation plan. It has good news and not so good news. None of it is dreadful. Just different.  A lot of us are reluctant to run into changes like this.

By reducing the commission you get from your first generation of IBOs  (Independent Business Owners you have personally enrolled), it makes it possible to extend the percentages available to you further down your personal teamline.  There are also adjustments in the bonuses and rewards sections relative to those people who are performing actively within the company.

Yes, it is still all one team and the 20% pool of  benefits will still be available to those who meet the qualifying requirements. The changes will be felt mostly by people who have not personally enrolled others into their group.  So in order to spread the benefits to the entire team everyone takes a bit of a hit.

If you have been building your team you will not see  major changes in your income overall. However, it does put a different slant on the amount of time it will take people to begin to see a profit from their efforts.  And your downline will feel this impact.  Some people who have not been duplicating the success of their sponsors will be frustrated and may decide this is not rewarding enough for them and drop out. That is too bad. But it is a real issue with  startup companies.

Change happens in every company.

Even more simply… Change happens.

But  consider what is happening here in a bigger picture. It can be a good thing for IBOs to hang in there and adapt. The primary purpose of these changes  has been to increase the income potential for each IBO by extending  commissions further down the line of generations.  In the big picture that means more income for the network marketers who stay with it and have a team and a system in place.  The change comes in response to many IBO’s who wanted to see a greater return on their personally enrolled members further down the line.

So the positive side is a management team that is listening to the IBOs in the field and striving to be responsive to their concerns.  In addition, it becomes very clear what kind of marketing strategies will benefit all team members so the work that has already been invested does not go to waste (as it would if they dropped out).

The way I see it, if you already have a good team and an effective system for duplicating success and helping your enrollees reach the same kinds of success, then you have some really fine rewards coming your way as you all continue to build your teams.  However, if you do not have a functioning team or a system for progress already in place, it is time to make a choice. Either you learn how to do it or keep standing there and watching others go by on their way to the bank and wonder why you are not going with them.

Gurus do not like to use the word learn because it suggests stretching out of the familiar comfort zones, or working to master new skills.  But, folks, the real truth is that is what it takes to “get it done”.   Moving forward with the adjustments to the compensation plan we are reminded that no one ever said Mandura is a “get rich quick” company.

Mandura is a company that makes it possible for the average person to get started with a network marketing business for a low cost. Mandura has a valuable and much appreciated healthy juice drink, often referred to as a “functional” drink because of the things it does.  In these tough economic times with health costs rising, it is in our best interests to take steps needed to prevent illness and poor health and that is where Mandura comes in for many of us and our families.

Did I lose my trust and hope in Mandura since these revisions came along?  Not at all.  Instead, I applaud our corporate leaders for responding in a positive way to the many IBOs who were requesting something like this so they could see greater long term benefits. It is a bit of a trade-off, sure.  But those of us who are in this for the long haul are still working together as one team with one product and one vision.  So step up and join a solid team with success and training to help you reach your goals too.

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Often because something is new it is confusing and not valued as legitimate.

I spent some time thinking about the merits of this straightline idea without looking at any more charts. I felt I had seen enough illustrations and now need to understand the reasoning behind it. At least as I understand it merits for my team and the company.

One thing that a straightline compensation plan does effectively is minimize competition between team members and new subscribers. Actually the way this compensation plan is structured it encourages cooperation and team building.  I like that.

Another merit to this approach to compensation is to reward individuals for their efforts. So people who apply more time and energy into developing their teams will be compensated for that.

And I see significant merit to a percentage of income from the entire team being pooled to be distributed among all team members. This is encouraging for the people who come along late in the recruiting process. They will have essentially the same opportunity for income as everyone else does.

If we assess the corporate values of a company based upon how they spend the revenue the company generates, as many people do, this is a positive team oriented company committed to the future of its clients and Independent Business Owners.  I like that.

These are leaders in the field of network marketing who have created a system to evoke the best of multi-level-marketing while minimizing the detriments to conventional payment systems.  The more I learn about these people and their powerful positive approach to business and to marketing, the more I am grateful to be here at this point in time.

If you are looking for a company with a worthwhile product in the health and wellness industry and a company that has tremendous opportunity with a sense of personal and professional integrity that is palpable, you are in the right place. Mandura is looking for leaders who want to be a part of this momentous wave of growth. Are you one of them?

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