*cleaning supplies *kitchen Essentials *Pet Care * Laundry *Candles *Supplements *Essential Oils * Oral Care *Hair Care *Jewelry *Makeup *Skin Care *Fragrance *Bath & Body *Skin So Soft Bath Oil *Bug Guard *Fashion
Discover the Beauty of Avon Leadership
Keep growing your team and see how the Avon Leadership program can take your business to the next level with higher earnings on team sales, bonuses, special recognition awards and VIP perks as you move up!
More For You
You’ll love mentoring and empowering others plus you’ll earn a long list of bonuses as you build your team and move up into the Avon Leadership level. Start small or build as big a team as you want — the sky’s the limit!
MORE INCOME — 3% ON TEAM SALES
Higher earnings (an extra 3% on all team sales, to start!) and bonuses for helping your team succeed and moving up in title yourself. Many Leaders make a full-time income!
MORE FUN AND TEAMWORK
It’s easy to share ideas and inspiration virtually with Zoom, Facebook and endless teleconferencing options.
MORE KNOWLEDGE, CONFIDENCE AND SKILLS
Learn to how to build your business with courses on Avon U and a dedicated Learning & Development team.
MORE EXCITING OPPORTUNITIES WITH AVON
Exclusive access to events, incentives and perks and trackers to see your progress.
Why They’ll Love Joining Avon
25% OFFon beautyproducts they order*
on beauty orders from customers*
UP TO $3,300 IN COMMISSIONS & BONUSES
in the Pathway to Premier incentive in their first 4 months *Starting on orders of $40+; 20% off $40+ fashion and home orders
PLUS ALL THE PERKS AND SUPPORT
Get paid for doing what you love
Make real money to help your family or save for a splurge (and get paid fast with direct deposit)
Earn on your own terms and schedule, part-time or full-time, from anywhere
Enjoy discounts on award-winning products, trend-leading Korean and clean beauty, fragrance, jewelry and much more
Dream-vacation incentive trips
The incredible Avon community
Free online store for 24/7 sales
Digital tools to work your business from home or on the go, like the Digital Catalog and virtual makeup tool to do beauty consultations from anywhere
Tons of great training with our amazing training team and AVON U, our free, online learning center
Online fundraisers to help your community
Fantastic perks like exclusive partner discounts, access to telemedicine and affordable health insurance, online education through Avon Perks
HOW IT WORKS
Your recruit signs up to join your team in a few easy steps on your online store.
For a limited time, new recruits can choose to sign up for $0 (free!) or with one of our other options: With a contribution of as little as $5 to our partner the American Cancer Society* or with one of our incredible starter collections packed with best sellers. And there are lots of ways to share your sign-up page — more on that below!
Welcome them to your team and share the New Representative Welcome training onAVON U.
For a limited time right now, when they place a first order of any amount on AvonNow, your new recruits get a free gift product** ($38 value).
When their first order is $60+, we’ll add a $10 credit to use in their second campaign.
INCENTIVE PERIOD: DECEMBER 23, 2020 THROUGH DECEMBER 7, 2021 (CAMPAIGN 2-26, 2021) FOR ALL REPRESENTATIVES
We promised this would be big!
Join us on the Big Island of Hawaii at the Marriott Waikoloa Beach Resort and Spa, March 27-31, 2022, for an incredible, aloha celebration of your success in our 135th Anniversary year. We’ve bought out the entire resort to give you the ultimate getaway you deserve with your Avon family!
And you’re already on your way with your 2021 performance so far!
We can’t wait to celebrate big and reward you big! Share an unforgettable experience with your Avon family at this stunning resort on the western coast of Hawaii’s breathtaking Big Island, including:
Roundtrip transportation to the resort
Food and beverage included during the incentive days (lunch, March 27 through lunch, March 31)
The white-sand beach of beautiful Anaeho’omalu Bay, three sparkling outdoor pools, a waterslide, available spa and more
Exclusive swag and Avon product gifts
VIP EXTRAS FOR PINNACLE ACHIEVERS
Our 2020 Top 10 National Pinnacle achievers and Top 5 National LABC Pinnacle achievers will automatically earn the trip for two plus VIP extras.
One extra night for you and your guest to enjoy
Food and beverage during additional night
VIP check-in and congratulations gift
$100 resort credit
Exclusive awards ceremony for you and your guest
$150 in exclusive swag
THINK BIG, EARN BIG
For the 2021 incentive, for the first time you can achieve through your personal sales or through Leadership title performance (or both!) in Campaigns 2-26, 2021 (December 23, 2020- December 7, 2021).
TRIP FOR 1
TRIP FOR 2
2020 PRP Members
Increase your sales by $8,500 (vs. prior year sales: C2-26, 2020)
Increase your sales by $14,000 (vs. C2-26, 2020)
2020 Non-PRP (Contenders & Premier Level)* (Representatives who joined before 12/11/19)
Achieve $16,000 in sales within C2-26, 2021
Achieve $23,000 in sales within C2-26, 2021
New Representatives (Non-PRP Representatives who joined on or after 12/11/19)**
Achieve $12,000 in sales within C2-26, 2021
Achieve $17,000 in sales within C2-26, 2021
Bronze Leader & above***
Grow your Total Team Sales by 10% vs. same period prior year (C2-26, 2020)
Grow your Total Team Sales by 15% vs. same period prior year (C2-26, 2020)
Executive Leaders (Bronze-Platinum Executive)***
Perform for 20 campaigns at or above the same achievement title earned as of C2, 2021 in the C2-C26, 2021 timeframe
Perform for 25 campaigns at or above the same achievement title earned as of C2, 2021 in the C2-C26, 2021 timeframe
property of Avon information
*Representatives who joined before C1, 2020, and did not achieve PRP status in 2020, will participate as “Contender and Premier Achievers” **If you joined Avon on or after December 11, 2019 and did not achieve PRP status in 2020, you will participate as a “New First-Year Representative” ***Bronze Leaders and above must meet a minimum Total Team Sales Volume prior year Sales base of $200,000 and must be President’s Club level or above by close of C26, 2021 to be eligible for the Leadership options to earn the incentive. Minimum Total Team 2021 sales to earn a trip for 1 is $220,000 (increase of 10%) and to earn a trip for 2 is $230,000 (15% increase).
Your account needs to be active and in good standing at the close of the incentive† to qualify for the trip. Representatives who are past due for two or more campaigns will be disqualified. Account balances over $500 are subject to review for qualification. Accounts must remain in good standing, and past due status will be reviewed at the time of invitation to register. The account must be active at the time of the trip. So be sure to keep your account up to date!
†December 7, 2021 for Sales and Leadership achievers and December 31, 2021 for National Pinnacle Achievers
SHARE WITH YOUR TEAM
Get your team excited and set this incredible trip as a super-cool #DestinationAvon! Share posts on your business Facebook page and Instagram.
All costs and expenses associated with acceptance and use of the trip not specified herein as being provided, including, without limitation, luggage fees, anything outside of the all-inclusive plan, are the achiever’s sole responsibility.
I recently purchased and read Brendon Burchard’s High Performance Habits. I’ve been trying to make it on my own in the MLM world with just listening to, watching and mimicking top performing sellers in my market (Avon) and for the most part of two years it was working “ok” for me. I have now come to the conclusion that I WANT MORE than what I thought I did when I first started my journey with Avon,.
I have a small team of 48 reps, three generation tier and two leaders. Out of all of the 48 reps I have a total of 8-10 off and on. More off then on…that put in orders. I am a very driven person and once my mind is made up to get something I go get it! I always want that for every one else but you can’t WANT for anyone else. So I decided if I wanted change then I first have to change myself.
So thanks to Brendon offering his book for free all I had to do was pay shipping of $7, I jumped on it. Listed below is what I am starting to practice with my life and my Avon business.
I will list the six key habits then I will list afterward what they mean per Brendon. Then below I will list them again below with a little more explanation. I hope you get some help from this blog. If so, please like, subscribe with your email and leave me feedback.
Six key habits:
Seek Clarity: know who YOU are, how you want to interact with others, what you want to achieve. Be intentional about your thoughts and actions.
Generate energy: build up significant reserves of energy so that you can maintain effort and focus for sustained periods of time. Care for your mental and physical well-being, and bring positive emotions to your work.
Raise necessity: tap into the reasons why you absolutely must perform well, both internal (identity, values, standards of excellence) and external (obligations, dependents, public commitments, deadlines).
Increase productivity: focus on the highest leverage actions within what Brendon calls your “prolific quality output” (PQO), the area where you can drive the greatest impact. Forget about all other distractions.
Develop influence: connect with others to influence them to support your efforts and projects. Build trust with others to enable strong collaboration towards join goal.
Demonstrate courage: advocate for your ideas, take bold actions, stand up for yourself and for others.
The first habit is about seeking clarity for who you are and what you want. Brendon calls these the future four: self, social, skills, and service. “High performers are clear on their intentions for themselves, their social world, their skills and their service to other’s” Bruchard says.
Brendon says that he advises us to “Be more intentional about who you want to become. Have vision beyond your current circumstances. Imagine your best future self, and start acting like that person today.” (my note: The Bible says call those things that be not as though they already were. To me that is this practice. Act and talk like the person you want to become. TNT)
Ask questions to yourself ambitious words that describe your future self. What do you to become in the future?
Bruchard says that “high performers have clear intentions about how they want to treat other people. They know who they want to be and how they want to interact with others.”
So, Ask yourself these questions, “How can I be a good person or leader in this upcoming situation?” or What kind of tone or mood do I want to set?” or “What does the other person need?”
Asking yourself these questions helps you become more intentional about how you want to interact with others, and helps you to avoid being entirely reactive or defensive in high-stakes or stressful situations.
Over time, you will develop the expertise necessary to an excellent performer. By identifying your primary field of interest and the skills required to excel, you can then be intentional about learning, practicing, and reflecting on those skills. Know what skills and experiences you need to develop in order to be more successful in the future.
“What will provide the most value to those you serve? This is a question high performers obsess about.” Brendon says.
High performers care deeply about the positive impact they will make for others, and for their broader community. They seek to clarify whom they are serving and what those people need, in order to deliver their contributions “with heart and elegance.”
Bruchard advises us to think about high performance in service as a search for relevance, differentiation, and excellence.
“Relevance has to do with eliminating things that don’t matter…They ask, “What matters now and how can I deliver it?”
“Differentiation allows high performers to look at their industry, their career, and even their relationships for what makes them unique. They want to stand out for why they are and to add more value than others do.”
“Excellence comes from an internal standard that asks, “How can I deliver beyone what’s expected?”
He notes that under-performers tend to focus more on self over service. They are more concerned with their own needs and desires, rather than on what those whom they serve want.
2. Generate energy:
Before we jump into areas where we can drive our energy upward, what are some costs to having low energy and not having systems in place to increase our levels?
-Lower overall happiness
-Lower enthusiasm for taking on challenges
-Lower perception of your own success versus your peers’ success
-Lower confidence in the face of adversity
-Lower degree of influence you’ll have with others
-Lower likelihood that you’ll eat well or exercise
“The power plant does not have energy, it generates it.” -Brendon Burchard
So, it goes without saying, if you increase your energy-you improve all of the above factors. It is said that high lever CEO’s and Senior Executives have energy levels equal to that of professional athletes.
The more energy someone has, the more likely they are to be happy and rise to the highest levels of their field.
Make sure to get 7-9 hours a night of good sleep. In a dark room, comfortable temperature with no screens in your room (tv, cell phones, etc.). Have a consistent schedule of sleep.
Drink LOTS of water. Half your weight in ounce a day is a normal goal of water intake.
Set an alarm on your phone during the day to get up from your desk and stretch, take a short walk, jump in place…etc. Something to get your energy level back up.
3. Raise Necessity
You won’t be motivated to push yourself to perform well if you don’t believe it is absolutely necessary. Brendon therefore advises us to consider four factors in creating performance necessity: identity, obsession, duty, and urgency. The first two factors are internal forces, and the second two are external forces.
Factors that drive performance necessity (source: High Performance Habits by Brendon Burchard)
Identity (personal standards of excellence)
“The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.” — Vince Lombardi
High performers hold themselves to a high standard, and monitor their own behavior and performance goals often. They ask themselves questions like, “Did I perform with excellence today? Did I live up to my values and expectations for giving my best and doing a good job?” They tie their identity to doing a good job, and they set challenging goals for themselves.
Obsession with understanding and mastering a topic
“To have long-term success as a coach or in any position of leadership, you have to be obsessed in some way.” — Pat Riley
The first internal force to raising necessity is around identity, developing an internal standard for excellence. The second force is around obsession.
“High performers are deeply curious people. In fact, their curiosity for understanding and mastering their primary field of interest is one of the hallmarks of their success… They feel a high internal drive to focus on their field of interest over the long term and build deep competence… People who become world-class at anything focus longer and harder on their craft.”
Social duty, obligation, and purpose
In addition to the internal forces that raise necessity, there are two external ones as well. The first of these is social duty, obligation, and purpose.
“High performers often feel the necessity to perform well out of a sense of duty to someone or something beyond themselves. Someone is counting on them, or they’re trying to fulfill a promise or responsibility.”
“When you feel the drive to serve others, you sustain solid performance longer.”
High performers often ask themselves, “Who needs me right now?” It could be your family, your teammates, your customers. These high performers double down on their efforts to help others out of a sense of duty, which leads to the excellent performance. As an example, often when soldiers are asked why they performed heroic acts of bravery, they say it was because their comrades were depending on them and they did not want to let them down.
High performers have a sense of urgency. They use real deadlines as a motivational tool for themselves to increase their performance.
“Nothing motivates action like a hard deadline… What is a ‘real’ deadline? It’s a date that matters because, if it isn’t met, real negative consequences happen.”
Real deadlines can come from a number of things — internal or external events, public commitments, and contractual obligations can all create real deadlines. High performers often use commitments — to their teams, to their managers, to their customers — as a lever to create real deadlines. In high-stakes negotiations, the presence of a deadline for a response from the counter-party creates urgency and motivates action.
The final habit that I will discuss in this post is about demonstrating courage. Why is courage important for high performance? Because it motivates you to take bold action in the face or risk or even fear. And that bold action is often what drives great impact and high performance.
“Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.” — Harry S. Truman
What do we mean by courage?
“Courage is resistance to fear, mastery of fear, not absence of fear.” — Mark Twain
As Brendon writes:
“Courage is not fearlessness; it is taking action and persisting despite that fear… The more actions you take facing fear, expressing yourself, and helping others, the easier and less stressful these actions become… I think of courage as taking determined action to serve an authentic, noble, or life-enhancing goal, in the face of risk, fear, adversity, or opposition.”
In order to demonstrate courage, Brendon advises us to do a few things.
Honor the struggle. Don’t get frustrated or overwhelmed by opposition, inertia, or challenges that make you struggle. Meet those struggles with poise, dignity, and determination. “No one who achieved greatness avoided struggle. They met it, engaged with it. They knew that it was necessary, because they knew that real challenge and hardship pushed them, extended their capabilities, made them rise… [Tell yourself:] The struggle I’m now facing is necessary, and it’s summoning me to show up, be strong, and use it to forge a better future for myself and my loved ones.”
Share your truth and your ambitions. Each day, reveal to others what you’re really thinking and what you really want in life. You will start believing more in yourself by repeating your objective, deepening your own resolve to overcome obstacles in the pursuit of your goal. In the process, you may also find kindred spirits and collaborative supporters who share your dreams and goals.
Find someone to fight for. Remember who depends on you, and you will find the will and the courage to fight for them. “We will do more for others than for ourselves. And in doing something for others, we find our reason for courage, and our cause for focus and excellence.”
In High Performing Habits, author Brendon Burchard synthesizes academic and original research in psychology and performance in order to develop the HP6 model. To recap, the HP6 model consists of six habits — three personal and three social:
Seek clarity: know who you are, what you want, and whom you serve.
Generate energy: build up your reservoirs of energy to maintain focus and effort.
Raise necessity: focus on the reasons why high performance is absolutely essential.
Increase productivity: perform the highest-leverage actions and ignore distractions.
Develop influence: build trust and influence with others to gain their support.
Demonstrate courage: advocate for your ideas, take bold actions, and stand up for yourself and others.
In this post, I have gone deeper into three of the habits: seek clarity, raise necessity, and demonstrate courage. Seeking clarity involves exploring the 4 S’s (self, social, skills, service) to become intentional about what you want, how you want to act towards others, and how to be the most valuable to those whom you serve. Raising necessity requires you to focus on identity (what are your values and standards of excellence), obsession, duty, and deadlines. And finally, demonstrating courage involves honoring the struggle, sharing your truth and ambitions, and finding someone to fight for.
One common thread that I noticed throughout the book is the idea of serving others, feeling a sense of duty towards others, and fighting for others. The highest performers are much more others-focused than self-focused. Brendon observed that most people are willing to do more for others than they are willing to do even for themselves. By focusing on others, high performers find the motivation to dream, the strength to persevere, and the courage to act.
clarity- I have written (actually written) down my goals for 1,5 10 and 20 years from now. I broke it down into all categories and sub categories. This really is something that awakens a sleeping motivated giant inside of you!! Wow!!
energy-I’ve been working on taking hourly breaks, scheduled lunches, drinking more water.
necessity– I journaled what is VERY important to me and I make sure to remind myself every day of these.
productivity- I ignore interruptions and schedule time away from my work regularly.
develop influence– I am connecting with others to influence them to support my efforts and projects. Building trust with them to enable strong collaboration towards my goal.
courage– I have gotten BOLD about what I want and set my mind to get those goals. I stand up for myself and others.
What are you going to do starting today to become a High Perfomance Person?
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