A Leverage System for Duplication: The Pre-Call Evaluation Process

Episode Summary

You can recruit. That was never the problem. The problem is duplicating without you personally running every onboarding four levels down. And somewhere in there, you became the bottleneck.

In this episode, Rachael Bodie walks you through the Pre-Call Evaluation Process — the exact system she uses with her own 1:1 coach and installs with veteran leaders in her private coaching. You'll get the three question buckets that go on the form, the word-for-word message to send when it doesn't come through, and the story of a client whose top five leaders were all running the same structure one level down, without her in it — seven weeks after she kicked it off, she hit the highest volume month in her business.

Why You Should Listen: What You'll Learn

No Amount of Recruiting Will Fix a Duplication Problem
Why more activity won't move you, and what actually does.

Use the Form as a Filter Before You Give Away Your Calendar
It answers the question most leaders avoid: who has actually earned my time?

Get Out of the Middle of Every Call
The three question buckets that let her self-select the focus before you ever get on the call.

Spot Your Next Leader Before She Looks Like One
You only need five. Here's how the data tells you which five.

Hold the Standard Without Heat, Guilt, or Chasing
The exact reschedule message to send when the form doesn't come through — and why warm and firm are the same move.

A System That Lives in Your Head Isn't Duplicatable
What makes this one simple, so your leaders can run it without you.

Resources Mentioned

Apply for a Free Mini-Session so we can connect 1:1, review your goals, and talk through opportunities for business growth
 👉 https://www.rachaelbodie.com/private-coaching

Social Selling Leadership Edit (Free Email Series)
 Weekly insights on leadership skills for network marketers, recruiting systems, duplication, and sustainable growth
 👉 https://www.rachaelbodie.com/leadership-edit-email

Instagram – Daily leadership insights, social selling strategies, and behind-the-scenes mentoring
 👉 https://www.instagram.com/rachachelbodie/?hl=en

Transcript

SPEAKER_00 0:01

Welcome to the Social Selling Leadership Podcast, the show for six-figure network marketers ready to scale with alignment and simple systems. I'm your host, Rachel Bodie, network marketing expert and industry veteran. Each week you'll learn the strategies and systems top leaders use to enroll high-quality recruits, create duplication in their downline, and lead with confidence. Let's dive in.

SPEAKER_01 0:28

Welcome back to the show. So today we are talking about a system to help you with duplication. So we're talking all about the pre-call evaluation process. And this started because it's something I do with my one-on-one coach, but even way before that, back to my very first business, this really was a process that I was implementing where I was being really intentional about looking at my business on a week-to-week basis and evaluating what's working, what do I want to keep doing, what's not working, what do I want to change up. And so I really think it's such a valuable process. And what I've noticed in even in my own business, it makes me celebrate the wins. And there are so many of them. I one of the things I see with high achievers is we have this tendency to move the goalpost so fast. It's like we set a goal, we hit the thing, and we're already on to the next thing, right? We don't really naturally allow ourselves to integrate the win, you know, to like be in the miracle or bask in the miracle of what you created. And I think that's such an important piece, that integration piece. And then the second thing, and this one is even bigger for me, it forces me to step outside of my business. Because I think for most of us, when we're in it, we're down in the weeds, we're doing the activities, we're writing the marketing, we're going on stories, we're, you know, doing offers. But this allows us to zoom out and actually look at like, okay, what actually needs to change here? Because if you just double down and do more of what's not working, you're just gonna end up frustrated and burn out. So you're it allows you to ask those questions. Where do I need to take ownership? So I want to start with that because I'm I'm teaching you something that I don't just hand off to other people. This is something that I actually do myself and I I presently do to this day this evaluation process. But how do you leverage this for duplication? That's what we're gonna talk about, and specifically how to use it with the leaders that you're mentoring in your downline. So the headline here is the whole point of this process is to increase your return on your time invested. Time is your most precious asset, right? And every moment spent on a call with someone is a moment that you're either not with your family, you're not out there sharing recruiting content, you're not out there selling, you're you're not doing other things to move the needle forward. So that matters because the business is all about creating leverage. Another word for that is scaling. Scaling is getting better results, more income, more volume with less of your time invested. That's what scaling is all about. And leverage is how you create that. So one of the most effective ways to leverage is by mentoring to create duplication. And this process helps you do exactly that. So leading from the front is, I think, so important for duplication. You know, my boss John Maxwell used to say, more is caught than taught. And I definitely find that to be true. Um, and even as I've interviewed so many top leaders on this podcast, one of the hallmarks of the top leaders I always notice that they're out there leading from the front. They're a trench leader, right? They're in the trenches with their team. So, in addition to using this process with your team, I want to just recommend that you adopt this as a weekly practice of your own. And I'm gonna walk you through the steps here. Uh again, because it allows you to zoom out. It allows you to really see what's working. And a lot of times, a lot of leaders don't do this. And you know why? Because sometimes evaluation feels like judgment. It's kind of like when you gain weight, you don't want to step on the scale. It's like ignorance is bliss kind of thing. But listen, uh, it, you know, looking at it is what makes it real, right? And if you don't look at it, then you don't really know like what's going on, what's the problem? So this is all about creating awareness because you can't fix a problem you're not aware of. Okay, so let's talk about what this process actually does for you because there are three things, and I don't want you to miss any of them. And just so we're clear on what the process is, it starts with a form, a form that that that particular team member would fill out prior to the call. Okay, so why is this important? What's the payoff? Well, the first one is, and this is a big one, you guys, the form is a filter, right? Your count, your calendar, your time is the most precious thing you have. And you're not gonna mentor everyone in your downline because that is what is gonna create exhaustion, right? So the form really allows you to see who is actually earning my time. And what I love about it is it's not subjective. You're, you know, you don't have to guess who is coachable and serious. You don't have to go off whoever is like the squeakiest wheel or the loudest in the group chat. It's really valuable to say, hey, this is the part of the process to earn one-on-one time. You don't have to say earn. This is part of the process for us to for my mentorship, so you can see who's committed, who's follows through, and evaluate who you want to invest your time in. It's right there on paper. You know, for me in my own business, there came a point where I was exhausted because I was pouring out so much. And so I set up a pre-this pre-call filter. Sometimes I would just have them send me a tracker in order to earn that time with me. Other times I would have them fill out a more formal process like what I'm gonna share with you today. And there's a lot of different ways that you can do this. We'll we'll touch on that too. So, second payoff, it streamlines the call, right? It helps you jump right into that call and focus on the most important thing versus you spending 15 minutes trying to figure out what the heck the problem even is. Right. And if you're doing 15-minute check-in calls, which I know some of you are, you don't have 15 minutes to spend trying to figure out and diagnose the problem. Third payoff is a lot of times, this is one that gets skipped over. This becomes a data set, right? Because you're collecting all of the information in one place. And what I mean is the form, you know, there's so many different tools you can use, but if you use a form like a Google form, it goes to a simple spreadsheet. So it's gonna list out all of the challenges, all of the things that are coming up. So now you can start to see patterns, you can see obstacles, right? And these are things you can actually not just coach one to one, but you can coach one to many. So this is an opportunity to create resources and support to support your team as a whole. Or you can see who sets a goal and hits it versus who keeps resetting the same goal every every or every other week. So this is how you start to spot, you know, leaders in the rough, too, leaders in the making. It's also how you stop pouring into someone who tells you they want it, but actually never follows through. Now, okay, let's let's get into the meat of what is on this form. So um I want to give you categories and then you can, you know, write questions in your own words. Um, I love to send this out prior to the call and just ask that it be completed within 24 hours. That way I have time to review it. And so there's three overarching buckets here. Okay, so bucket one is what's working. So, what was your goal last week? What progress did you make towards that goal? Right. I love to see goals set in customer acquisition. So that's bringing in new customers because that's filling your pipeline and not just your customer pipeline, but some of those customers may love the product so much that they may decide that they want to become team members. I love to look at total personal sales. That's an indication of retention. Uh, I love to look at goals around team building and recruiting. And then I love to look at goals of overall volume because that is evidence of duplication, right? So, what is working? And depending upon the level of the person you're mentoring, that will kind of dictate what you set goals in. And you can set a monthly goal for someone that works well for some of my clients. Other clients, we reverse engineer down to a weekly goal. So, what is working? What do you want to celebrate? What progress have you made in these different areas? What mindset shifts have you had? Right. And this is really important, really important because beliefs drive behaviors and mindset shifts precede results, right? There's almost always a lag. We're in the business of how you're showing up today is going to show you your results 30, 60, 90, 120 days from now. So mindset res mindset shifts are really big. And again, you can have them share their tracker with you. So that way you can actually see where the gaps are, not just how they feel about the numbers, right? Because it's really challenging if someone tells you, I'm doing everything. All you can go off is based on what they're saying or what you see. And maybe you see them posting, but we all know posting is just a small part of the overarching picture. What about conversations? What about invites? What about follow-ups? Those aren't things that you can see without looking at a tracker. Okay, so that's first bucket. It's all about what's working, it's all about celebrating. Um, and again, just so important because if we feel like it's glowing slower than we want, and let's be honest, I've never had someone say, wow, that goal I hit way faster than I thought, right? It's just part of it. It often takes longer than we want. Being able to focus on the wins is really going to help shift how you're feeling and help you to show up more consistently and with better energy. Okay, so that's bucket one. Bucket two is what's not working. Where did you come up short? You know, what got in the way? What were the obstacles? You know, what prevented you from showing up? This is really helpful for you as a mentor because you can help by knowing this information, you can then help them create an obstacle plan. Right. So I think sometimes we wait until we're in the heat of the moment, and then we want to come up with a plan. That's the worst possible way to handle it. It's like trying to figure out where you're gonna cook for dinner at 6 p.m. when you're hungry. Next thing you know, you're in the pantry eating, you know, tortilla chips and queso and whatever else you can find. Right. You want to be able to plan ahead for those obstacles, and this allows you and your team member together to game plan what do we need to think differently next time? What type of strategy do we need to plan for next week to make sure you have the time and space to complete X? Okay. So, okay, what delete. Okay, bucket three, and this is the big one. What are you gonna do differently? Okay, how are you going to change how you're showing up in the next seven days or the next 14 days, dependent upon how frequently you're connecting with this person? And what are you going to change? How are you going to either think differently or show up differently to support what you want to accomplish in that time frame? Um, and these are the three overarching questions, but there's one, I think, fourth question that I may uh suggest that you include is what would you like to focus on on our call? You can leave it blank here. Uh, some of my clients put check boxes here. One of my clients does this for her call. She calls them connect calls. And so she has them fill out the form. And then at the very bottom, one of the questions is what do you feel like you've been struggling with right now? In other words, what's not working? And then what would you love to focus on in our call? And she has a checkbox for mindset, she has one for, you know, strategy for social media. And she was saying to me that you would not believe the amount of times mindset is the thing. And I think that's an overarching just side note that I want to share here. I think so frequently we want to solve the problem with strategy, but so often our people know what to do, but they're not doing it because of what they're believing, because they're believing nobody wants this. I don't want to bug her. They think I'm salesy, uh, I don't have enough time to be in conversations. Those types of beliefs are preventing them from showing up and executing the strategy. So these calls are a really great opportunity to look at mindset. And for me as a coach, I actually, the way that I coach one-to-one is I look at three different buckets when I'm coaching someone because I want to identify what's the actual problem here. And further, I want to look at what is their go-to and how they solve problems. So the first bucket is mindset. Is it that they have a belief that's preventing them from showing up as who they want to be? Secondly, it's strategy. Do they have the strategy? Do they have a recruiting system? Do they know how to structure follow-up? Do they know how to write copy to call in their ideal team member? And then the third bucket is implementation. Are they executing this consistently? Right. So we're able to look at those things and make sure we're solving the right problem. One of the things I wanted to mention with the client I was just talking about, one of the things she shared I thought was so uh helpful is that she said she used to show up to these calls cold, and there was so much time wasted doing that way, right? Because now she's walking into a call already knowing it's a mindset call or already knowing this is a call about time management, instead of burning the first 10 or 15 minutes doing that. So you can send these however you want to. I like a Google form, it's simple, everything stays in one place, it all maps to a Google Sheet. So you can export that data, you can play around with quad or chat to help you come up with team call topics. Uh, there's a lot you can do there, but I just like the simplicity of it. Uh, and then one more thing, because this is sometimes where people miss it. Um, the form doesn't necessarily save you the time. Actually, reading the form and taking 10 minutes or five minutes before the call to read it, to look at that person's tracker and decide what is the highest leverage problem here. Because here's the thing I'll tell you: after coaching, gosh, thousands of social sellers and entrepreneurs over the past 10 years, sometimes the thing we think is the problem is not the actual problem. And that's because our inclination is one to lean into the things that feel familiar. So that's why it's so helpful to have a coach or a mentor to say, hey, I know you think this is the problem over here, uh, but this is the problem. Actually, I was talking to one of my clients yesterday, and I was telling her, like, I know you really want to get this onboarding system up and going, and we're going to, but we really need to shift over here to make sure we're focused on team activation while we're working on the onboarding. Otherwise, when you launch this onboarding, then we're gonna have to spend a lot of time regenerating momentum on the team. So that's a perfect, perfect example of that. Okay, so let's talk a little bit about setting expectations because part of this leverage system is setting expectations and you wanna do that up front. Now you get to decide how you want to use the form and you get to decide what happens if it doesn't get completed. For me, again, I recommend requiring it's completed 24 hours before the call. If they don't complete it, you it's up to you. You could take the call anyway, or you could just hold a boundary and decide we're not gonna do the call. For me, that would be my recommendation and what I would say if the if it the form doesn't come through, hey Sarah, I noticed your email form didn't come through or your coach or your prep form didn't come through. You know, since we agreed to have it 24 hours prior to the call, because it helps both of us prepare and we can make the best use of our time, why don't we plan to reschedule? When do you think you can have it completed? And then I can offer some dates. Now, the reason why I feel like this message works and I've used it many times because there are three things that are happening. Number one, we're naming the standard without blaming. We're saying since we agreed, right? We're referencing something that we agreed to. Number two, the reason is mutual. This is for both of us. Not I need this for you from me. Yeah, it's gonna help you as the mentor, but it helps them as the team member, as the CEO of their business, because they're stepping out and they're having to go and think about what are the wins? What do I need to, you know, work on or what do I need to improve? And then third, it hands the next move back to them, right? She gets back on your calendar by her doing the work. You're not chasing this person. And I I want to make sure that I say this too. This is warm. This is not about guilting or passive aggressiveness or shaming or punishment. It's nothing like that. You can hold a standard or hold a boundary and be kind, right? Those are aren't two different things. You think about the ultimate leader, Jesus, grace and truth, right? He did both. And this is the same thing. This is about you holding a standard that is going to be in the highest service of everyone. And just to backtrack on what I shared in the beginning of this section is again, it's not the form that changes the business, it's a standard. And I really love the idea of setting a standard and holding it. And if they don't follow through, then they don't earn your time. And that may not be right for everyone, but what I think is when you build a system and you don't enforce the system, how you do one thing is how you do most things, right? And that is could be the reason why your downline isn't duplicating in other areas because standards are not getting enforced. Now, sometimes when I share this, uh people will tell me, well, my people won't fill it out. Uh, and I want to referee reframe that for you because I don't really think it's an objection. I think it's information, right? If someone isn't willing to spend five to seven minutes preparing for a call, I think she's telling you exactly what she was going to do with the 30 minutes or hour or however long you're about to hand her. Right. And sometimes when leaders tell me they won't fill it out, I've encountered that it's because they are afraid to ask, uh, right? They're afraid that it feels like too much or it's too formal or that that person will ghost you or, you know, it's pushing too much in that person. But you guys, the women on your team who want to build, they're gonna fill it out, right? The ones who don't, you know, maybe they're they just want your time, but they're really not serious. So I think the form is a great filter tool for that. So where does this actually live in your business? Again, when it comes to mentorship, many of my clients use this in one-to-one mentoring, and you can decide the level of leader in your organization you want to select for that. Um, so they may select leaders in their downline and uh meet with them on an ongoing basis. Maybe it's monthly, maybe it's bi-monthly. Um, it could be as needed with a specific leader. It could be as part of a cohort. I've had uh several clients do four to six mentorship academies for a select group of leaders. And sometimes those are a group, other times those are still one-to-one. Um, you certainly could use this in a group mentorship too. What model you choose really depends on the season of business that you're in, right? And how many leaders you have, what other things you're running, if you're running an onboarding process at the same time. These are all considerations of how you decide to lean in and leverage this in your business. And that's a whole nother episode I'll do for you soon. So I want to tell you about one of my clients. I was thinking about her because she took this process and ran with it and she used it for a six-week mentorship. Uh, and in her words, she said it helped her go in with a game plan to stay focused on the highest leverage move. So it saved her time uh and allowed to create focus. This is a client who sometimes feels again, in her words, like she's all over the place. And so this really helped to create structure. So what we did was uh we did a six-week invite-only application-based mentorship with her top leaders. I think we ended up with five, maybe it was six. These were all one-to-one. Uh, the very first call was 45 minutes, and then the remainder of the calls were just 15-minute check-ins. And this form gated every single call. Okay, so this was the process for every single call. Seven weeks after she kicked that off, she hit her highest volume month ever. But that's not the only part I want you to hear because that month, it wasn't driven by her personal production. That's so important because she's a rock star, she produces, she knows how to sell. And I know a lot of you out there are really super sellers, right? You know how to sell. But her production was driven by duplication. Her directs were rank advancing. Four, and then four of her five leaders, no, I'm sorry, all five of her leaders were running the same mentorship structure with their own people. I've got several clients who are doing similar things here. So one level down, without her in it, she had people duplicating this process. So think about that. Think about the kind of business she would create if you duplicated five leaders like you, right? And and here's why it duplicated the form didn't just make the calls better. It made the whole thing something that she could hand off. Right. When she handed her leaders the system, this mentorship system, she said, here's part of the process, that intake form. The other part of the process we created was the actual structure for the mentorship calls, right? This is what creates duplication, not a system that lives in your head. Okay, so let me bring it all together. So the form is a filter, it shows you who's doing work before you're investing time, it buys back that first 10 to 15 minutes of every call, and it turns your mentorship into something your leaders can actually duplicate. So I want to give you an assignment for this week, and I'd recommend doing it in this order. First, fill this out for your own business, right? You want to lead from the front. You want to be an example of what's possible. And I think the best leaders are the ones who lead from the front. So before you send it to anyone, your team, you ask yourself, what is working for me? How am I progressing on my goals? What's not working? What do I want to do differently? Answer that for the past week and see what comes up. Um, because you can't do that. You can't ask them to do that if you haven't sat in the discomfort yourself. And then maybe select one leader where you're able to implement this process with and test it out, right? That allows you to lead from the front and it allows you to start that duplication process in your downline. Okay, guys, that's what I have for you. We'll see you next week.

SPEAKER_00 22:27

If you're a six-figure network marketing leader and you know your recruiting and duplication systems need a revamp, this is exactly the work I do in my private one-work coaching. I help established leaders become the mentor their dream team is looking for so that growth becomes duplicatable, scalable, and sustainable without the burnout. If this episode resonated, you can apply for a free mini session using the link in the show notes. We'll look at your current systems and goals, identify what's actually creating the ceiling in your business, and map out the top three shifts that will position you to double your monthly income.