Duplication Nation - Special Report by iamtiborhorvath

Special Report

How to Create the PERFECT Opportunity Presentation

Randy Gage & Jaime Lokier

HUMANS!!!

When I (RG) first began making pre sentations, I couldn’t understand why everyone was not signing up. (More specifically, why no one was signing up.) The case I was making in the talk would pass the most rigorous test of logic. I presented all the rational, logical reasons why my program was superior to others, the cost/value proposition of the offer, and why joining my program was the sensible thing to do.

The cause of failure from the efforts was very difficult to determine until I applied a new consideration…

Humans.

Or more specifically, human behavior. Once you understand that humans don’t usually make decisions on logic, but instead on a host of conflicting, irrational, emotional, political, and oftentimes self-defeating criteria.

Think about this analogy: Snack makers, soda companies, and food manufacturers create products that contain high levels of sugar, yeast, and flour which cause your body to create unhealthy bacteria, which makes you crave more sugar, yeast, and flour. It’s a physiological reaction to the engineering they have done with their product ingredients. This produces a vicious cycle that ends up only two ways: You recognize the threat, break

stroke, or diabetes. Now think about the same engineering process for your mind. (And more relevant to this discussion, the minds of your candidates.) There are certain types of information that stimulates attention in the species we call human.

Some of the most effective types are about sex, gossip, violence, power, humor, vulgarity, and celebrity. You have candidates who spend five or six hours a day on social and traditional media, getting constantly triggered by content containing stimuli like this. They are literally being brainwashed with memes (mind viruses) that parasitize the host and cause them to be replicated. (For a deep dive into mind viruses and subconscious programming, read Randy’s book Radical Rebirth.) The result is developing the mental equivalent of getting fed addictive ingredients which cause you to want more bad ingredients, which lead to illness and even death.

People acquire beliefs which cause them to behave in certain ways, and that behavior leads to certain results. For most people those results include loss self-esteem, fear-based thinking, distrust of almost everything, isolation, loneliness, low of free will,

lowering of IQ, shorter attention spans, and inability for critical thinking. Slosh it all around in a blender and the result is often self-sabotage: making decisions harmful to their health, happiness, and prosperity. You want to sell them a wellness drink, but they are physically addicted to consuming eight diet sodas a day. You want them to live a dream lifestyle, but they’re programmed with worthiness issues and don’t believe they deserve to be happy. You are offering them the chance to create financial freedom, but they’re programmed with subconscious beliefs like money is bad and rich people are evil.

If you can find out how to communicate with dolphins, lions, and cats, you’re going to become the richest leader in history, because those animals make decisions based on their ultimate good, unclouded by self-sabotage programming from Instagram, X, and Tik-Tok. But as you can see above, if you’re attempting to recruit humans, it’s going to require a more scientific approach!

Let’s dive into

What’s Our Objective?

This Special Report you’re reading now is designed for one specific outcome:

To show you how to create massive duplication by implementing the best possible opportunity presentations you and your team can offer.

This won’t be done by motivation or inspiration, although hopefully we will provide you with significant dollops of both of those. The results here come by providing you the FRAMEWORK of the most effective opportunity presentation.

The goal of the perfect presentation is to get the optimal conversions. This doesn’t mean maximum. If you sign up everyone, you must be using manipulative, pressure closing techniques and that will produce the wrong results. We don’t want all candidates to enroll, only the qualified ones. These are the people who are a good fit for your product line and business opportunity, most likely to stay in, and most probable to have success within your organization.

What you’re about to discover is not a theory. It is a market-tested framework that has been tested, tracked, and modified over the course of more than four decades and produced billions of dollars in revenue. Please study – and implement it – with the relevance it deserves. If you do so, your career is about to take a quantum leap forward.

Let‘s get to it!

Pre-Frame the Presenters…

Let us begin with how your presenters are teed up to the candidates who will watch it or listen to them. Whether we’re talking about a home meeting, a huge hotel presentation, a 2-on-1, or an online livestream, the same dynamics apply to how we introduce the presenter.

In the perfect presentation, the person or people making the presentation need to be properly pre-framed for the audience. This should be done with two outcomes in mind:

• Edify the presenter(s)

• Present them in a manner that can be duplicated for all future presenters.

This means when your #1 top income earner superstar is presenting, you don’t want to boast of her accomplishments. Because what happens next week when your newest top rank speaks, and he doesn’t have the same pedigree? Remember, it’s all about duplication!

Often someone in his company will introduce Jaime and wants to mention his bestselling books, his success consulting with other companies, etc., but he shuts that down quickly. If his intro is too good, people on the team will only want to send candidates to presentations where he is the presenter. It’s important that the team promotes to all presentations. You want to be introduced in the same way as everyone else to ensure the best duplication.

There are two components that should be used in an introduction:

1) The presenter is an expert on creating successful side businesses. (Or you can substitute social entrepreneur.)

2) They’re here to show you how you can be successful. (Or become a social entrepreneur.)

For candidates to have the best response to the presentation, the presenters need to be framed ahead of time as knowledgeable and credible. Make sure the introduction incorporates the two items above and you’ll get optimal results.

Set the Stage with Sexy…

Think of your favorite rock concert, opera, Broadway play, or Cirque du Soleil show. Do they ever open the show with someone coming to the mic and mumbling something lame like, “Thanks for that great introduction. It’s so nice to be back in Springfield…” Of course not. The great shows open with a BANG, and your opportunity presentation should too.

Make sure there’s energy in the room. For in-person events, this means high-energy music and mingling. For livestream presentations, this means high-energy music and lots of comments in the chat. Candidates should be introduced to the presenters and leaders who are present.

If you’re the presenter, when you get introduced, it is GO TIME!

Don’t waste the first 90 seconds thanking the introducer, giving lame jokes, or pandering to the audience trying to gin them up.

Can you think of a more boring way to start a talk? If you are doing any of these things, you are wasting your 90 seconds and putting a barrier between you and your audience.

Those first 90 seconds is the most important time in your speech. It’s your chance to really connect and have them leaning forward from the edge of the chairs, waiting in anticipation of what you will say next. (Whether in-person or online.)

It’s a chance to really bond and start that electric connection that world-class speakers can achieve. So how do you do that?

Smile, acknowledge the crowd, and wait. Wait till the applause stops. And wait some more. Say absolutely nothing for three seconds. Which might seem like three hours the first time you try it. But something amazing will happen…

The audience will focus on you in rapt attention. They will lean forward. They will feel concern for you, wondering if you are nervous, stage struck, or have simply forgotten your material. They will start sending you as much positive energy as they can, mentally wishing that you are going to be ok.

Now you can start.

Don’t repeat your name, thank the introducer, or ask if they can hear you okay. Start with the most compelling, fascinating, or provocative statement you can think of. You want people to know in the first ten seconds that this isn’t some lame sales pitch or boring speech, but an eye-opening, perspective-altering, game-changing presentation like they have never seen before. Here are some samples of the actual openings we have used for opportunity meetings. Look them over and imagine yourself opening a presentation with something similar:

It was a Monday evening just after eight o’clock when the phone rang… It was my former college roommate, and what he told me transformed my life forever. Have you ever wondered why some people become wealthy – and others struggle with credit card debt?

Do you know what really separates the slum dogs from the millionaires?

Imagine waking up each morning not by your annoying cellphone alarm, but when you’ve actually finished sleeping...

It was 9:00 am on a normal Friday. But when I got to my office, I knew my life was about to change forever…

If you are worried about the future... the market crashing...your savings wiped out...a long-term recession, then pay very close attention to what I’m about to tell you next...

Imagine it’s January 1st, 2030. You’ve just woken up, the tropical breeze is wafting through the window, you hear the birds chirping, and you smell the coffee your housekeeper is brewing for you.

Do you see what a difference an opening like these can make to a

candidate sitting in the audience, wondering what they have been invited to? They are instantly intrigued, leaning in, eager to learn what’s next. You’ve created an instant connection that will pull them into the presentation.

And while we’re speaking of sexy, here’s a little something extra for you. We love to under promise and over deliver. And we want you to have the absolute maximum chance at success. So, we’re throwing in a special free bonus for you! It’s a video Randy make on the “secret sauce ingredients” to be a rock star presenter both on stage and online. These are some of the platform techniques he practices that got him inducted into the Speaker Hall of Fame!

You can watch it here: [Link]

Now, let’s break down the exact components it needs to produce optimal results…

The 7 “Must Have” Buckets in Every PERFECT Opportunity Presentation

The big picture of successful presenta tions begins with the seven must have content buckets in the presentation. These are the “table stakes” necessary simply to enter the game. If you are missing even one of these elements, your presentations will fail to convert candidates who are qualified to join. And omitting any others will continue to degrade your results.

These seven elements build out the most effective framework ever designed for making opportunity presentations. They create the optimal flow which neutralizes objections before they form and provides the emotional triggers that move prospects to ‘yes.’

1) Vision of the Lifestyle

2) Benefits of the Product/Service Line

3) The Power of Leverage

4) Support Infrastructure

5) Social Proof

6) Call to Action

7) The Belief Equation

The Outcome You’re Looking For…

Now let’s breakdown the million-dollar element: what needs to happen in each bucket…

Vision of the Lifestyle

What must happen here is simple, but profound: The candidate is intrigued enough by the lifestyle benefits offered that they lean forward and are eager to hear the rest of the presentation. If you don’t handle this, the remainder of the presentation becomes irrelevant.

Benefits of the Product/Service Line

This segment is huge because the entire engines of growth and income are determined by the strength of the product/service line acceptance. Every point paid out on in the compensation plan is based upon a product or service getting to the end user. What must happen in this bucket is that the candidate is so intrigued by the product or service line benefits offered – that they mentally decide they would

want to use the line, even if they don’t join the business opportunity.

The Power of Leverage

The number of people in this world who don’t understand the true power of leverage is astounding. Two things must happen in this bucket. First, your candidate recognizes that they are at a severe disadvantage by trading hours for money and financial freedom comes by unleashing leverage. And secondly, they decide that your opportunity is their best option for obtaining leverage for themself.

Support Infrastructure

If you’ve done your job in the previous three segments, your candidate has two burning questions in their mind:

1) Can I actually do this?

2) Will someone help guide me through this?

What must happen is the come to the belief that ‘yes’ is the answer to both questions.

Social Proof

This element is the next logical progression after the belief equation. What must happen here is exactly what the title says: social proof. This means people see other people –people like them – happy and having success with the opportunity. (Usually accomplished by including testimonials in your presentation.) When you do this segment right, candidates are subconsciously having this thought: “If s/he can do it, I can do it. This looks like a great business for people like me.”

Call-to-Action

Another critical element in the seven buckets, and one a shocking number of people leave out of their presentations! They simply finish up the presentation they make and hope the candidate is going to figure out what to do next. This is tragic because it hurts both parties.

One of Randy’s famous million-dollar-tips is his phrase, “Here’s what needs to happen next…”

Here are the elements that must happen in the call-to-action stage of the presentation for it to reach optimal effectiveness.

• You show the candidate the importance of positioning. This means demonstrating why not joining immediately could create reduced opportunities for income and success in your compensation plan. (If this is not the case with your plan, leave this part out.)

• You show the candidate the importance of timing. Joining tomorrow or next week is never as good as joining today. Prosecute the case why.

• You offer the candidate three options for getting involved:

° Join as a customer.

° Join as a product retailer.

° Join as a business builder to develop a team.

(Obviously there is a fourth option: not joining in any way. But that’s not your job to present; the candidate must come to that conclusion himself.) Bottom line: The candidate must make the right decision for him. More about this in the next section…

The Belief Equation

Only amateurs and consultants who don’t understand our business think that opportunity presentations are a selling equation. They’re the ones trying to sell you courses on NLP, sales techniques, and closing scripts. Run away from these people as fast as possible. Because while sales closing techniques can sell a start kit, they can’t produce a distributor who duplicates. And what you ultimately need is a distributor who can duplicate your results.

And this happens not by selling, but by changing beliefs…

So, there is one big “must happen” thing here, which is to change the candidate’s beliefs. But there are two sub-dynamics that must occur for that to manifest. (And they might be the most important of all.) These two emotional triggers boost conversions by 60 percent, and most network marketers aren’t even using them! We’ll break them down in the next segment.

How to Get the Outcome You’re Looking for in Each Bucket

Now let’s go yet deeper, and break down exactly what you need to cover in each bucket to ensure that what needs to happen in each bucket, actually happens…

Vision of the Lifestyle

We have an old axiom in marketing: Lead with benefits, substantiate with features. If you want your candidate to pay attention to what you’re offering, you must grab her attention and clearly demonstrate that what you’re about to talk about is specifically, dynamically, and definitely – relevant to her.

People can buy products virtually anywhere. They can sell products for millions of companies. And there are also millions of potential business opportunities available to them. In this bucket you must effectively prosecute the case why they should join your opportunity. In specific, why they would want to work with you building a business. (The

product or service benefits come in the next bucket.) What you essentially must do here is paint a vision of what their life and lifestyle can be like if they work with your team.

This is the segment where the candidate gets a feel for what the culture of your company is, and why someone like them would want to be associated with it.

This is where you lead with the lifestyle benefits of building a business. The type of things you want to cover are:

• Setting your own hours.

• Choosing your own team to work with.

• Beneficial tax advantages.

• Opportunity for travel.

• Earn across multiple time zones.

• Benefit from leverage. (Covered deeper in the next section.)

• Unlimited income potential.

• Becoming successful by empowering others for success.

The Power of Leverage

This is the section where you need to show candidates how they can earn money and create leverage with your compensation plan. But here’s the catch… You can’t demonstrate how your comp plan actually works! If you try to do this, you will end up putting most of your candidates in a coma. And comatose people rarely take out their credit cards. By their nature, comp plans need to be complex to distribute the earnings in a way that rewards the right people for doing the right things. Most laypeople will never understand the plan. Hell, even more active distributors don’t understand the plan. They usually learn the finer points of each new advancement in the plan as they reach those ranks. You don’t want to lose them before they ever start.

Amway gets a lot of ridicule for their presentations of the circles, but that presentation works beautifully. It very visually demonstrates the law of expanding multiples and how leverage works. A general overview like this is the most effective way to present leverage. Another way is to use hours as the multiplying element.

Ex: “You work 15 hours a week on your business. When you introduce two others on your team and they each work 15 hours a week, you now get the financial rewards of 45 hours of labor each week – even though you only personally worked 15. Now look what happens when those two people each bring in two more people who are only working 15 hours a week. You’re still only working 15 hours a week, but you can receive financial rewards on 105 hours’ worth of work.” Etc., etc., etc. The single most compelling part of our business is the ability of the average person to unleash the power of leverage that in the past was only available to

the uber wealthy or ultra-talented. That’s a concept candidates can and must be made to understand from your presentation. Do it by visually demonstrating how expanding multiples work, not insider jargon like PV, SV, compression, infinity bonuses, stairstep breakaway, Aussie one up, binary, carryover volume, and dual team earnings cap.

If your company has things like a car bonus program, special contests, and incentive trips, be sure to include these as well. Show the rewards of the plan that people can easily relate to and desire. Finally, this bucket is also a great place to tout the demand for and marketability of the product line. Just remember that the primary focus of this section should be comp plan elements that create leverage.

Support Infrastructure

If you’ve done the presentation correctly as we’ve taught you thus far, your candidate has pretty much

decided that they can earn money, create residual income, and have fun working the business. Now their primary concern is the two burning questions we mentioned: 1) Can I actually do this? 2) Will someone help guide me through this? You’ve got to show them all the infrastructure in place to help them achieve success.

One of the unique and highly beneficial elements of network marketing is having a sponsorship line with a vested interest in your success. Make sure to highlight this. If the candidate is coming from the corporate world or old school family business, they might be used to working with other people who have a vested interest in sabotaging their success. The way supporting your team is built into the compensation structure of our business is very attractive. Be sure to speak highly of the superstars in your sponsorship line who work down in the group. (And if you don’t have any, don’t be shy about selling how you will be supporting your team.)

Social Proof

Next, you need to promote the overall infrastructure: the marketing tools, training tools, training courses and events, recruiting presentations, mobile app, back office, and corporate support staff. Those elements are all there for one reason: to help distributors learn the necessary skills for success.

Remember our desired outcome here: You want your candidate to be thinking, “If s/he can do it, I can do it. This looks like a great business for people like me.” This is best accomplished through case studies in distributor training, and testimonials during opportunity presentations. We’re always shocked to discover that there are still many companies and teams doing presentations without testimonials.

Make sure to include testimonials in all your opportunity presentations and to offer diversity in the people selected. You want young and old, employees and entrepreneurs, and a mix of races, religions, etc. that reflect the general population. The optimal results occur when every candidate sees at least one person that they can relate to. That means at least one person (hopefully even more) matches at least the type of work they do, their generation, race, religion, gender, etc. The more matches they see doing a testimonial, the more they are likely to decide that the business is perfect for someone like them. Or as Seth Godin likes to say, “People like me do things like this.”

Done right, testimonials dramatically boost conversions among the right candidates. Done wrong, they reduce the effectiveness of the presentation. Here are the two deadliest mistakes with testimonials.

Testimonial Deadly Mistake Number One: They’re too long and they’re boring.

Great testimonials can be done in less than 90 seconds. The best ones are done in less than 60 seconds. For optimal results, use the following 3-part template for all testimonials:

1) What you do. (Or if you’re now full-time in the profession, what you used to do.)

2) The challenge with what you do. (Or used to do.)

3) How network marketing solves that challenge.

Here are some examples:

Hello, my name is Julio and I’m a nurse. (1) I love helping people, but my job is very stressful, and my pay is limited. (2) I joined X Company because here it’s fun to help people and it offers unlimited income potential. (3)

My name is Christina, and I used to own four gourmet restaurants. (1)

After years of 100-hour weeks, I realized that the restaurants actually owned me. (2) Now I live my dream lifestyle and have freedom again.

Hi, I’m Nina and have been a schoolteacher for 21 years. (1) I love working with kids, but the pay is very low. (2) I joined X Company so I can continue working with kids but earn the extra income I need. (3)

My name is Mohamed and I’m a long-haul semi-truck driver. (1) The pay is great, but it means spending a lot of time on the road. (2) I joined X Company because I want to work from home and be there when my kids come back from school every day. (3)

Hello, I’m Natalia. Before I joined X Company, I was an executive with a Fortune 500 company. (1) It was high paying, but the internal politics were killing my soul. (2) Now I

choose who I work with, help empower them, and we’re building our dreams together. (3)

Testimonial Deadly Mistake

Number Two: Testimonial givers try to close the candidates.

This deadly mistake causes candidates to shut down immediately. Make sure all testimonial givers are warned to not attempt to close people! Because when this happens, it makes the candidate defensive. Sometimes there are six or eight people giving testimonials. If they all try to “help” the presentation by adding a close at the end of their testimonial, the candidate feels under siege, and it seems like there is a large group of people pressuring them. Make sure the testimonials stick only to their 3-part formula.

Hello, my name is Julio and I’m a nurse. I love helping people, but my job is very stressful, and my pay is limited. I joined X Company because here it’s fun to help people and it offers unlimited income potential.

Stick to the formula. The testimonial is about the candidate, not you. Less is more.

Notice how short and effective testimonials like this can be. We can leave off all the fluff. In fact, let’s take the first example above and show what it would sound like doing it the wrong (long and boring, trying to close the candidates) way:

Call-to-Action

Another critical element in the seven buckets, and one a shocking number of people leave out of their presentations. They simply finish up the presentation they make and hope the candidate is going to figure out what to do next. This is tragic because it hurts both parties. One of Randy’s famous million-dollar-tips is his phrase, “Here’s what needs to happen next…”

What must occur at this stage is that the candidate makes the right decision for him. There are four possible outcomes here:

1) The candidate decides neither the product or the opportunity is right for her, and she declines to join.

2) The candidate isn’t certain but wants more information. (She should then be taken through your follow-up Candidate Pathway, as described in Randy’s book Direct Selling Success.)

3) The candidate decides she is not interested in building a business but becomes a customer.

4) The candidate enrolls as a distributor.

Note: All four of these options contain the potential to be the right outcome for your candidate. Here’s why: Network marketing is perfect for everyone. Everyone is not perfect for network marketing.

To ensure that qualified candidates make the right decision, be sure to mention the importance of timing and positioning in the structure. Offer activation order packages designed for customers, retailers, and team builders. And present all this with passion, intensity, and urgency!

The Belief Equation

In this bucket we’re delving into the mind of the candidate: why humans make the choices they do. We must destroy the limiting beliefs and self-sabotage brainwashing that infect so many people in the world today. These beliefs aren’t even conscious to them, but they exist in most, at the subconscious level. These limiting beliefs must be transformed into empowering beliefs. (By the way, you’ve already started this belief transformation in your candidates by following the framework we’ve laid out for you in all the other buckets!)

This belief empowerment process is what all million-dollar earners do effectively, whether they know it or not. Some are high IQ individuals who have methodically tested and tracked their approaches over the years and logically built out the elements in their presentations. (Like Randy.) Others are high EQ individuals who have high levels of empathy, and intuitively came to their approach. (Like Jaime.)

But however you get there, being able to transform the beliefs that are holding candidates back is the single most effective way to supercharge the recruiting conversions from all your opportunity presentations.

You must change the stories they are selling to themselves.

Some of these stories are internally driven:

• I tried this before and I failed.

• I’m too busy.

• I don’t have the money to start.

• I don’t know the right kind of people.

Some of these stories are externally driven:

• You have to get in at the top to make money.

• This might be an illegal pyramid.

• Other people will judge me negatively if I do a business like this.

Note: We listed this specific bucket last because it’s not a separate section in your presentations per se, but the concerns are addressed in pretty much every other section when you follow our framework. We feature as one of the seven main buckets because it is so vital to the outcome you are seeking. You don’t want to enroll all candidates; you want to enroll the qualified ones. And by addressing the belief equation, you ensure that no deserving candidates are left behind.

The way this bucket is activated effectively is through you, the presenter, and your stories, jokes, and examples that you make through your presentation. Your job is to demonstrate why the business can actually work for the candidate. Show them why they have not been successful in the past, and why this time it will be different. Maybe they were representing a product or service line that didn’t

offer tangible benefits at the price point offered. Did they join a team without experienced leadership? Were they working in a company with a flawed compensation plan?

You say things like, “When I first saw the business, I thought I was too busy. But then I understood that if I didn’t make a change – I would be too busy the rest of my life.” You might use a case study of one of your team members who had to put their activation order on their credit card, then recruited five people in their first week, then used their fast start commissions to pay out the credit card bill as soon as it arrived. Along the way you want to demonstrate to skeptical candidates who have tried the business unsuccessfully that it wasn’t their fault. The reason they failed in the past was because they were missing the right product line, support structure, or comp plan. (Or all three!)

When you follow our framework, we are essentially vanquishing all these limiting beliefs as we go along. Candidates have seen busy, ambitious, successful people who have found the time to begin, found the money to start, and found the status and satisfaction that come from empowering others in our profession. There are no longer any doubts if the company or the industry is credible. At this point, if you’ve executed the framework correctly, the qualified candidates are thinking of people they know who would be perfect for their team. And the candidates who are not appropriate (they would prefer to watch tv and doom scroll on social media six hours a day, etc.) recognize that they are not right for the business, and they’ll self-select off your candidate list. Which gives you more time to find, develop, and approach more people who are qualified candidates.

Frankly, you now know more about presenting than some of the most experienced professional speakers. And you know more about the psychology of candidates – what moves them to action – more than most psychologists. This framework gives both you and your team the pathway to become rockstar presenters to deliver your message in the most fun, powerful, and effective way possible. Now go out and be the amazing, empowering leader you are meant to be – and the world needs you to be!

Your “surrogate” sponsors, - Randy and Jaime

P.S. Remember, we want you to get the absolute maximum chance at success and created this bonus training video for you. Randy reveals the “secret sauce ingredients” to be a rock star presenter both on stage and online. You can watch it here . Please don’t share this video, as we created it exclusively for you. [Link]