You don't build a Diamond. You build Elites. Every rank in the plan is a number of Elites at a certain depth, and the focus map shows where they already are and where they're missing. This session does three things: you pick your level, you colour your map, and you test your candidates with something small they can do this week.
0Not Elite yet? Start here
Elite is 3,000 organisation volume, with no requirement on legs. In people: a group of customers who order every month, and a few of them who start sharing. You lay that first block with the craft from the book, in this order: your list, inviting, listening, enrolling, the monthly order, following up. Only then do you look for builders. This is the start path used in the doTERRA trainings and in our onboarding:
This week, if you're just starting: write your list of 25 names with a score; set your own LRP to 100 PV; invite three to five people with a line you've practised out loud; set your fixed weekly moment with your mentor; and practise listening once with someone in your warm circle, without it being about oils. The homework is in Grōw, the chapter The craft, with one exercise per part.
1Pick your level
Where do you want to go? That decides how deep you look. The numbers come from the compensation plan; the full table is in the appendix.
2Colour your focus map
Tap a circle to change its status: empty, candidate, nearly Elite, Elite. Press and hold (or double-tap) to add a name. You're in the middle; around you your three builders, their three, and their two. Whoever you enrolled yourself gets a gold ring: that's what counts for Premier, Silver and Gold.
3Test your candidates
You don't recognise a candidate by what someone says, but by what comes back. Give each candidate one or two of these assignments this week and ask about them next week. Whoever does it is coachable. Whoever leaves it has told you something too.
Example lines for "reply under five posts" (hand them to your candidate)
Three rules: mention something specific from the post, no product and no link, and end with a genuine question. "Lovely!" doesn't count. Five examples:
- Under a recipe: "This looks really good, I never would have thought to pair ginger with coconut milk. Do you make this more for dinner or lunch?"
- Under a tired morning: "I know that kind of morning all too well. What gets you moving on days like that?"
- Under a workout: "Good for you for pushing through, especially on a day you clearly weren't feeling it. Are you noticing a difference yet?"
- Under a win: "That's a great milestone, and I can only imagine how many conversations led up to it. What made the biggest difference for you?"
- Under something vulnerable: "Thank you for sharing this so openly, that takes courage. A lot of this sounds familiar to me too."
And this is how you ask a week later: "Show me those five replies. What did you notice, and did anything come back?"
4Work through your leaders
If you're building deeper than your frontline, you don't do this on your own. You do it with the team leader who sits between you and the candidate. Three questions per leader:
From the monthly Grōw mail of November 2026. All editions · Get it every month