For more than half a century, people have always had a very big misunderstanding, thinking that there is only one culture and only one concept of direct selling, which has caused a bloody storm in the history of direct selling. In fact, the success of the operation of a direct selling enterprise is the result of two sets of concepts and two sets of ideas: one is the concept and thought of the producer, and the other is the concept and thought of the direct seller system, which is opposite and unified. The well water does not interfere with the river water, which is said to be opposite, and the common purpose is to establish a network of direct salesmen, so as to eventually sell the products of the direct selling enterprise, which is called unity. Due to the opposition of concepts, the confrontation between direct selling enterprises and direct sellers, this kind of opposition is now historically that direct selling enterprises want to dominate direct sellers, and direct sellers want not to be subject to direct selling enterprises. Its classic story and typical case is the confrontation between the direct selling hegemon Meilu USA and its wholly-owned subsidiaries in China, Meilu China and Yego System. The interesting thing is that their fighting methods have not affected their respective hegemony in the direct selling and online worlds, and the reason for this is that the existence of unity.

In these two parallel cultures, the supplier culture, such as Meilu, is dominated by the provision of products and opportunities; The culture of direct sellers, such as the system, is dominated by selling dreams and training talents. It is a pity that countless Meilu people have always been impressed by Meilu's excellent corporate culture, but they don't know that their daily words and deeds are always influenced by the system culture, like a marionette. Negative people want to be isolated, those who leave are "corpses", trick newcomers into buying a place to start, and rush to the performance at the end of each month...... All of these are vivid portrayals of the culture of the system. One set in front of the people, one set in the back, one set on the stage and one set under the stage, which shows the most authentic portrayal of the corporate culture and the system culture of Meilu.

When I left Meilu, I made a long phone call to Yahan in Tianjin, in Nanchang, and fully expounded my views on the system, system and culture. She was almost silent for more than an hour on the phone, helpless about my departure, and it wasn't until the end that she told me that she might be able to keep if others left, but I really had nothing to say when I left her - I didn't give up in the most difficult time in my life, but left when I "shouldn't" the most, and she could only deeply understand this. Yahan has almost always been one of the few people who know me best.

A few days ago, Ai Jun, a deep department in the Tianjin market who followed me away, tried to influence his front row Dongsheng to leave Meilu, and when she mentioned me, this former depth mocked me with extreme contempt for being just a complete loser, and I knew that Yahan must have said something to the team. Back then, this Dongsheng, who despises me so much today, once admired me so much, and even when he was extremely disgusted with Ai Jun's first-hand leader Xu Lili and wanted to jump the line, it was my personality charm that made him firmly stay in this team and stay in Meilu, but now, everything is like a world away. If Zhu Ansheng's wanton slander against me in the team after I quietly left still has a little personal grudge, then Yahan's attack on me is completely out of the inevitable need for this business to continue to operate! Today, Yahan and I can still exchange distant greetings, and she can still continue to discuss with me about improving this business lightly, as before, but in front of the team, she will not be such a set of rhetoric, this is the "great" system culture! Yahan has to explain something to the team, otherwise how to explain that a diamond will abandon the "great" Meilu career? Only by being famous can we stand on the commanding heights of morality, and people have been like this throughout the ages.

Once upon a time, whenever I talked about the "corporate culture" class on stage, I couldn't help but burst into tears, which caused hundreds of listeners to burst into tears with me. Yes, there are so many moments that have touched me in the decades of development of Meilu, whether it is the 1989 Panamanian War in which cash was airlifted to give bonuses to dealers, or the 1998 Indonesian riots when employees stood up to protect the computer data of marketing personnel, or the 1997 return turmoil in which the company did not hesitate to lose more than 10 million yuan a day in order to keep its promise - in order to fulfill its promise to dealers, Meilu can do whatever it takes to be honest. In many company tours and commendations, I have also personally experienced the company's humane care and respect for every outstanding dealer. Yes, all this is true, I deeply believe it, but at the same time, in the seven years of Meilu's actual market practice, I have a deeper understanding of the system's lingering manipulation and control over the spirit of every marketer. Every marketer, when they are bathed in the company's spring-like atmosphere, practices a completely different set of behavior patterns in the team and the market, a concept that has been instilled in them since childhood, and deeply integrated into the blood and bone marrow of every Meilu person.

I still remember the last five sentences spoken by DeVos Sr., one of the founders of Amway in Beijing, on the stage in Beijing in 2006: I'm sorry, I was wrong

y，I am w

o

g）； I believe you; I'm proud of you (I am p

ide of you）； I respect you (I

espect you）； I love you. At that time, how moved and moved we were. We are so glad that we got on the right car, did the right thing, and followed the greatest cause in the world, but what about the high-level people who make up the system in the real world?

Dick DeVos, the eldest son of Amway founder DeVos Sr., who led the Amway Company from 1992 to 1997, wrote a book called "The American Story: 24 Elements of a Healthy Personality." This book, which has been distributed in the West and has been published in China, is now published in China, and the preface written by the famous writer writes emotionally: I always thought that the name Dick DeVos was a thinker or philosopher, but I did not expect it to be the head of a commercial enterprise, I spent an afternoon reading the 160,000-word book, and there were only two words in my heart - shame, because the 24 words in this book have been forgotten by us, and they are also scarce words today, and they were actually spoken by an American businessman......

I deeply believe in the 24 words mentioned in the book, and over the years, I have been trying to practice the Amway culture and Amway people standards advocated by this former Amway head, even though I am a Meilu dealer. However, as I got higher and higher, knew more and more diamonds, and got closer and closer to the peak of Meilu, everything I saw was getting farther and farther away from Meilu's corporate culture. Let's take a look at the independent and sound personality of the so-called high-level leaders of the United States!

24 elements of a sound personality

1. Be honest:

Dick DeVos – Honest people have true freedom; Dishonest people, sacrificing the credibility of tomorrow, abusing it today.

Meilu senior leaders - falsely reported income, ate grain, successfully packaged, and coaxed offline!

2. Reliable:

Dick DeVos – Walk the talk, whether he's a car worker or a bus driver.

Meilu senior leaders - in order to achieve the performance of the indiscriminate commitment, the goal is achieved when it is outdated and forget - because Meilu is your own business!

3. Impartiality:

Dick DeVos – Putting aside self-interest, staying away from prejudice, and treating everyone equally.

Meilu senior leaders - for their own goals, encourage the team to stock up on goods and rush performance!

4. Compassion:

Dick DeVos – Compassion is about taking care of others; But teaching people to be dependent on others is not compassion at all.

Meilu high-level leaders - "dead people" are normal, and the rest is king! Disdain the so-called "losers", and even attack them wantonly!

5. Courage:

Dick DeVos – Courage does not depend on strength, let alone age or gender.

Meilu senior leaders - Meilu is a career under the sun, and there is no stain at all. Everything about Meilu is impeccable!

6. Humility:

Dick DeVos – No boasting, no pride, no sacrifice for others.

Meilu senior leaders - exaggerate success, falsely report the results, and it will be a success!

7. Rationality:

Dick DeVos – Reason frees courage from recklessness.

Meilu senior leaders - simple, believe, obedient, do it!

How can there be performance without fanaticism?

Chong Chong Chong, silver medal in March, DD in one year, diamond in three years, retirement in five years, and be a monopoly!

8. Self-discipline:

Dick DeVos – Master the small things, deal with the big things.

Meilu senior leaders - blow culture on stage, play women off the stage (that is, women in the team)!

9. Optimism:

Dick DeVos – Yes, we can.

Merro Senior Leaders – Yes, we can do it, but we are not responsible because it is your own business!

10. Input:

Dick DeVos – Set the direction, put your heart and soul into achieving your goals.

Meilu senior leaders - go all out, devote yourself wholeheartedly, and do whatever it takes to achieve the goal!

11. Proactive:

Dick DeVos – remove excuses, be willing to try, and not be afraid of ridicule.

Meilu senior leaders - be sure to take the initiative to avoid anyone who is not active! Strictly prevent the crossing of side departments!

12. Work:

Dick DeVos – Every job is a joy and dignity.

Meilu senior leaders - Meilu is to refuse and refuse again, and then you can succeed and succeed again!

13. Fortitude:

Dick DeVos – Success is a matter of perseverance.

Meilu senior leaders - success belongs to those who persevere to the end, no matter how many people are sacrificed below!

14. Responsible for:

Dick DeVos – Take responsibility and take responsibility for your choices and actions.

Senior leaders of Meilu - refuse to admit mistakes, and never say sorry, because the leader is always right!

15. Cooperation:

Dick DeVos – Knowing how to work together in harmony and effectiveness can achieve great things.

Merro Senior Leaders – Cooperation, of course, but only in the same door (i.e., certain specific teams in the same system).

16. Administration:

Dick DeVos – Making good use of time, resources and natural talent also means "managing yourself".

Senior leader of Meilu - you are not my Maxima, you are just the old hen that I laid eggs for me, so I want to "make good use" of you!

17. Encourage:

Dick DeVos – Encouragement must be practical. Helping others where they are endeavouring and supporting them is encouragement.

Meilu senior leader - if you can still lay eggs, you will be encouraged, and if you can't lay eggs, you will slaughter and stew soup!

18. Forgiveness:

Dick DeVos – Accept one's own and others' imperfections, and forgive is forgetting.

Senior Leaders of the United States - Forgiveness of the Negative? Never! Forgive the person who left? Never! If you don't do it, it's "poison"!

19. Services:

Dick DeVos – The fruit of love is service. Every day, every moment, there are many opportunities to serve others.

Meilu senior leaders - always serve their own interests and goals!

20. Donation:

Dick DeVos – Giving is not about the quantity, but about the heart of the giver.

Meilu senior leaders - how much do you still have to donate, always cooperate with the company, so that our team has a "culture"!

21. Leadership:

Dick DeVos – a man who never makes mistakes, never takes risks, and avoids making decisions – is definitely not a leader.

Meilu senior leaders - rest assured, we will never make mistakes, our system is the best!

22. Opportunity:

Dick DeVos – Everyone can change, as long as he can take his chances.

Senior leaders of Meilu - everyone in Meilu can succeed! Everyone is a Monopoly!

23. Education:

Dick DeVos – Teach children to distinguish between good and evil.

Meilu senior leaders - simple, believe, obedient, do it!

24. Friendship:

Dick DeVos – Respect the freedom and rights of every person, regardless of race, color, language or religion.

Senior leaders of Meilu - friendship is required, but only for this team! Don't touch negative people!

When I finally wrote these with trepidation, I suddenly realized that I was not a "qualified" high-level leader at all, to borrow a phrase that Li Yunlong often said: "No wonder you can't pee in the same pot with them!" No wonder one day it will become a so-called "corpse" in their eyes! In the face of all kinds of evil deeds and bad products of the high-ranking people, the leaders of the United States Road will always use the phrase "the tree has a dead branch" to prevaricate the department's questioning eyes. Yes, big trees will always have dead branches, but the countless facts I have witnessed in the past seven years prove that the vast majority of the higher levels in the system are like this. Sow melons and get melons, sow beans and get beans, this may be regarded as a glorious result of systematic replication - after all, it is always easier to copy bad than good!

Looking around today's China, advocating the construction of a harmonious society has gradually become the mainstream, and the construction of a harmonious society must be supported by harmonious business ethics. The path of sustainable development is the path shared by all mankind, and the economy, environment and humanity are the three aspects of sustainable development. The development of this road cannot be one-sidedly pursued for economic growth while ignoring the harmony of the economy, the environment, and the humanities for a long time. This can also show Meilu that no matter how much tax revenue is generated by the company, if it is at the expense of sustainable and harmonious social development, it will not get the ultimate support of Chinese society. No matter how well the model of Meilu is preached by Meilu, in fact, it has never been accepted by mainstream society.

In Western society, the ethics of business is also a topic that has been discussed repeatedly. Business is not a social vacuum, and naturally it must abide by the morality of human society, which no entrepreneur will oppose, but what is business ethics? There were many disputes over this issue. Implicit here is a problem that contemporary philosophy needs to solve, here, I only want to use one word to express the business ethics of Meilu, that is, two words: indifference!

This "apathy" manifests itself in the following ways:

(1) It does not focus on the personal growth of marketers. We know that a very important aspect of business ethics should be to care for employees and respect their value. Because the marketing personnel of Meilu are not contracted employees of Meilu, they naturally cannot enjoy the survival guarantee, sales conditions, comprehensive training and other benefits provided by general enterprises to employees. On the contrary, they are constantly being marketed to buy products, conferences, materials, etc., which is called investing in your own future, which is discussed in the lesson "The Right Concept and Mindset". Professional sales promotion has several stages, which is a continuous process, and most people think that sales only occur in the product introduction stage, so they are completely unaware that they are always in the process of being promoted by Meilu and the system.

(2) Ignoring the fact that the vast majority of grassroots marketers have no income or have little income but have exceeded their consumption level for a long time.

(3) Marketers will even be saddled with the shadow of a "loser" after they eventually leave. Because in the systematic culture of Meilu, there are only successes and failures, and those who do not succeed must be losers. We all know that success is a continuous process in life, a future life outcome, but Meilu has changed the concept of success and simplified it to be able to sell products, diamonds, and crowns is success. The system deliberately utilitarianizes success and transforms it into the success it needs. Business ethics require kindness, sincerity, and attention, not being indifferent and reduced to a tool. In any case, Meilu has a deliberate fact of concealment and infringement of consumers' right to know, and in this regard, the "great" Meilu business really lacks business ethics.

Rhetoric is an art of language and a skill of persuasion. Just as there are two sides to everything, rhetoric is a double-edged sword: Churchill could save Britain from the ruins of the bombing with his passionate speech and great personality, while Hitler pushed Germany into the abyss with the same speech and bad humanity. Nowadays, the speech of success is being worshiped sacredly because it caters to the public's pursuit of success. I believe that when the generation that pursues successology finds that it is not very successful, successology can return to its rightful place. Remember, never be swayed by those illusory successes, being yourself is enough!

In Meilu's systematic education, we can see a large number of successful applications. If success knowledge can objectively teach people how to pursue success, it will certainly be enlightening and beneficial to people's growth, but if this knowledge is not combined with facts, it will become a tool for some powerful interest groups (high-level systematic) to confuse disadvantaged groups (grassroots marketers). Obviously, there are the following problems in the training of Meilu:

First of all, Meilu makes full use of people's subconscious. As the saying goes, a lie repeated a thousand times is the truth! Modern psychological research has found that people are more receptive to and store memories in a state of excitement, and they become more confident when they often actively talk about themselves. Therefore, in Meilu's training, "successful" people will tell everyone: "Unless a particularly smart person can understand it once, the average person has to participate in it many times before he can really have the concept of success." He may be like a mentor who teaches tirelessly, charging tickets ranging from a few tens of yuan to a hundred yuan each time, but he knows very well in his heart that as long as he has the opportunity to continuously influence their subconscious, it is natural to recognize this cause and continue to consume it for his own use. Why do newcomers spend money and time to get a systematically and cleverly designed public sales pitch? Why does such a speech have to create such a scene of excitement? The truth is self-evident.

Second, the large amount of information in the training is one-sided and logically confusing, and the rhetoric is almost no different from the trafficking of spiritual opium. Success requires many conditions, and motivation is only a very important part of it, but in Meilu, motivation seems to have become the only connotation of success. As long as you believe, you will be able to do it, and the essence of this is to increase your confidence in doing things. When someone has shown great talent in some area but lacks self-confidence, we should encourage him, and he himself should learn to be self-motivated. But the persistent Meilu people firmly believe that others can sell so many products and develop so many downlines, and they must be able to, as long as I also buy products, I also go to meetings, I also go to sell, and I also pull down the line. In fact, the "successful" person of Meilu will not tell you how he started to sell, how he sold the product, how he interacted with people, he will not tell you these specific and tedious details that inspire you, he will only tell you that he is successful now, and then some success stories with no factual background. This is also the reason why you can't participate in the training that does not match your award, and knowing the truth too early is really not conducive to your "thriving" growth in the United Road without enough carrots and expected benefits. Napoleon Hill, the originator of successology, advised recent college graduates not to work in industries with a low probability of success, especially insurance. And the "successful" people of Meilu will not honestly tell you how low the probability of success of Meilu is! For example, the probability of becoming a diamond is only 1 in 40,000; Even if you do diamonds, it is impossible to have a so-called annual salary of 700,000 yuan, even if it is three or four hundred thousand yuan, it is still gross; Not to mention that you have to be a trapeze artist to talk around to maintain the pipeline for this income; There will never be such a thing as absenteeism, and if there were, I believe that there are only no more than 30 people in the world who have such a guarantee, and it is still declining. Because these pipes are made of people, neither steel and concrete, nor gold, silver, copper, and iron! A lot of times, those "successful" people in Meilu tell you that these things are so realistic, not because he really got it, but because he believes that he will get it, because that's how he started to talk to him...... The common denominator of this kind of interest-driven rhetoric is: Meilu is good, Meilu is wonderful, and Meilu products are croaking! After the moving stories, no one will mention that this business will essentially play some legal margins, and no one will mention the massive number of losers who spend thousands of yuan, tens of thousands of yuan, hundreds of thousands of yuan, or even millions of yuan and eventually leave after several years of time-consuming and labor-intensive work.

Obviously, the vast amount of knowledge in psychology, successology, and rhetoric has long been sadly reduced to a tool to deceive others in the great cause of Meilu, which is embodied in the various trainings of Meilu and the systematic philosophy and culture that runs through it. A very small number of elites at the top of the tower know that the behavior of the disadvantaged group will lead to their subconscious involuntary consumption under strong influence, but they do it deliberately, because this is the lifeblood of any business - selling more products to make more profits, this is the unspeakable secret of Meilu. In Meilu's training, this is called "creating demand and guiding consumption".

There is no doubt that the powerful Meilu company first used its efficient public welfare and public relations activities to establish a good corporate image, and then made the following positioning in the minds of the public: Meilu Road is the best successful model, and its logical attraction lies in the fact that the replication model will inevitably succeed. An enterprise with a good reputation on the surface does not necessarily have a good connotation. The superficial corporate image is not necessarily the true face of the enterprise. We must understand why a company should achieve a good corporate image. I think the essence should be for profit considerations, and only profit is the core of corporate problems.

I'm not advocating skepticism, but I'm trying to teach people to ask how does a company make a profit? This question determines the true face of the business. Therefore, there is a lack of necessary logical connection between Meilu's good corporate image and good success model, that is, the essential question of how to obtain profits has been deliberately avoided. So, how are the profits of Meilu people formed? In the final analysis, profits are generated from the three elements of the means of production, is it because of the use of advanced methods to greatly reduce costs, or is it because the employees of Meilu have higher productivity to achieve more production per unit of time? Or...... In my opinion, the core competitiveness of Meilu is the direct sales model. But this direct selling is not the other direct sales - not a single-level direct sales like Dell or Avon, which can visibly omit the intermediate links. Of course, some people question whether the current Dell has a large profit contribution from the direct sales model or a large profit contribution from customized services, that is to say, direct sales will necessarily bring about a reduction in costs?

As far as the Meilu model is concerned, everyone must belong to a certain master, which means that Meilu has multiple incentive payouts, and are these incentive payouts enough to offset the huge expenditure of management costs for non-direct selling businesses? If not, then there should be a higher price for the product than similar companies; If it does, it means that the overall emergent less spending is dividing the bonus gap. So is this disparity at the expense of fairness? In traditional businesses, because there are no multiple rewards involved, it is natural to pay the multi-level part of direct sales to a single layer to increase everyone's income. In this way, the issue of efficiency may be involved, and how to balance equity and efficiency is not the big issue of human development? Going back to the business ethics mentioned earlier, does Meilu really solve this problem? If left unaddressed, it will inevitably create a great deal of de facto inequality in the system.

Let's take a look at the tempting logic of Meilu, if this logic must be correct, then in the United States, a business giant that is larger than Meilu, such as Coca-Cola, will it be more successful if it also replicates this model? Or, if a competitor who is far stronger than Meilu such as Procter & Gamble copies Meilu's model, what is Meilu's competitiveness? For individuals, if success can be easily replicated, then why is success always only for a small number of people? Even if someone succeeds in the Meilu model, should that success be attributed to that person's mastery of sales skills and relationships, or is it because of the uniqueness of the model that leads to his success? Is the model important, or is the capability important? If competence matters, why can't he succeed in other industries? If the model is more important, then why can't more successful people be cultivated? The IT, networking, and energy industries can produce dozens of millionaires a year, so why not say that their model is more valuable? Obviously, these are all questions that cannot be answered by the logic of Meilu.

We know that a company's corporate culture often refers to the concept that exists in the enterprise and invisibly guides employees to behave and do things. A company with an excellent corporate culture does not need to advocate the connotation of culture, because culture exists in everyone's way of thinking and consciously guides employees to do the right thing. Great companies are always looking for employees who can adapt well to the corporate culture, rather than fooling them. Jack Welch, the world's chief CEO, once said, "If a manager doesn't create numbers, but practices values, I give him another chance; If he doesn't do things according to GE's code of conduct, he'll never get a second chance. The importance of corporate culture to world-class companies goes without saying.

One of the most common words of Meilu people when talking about corporate culture is "helping people to help themselves", as a former Meilu person, can you really feel this culture of "helping people to help themselves" from the hands-on leaders? For example, offering free training? For example, to provide a small number of samples that customers need? In reality, the most you do is to keep motivating you, constantly inducing you to participate in various meetings, and then use the product for yourself. Although he will also tell you a lot of sales techniques and will also point out some of your sales flaws when visiting customers with you, more often than not, you will have to face countless rejections on your own, and then make a fool of yourself and numb yourself with a lot of self-use! It is the dream expectation of Meilu people that all more than 500 kinds of products enter China, but they don't know that marketing is not as simple as adding up quantity. Behind the tireless recitation of the words learned from various meetings to everyone, there is financial embarrassment, the passage of youth, and the disgust of friends...... Meilu often talks about "consumption creates wealth" and "gold at home", but these poor marketers and best customers of Meilu regard the company as a god, and there has never been an industry or a company in the world like Meilu, who slaughters their marketers as fat sheep.

Is there something wrong with Meilu's corporate culture? No matter what Meilu's corporate culture is, it is difficult for the majority of grassroots marketers to experience these cultures. A bad person says to a good person that it is a natural human virtue to help others and that we should all help others. Of course you can believe such words, but you can't trust the bad guys. Because, in the end, his actions tell us that he simply does not believe what he says, and that he does not have the virtue of helping others. A person without virtue keeps preaching virtue because he knows that virtue is always easy to believe. Under the fanatical thinking, one will wonder, isn't what he said right? Since it's right, I should believe it. Remember, the more people need you to believe, the more they will preach it, but those who are truly virtuous are always humble. Therefore, Meilu's corporate culture may only belong to the employees of those companies, or a very small number of people at the top of the pyramid, and it is difficult for ordinary marketers to appreciate that language may become a tool for bad people to do bad things. I hope more friends of Meilu can understand that language is only the appearance, and the truth is always in the facts! And the facts are the greatest logic!

Almost all systems emphasize sincerity, friendship, and ...... But in the past seven years, hoarding, low discounts, and grabbing lines...... It only devastated me. I also naively thought that the trees were big with dead branches, and the forest was big with all kinds of birds, but I slowly found that more and more behaviors that violated the corporate culture of Meilu had gradually become the mainstream of various systems, and I couldn't help but sigh infinitely: the system is dead, and the sky should stand!

Corporate culture and system culture, who is the angel and who is the devil? It is undeniable that, theoretically speaking, Meilu's corporate culture is one of the best in the world, and it can always think from the other party's standpoint, but its marketing system and system culture always stand in its own position to solve problems. In systematic education, Meilu wraps its obscure original meaning with too many universal values, and it has insight into all human needs, all of which are intoxicating and addictive. And the most helpless thing is that so many people from all walks of life are willing to get up earlier than chickens, work more tired than cows, eat worse than pigs, sleep later than donkeys, and can always keep themselves good mentally for an illusory ideal. Why is there an opportunity? This question is worth pondering, but it is certainly not a problem in one link. Just like Daji looking in the mirror, Meilu's culture is charming and touching on the surface, but in the bones it is more like a cunning fox, a glorious fig leaf. Or, as Eileen Chang said, a gorgeous robe may have been infested with lice.