Every week below has two parts: what you personally do, and what you teach the person you're working with to do next. The second part is the one that actually matters — a step you never hand off just makes you busier, not more duplicated.
Do it yourself first, find your first people, make the first handoff.
Turn a one-time push into a weekly habit you and your team can track.
Teach the teachers, step back a level, and fix branches that stall.
Watch depth compound, connect the work to real payout, then reset the cycle.
Twelve weeks is a training frame, not a countdown — most teams run this cycle continuously rather than stopping at week 12. See the FAQ below if you fall behind or your team moves at a different pace.
Personally identify and approach two people. Not ten, not "as many as possible" — two, so the step stays copyable. A "find" doesn't have to mean a new affiliate — a customer who becomes a genuine repeat buyer counts just as much toward this week's goal.
Nothing yet. This week you're modeling the action, not explaining it — there's nobody downstream to teach yet.
Sit in on your two people's first attempts at finding their own two. Support, don't take over.
The first conversation itself — the actual words that worked for you, not just the concept of "go find people."
Check whether anyone in your team now has their own team growing — the first sign duplication is real, not just headcount.
How to recognize a successful handoff: the step happened without you in the room.
Pick one recurring day for team check-ins. Same day, every week, no exceptions for the first month.
Consistency beats intensity — the same small action every week outperforms one big push.
Start a simple log of who did their action this week — not just who "succeeded" this week. A follow-up with an existing customer counts here just as much as a new conversation does.
How to self-report honestly. Activity you can see is activity you can help fix; activity you can't, you can't.
Look for someone who's duplicating the step without being reminded to.
Recognize initiative out loud, and start stepping back from any step they've clearly got handled.
Meet directly with anyone who now has their own people to teach, not just their own people to find.
How to run a training conversation, not just a first conversation — the two are different skills.
Deliberately let a problem in your second-generation team get solved without you jumping in.
Delegation — the difference between being needed and being helpful. Only one of those scales.
Check in on any branch that's stopped duplicating. Skill gap, motivation, or just a bad-fit step?
Diagnose a stall against the three traits any duplicable step needs — simple, repeatable, teachable.
Compare this week's team growth to last week's. Look for compounding across depth, not just new names on one level.
How to read a duplication tree — the difference between width (more people at one level) and depth (levels below them).
Look back across all twelve weeks — which steps duplicated cleanly, which stalled, and why.
How to run this same review for their own team, then restart the cycle with what you both just learned.