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Corey Lindley Compensation Plan Overview February 4, 2012

Corey Lindley Compensation Plan Overview February 4, 2012. Types of Compensation Plans. Binary Plans Breakaway Plans Unilevel Plans. Binary Plans.

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Corey Lindley Compensation Plan Overview February 4, 2012

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  1. Corey Lindley Compensation Plan Overview February 4, 2012

  2. Types of Compensation Plans Binary Plans Breakaway Plans Unilevel Plans

  3. Binary Plans (MonaVieand Usana) * Easy to explain --BUT-- * Deceptive—often has hidden requirement * Usually pays on an individuals weakest leg only, no reward for greatest effort * Volatile, often subject to change * Typically generate short-term growth followed by declines in volume.

  4. BreakawayPlans (Amway, Nu Skin and Tupperware) * Difficult to understand. * Distributors have a tendency tostockpile product * Pays the highest levels the mostmoney, less to the lower levels * Too many “dead bodies” – low retention

  5. (doTERRA, Noni, Neways) * Easiest plan to explain * Great for part-time distributors * Width is very important - natural * Compression is key * Criticized for perceived challenges to fast money and big checks Unilevel Plans

  6. DoTERRA’s Compensation Plan “Unilevel Plus” Fast Start Power of 3 Unilevel Other benefits: - Loyalty Rewards - Preferred Customer - Dynamic Compression - Payout increase w/depth - Minimal leg requirements Founders Club Pools

  7. dōTERRACompensation Plan PayoutOctober 2011

  8. In the U.S. companies who have had challenges with the Federal Trade Commissions (FTC) are often required to print truthful Earnings Disclosure reports. Nu Skin information is from the “Nu Skin Enterprises, Inc. Distributor Compensation Summary for 2010” – readily available on the internet. Comparisons?

  9. Comparative Analysis

  10. Comparative Analysis

  11. Comparative Analysis NOTE: At the higher ranks, Nu Skin requires nearly double the number of legs……and with doTERRA there are no “dead bodies!”

  12. DoTERRA’s Compensation Plan: • With LRP, Trip Incentives & Commissions pays well over 50% • Provides a balanced reward structure for new IPCs and leaders • Fast Start & Power of Three • Unilevel & Leadership Pools • Founder’s program provides “equity like” partnership with top leaders • No permanent roll-up feature – “no dead bodies” • Creates 60%+ retention of new IPCs Summary

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