Pyjama Bosses TV-Episode 7

Hey, guys. Welcome back to Pyjama Bosses TV. In this episode, I’m going to teach you how you can create instant change in your team and your organisation, so make sure you join us and share this video with your team, so let’s go.

All right, welcome back to Pyjama Bosses episode. This is episode number seven already. Wow. We’re so excited to be sharing these episodes with you, and I hope you’re getting a tonne of value. Now, in today’s video, I’m want to share with you a principle that will explain to you how you could create instant change in your team in your organisation.

Are you ever getting questions from your leaders or from your team, things like, “How can I get my team to do more work? How can I get my team to make more phone calls, do more meetings, talk to more people?” Are you ever getting questions like that, or perhaps you’re wishing your team would doing more work right now. Perhaps you’re teaching a certain skill to your leaders, and they’re not quite doing it yet. Maybe you’re teaching them how to do three-way calls or how to prospect online, and you’re trying to create this change in your organisation, and sometimes, when we’re trying to create change, it’s almost like a change in culture, and I have this feeling that all of us feel that change takes a long time.

That’s the thing that I want to share with you today. It doesn’t need to take years to be able to shift the focus of your organisation and get them working really productively in the way that you want them to work, and get them to use a brand new skill that you’re teaching.

Today, I want to speak about the difference between inspiring people as a leader and influencing people as a leader. See, there’s a notion in network marketing that we need to lead by example. We do our own work, our team is watching us, and just by sheer inspiration, the people who are ready to step up and work, they’re going to duplicate what we’re doing, and this, guys, could not be further from the truth of what actually happens. What you really need to be doing is actually using your influence and actually actively working proactively with your leaders with the organisation to help them create the skills, to help them get the action.

In a moment, I’m going to actually show you the step-by-step process how you can do that, but before we do that, let’s talk about inspire versus influence. What is the difference? You see, if you’re just hoping and dreaming and complaining about your team that they’re not doing enough work, even though you’re hardworking, even though you’re really focused and clear, it is not actually enough to create a business that will duplicate, that will scale to multiple six or even seven figures.

If you’re looking for that kind of result, what you really need to do, number one, is have a system. You guys know what at Pyjama Bosses, we’re really focused on helping leaders creating systems. In fact, you want to know more about systems, go to this training. It’s a 

free training. Go there, and listen to the webinar about how you can create systems.

Now, once you have a system, this is not enough. You then need to use your influence to get people to use the system. You may have the best duplication system in the whole world, but if you don’t know how to get the people to use it correctly, you will have no results at all. Once you do that, you need to now starting to use your influence, rather than just your inspiration and leading by example and being the great leader that you are, you need to reach down to people one on one and actually influence them to take action. Here’s the big difference between inspiring and influencing.

Sometimes, when we’re speaking from the stage, we can inspire people, but inspiration doesn’t last a long time. You cannot influence people by speaking to them in one to a massive number environment, for example, speaking on stage or speaking in a webinar when you are the presenter and there’s potentially hundreds of people from your team in the audience. You cannot influence them to create instant change.

You can certainly inspire them, but if you want them to adopt a skill and start using it so that the majority of your team is using it instantly, then what you need to start using is influence. In a moment, we’re going to talk about how you do that, but I want you to understand that building a leadership team, building an organisation is actual work. It’s not just about you going and doing this massive action and by default finding a couple of leaders who may be as motivated and as focused as you are, and then duplicating that. You’re actually leaving a lot of money on the table.

If you have a real step-by-step process, how you can influence people in your organisation to actually be really focused and actually have a step-by-step process, how to get them to learn a certain skill that you’re starting to teach them how to use, it’s going to go a lot faster.

Let’s talk about this change now. I talk briefly about how in network marketing, sometimes we want to change the culture of our team. Perhaps the technology evolves, and you want them to start using a piece of technology such as a duplication system, or perhaps you want them to adopt another strategy like three-way calls or home business presentations or something that you’ve seen has been lacking in your business, but you want to correct that. Does that make sense, or even if you’re in a situation where your team is not doing enough action, which I think 100% of us are always in that because we always want our teams to go faster.

Really, what I want you to understand, that this change can be created almost instantly by communicating and influencing your leaders in a very specific way. Depending on how big your team is, this is going to be done in a few specific different ways. If your team is quite small, then you can actually work with everybody. I’ll type here, everyone. You could go ahead and work directly with everybody with your team, maybe that’s less than 10, 20 people, and you’re actually going to communicate to them exactly what they 

need to do, and in a second, we’ll go through the process that you need to take them through.

Now, you may be just working with the top 10 leaders in the organisation because is your business very big. It could be that these top 10 leaders then have to work with their top 10 leaders and so on and so on. Depending where you’re at in the leadership structure and depending where you are in our duplication blueprint depending on your income level, this kind of leadership structure and communication will be different, but just imagine, you’re working with your top 10 leaders or top 30 leaders or whatever it is, and the way you’re going to communicate to them that there is a change in culture or an activity of what you’re trying to get them to do is going to be the following.

I’m now going to share a step-by-step process, and I want you to remember that you cannot communicate in groups, in massive groups. If you want to create influence, which creates change, you’re going to want to work with people one on one. Building leaders is a one-on-one business.

Here’s the exact process that Miguel and I have used literally to scale our network marketing businesses into 30 different countries. We literally have businesses all around the world from Africa, South America, North America, Asia, Oceania, Europe, Africa, I mean, literally, we’ve travelled to five continents with our network marketing business in the past teaching this process because the key thing that we all as leaders get frustrated around is not being to impact fast or make a change. It’s all good when everyone’s in momentum, but as we know, we need to have a plan to harness that momentum into a system so that when everyone is over the first 90 days, they’re starting to adopt skills that are going to carry them over, and they’re going to continue to build. Here is how you do that. Here’s how you create instant change.

Number one, you need to communicate with the leader. Let’s say you’re working with the top 10 in your business. You’re going to communicate exactly with clarity what needs to be done. For example, if we’re talking about creating three-way calls, you’re going to give them exactly a three-way calling step-by-step process, script, maybe how you do it, how they need to be doing it with their team. You’re going to give them clarity.

Then what you need to do … Clarity may also involve how many of three-way calls they need to be doing every day, every week, and so on. At a time you do that, after that, you need to also give them a plan of action. What that means, they need to know exactly how they’re going to execute the clarity that you’ve given them. If they need to have 10 three-way calls every single day, you need to give them a plan of how they’re going to generate those three-way calls every single day, so they need an exact plan. First, the clarity, how to do it, then a plan how that’s going to happen.

The next thing you need to set up is daily and weekly accountability with them. If your major thing right now in the next 30 days is making sure that you’re tripling the numbers in terms of prospecting, recruiting, three-way calls, whatever you’re focusing on, this is 

the first two steps. The next thing is, making sure that the top 10 or whoever you’re working with have accountability with you.

That is, they’re going to actually go and take action on it, and they’re going to tell you, “Look, this is what I’m going to do. I’m going to do 10 of these calls every single day or every single week,” and at the end of the day, they’re going to report to you without you having to hassle them. You need to set up an accountability here. “You know what? At the end of the day, you’re going to send me a quick message, tell me how it went, and ask me any questions about the challenges you’ve experienced.”

What this does is gives you the ability to course-correct often, and guess what? If you course-correct often, you’re literally compressing the learning curve that your leaders are having. So far so good? I know I’m going through a lot, but this is so important. So course correction, and if you course-correct every single day, then guess what? The person is going to go into massive action because they’re seeing more and more results progressively.

That’s the five-step process, clarity, plan, accountability, course-correct, and action. This, my friends, you can all do in massive groups. You can get on a webinar and course-correct a thousand people at a time.

Now, even if you have a thousand people in your organisation that are actively building the business, you can do this with this change-now protocol where you’re talking with the top 10 people and you working directly with them, they’re working with their top 10, so now that’s a hundred people, and guess what, they’re working with their top 10. Literally, in three hours, I’m talking about 180 minutes, you can execute that. Get on a call with your top 10 and coach each and every single one of your top 10 for five to six minutes in front of each other, and they’re all going to move forward in massive action. Go through this, and coach them through the exact thing you’re trying to create change with. Then let them get on the next goal each with their own top 10, and then on the next goal, each with their own top 10. In less than 180 minutes, or three hours, you’re going to be able to influence a thousand leaders in your team. That’s very different than getting on a webinar with a thousand people and telling them what to do.

If you want to create massive duplication, you have to influence, not just inspire, and you do that in a one-on-one leadership environment where you’re building people skills. Hope this makes really great sense to you. Like I said, if you want to know more about systems in networking marketing and how that can scale your income to six and seven figures, go to, and I’m excited to see you again next week, same place, same time. See you then.