Herbalife Honors 2022 On Demand Leave Your Comfort Zone

Key Concepts

Self-leadership, raising team standards, building team culture, ecosystem vs. hierarchy, leading by example, identity-based goals, mindset shift (vertical vs. horizontal growth), mental toughness, culture of trust, chasing K's (thousands of volume points) vs. building diamonds, action vs. motion, consistency, gratitude.

1. Introduction and Personal Journey

• Trey and Mamie Heron, Chairman's Club members, share insights on changes that led to business growth.
• Key secret: "We didn't quit."
• 29-year journey with ups and downs.
• Initial fast growth to Millionaire Team in 8 months, followed by a plateau.
• Took 13 years to reach President's Team.
• Realization after 23 years: Comfort with President's Team pin hindered further growth.
• Started making changes in 2015, leading to accelerated growth.
• Growth from 15K to 20K in two years, then to 140K by 2022.
• Big growth happened after 20 years in the business.
• Team wanted more leadership and growth opportunities.
• Success attributed to doing many little things well, emphasizing the "power of getting one percent better."
• Philosophy: "How you do anything is how you do everything."
• Focus on fundamentals, starting with daily presence and enthusiasm at the nutrition club.
• Contagious excitement impacted operators and teammates.

2. Five-Step Process for Growth

• Process wasn't pre-planned but emerged from consistent improvements.
• Five key areas:
  1. Leading Yourself (Self-Leadership)
  2. Raising Your Team Standards
  3. Building Your Team Culture
  4. Focusing on Ecosystem
  5. Leading by Example (and keep leading by example)

3. Step 1: Leading Yourself

• Quote: "For things to change, you have to change" (Jim Rohn).
• Shift from expecting downline to change to focusing on personal change.
• Taking responsibility for one's own business and actions.
• Father's advice: "How good would my team be if everyone were just like me?"
• Shift from blaming team members to taking ownership of their shortcomings.
• Example: Instead of scolding someone for not attending training, ask "What mistake did I make as a leader?"
• Focus on catching people doing the right thing.
• Goal Setting: Shift from outcome-based to identity-based goals.
  • Outcome: External results (e.g., growth).
  • Process: DMO, nutrition clubs, systems.
  • Identity: Core of change, becoming a new person.
• Improvements are temporary until they become part of one's identity.
• Examples:
  • Don't just do a 5k; become a runner.
  • Don't just read a book; become a reader.
• Relate to earning a position on a sports team – requires growth and effort.
• Personal example of overcoming alcohol abuse by changing identity from "trying to quit" to "I don't drink."
• Goal is not to make 50K, but to become the type of person who could be a 50K member.
• Mindset Shift:
  • "There's no finish line to be crossed; there's a lifestyle to be lived."
  • Don't chase levels for external validation; find purpose in Herbalife.
  • Herbalife is a purpose, not just a means to an end.
  • Focus on who you become to reach the next pin.
  • Vertical vs. Horizontal Development:
    • Horizontal: Learning new DMOs, systems (adding "apps").
    • Vertical: Expanding mindset, thinking, comfort zone (updating "operating system").
  • Don't just copy others' actions; understand their thinking.
  • Grateful for Disney and Jorge de la Concepcion for expanding the vision of what's possible in Herbalife.
  • Once the four-minute mile was broken, it opened the mind to what was possible.
• Mental Toughness:
  • Key characteristics:
    • Don't shy away from change.
    • Don't focus on things you can't control.
    • Accept and adapt to challenges.
    • Don't fear taking calculated risks.
    • Don't resent other people's success.
  • FEAR: False Expectations Appearing Real.
  • Good fear vs. bad fear (false stories).
  • Resentment of others' success hinders personal growth.
  • Shift resentment to gratitude.

4. Step 2: Raising Your Team Standards

• Inspired by Fabiola and Alan Rodriguez in 2018.
• Shift from 2500 volume points (minimum for royalty check) to 10,000 volume points as the new standard.
• Goal: 100 people doing over 10,000 volume points a month.
• Micro-goals:
  • 2500 volume points by the end of the first week.
  • 5000 volume points by the end of the second week.
  • 7500 volume points by the end of the third week.
  • 10,000 volume points by the end of the month.
• Challenged the limiting belief that 10,000 volume points was no longer achievable.
• Leveraged Herbalife's 5K and 10K Active Supervisor promotions.
• Success leaves clues: Duplication is key.
• Example: Hunter and Eden Wallace (90K Chairman's Club) have 14 first lines producing over 10,000 volume points a month.
• Importance of leading by example to qualify for the pins.

5. Step 3: Building Your Team Culture

• Create a culture where the desired behavior is the norm.
• Culture of supervisors leading by example, producing 10,000 volume points, recruiting, building retail, and following up.
• New distributors imitate the culture they see.
• Teamwork: Uplines, downlines, and sidelines working together.
• Friendly competition.
• Example: Group text among Trey, Shanda Yelverton (60K), and Eden Wallace (90K) sharing nutrition club numbers.
• Culture of present owners continuing to work every day in their nutrition clubs.
• "You got to work yourself out of your nutrition club" is the worst thing you could say.
• During COVID, Trey started "Mornings with Trey" (daily personal development messages) to lead by example.
• Team looks to leaders to see if they are still working and on the top volume list.
• Everything affects everything in the business.
• Ten Steps to Build a Culture of Trust:
  1. Be as transparent as possible.
  2. Create an aligning narrative (e.g., bringing nutrition and opportunity to underserved communities).
  3. Everyone's voice is heard.
  4. Build strong personal relationships.
  5. Promote team bonding activities.
  6. Make positivity a top priority.
  7. Get your whole team working together and participating.
  8. Recognize, recognize, recognize.
  9. Take responsibility (do what you say you're going to do).

6. Step 4: Building an Ecosystem

• Shift from hierarchy to ecosystem.
• Leader as a "humble gardener" creating an environment for growth.
• Provide resources and get out of the way.
• Empower team members to lead and take risks.

7. Step 5: Keep Leading by Example

• A daily practice.
• "Keep chasing K's" (thousands of volume points).
• Focus on chasing K's instead of building diamonds.
• Chasing K's is leadership; building lines is management.
• Chase K's by first-line sponsoring and producing volume.
• Diamonds will come as a result of chasing K's.
• Focus on what you can control.
• Take action, not just be in motion.
• Avoid faking hard work by being on calls without producing results.
• Be honest with yourself about whether you are truly working.
• All distractions are equal (good or bad).
• "Momentum has no feelings."
• Momentum is built through consistency.
• Abundance can create weakness.
• Stay uncomfortable.
• Story of Mark Hughes telling Trey's parents they were distracted by building their dream home and needed to get back to work.

8. Conclusion

• No big secret, just a lot of little things done well.
• Biggest factors are mindset, leadership, and thinking.
• Importance of identity, mindset, and leadership.
• Remember where you came from.
• Treat people with kindness and respect.
• Mind your business (Herbalife business).
• Know your team.
• Work hard to build people up.
• "When women straighten each other's crowns."
• Gratitude for team, Team Herbalife, and corporate staff.
• Anything is possible with hard work, time, effort, and energy.
• Gratitude for Chairman's Club and Founder Circle members who paved the way.
• Be grateful for the journey.
• Love and appreciation for the corporate staff.