LifeWave new Compensation Plan 2.0 will allow more people to earn much sooner and more. Med Bed 2.0!

➡ Lifeway is introducing a new compensation plan and product releases, including a water machine. The compensation plan includes training videos and a learning management system to help team members understand it. The new plan allows members to earn money without needing a lot of structure, just by having a product and a few customers. The plan also includes bonuses for new members and opportunities for increased earnings with rank advancements.
➡ To earn more, follow the success pathway in your compensation plan. This involves checking off tasks and achieving certain volumes. There are resources and videos available to help you understand the process. The plan rewards those who actively enroll and engage others, and it offers nine ways to earn income.
➡ The text discusses a new business plan that allows practitioners to earn more money from their customers. This plan includes bonuses for those who attract a lot of customers and increases the percentage of pay based on the volume of customer purchases. It also introduces a new concept called ‘personal volume’, which includes the practitioner’s purchases and their customers’ purchases. This new plan is designed to keep practitioners interested and motivated, and it also encourages them to build their own organizations.
➡ The company is changing its compensation plan to benefit more people. The new plan allows everyone to earn money, regardless of their position in the organization. It also includes bonuses for achieving certain ranks and gives people a year to maintain their rank to receive the full bonus. The changes aim to help more people afford the company’s products and improve their health.
➡ The text discusses a new compensation plan that offers multiple ways to earn, including bonuses. It’s designed to be easy for people to make extra money, with the potential to increase earnings rapidly. The plan is set to roll out next month, but the release depends on successful testing. There’s also a transition plan for existing members to adjust to the new system. The text also mentions a new product, an infused water technology, which could generate significant qualifying volume and compensation.
➡ The text discusses the benefits of selling water machines and patches that work together to improve health. The water is unique and different from other types on the market, providing immediate effects like increased alertness and energy. The patches enhance the body’s functions. Together, they offer a business opportunity with potential for significant income from sales and recurring purchases.
➡ The Lifewave community is excited about the upcoming release of a new product, Seller Jai, which will be available on Monday. This product, along with x39, can help activate stem cells. The community is also looking forward to a new compensation plan that will allow members to earn income quickly. Lastly, there will be a conference in October to further build excitement and help members grow their businesses.

Hello, everyone, it’s Michael Jaco and this is Lifeway, the business builder Friday. So today we’re going to talk about the opportunities that are coming up in the business. The new compensation plan. On Monday we have a new release, product release, and then next month we have another new product release. We’ve all been anticipating the water machine. So it’s a great time to be in Life Wave. And as we move forward, we’re going to find a lot of us are going to be very well compensated for, you know, building these businesses. And we’re going to have Connie Lucas basically go into a little bit of detail about that and also answer any questions that you guys might have.

Connie. Hello there, everyone. So we’ve got Barry here with us too. We’ve spent a lot of time with the comp plan. Just an FYI for you guys, if you didn’t see your email, go into your back office and on that homepage you’re going to see what’s new and you’re going to see compensation plan videos. There’s about 16 of them. Some of them are ready to go, some are short, are not ready to go. They’re coming soon. But we started. Michael, you’re shaking your head. We started going through them and I was like, these are really well done.

They explain it so much better than Mary and I have been explaining. They’re short, they, they’re to the point and they, they’re just really well done. And what you’ll probably see with the live younger team as well as healthiswealth biz is we will be set using a lot of those for our compensation training moving forward, as you know, to, to use those as well as Gregory is doing a learning management system which will replace a lot of content on health as well. To be where people can, you can just send this system once it’s ready to go and people can, can go through modules and like the first couple modules might be free and they can go through learning modules.

You’ll know when they completed their module, you’ll know as their sponsor if they got stuck during a module, maybe to give them a nudge or start to go, hey, what’s going on? Can I support you? So lots of good things that way, but I would say you could. We’re still going to show up on Mondays and Wednesdays through the month of June to answer questions around comp plan and be sometimes meeting individually with, with people. But Barry’s really got the main piece of. Yeah, and we’re finding, we found out something we didn’t we thought we knew really well, I’m actually talking to Jen Allen.

We were going through things and Jen, I, we didn’t tell you because we had to go over it. We had to double check and triple check. But I saw some information that I just read through. I said wait a minute, that can’t be right. And so Connie says yeah, it can’t be. We called up Gregory, Gregory says yes, we watched the video. I reread it again and guess what, it’s right. And this is going to really change things from what people and it’s about the level earning bonus and we can go over that in a little while if you want.

But it’s really going to change again. The things that are important that I see for this new plan, there’s. They’re creating a great foundation for you moving forward and all your new people because there are ways to earn without structure. And so many people fell out before because they needed structure to start earning money. In this new plan they have two or three different ways that you can earn without having a lot of structure. Just by having product and having a few customers. Yep, absolutely, absolutely. And so the last thing we want is anybody panicking if they don’t know what to do.

If your volume. Let me give you a little guideline. So in your back office under, under organization or wait, report, I’m sorry commissions. Under commissions if you go down to the volume report and the volume report will give you will show your GVU all the way to the right side. It’ll show you each week lots of information and over to the right side it’s going to say gvu. This is everything you and your downline and their customers and their brand partners, everything in your organization has done on a 31 day basis. And so that’s a big part of the rank moving forward.

But it’s going to show you where you are. If your GVU is below 2000 or 2500 you need to just keep doing what you’re doing. You need to be talking to people, you need to be sending them, you know, information, getting them to the team, all the things that are the income producing activities and you need to be going left, right, right, left, right, left, right, okay. Because you haven’t found probably your builders yet and you need to just keep doing what you’re doing till something falls in place. With this in the old plan, without your, without cycling and builders, it was hard for people to earn money when they first got started other than on the packs or retail pay.

With this New plan. Everybody has the opportunity without any structure at all. But you could have, you could strictly have one person, one brand partner ordering and four customers. And there’s still all your people and you’re still going to make the level earnings bonus of a percentage on all of those, those orders. Okay? So it allows people to start making money. And when the plan launches, you’re going to even have some extra getting started bonuses to get quick, you know, in your first nine weeks. And you guys will make half matches on any of those people you bring in.

So there’s some good ways to earn. If that’s where you’re at and your volume is below 2500, I want you to just focus on income producing activities. Do not worry about what’s going to happen. The comp plan, you’ll get it from there. If your volume is between 2,000, you know, is over 2,500 now it starts to get some structure that’s necessary. The beauty of the structure is it doesn’t have to be your personally sponsored person. So you guys kind of heard on stage Steve Merritt joking about, you know, it’s terrible, we shouldn’t want our person to drop out or die because they’re not doing anything because they’re personally sponsored, you know, and he was joking about it.

But the bottom line was you had to have a personally sponsored person in order to build structure. Now you just need somebody in that leg that’s, that’s working because it’s an entire leg of personal sponsorship. Every person you put in and you sponsor that is a leg, okay? Has nothing to do with binary side, that is the potential of a leg. A potential of 20,000 points, 50,000 points, a hundred thousand points, you do not know who’s going to come into that organization. And so all you’re doing then is working anywhere. You need to work with the person who wants to work.

If your friend Susie doesn’t want to do it and you sponsored her, but Susie sponsored Bob and Bob’s like, let’s go. This is exciting. This is fun. Go work with Bob. Don’t drag Susie. Susie will come along if she wants to, but in this new plan, you don’t have to worry about Bob other than keeping him on the patches and healthy. If he doesn’t want to build or Susie doesn’t want to build, go work with Bob. Does that make sense? Yeah. That’s great. So the people that you have right now that are, you know, kind of borderline managers and, but they have a lot of people under them.

They’re probably going to see a nice little pop. Don’t you think? They are. Yeah, yeah. So we can give an example. Let’s use Jen Allen. No, we can just, we’ll just do it because everybody’s going to be able to figure this one out. So Jen Allen, you’re looking for the all the brand partners you sponsored. You’re going to get a match on. Okay. You’re going to get a match on what that brand partner you sponsored, what their volume is, what their BV is for that month. Okay. That week. Okay. So you take that. Now it’s not just theirs, it’s all their customer volume too.

So if you have a brand partner by chance that signs a lot of customers and a lot of PCs and a lot of PC pluses, you get a percentage of all that volume. And then Barbara Lippincott would get a percentage of what you do and your people and she’d even get, when she comes in, she’ll get a smaller percentage of Michaels. Does that make sense? Yeah. That’s brilliant. Yep. And, and the all the reason to rank advance and move through the ranks in, in the current plan, sometimes you would just be like, I want to be a director.

But maybe it didn’t even pay you anymore. In this plan, every rank advancement offers you the opportunity for more pay, a higher percentage and further down in depth in your group. So you want to try to strive. If you want to earn more, you want to strive to move through the success pathway. So in your compensation plan, the success pathway is on page five. I suggest you print that out. We’ve got them in I think good portion of the rooms in our house because every conversation will always come back to checking off the boxes to let people know where they’re at and what they do net need to do next.

If they’re going through and we’re like, oh Sally, Sally’s sitting at 5,000 points GVU on the average, maybe even seven, you know, on some weeks. And so we go, well that’s enough volume for a one star director. And then we look at Sally can only use 50% of her largest leg towards that volume. So If Sally’s got 2,000 from somebody and another thousand from somebody else and another thousand from somebody else, she doesn’t hit that max rule. She can use all of that volume. Then maybe it says leg volume two at two at a thousand. Now what we’re looking for is Sally, do you.

And we know how we can, you know how to sort it out. And you’ll have reports that will do this for you, so don’t get worried. But it sorts it out. We go, oh, Sally, Bob’s doing 1500 under you. You know, Carol’s doing 2000 under you. You have two legs at a thousand. Check that box. And then you go to outside those two legs and see if all the other people you sponsored are, do they equal up to a thousand. Check that box. So there’s some, there’s something still to binary sides. As you’re watching these little short mini videos, like I said, go to just those content.

So you kind of capture what each thing is. But binary side, your left side and your right side is only relevant to, to the fact of you do have to have some volume outside of your bigger, stronger binary side to get to certain ranks. So as you go along, you’ll learn these, you’ll start to learn the structure and when it launches in your back office, it’s going to show you exactly where you are and what you need to do next. And I would suggest if you’re going to use the videos that they have back there, they are fantastic.

Print out, go ahead and print out the ones they sent to us earlier and then you can follow along. They’ll have, have the paper right there and go, oh, okay, now I’m getting it. Instead of just watching the screen, you’ll have two resources to look at. Excellent, excellent. So let’s, let’s answer a few questions and then I want to go over to the back office and maybe we’ll, we’ll start to play a couple of those videos so people can see how easy they are. And then we’ll look at the, there’s, if you look in your resources in your back office, guys, there’s also some really good videos that are up right now on the, the light infused water technology that’s coming in cellar guys morning and cellar drives evening.

So there’s lots of information back there. And also looks like another video with David schmidt talking about x 39 and x 20 x 20 probably, you know, using them in conjunction. So I haven’t looked at that one yet. But in your back office, like I said, you look at resources and there’s lots of information back there and if you just go into your, your main page, you can scroll down, you, you’ll see where it has the new resources for the compensation plan like we’re talking about in the videos and so forth. Right. Looks like Kathy, you have a question? Yeah, I just want to make sure I understand a little bit.

So I always rang through my head what Gregory Mascari said, do you want to make money or do you want to know the compensation plan? Absolutely, I want to know a little bit about it. So I know what direction to go, but I don’t want to bury myself in it because that really is not an income producing activity. So this right side, left side business, it’s not quite the same anymore. It’s just you have to have a little bit on the right, a little bit on the left. But basically it’s based a lot on volume and you want that volume to kind of fall into place based on the success pathway.

Is that kind of the gist of it? Okay? Yep. And I’ve been everybody who’s a director and above, you know, we’re going to probably reach out or reach out with you with, you know, someone else on the team and we’ll go through you and your organization and teach you how to sort those reports. We just haven’t gotten to everybody yet. So know that that will get to you to show you how to do those. So then you can show your people and you can train. So everybody kind of knows, you know, we all want to know where am I sitting when we start? You know.

And so it gives you a chance to one tweak something if you need to and work in a different place or maybe switch your binary leg or it gives you an idea of what activities you need to get out and do. So you come in at a certain rank to open up certain parts of the pay plan. The current plan was a very heavy binary plan. You know, most of you being under Michael had a big leg and so you were always putting people on the other to binary cycle. That’s not as relevant. Binary Pay is only one part of 9 Ways to get paid.

And it’s just not as relevant because there is something. If you’ve put all your people over on the opposite side from that big volume Michael has, you will not have binary balancing on the other side to go up through the ranks. So we may suggest to you and switch over, hey, we think you should be sponsoring on this side for a bit so that we get some balance to your online sponsorship. So we’ll help you, direct you to. It’s very easy once you see the reports. Once we do it, it’s very clear where you need, where you’re going to want to work.

But that is the point. Meredith kept saying, this is a working person’s compensation plan we are launching. This is meant you do the work, you will get paid. Well, that’s. That is, that is what they wanted to do is they wanted to make sure that the people that were doing the activities and were enrolling and we’re engaging and we’re bringing in customers, bringing in brand partners and developing leaders were the people that were getting compensated, not just people who happened to win the binary lottery because they have a big leg here and they got a super great person there.

So she says if. If you work the plan, the plan will work. Now Jen has up the new compensation plan. Nine ways to earn. We had or have still three existing. Now look at this. This is absolutely incredible. So, like, we, like we’ve been saying, you’re going to have your people start to earn income very quickly, very quickly as they do the things that, you know, earn income, you know, go out there and share and have people, you know, use the product and then get more involved and, you know, bring other people in. Because this is such an easy, easy way to bring people in.

I mean, you’re all. All the different things. We, we all know this. We. We both of us have, you know, these miracle Sundays and Mondays, and they’re filled with every show, they’re filled with people revealing miracles from the patches. So we’ve all had them. It’s easier for. Easiest for us, for us to share. And then we have other people that are sharing them and on and on. So we’re all building significant building businesses just with the three existing. So we’re gonna, like, have two that are enhanced and four that are brand new. Wow. So nine ways.

Nine ways to earn. Can you go through a little bit, A little bit of this, Connie? Sure. So the before in the current plan, as you know, we really focused on bringing brand partners in. And the large, you know, the teams, a lot of the other teams only bring in brand partners. They didn’t even tell their people there was a customer program because they didn’t want them to do it. Because the plan was not set up that way to, you know, to advance through the ranks, to get paid in a equitable way. And so now you still need your.

Your builders to advance through the plan. You still need to have your brand partners, but it will allow you to move through with customers and even give an extra bonus of a customer premium. This was. This was one that I’ve really pushed and pushed for all throughout the compensation committee meetings. Thank you, Connie. You’re welcome, Michael. For everyone here, Connie was a major factor in helping to get this through. Yeah, this was what, you know, what I looked at was you had people that were practitioners, maybe they wanted to let all have all their patients using the product or maybe some of you have talked to your doctor or practitioner or massage therapist or somebody and they said well I don’t want to build a business.

And you’re like oh well you don’t have to. You can have customers. And then they find out all they make is $20 on a sleeve and they’re just not interested. Right. It’s just not enough to intrigue them. So we want. And it also didn’t count towards rank advancement. Remember you had to have two brand partners on each side active to become manager. Customers didn’t count. So it was really difficult for people to move through the success plan, having customers if you didn’t have also a lot of brand partners. And so with this, not only do you get the existing retail pay on a customer, whether they’re a preferred customer or a retail customer, but you also if get extra bonuses if you’re a good customer getter.

So if you’re like I think it’s 399 to 600 something like that in customer volume through the entire. Hold on one second. Oh okay, we’ll get that, we’ll get the numbers here. Can you guys still hear me? Yes. Okay. Okay. So if, if you are 300 to 599 now that is a 31 day rolling of your customers volume and it’s part of your personal volume. It’s called PV or personal volume. Customers sit in their own little bucket outside of the binary tree. They don’t go in the left or the right the way your brand partners do.

They sit in their own little area called personal volume. Where can you see your, your personal volume? You can see it on the, on your right on the homepage when you click to a volume report, your binary report, you see it there. You can go into that same report that we looked at for your gvu. You go into commissions then volumes and in blue on a hyperlink it will show you your personal volume over 110 PV. That is anything you purchased and anything your brand part your customers purchase. If that amount once a month is put into the binary tree to cycle on your small leg.

If it’s between 30599 you get an additional 5% in pay. If it’s between 61199 you get 10% and if it’s over 1200 per month you get an extra 20% pay on that. Now we’re getting to the point where practitioners and customer getters, maybe a trainer or a gym owner now they’re all influencer an influencer. Yeah, definitely an influencer. Now we’re getting to the point where they might even be able to put up a pre populated customer cart on their website, talk about it. They buy, they go in, it’s an easy checkout, very similar to what we are going to have on our live, younger replicated site.

And they’re going to get enough, it’s starting to become enough money to keep them interested and moving forward. And what’s going to naturally happen, good chance somebody in there is going to say, hey, I want to do this too. Can I build? And now we start moving them into organically building an organization. Or maybe they’re very entrepreneurial already and they understand I need both. Right. And we have the team and tools to support that. So that customer premium really helps. There’s one more piece and I hope I don’t confuse anybody, but most of you understand that brand partners get paid a higher bonus volume or business volume for, for money than preferred customers do.

So let’s take a sleeve of x39 in the current plan and in parts of the coming up enhancements, if a customer or a brand partner purchases a sleeve of X39, it’s 77BV. Right. You guys have all seen that if they’re a preferred customer or a preferred customer plus because of the retail payout and they’re buying it wholesale, it’s only 43 bv. So it’s reduced for pay in the binary, it’ll be reduced for pay in the cycling, but it counts full volume for rank advancement and customer premiums. It’s called QV qualifying volume. So as you’re looking at watching these little videos, three and four minutes, you’re going to start to hear those things.

So don’t think what Barry and I are saying right now. You have to have memorized, we’re just repeating, repeating, repeating so that as you move forward and start to watch these things, you’re going to go, oh, I heard about that. Oh yeah, now that makes sense. So that’s why you hear us going over it. But it’s not something you need to remember today. Excellent. So the qualifying volume like you’re talking about is going to start to apply for more and more people as this comes in. Yeah, it’ll, it’ll qualify in volume, will qualify for everybody for rank advancement, but then it’ll qualify for people who have PCs and PCs plus for the customer premium bonus as well.

Yeah, so it’s going to really accelerate a lot of people upward. Yep, absolutely not quite double, but it’s close. Yeah, yeah, it really is. And the product introductory bonuses remain the same. So that is something that doesn’t change. Although we will have the addition of a new pack, Advanced plus, in between the Advanced pack and the premium pack, which was a missing piece. We definitely needed that stepping stone. And so that will roll out sometime at late August, I believe. And then Barry, if you. Do you want, would you like Barry to go over learning? Yeah.

So I liked Emily on Saturday. She liked to put people to show a visual. So we can do this in your head. And I, I was, I was saying Jen Allen, we’re using an example because we just talked to her. So let’s say Jen Allen sponsored somebody like Michael, which she did. And all the rest of the people she sponsored. Well, she’s going to get whatever volume they buy of their product. Now every customer underneath Michael and underneath her other brand partners are going to go up to that volume. So it’s the total amount of his retail customers, his PC customers and his PC plus customers.

All that volume lays in Michael alone and then her other and she gets paid on all those. And if she comes in as a three star manager, she’ll make 7% of that. Now she comes in a three star manager, she gets to go down one level by everyone that’s sponsored by Michael or her other brand partners. So I’m assuming Roxanne would be one of those. And so she would take any customers, she’d get Roxanne’s volume and she’d get any customers that Roxanne has signed up. Not brand partners, but customers. And she get a percentage of that, which is 3%.

Can I clarify something? Sure. When Barry says their volume, he means their, the amount of personal volume attached to what they purchased and then what their customers purchase. So it’s all pv. Pv personal volume. Yeah, whatever you spend on product. And so you’re going to get that. And it goes all the way up to three levels down once you start one. One star director. But the great thing about this is you don’t need structure to start making these bonuses. And as you can see, they can really add up. This is what I call the other half of the binary.

It’s where the other half of the binary went to make money. And it, because in the binary you have to have structure. In this plan you don’t have to have structure to start keying into it. Wow, that’s impressive. So yeah, the, the amount that people are going to start to generate is, is going to increase pretty rapidly. For some people it’s going to be astronomical for some people it’s going to be because a lot of people only have one customer. So that brand partner that came in, you’d get what they their personal volume is and their customer’s personal volume, which is fine.

But a lot of people have multiple customers and you get paid on all of their customers. This is one of the things I think one of the key pay pay examples of the new plan that’s going to really help the lower levels before and let me kind of expand on that if it’s okay. So in the current plan, the only way you were paid on someone else’s customers was a reduced volume of 43 bv going into your small binary leg. If you had enough 660 on the other side and you had 330 here, you could make money.

But you had to have active brand partners. And to make any more than $100 a week, you had to be a manager. You had to hold that manager position. And what was happening is a lot of people would fall out a manager or maybe they got somebody active on their left, but they never could get somebody active on their right, so they weren’t getting paid. Or maybe the person sat on their big, their big giant leg and then they put the volume when they came in. It was like they weren’t even getting paid on that volume when somebody bought product because it was on the big leg and they were never going to cycle that money.

It was just too big of a leg. So that’s why now when some of you are probably hearing us say we’re having a meeting with you and we’re saying, okay, we want you to put your next people over on this big leg. And here’s why. You’re going to panic and you’re going to be like, no, I make all my money putting people opposite of Michael’s big leg. And now that’s not the case. You’re going to get paid. You that level’s earning no matter which side of the binary they’re on. So I think that’s just important to understand that.

We walked out of the comp plan back in September and it was three teams of three of the organizations, top organizations in the company. And we weren’t all, we all had had really strict NDAs. We’re allowed to talk to each other about anything unless we were in our own little group of three. But all of us walked out with like dazed looks and you know, even Steve Merritt and, and Java Jumper and all of these guys who know complex are walking out and everybody’s going, okay, we got to forget everything we learned and just focus on what’s new.

So don’t try to compare too much what we currently have to what we have coming. Just know that you’re going to be fine. The way I noticed it was we have a nice, very nice size organization. It is incredibly balanced organization. Our checks are probably not going to change. So that just tells you, right? It isn’t going to matter. From this comp plan to the new one, our checks probably won’t change at all. But moving forward, but moving forward, because we can help more of you succeed, they’re really going to increase because we’re going to be able to help more people advance through the compensation plan and more people earn more money, which is going to mean more matches to our organization.

And down at the, at the lower levels, a lot of people, that’s where the 65 comes in that are going to make it. And that’s such an important statistic that the. They took the modeling of the new plan and put it in our old system and people instantly started making money the first week. Whereas before it would take up to six months and it’d be like nine people out of 100. Now they put this model in the same program. 65 people out 100 were making money the first week. That’s going to. Moving forward, going to change everybody’s business because who leaves if they’re making enough money to pay for their product? Who leaves if they’re getting a check? Right.

And so you’re. It’s really going to help for all of you to stabilize your organizations and to help the people you’re trying to help. Because I know on this team, everyone is. We are very focused on people getting their health results. That is first and foremost. But if they can’t afford the patches, they’ll go off them and they will not get the. The health results they could have gotten if they would have just stayed on them for a year, two years, three years. And if we can help them pay for those patches and more, they’re not going anywhere.

And again, as we always talk about, the side benefit is going to be they’re going to get healthy, whether that was what they were trying to do or not. And one other thing the company did I thought was really fair. Anywhere there is multiple percentages and downline to make, if there is somebody not doing anything in that line and blocking you from pay, that person business has been removed and it moves on up. So everything that kind of could be Gotchas in a pay plan they eliminated. Yeah, it’s, it’s very, very, I mean I was shocked too when they showed us the, the, the program.

What is the one where they’re matching? No, the one on the mentor matching’s amazing. You just what you want to do. Let me just make it real simple. When you guys start looking at your ranks, you want to become a one star director or higher and you want to make as many one star directors in your organization as you can. That’s the mentor matching. That’s all that needs to be said is the one that has the bonuses for hitting, for hitting director. It’s 501 star director. If you come from one star executive, it’s 5,000. You know they have bonuses as you hit ranks.

I think the most important thing about that was the time frame they gave. So you get paid half of the bonus the week that you achieve that rank. And then you have 50. You don’t have to hold it four weeks in a row because things can happen. Right. Maybe you hit that rank because it was Black Friday or there was a really good promotion, you know, cell your guys went on sale and all of a sudden you ranked up and you hit a higher rank. But after that special you drop back down. They don’t penalize you.

They give you 52 weeks to get four more weeks at that rank and they don’t have to be consecutive and you get the other half of the bonus. When she said that, I was like, that’s the most generous thing I’ve ever heard. I have never seen a pay plan that, that does that. So each time as we looked at these as leaders, we just kept saying they have taken the best of all the comp plans, they’ve removed the gotchas and they’ve really got above and beyond. And you want to understand that they’re paying out exactly to the field what they’ve always paid out 60%.

They’re just paying it. They’re allocating the money around so that new people have a chance to earn lower ranks, have a chance to rank up. Everybody has a chance to fairly make money according to how much they’re working. The people up top that weren’t working is who it affected the most. Most of everybody on this call is going to have something. A few will have really big increase, one or two will have a significant decrease. But the majority of you, it’s going to be within 5, probably less than 5% of either way, either side of it.

So there’s really not the less Kind of keeps saying, build on your left, build on your right, put one on your left, put one on your right. Continue to do business the way you’ve been doing it and you’ll succeed. Excellent. So when I, when I look at my back office and I go down into, you know, upcoming rank promotions and I go down 250 deep, I’m looking at people 250 deep that have seven, seven people on each leg. So those people are, they’re not going to be upcoming managers, they’re going to be what, they’re going to be higher.

It’ll depend on the volume. It’ll all be volume based. Good point. Okay. Yep. So we’ll probably see a lot of those people. I mean that’s a lot of people that are going to go pop. Are going to pop. They’re not, probably not seeing any income right now, but they’re going to. Maybe it’s 50, maybe it’s a hundred a week, but it’s going to be something along depending on the volume. Like you’re talking about qualifying volume. So that’s, that’s going to be very exciting. And this is what gets us all excited is the fact that what we’re looking at is, you know, the potential for all these people to like, you know, you know, go up very quickly.

I mean very, very quickly. And once they do that, that creates excitement and then other people get excited and they want to get involved and they see how easy it is to start building income and then there’s more excitement and there’s more excitement. So we’re on the precipice, I believe, of something monumental. Absolutely. You know, we haven’t even talked about the business launch promotion because that is one I think everybody’s looking at the wrong way. If you get a new brand partner and they make one star manager, it’s a 25 bonus every week. They hold that.

If they make two star manager, it’s a $50 bonus. They can make up to $450. That’s great. It’s a one time deal. But if you sign 10 people, you get half matches on all those. So you potentially could make $225 forever for every brand partner you signed up. If they hit all these ranks and if you signed up 10, you know, it’s a very lucrative way to engage people. And these ranks as you see in the success pathway are not hard to hit. They’re volume based ranks. No structure. No structure and call involved. Yeah. And I think once when we get closer to the launch and We’ve got a closer date to launch.

We’ll come back, we’ll, we’ll show you some, some PDFs, some ways that although people can build any way they want, we’ll show them some ways. For the people who are saying, you know, you got somebody coming in, they’re like, I need to make my mortgage, you know, I need to do some, have something really serious. I have medical bills, whatever it is, we will have a, be able to show you guys a really clear pathway that, to them making their ROI and beyond very, very quickly if they’re willing to go out and do the work. Everything will always come down to you got to go out and talk to people, you got to create curiosity, you got to get their questions answered and move them forward.

Very good. So when you’re looking at a, you know, extra 400amonth, which is very, it seems like it’s going to be very easy for people to do, you’re going to see a lot of people really pile it in because that’s, that’s a lot of money at the end of the, at the end of the year, it’s huge and it’ll be easier. Like you’re talking about if you give a little, little, give people a little structure, a little guidance, they could very easily increase that very, very rapidly because all the bonuses like you saw, there’s nine new ways to earn.

So it’s not just, you know, having qualifying volume form a bunch of people buying, there’s bonuses upon bonuses upon bonus for all kinds of stuff. So it’s, it’s going to be a learning curve in the beginning. We do have a good foundation for it. But as, as this thing starts to roll out, which is scheduled for still next month. Yeah, I mean they said 45 to 60 days. They had, I think originally they had wanted the second week in July. That was the target date. But they also are doing such, you know, it depends on it and it depends on all the tests going right.

The beautiful thing is we’re not a 30 day, we’re not a monthly pay plan, which I love. There’s no rush at the end of. And if it goes bad in July, we don’t have to wait till August or if it goes bad in August, we have to wait to September because it’s a weekly pay plan. If second week in July it’s not ready and they’re like, okay, we’re going to move it to third week in July, Third week in July, ooh, it’s not perfect. We can move it to fourth week in July and would only have to move it out a week, but they will.

Meredith has been through these things before and I know, I know she will. She doesn’t just measure twice and cut. She measures like five times before she cuts. So they are not going to release this unless they. All of the testing goes exactly the way they want it to go. There’s also a transition plan for the vast majority of you. I don’t think that this will be necessary. But as it gets closer, they’ll start release. They’ll release the PDF on the transition and based on your rank, you will have time to. To reorganize your. Your business if you need to.

At manager and director, you’ll have a certain amount of time. At executive and presidential, you’ll have a certain amount of time. At spd, a certain amount of time that if by chance you need to build another leg or something like that, you will have a transition period where they’ll transition you in from what you’re earning now to the new plan in a. In a really respectful way so that people aren’t getting financially hurt. Very nice. Very nice. So let me, let me share any. Anyone have any questions before we go into anything else on the compensation plan? I do, Michael.

I just. You waited too long. I know, sorry. I was looking for where to go. I’ve been in the back office trying to find that 1419 page handout and I haven’t found it. And so can you help us? Me and I can. First of all, it came in an email. On June 3, you will see an email with comp plan and it says it has a video from Meredith. Below that video it says learn more. When you click it, it opens up the PDF that you can download if by chance. I know, Jen, you saying it didn’t work for you? I sent it the PDF straight over to you.

Just as the PDF, I’m pretty sure I already sent it to you. The other thing is you can find it in those videos. The first one says compensation and it’s the whole compensation. But unfortunately it says coming soon. There were a couple report. There was one. Some of our teammates, Kathy and Barry both found it. There was on one of the graphs a mistake on one of the examples. So they’re fixing it. So my guess is, is that they may have pulled the comp plan back down again or at least in the. Where you can access it in the back office so they can fix that.

Okay. So that’s why it’s not there. Okay. And I’ll look for yours. I didn’t see it, but I will find it. And I don’t know why I’m being blocked but I, I’m not able. I’ve tried a couple times today also. Yeah, I’m not. Maybe I’ve got some block or something. These people I play with. That’s why I’m being blocked. But I’ll be quiet now. Okay. So any, any other question? Frederick, I saw you had your hand up too. Oh, in the videos that they sent out. I watched a few of them last night. We got them in our email and then you can open them up and watch the like level, level, earnings bonus.

Very. The very first tile of those videos is a download of that 19 page sheet that Jen’s talking about. Oh yeah, but does it say coming soon? No, ours didn’t come our SEC coming soon. Did you access it? I was able to download it, yeah. Good. Oh good, good. Well maybe it came out. A couple of the videos said coming soon. Okay, post it in the back here. Can you post it under messages, Fred? Yep, that would be helpful to the rest. And me too of course. And Michael, you know, something you said really struck home about these new pay plans.

And you notice they have bonus attached to them. When you think about it, even the breakthrough incentive we were talking about 500, 5050. These are promotions most companies would put on for a 30, maybe a two month period, maybe a three month period. These are now permanent parts of our plan pay plan. I mean that’s incredible. These are all these standalone would be great promotions but these are now part of our. It’s hard to get. Wrap your head around. We’re going to have these from now on out. Yeah, you don’t have to. You know, before we had twice a year a rank promotion bonus.

Right. Every major rank I hit, I missed that promotion. And so it now it doesn’t matter when you rank up, you know, whether it’s fast, whether it’s slow, whether it’s July, whether it’s, you know, January, it doesn’t matter. It’s always going to be there for you as you rank up. And so you’re not going to feel like oh darn, I, you know, I missed it or you know, I have to run for it during Christmas time because that’s when they launch the promotion. You get to do it as, as it makes sense for you. I just think overall the plan allows people to build their organization in a way that makes sense for them.

It doesn’t force you out of integrity to build to a comp plan. Yes. There’s things you can do to build to higher income and that’s rank advancing and that’s doing other things, but allows you to do that in, in multiple ways. So you get to choose how you’re going to build your business. Very nice. Any, any other questions? Brian will share the screen and we’ll going to look at some of the compensation or let’s look at some of the compensation videos first. Let’s just click on one, see if the link works. There. There’s the plan. There’s the plan, Jen.

The entire plan. So you guys can go through that. It’s very beautifully done too. Nice. All right, so that’s, that’s one way you can look at this stuff. I also put it in the chat, Michael. Okay, good, thank you. So let’s watch a little video. Oh, that’s a coming opening soon. Okay, we watch that. So there’s probably a lot of that in there. But if, let’s look at, let’s look at this video. So this is the, the thing we’re all looking forward to now, the infused water technology coming out around the same time frame that new compensation plan comes in.

Now it, it’s not a stretch of the imagination to know that there’s a lot of people are going to want that water machine and qualifying volume on this baby is going to be tremendous. So with the new, you know, compensation structure, you could, you know, qualify for a lot of volume and get a lot of compensation from that. So just be aware of that. Yeah. And really good PIB product introductory bonus. Really, really good pib. So you may find people who really weren’t interested. Maybe they’re in sales and they’re like, I don’t want to do this network marketing thing.

Takes too long, whatever. All of a sudd start to see the kind of bonus that they get off of selling them. Selling one of these machines, you may find a lot of people that are interested. And I love what Barry said. You know, he says, you take someone and maybe the salesperson says, well, wow, if, If I sell 20 of those machines, that’s $20,000 this month. And Barry, you know, then you get to kind of say, well, how would you like to learn how to make an organization where you made that right? So a week. So I think it’s could be a good crossover.

The thing we really want to always do. And you’re seeing it with the studies David’s doing, you’re seeing it with the messaging and the marketing that that’s going on. It is synergistic with the patches. So I have, I have had people before say to me, well, if I have the water, I don’t need the patches, right? Nope. The patches up regulate ghk, copper, peptide. That’s not what the water does. These work synergistically together. Right. And the seller, Jazz. Yeah. So if you did guys x 39 and the water machine, you’d hyper everything in your life. Everything would just go unbelievable level.

So that would. If you’re like into sales and all you’re like, you’re talking about, all you were interested in initially was the, you know, the, the money you can make from selling the water machine, then you have the residual volume form, you know, seller jais and x39 and you keep building on that. So those people that are buying the water machine or buying those on a monthly basis, that’s residual volume that you’re. You’re building in a business. It gets bigger and bigger and bigger. And then eventually you’re like, wow, I’m making more every, every week than I am selling all the water machines.

Absolutely. Yep. So this is how you. This is how a lot of people will, will build a massive incredible businesses. I think there’s some sound on this, Michael, but it’s not. Not coming through. Sounds not coming through. Okay, we’ll just stop it there. I think most of them have seen this anyway. I thought it might have been on something new, but that’s what this is right here is something that’s going to, you know, catapult a lot of people forward in this business. A lot of people are going to come into this. This is like a, you know, everybody talks about med bed technology.

I think the X39 is a wearable med bed. This is going to like take it next level again by far. So it’s, it’s an incredible piece of technology that people are going to clamor for. You’ll probably see. I, I think that whole families will put in, you know, put their money together to get one of these and they’ll share it like it neighborhoods will like share this. It’s incredible. Now, Connie Barry and I have. Have used the water. We did it in Dallas at one of the introductory introductions of it. And it is, it is phenomenal.

I, I can’t imagine anyone, not no one on earth that would not want to drink this water. Connie, you’re muted. I, I see Marissa asking a question, so really good question of how will it compare to a Kangen and some of the, and, and hydrogen water and some of the other things that are big craze. And we’ve marketing about that. If you go into healthiswealth biz and you. You go down under our resources and links to the very bottom, you’ll see a section that says coming soon where we’ve put a couple of the videos and we’ve also put just kind of a very basic breakdown of how it’s different than some of these other waters.

I am sure, based on what I’ve been hearing all along, is that we will have through the studies and through marketing, a way to. Because it’s just not even same ball game to. To show that it’s not your Kagan, it’s not your hydrogen water, it’s not alkaline water. It’s very, very different. And the biggest thing about it that’s so different, besides the results, is it is actually the water is a deliverable to light into your body, into your cells. And the average time that someone feels it is 18 seconds. And so, Michael, what was your experience when we.

We got to have it for three days? What was your initial experience with the water? Yeah, when I. When I first took it, I felt. I felt like it was going to float. I. I had to touch something. And that was when. The first few seconds I really felt like I was going to levitate. And then it. I. I felt like I’ve never felt anything like this before. No, I’ve taken, you know, you know, what’s that, what’s that one vitamin that like, you know, activates all your vessels? Yeah, nitro. What is it again? Niacin. That’s right.

So niacin, you know, uh, you can feel it going through, uh, your vascular. Vascular system. Uh, and it just really activates. I felt that in my brain. My. It’s like my neurons were like niacinized and everything was clear and it was amazing. So I felt there was light coming out of my throat. It was. Is unbelievable. So, I mean, what did you guys experience? So. So for me, I went in. I’m gonna be really honest. I had had a couple cocktails by the pool. We’re walking over, I had a little bit of a headache. You know, we’re walking over, we drink the water and it was like instant, instant headache on headache on brain.

Very alert, very aware, very focused. So. And the next day we went back again, kind of the same thing. But later that day, I was. We were sitting in a dinner, I think it was our last night. And there was this shaman across the table from us. And he said, he said, I can. I Was kind of listening to another conversation, and I heard him say, I can feel the energy coming. Coming out of my hands. And I just stopped and I went. I didn’t tell anybody because I thought I was crazy, but I literally could feel energy coming out of the palm of my hands.

So the best story is Barry, because we’re all walking back and Dr. Nicholas, Dr. Misty, Tracy, Jo, Michael, we’re all feeling something. And Barry goes, I want to be a bummer. No, I didn’t. But I don’t feel anything. I was talking to everybody, and I’m listening to stories, and I’m just keeping my mouth shut. And Connie finally gets me alone, and she says, so, what do you think? And I said, I haven’t felt a damn thing. And I was like, I got nothing. I’m sorry. I don’t want to be Debbie Downer. So I didn’t say anything to anybody.

Well, what nobody knew, except for Connie, was I was suffering really bad from bad stomach. I basically, for over a year, I was either constipated or completely the reverse, and I never knew what. And I have a family history of cancers to all kinds of stomach and colon cancer. And I was worried that my next checkup, that’s what I was going to find out. And so I just kept my mouth shut. I thought, well, this is one of those things that’s just not going to work for me. And that night, before I went to bed, I decided to try to go to the bathroom, because that’s usually how it went.

I would try to go, and I went into the bathroom and everything was normal. And I went. Went, wow. But I didn’t put two and two together. So the next morning, I got up and again had a normal bowel movement and went, oh, my God. And I said, that’s fantastic. And I was so happy, I still didn’t put it together. And we were eating lunch, and it dawned on me. The light bulb went off on top of my head. And I said, when can we get that water today? And she goes, what’s going on? And I said, I think the water has definitely fix my stomach.

So we went. I had water for three days. I have not had a problem since. He told me the best. The best line of all. He says to me, I don’t care if that thing’s the size of a refrigerator and $50,000 today. I said, $85,000. You know, I think Fred can relate to this because he had similar issues. But when you’re in that state and you’re suffering like that, that for so long your mind goes so many different places and for it to be overnight fixed, it changes everything in your life. And there was a lot of people that drank I think dozens and dozens, well over 100 people.

And it seemed, it seemed like everybody had incredible experiences. So yeah, we saw people with, with like severe anxiety, social anxiety and things that just had a difference in change. We had people saying I can’t believe my eyes actually like could it work this quickly? So the studies really show when, when we dig it, when you dig into the studies that David presented at Vision and that hopefully we’ll all have access to. You see that 100% of people got results. It’s just the results are different for each person. Right. There’s some things that are pretty much the same like the energy and the brain neurons firing seem to be very similar but everything else depends just like the patches on where you’re at and what’s going on with you.

And so yeah, for, for the combination of the two is, is really, I say it is definitely life changing. What x39 can do. What I feel like with this that I probably will never be able to say on social media and publicly but I feel like it’s life saving. Wow. Incredible. So there’s, there’s a lot of different things that are, that are happening within the, the Lifewave community. Seller Jai’s like we’ve talked about on, on several occasions supposedly is supposed to be available Monday and hopefully it will be. So you, you could get an email and then go into your office, back office and see that is available.

Go onto the website and see there’s a, that it is available. So that is going to really, you know, kickstart a lot of things. We’ll be able to talk about stem cells openly. If you’re using x39 and the cellar jives then you can talk about stem cells and how it activates stem cells together together. All right. So that, that is one of the new things that’s coming out that comes out Monday. We’ll probably see. All of us in our businesses are probably going to see a pretty good pop in that because people are really going to run to that and because it’s amazing product, absolutely incredible product and there’ll be a lot of information on that in your back office.

There’s, there’s information on that and so forth. So really, really amazing things coming. Compensation plan of course the water machine seller jives on Monday is going to start to kick things off and then it’s going to keep, keep going and then you’re going to see a lot of people start to get excited because they’re going to, you know, make money very quickly and they’re gonna get people coming in. Making money quickly will be, be working with people to help them, you know, move their businesses along. We’ll be very busy, you know, helping people become very successful.

And in return, of course, you know, your successes, you know, can be measured on the, the people that you help. So that’s, that’s going to be amazing for all of us to help people not only with this great technology but also to start to earn, you know, some nice income when they get out and actually start to share it and see it very quickly. So any, any last questions before we sign off, guys? And thanks a lot, Connie Berry, for coming in and you know, talking about the new conversation plan, answering questions. Frederick, for someone who is underneath, underneath the rank of manager, you know, manager like 1, 2, 3 star.

Where’s, where’s the juice? As far as the best part of the bonus, is it the level earnings bonus? It depends if they’re saying customers or brand partners, but it’s yeah. Level earnings and customer bonuses is probably the beginning as well as when it, once it launches that getting started fast, you know, getting started fast so that you get the launch bonuses as well and you get attached to them. That’s the juice. Yeah. But for the first time, just being an active brand partner, that’s it. You can earn money. You don’t have to rank up to manager to start, you know, and have again, someone on your left, someone on your right.

All of those, all of those things. And just an FYI on our Monday team training, we will be having some of the practitioners talk about the benefits of cellular Jaz. So if you guys want to learn a little more about it, you had David’s webinar. He did. If you missed it, they all took notes and some of the practitioners are going to come on and really share about cellular Jai’s on Monday’s training as well. So Connie, Zoom, what’s the time? It is 4:30 Pacific, 7:30 Eastern on, on Monday and we always put it in the telegram group and of course it goes out on our text message reminder as well.

Excellent. Excellent. And so thanks everybody that came and joined. This was live over on YouTube. Had a pretty good showing over there, people watching. So you know, continue to share, have, have a, have fun with this. This is going to be so exciting in the next, starting on Monday and then continuing all the way to. We have the conference in October. So. And then as people get excited, start, you know, building businesses, uh, you want to get them tapped into, uh, going to the conference, because that’s going to get. That’s going to build more excitement. That’s going to help people build business faster.

More excitement you build on your business. The, the bigger business going to get. It works that way. All right, guys, thanks a lot for coming, and we’ll see you guys next time. Thank you, everyone. Thank you so much. Connie and Barry, good night, everybody. Good night, Christy. Joe, Love you. Barbara, I love you, too.
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