Ask them to write out their goals and send you a copy - where they want to be in 2 years, 1 year, 6 months, 3 months, 1 month. If they write out their goals, they're more likely to refer to them and to reach them. And, if they send them to you, you can encourage them and offer congratulations when each goal is reached.

They should also be asked to write out what actions they intend to take to reach these goals - how many people they will contact, ads they will place and amount they will spend on advertising each week. People who have written their own goals and action plans are more likely to work with you to carry them out.

And don't forget to check to make sure your recruits have familiarised themselves with products and company's training materials.

Keeping in regular touch with your recruits (even if it's only to say 'Hello, how are you today?') means that they know you're there if they have any questions, or need help. If your time zones allow, phone contact is best way to keep in touch but, if not, emails are OK.

There's a fine line between supporting and motivating your recruits and breathing down their necks. Some people need more support than others, who may resent a sponsor who appears to be harassing them. Regular contact will help you work out best way to let them know you're interested in them and keen to help them with problems.

And when your first recruits have confidence and experience to do without you, plan to send out a monthly newsletter to keep everyone informed of what's happening in group.

When anyone in your downline does something right, always congratulate them as soon as possible, pointing out what they did right. Nothing gives such a boost as knowing someone else has noticed your achievement, and commented on it.

Be sure you've taught your recruits to motivate and support their people because, if you don't you could find your entire downline look to you for support and you won't have time to deal with lots of people on a personal basis!

Don't forget, your success depends on your downlines' success, so train them well!

For a moment, Taylor stood like a statue staring down into his glove in disbelief at his prize. He than looked up at me with a smile that would have melted any father’s heart and brought moisture to my eyes.

I was numb.

Taylor grabbed my arm and tugged me out of pedestrian traffic to car. The ball, upon closer examination was an official game ball that had probably been fouled out of park and retrieved by man.

Now, my son knows as much about customer service as I do about “RugRats”. But he made it perfectly clear that we were going to be regular visitors to that baseball stadium for years to come.

In fact, it’s safe to say that he is a baseball fan for life.

In retrospect, I believe that that gesture was one of greatest examples of “knock your socks off” customer service that I’ve ever witnessed in my life. As a result of a rather inexpensive, but sincere gesture by a stadium attendant, baseball has a lifetime customer. This guy went into my Customer Service Hall of Fame.

So what’s moral to this story?

Consider your business or organization. What are your front-line people doing to create lifetime customers? Are they empowered to make marketing decisions, such as one that stadium attendant made, on spot?

As much money as we spend on marketing our product or service, we sometimes forget that customers are won and lost on front-line.

Do you have a Hall of Famer working for you? Or are your customer service representatives shackled by company policies and procedures to degree that they are unable to capitalize on such “moments of truth”.

See ‘ya at ballpark.

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