This session was led by Abdul Rehman for new and prospective members of the Forever Living business community, including students, housewives, and working professionals.
The meeting focused on explaining the Forever Living business and marketing plan, covering membership levels, earning potential, incentives, and the role of CC (common currency/cash credit).
Key company rewards such as global rallies, car plans, leadership bonuses, and international/domestic tours were discussed with examples of current achievers from the community.
Attendees were encouraged to take notes, actively participate in trainings, and complete assigned homework for ongoing learning and progression.
Action Items
Next training session – All attendees: Attend and actively participate in the next scheduled session.
Ongoing – All new members: Complete assigned homework and submit before the next session.
As soon as possible – All attendees: Take screenshots of key slides and keep notes for future reference.
Forever Living Business & Marketing Plan Overview
Introduction of speaker (Abdul Rehman) and participants, highlighting the diverse backgrounds (students, housewives, job holders).
Explanation of the Forever Living business model, operating in 170+ countries with a unique internal currency system (CC - Common Currency/Cash Credit).
Each Forever product has a CC value, standard across countries, though local currency varies.
Initial membership starts as a Novus (customer) with 0 CC, progressing through levels: Assistant Supervisor (2 CC), Supervisor (10 CC), Assistant Manager (60 CC), and Manager (120 CC).
Earning at each level increases with rank: discounts start at 5% (Novus) and go up to 30% (Manager); referral bonuses and cashback also increase with higher ranks.
Levels and achievements are permanent for lifetime and may be inherited or transferred to close family.
Advancement is based on personal/team sales (measured in CCs) and supporting downline members’ growth.
Career Progression & Earning Potential
Beyond basic ranks, higher designations like Senior Manager, Soaring Manager, Sapphire, Diamond, and Centurion Manager are reached by developing managers in the downline.
Each higher rank unlocks increased monthly earning potential, with practical examples shared (e.g., monthly incomes ranging from 1.5 lakh to crores, depending on level).
Income proof and live earnings from community leaders/managers were presented for motivation.
Achieving higher ranks depends on supporting downline members to become managers, following a principle of mutual support and community upliftment.
Incentives, Bonuses, and Recognition
Key incentives include:
Global Rally: Annual, fully-sponsored international event for high achievers; includes stays in five-star hotels and family participation.
Eagle Manager Retreat: International retreat for qualified members, with business targets and team development as criteria.
Chairman Bonus: Substantial annual bonus cheque, ranging from 80 lakh to 2 crore, awarded at the manager level and above.
Forever to Drive (Car Plan): Three-tier car incentive. Cash grants provided monthly for three years upon achieving set business targets at each level.
Leadership Bonus: Additional percentage-based bonus paid on the earnings of downline managers, up to the third generation.
Volume Bonus and Referral Bonus: Paid on the business generated by direct and indirect team members.
Additional recognition includes domestic tours, Umrah trips, and other rewards for top performers; stories and images of current achievers were shared.
Training, Homework, and Next Steps
Emphasis on understanding the business plan, taking diligent notes, and regularly attending and engaging in training sessions.
Attendees were reminded to complete assigned homework tasks, which support learning and progression.
Encouragement to remain resilient through initial difficulties and to seek inspiration from current leaders' journeys.
Decisions
Reaffirmed Training and Progression Path — All attendees are expected to actively pursue their training, complete homework, and work towards skill development and business growth.
Open Questions / Follow-Ups
No explicit open questions or pending issues were mentioned; ongoing engagement and individual progress to be monitored in future sessions.