My few months in MonaVie have been an incredible leadership journey already! One of the key factors in any successful Relationship Networking company is the compensation plan for the leaders who will build the communities. There is a rule of leadership that states, “5% of your people will do 95% of the work.” In my 15 years in Relationship Networking, I must second that statement. MonaVie is the first company that I have worked with that justly compensates the leaders in the field. I give the credit to Dallin Larsen for the incredible MonaVie compensation plan. Dallin understands that you must reward leadership at all levels of your company - from the new Star all the way up to the new Crown. There were three new Presidential Black Diamond’s or above recognized in Orlando at MonaVie’s Super Regional. Brig and Lita Hart were recognized as new Crowns in MonaVie. Steve and Gina Merritt were recognized as new Imperials in MonaVie and Laurie and I were recognized as new Presidential Black Diamonds. The weekly incomes for the Presidential level is just under $70,000 per week and this does not include bonuses from MonaVie!
I witnessed first hand Dallin giving a 1 million dollar bonus plus a new Lamborghini to Brig Hart! I witnessed Dallin giving a $600,000 bonus to Steve and Gina Merritt. Laurie and I received $400,000 in extra bonuses the same day - $100,000 for Royal Black Diamond and $300,000 for Presidential Black Diamond. MonaVie also rewards these levels with a minimum of $300,000 credit for jet miles. This is over $700,000 in compensation that MonaVie paid us in bonuses in one day! The bonuses alone (not including the generous weekly totals) that the Hart’s, Merritt’s, and we received were more than Laurie and I were ever paid in compensation from Amway or Quixtar business for an entire year. Bill Hawkin's the current Amway IBOAI Charman said, "Last year the Board was able to assist in the creation of the largest compensation increase in the history of this business, and we now have the best compensation plan in this industry." Does anybody at the Board check these statements before they are released? Bill, I don't think you did enough research on your competitors compensation plans before making this humorous statement. Any one of the Black Diamonds in MonaVie will gladly compare their weekly checks with Bill Hawkin's monthly checks from Amway. Laurie and I have been involved with MonaVie since March 31, 2008 and in just over 2 months to be rewarded so generously by MonaVie is humbling and exciting at the same time!
Amway once bragged to their field leaders in an official email, “And, we should note that no IBO has left Amway or Quixtar and successfully launched a competing business.” I remember reading this statement and thinking of the Biblical admonition that pride comes before the fall. What kind of company would be proud of the fact that no one has ever left them and succeeded? Have they not heard of the word legacy before? I hope that there are many people who will learn principle’s from the MonaVie family that will go on to succeed at whatever enterprises they choose to commit to. I love receiving letters from people who tell me they have built successful businesses from the principles they learned from the Team. Shouldn’t we celebrate each others success regardless of the business we succeed in? We need more leaders with abundance mentality and not the scarcity mentality so prevalent in managers.
Why did I bring up the Amway statement? Because both the Hart’s and Merritt’s were in Amway, which means that the top 3 recognized leaders were all former Amway leaders that now are reaching top levels in MonaVie. I believe the Hart’s were double diamonds and the Merritt’s were emeralds in Amway. They both were paid more in one day, on June 7th by MonaVie, than any year in Amway. The three couples have something else in common also – we all have been sued in Amway’s confidential arbitration process. Perhaps what Amway meant to say is, “No one will stay successful outside of Amway after we are through suing them”? The leadership guru Peter Senge once said, “The only sustainable competitive advantage is your organization’s ability to learn faster than the competition.” I think that Amway Legal has turned the statement into, “The only competitive advantage is your organization’s ability to out sue anyone going to the competition.” Amway really ought to evaluate the motives and strategy behind their current policies. I believe that they are ruining a free enterprise legacy by allowing arrogance, bitterness and resentment to enter into their decision making processes. Like the old saying goes, “Bitterness and resentment is like drinking poison expecting someone else to die.” How much more poison will Amway/Quixtar drink before they come to their senses?
I thank Dallin Larsen for proving that there is success outside of Amway. Dallin has built a Networking business that rewards the field leaders for their hard work and achievements. The Networking field is alive and well and my prayer is that Amway will wake up and compete in free enterprise (there is enough people for all of us) - instead of hiring more lawyers to punish any achievement outside of their business walls. God Bless, Orrin Woodward
