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Here it is along with my comments on my Survivor group:

I am glad you are reading this because that says you are interested in having some DIQs. Having DIQs is a system, and there is a way that you can gather some "left behind" consultants so that when your DIQ goes into qualification you can have AT LEAST 8 "left behind" consultants!! It is important to start looking at the person who is enthusiastically sharing the opportunity and make a chart on her right from the start! Now, with the ones who are going for it, take a piece of paper and divide it in half, horizontally. On the top box, you write the name of your potential DIQ candidate. As she gathers team members, you write their names under hers in that top box. Then, you develop a relationship with her new recruits and cause them to gather some teammembers themselves... every time you harvest a back up recruit that will be a "left behind" consultant in your unit, you enter that name below in your box. Your goal is to develop a chain of at least 8 "left behind" consultants so that when your DIQ does start qualification, you will have 8 left behind with you, the same number she is taking with her. What you have actually done is you have 8 more people in your unit than you did before she got the Big Idea of going for Directorship! Therefore, having a DIQ never should deplete your unit. So, it is smart to really work on getting these backup recruits coming in from the very start. This way you will have a strong unit. Also, if you have say four offpsprings, then you really ought to end up with about 32 people ( 4X8 ) left behind in your unit. This is how the big units do it. It is a system. I know you can master this. The natural human tendency is to say to yourself, "Oh good, Mary is recruiting and doing a good job with her team, I will work on something else." But don't miss this opportunity to gather some "left behind" unit members! If you start in on it from the start, it will be easy. _____________

TRANSLATION - OK, what this is saying is that someone who wants to go DIQ, but has not submitted her card yet, is becoming a recruiting machine getting their recruits to recruit. LITTLE DOES THE DIQ KNOW (most don't know this at this point) her recruit's recruits WILL NOT count (these are what this document refers to as "left behind" consultants) in her qualification WHEN she submits her card.

IMPORTANT: Recruits of a DIQ's personal recruits DO count AFTER she has been accepted to enter qualification. AND, if she DOES NOT make directorship, all personal recruit's recruits will be absorbed by the unit & director. (for example, the DIQ, when IN qualification, recruited 10 people who recruited 10 more; 20 all together. She doesn't make directorship at the end of the 4 month period. The 10 who were recruited by the DIQ's recruits belong to the unit, not the DIQ)

This is something that this document DELIBERATELY TEACHES to withhold from a DIQ. Could you imagine (as I DID) how this DIQ feels when she knows her director made nice with her recruits to get them to recruit FULLY KNOWING they didn't count towards the DIQ's qualification until after she submitted??!! Hence the statement:

"What you have actually done is you have 8 more people in your unit than you did before she got the Big Idea of going for Directorship!"

Her fear of "therefore, having a DIQ should never deplete your unit" means that if your DIQ makes it and takes her 30 unit members from the director, there will still be plenty of "left behind" recruits from the prior manipulation. SICK - this isn't simply "mocking", this is LOATHING what this teaching implies.

I think the training document is incomplete. While this NSD is excited about the opportunity to manipulate your DIQ, she fails to tell us how to handle the DIQ, emotionally, when she (the DIQ) finds out that those recruits DO NOT COUNT and WHY the director DID NOT TELL HER THIS.

So what do we do about this? We RETRAIN DIQ's to do the following: Make SURE your personal recruits DO NOT RECRUIT ANYONE until AFTER YOU SUBMIT YOUR CARD and are accepted. THIS is what any director who preaches GOD FIRST should be teaching and training her DIQ's about. IT IS the responsibility of a director to NOT deceive.

LauraRyan  - 28 Feb 2006

Hi Laura, I totally agree with you. When I reach the stage that I am a director, that will be the exact thing I tell my DIQ, not to push her recruits to recruit until she's accepted into DIQ and when I am to the point of going DIQ myself, nowhere near it yet, I just started, I will watch to see what my director does. I won't give her the names and numbers of my recruits, though I may have to, but I will tell my recruits that if they want to help me make us a unit of our own, they won't recruit until after we're accepted and just to lay ground work for now and bring the people on as soon as we're accepted. I don't know if my director would go behind my back like that. I've seen her have offspring before and never noticed an influx of new recruits into the unit other than the ones the DIQ-er was bringing in. So I think it'll be alright, but I'll definitely be aware of it. Thanks.

AmySilk  - 10 Mar 2006

Amy, your director will have all the information about your recruits - since they are part of her unit, that information is standard on her "Desktop Office Manager", so you cannot keep it from her, much as you'd like to. I hope your director would not do what this NSD teaches them to do.

I find it very sad, all the times they say "I BEELIEVE in you and I LOVE you" then some take the advice this NSD (very popular NSD, btw) sends as "training material" to her directors and it is anything but belief and love and consideration for you. Although all of these women are in "her unit"; knowingly doing this to someone going in DIQ is awful and the statement about a DIQ getting "the Big Idea of Directorship" is haughty, condescending and just nasty. It conveys, to me, the "Big Girl" attitude of them trampling the "Little Girls".

What many readers to this site might not realize, and Amy I am glad to see you taking this to heart and being AWARE OF IT, is that is the exact message I've been trying to convey to new consultants/current consultants and that is to be mindful of these deceptive practices and do it differently. Promote change from within, have some diginity and DO NOT USE people and you'll always be on a higher road because of that and it's that sort of thing that makes you a "success" regardless of the numbers on your commission check or unit volume.

ADDITIONAL DOCUMENT:

Here's a document by the same NSD which reveals the "heart behind" her not telling recruits about this DIQ issue. Behold:

NSD states:

What you say to the beginning consultants and interviewees has a lot to do with what is getting said by your entire area.

For this reason, I am recommending that you teach someone to say at an interview, something like this:

"I have decided to go to the top of this company, and I will be promoting 10 women into management. I want to take you with me. There are two tracks, the Selling Track, which I am sure you are familiar, and the Leadership Track or Management Track, for Directors. That is where I see you. You would be a great Mary Kay Director. Somehow, I just don't think that the Selling Track is enough to hold your interest, or am I wrong?".....

"Great, let's get you a kit. Do you want it shipped to your house or to the office?"......"Great, let's get you a kit. Do you want to pay for it with a check or credit card?"

Also when you go through the marketing plan, do not mention that any recruits who come in under her recruits will stay behind in the parent unit, prior to the DIQ starting qualification. They are adults and they can read the guide to find out the rules when the time comes.

If you keep pointing this out at every interview, your recruiters will include this fine point at every interview too, and that will have an effect of depressing recruiting in your unit. People will sit around waiting for Suzy to go into qualification, and if that day never comes, you lose out on the recruits who would have been recruited during the early days of each consultant's career!

The above are my very favorite closing statements because they ASSUME the close!

Ask God to bless your business, and He will! He will put the right people in your path!

You are all the greatest, and these are ideas you have shared with me! Thanks for sharing, and keep the ideas coming! __________________

Amy - did you notice where this NSD says "YOU will LOSE out on the recruits who would have been recruited during the early days of each consultant's career!" Do you read ANYTHING in here about the consultant and the NSD caring about the consultants? I don't.

All I see is strategy and that's the way they get to NSD. To me, it's very divisive also and has potential to harm friendships; while the NSD sees this only as "working her business" and "how to get to where she is", the implications should drop anyone's jaws when reading it. On the other hand, I am sure there are some who will be motivated by these instructions to do just as the NSD taught.

Laura Ryan www.thepinkingshears.org

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