What is Affiliate Marketing?

Affiliate marketing at its very core is about relationships,
a relationship between three parties:

affiliate marketing on blackboard

In the world of affiliate marketing, an advertiser can be a company selling a product like electronics, airline tickets, clothing or car parts, or an advertiser could also be an insurance company selling policies. The most important thing to remember is that you are an advertiser if you are ready to pay other people to help you sell and promote your business.  TRIM Down Global is the Advertiser that is willing to pay you to sell our product TRIM Down Fiber Plus+!   I am the owner and CEO of TRIM Down Global!

A publisher is an individual or company that promotes an advertiser’s product or service in exchange for earning a commission. Advertisers contractually agree to work with a publisher, then provide the publisher with creative – in the form of links, banner or text ads or even unique phone numbers – that the publisher incorporates into their website.  I am going to be giving you some awesome tools to use in order to sell my product.  Here is what I am going to teach you:  How to Blog, Provide a Blog Template (FREE of charge), Using Facebook to get more targeted traffic to your Blog.  For the more advanced users or even those who are not, I will also teach you how to become an affiliate for Click Bank, Commission Junction and Amazon.    All of this content is going to be trained to you for FREE!!  You will never pay me a single penny and you will never have to purchase the TRIM Down Fiber Plus+ product to ever be eligible to earn an commission.

The final component that completes the affiliate relationship triangle is the consumer. The consumer is the one who actually sees the ad and then makes an action (either by clicking a link or by submitting their information via a form) that takes them from the publisher’s website to the advertiser’s to complete the action, which we call a conversion.  A conversion will get you a commission!  You will get paid to sell my product.  I will then also train you on how to keep in touch with that consumer and have them coming back to reorder the product to earn a commission again!

I am also going to pay you if you refer other affiliates to sell the product too.  Up to 5 levels!  I will NEVER ask you to pay me at all or ask that you purchase my product, but you will be able if you wish.  I will help you become an Internet Marketer whether you are 20 years old or 70 years old.

I am dedicated to making this company a HUGE success and if you wish to take a ride with me I’m willing to teach you.  In the last 3 years I have earned $1.5 Million Dollars as a stay at home,  WOULD YOU LIKE ME to teach you my skills!

I’m so excited you wish to join me and I can’t wait to share the final ingredients of TRIM Down Fiber Plus+, I have put so much research and thought into this company and product.


Live life like you mean it!!












Wendy Bongalis-Royer

TRIM Down Global



Join us now http://www.trimdownglobal.net

Announcing the TDG Affiliate Program!


My name is Wendy Bongalis-Royer and I am the Owner and CEO of Trim Down Global Affiliate Program.

I will be providing training on how to utilize blogging, Facebook and so many other methods to market for SEO.  SEO stands for Search Engine Optimization.

I am so excited that you wish to join me on this amazing journey and if you haven’t already joined me or signed up to be an affiliate, you can do so by clicking on this link www.trimdownglobal.net

If you would like to listen to my ideas and the vision I have for this company before you decide to become an affiliate of my company, you may do so by clicking on this link.


If you choose to continue your path with another venture, I wish you nothing but success on your journey!!




Wendy Bongalis-Royer

Trim Down Global




6 Leadership Styles, And When You Should Use Them



Taking a team from ordinary to extraordinary means understanding and embracing the difference between management and leadership. According to writer and consultant Peter Drucker, “Management is doing things right; leadership is doing the right things.”

Manager and leader are two completely different roles, although we often use the terms interchangeably. Managers are facilitators of their team members’ success. They ensure that their people have everything they need to be productive and successful; that they’re well trained, happy and have minimal roadblocks in their path; that they’re being groomed for the next level; that they are recognized for great performance and coached through their challenges.

Conversely, a leader can be anyone on the team who has a particular talent, who is creatively thinking out of the box and has a great idea, who has experience in a certain aspect of the business or project that can prove useful to the manager and the team. A leader leads based on strengths, not titles.

The best managers consistently allow different leaders to emerge and inspire their teammates (and themselves!) to the next level.

When you’re dealing with ongoing challenges and changes, and you’re in uncharted territory with no means of knowing what comes next, no one can be expected to have all the answers or rule the team with an iron fist based solely on the title on their business card. It just doesn’t work for day-to-day operations. Sometimes a project is a long series of obstacles and opportunities coming at you at high speed, and you need every ounce of your collective hearts and minds and skill sets to get through it.

This is why the military style of top-down leadership is never effective in the fast-paced world of adventure racing or, for that matter, our daily lives (which is really one big, long adventure, hopefully!). I truly believe in Tom Peters’s observation that the best leaders don’t create followers; they create more leaders. When we share leadership, we’re all a heck of a lot smarter, more nimble and more capable in the long run, especially when that long run is fraught with unknown and unforeseen challenges.

Change leadership styles

Not only do the greatest teammates allow different leaders to consistently emerge based on their strengths, but also they realize that leadership can and should be situational, depending on the needs of the team. Sometimes a teammate needs a warm hug. Sometimes the team needs a visionary, a new style of coaching, someone to lead the way or even, on occasion, a kick in the bike shorts. For that reason, great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.

My favorite study on the subject of kinetic leadership is Daniel Goleman’s Leadership That Gets Resultsa landmark 2000 Harvard Business Review study. Goleman and his team completed a three-year study with over 3,000 middle-level managers. Their goal was to uncover specific leadership behaviors and determine their effect on the corporate climate and each leadership style’s effect on bottom-line profitability.

The research discovered that a manager’s leadership style was responsible for 30% of the company’s bottom-line profitability! That’s far too much to ignore. Imagine how much money and effort a company spends on new processes, efficiencies, and cost-cutting methods in an effort to add even one percent to bottom-line profitability, and compare that to simply inspiring managers to be more kinetic with their leadership styles. It’s a no-brainer.

Here are the six leadership styles Goleman uncovered among the managers he studied, as well as a brief analysis of the effects of each style on the corporate climate:

  1. The pacesetting leader expects and models excellence and self-direction. If this style were summed up in one phrase, it would be “Do as I do, now.” The pacesetting style works best when the team is already motivated and skilled, and the leader needs quick results. Used extensively, however, this style can overwhelm team members and squelch innovation.
  2. The authoritative leader mobilizes the team toward a common vision and focuses on end goals, leaving the means up to each individual. If this style were summed up in one phrase, it would be “Come with me.” The authoritative style works best when the team needs a new vision because circumstances have changed, or when explicit guidance is not required. Authoritative leaders inspire an entrepreneurial spirit and vibrant enthusiasm for the mission. It is not the best fit when the leader is working with a team of experts who know more than him or her.
  3. The affiliative leader works to create emotional bonds that bring a feeling of bonding and belonging to the organization. If this style were summed up in one phrase, it would be “People come first.” The affiliative style works best in times of stress, when teammates need to heal from a trauma, or when the team needs to rebuild trust. This style should not be used exclusively, because a sole reliance on praise and nurturing can foster mediocre performance and a lack of direction.
  4. The coaching leader develops people for the future. If this style were summed up in one phrase, it would be “Try this.” The coaching style works best when the leader wants to help teammates build lasting personal strengths that make them more successful overall. It is least effective when teammates are defiant and unwilling to change or learn, or if the leader lacks proficiency.
  5. The coercive leader demands immediate compliance. If this style were summed up in one phrase, it would be “Do what I tell you.” The coercive style is most effective in times of crisis, such as in a company turnaround or a takeover attempt, or during an actual emergency like a tornado or a fire. This style can also help control a problem teammate when everything else has failed. However, it should be avoided in almost every other case because it can alienate people and stifle flexibility and inventiveness.
  6. The democratic leader builds consensus through participation. If this style were summed up in one phrase, it would be “What do you think?” The democratic style is most effective when the leader needs the team to buy into or have ownership of a decision, plan, or goal, or if he or she is uncertain and needs fresh ideas from qualified teammates. It is not the best choice in an emergency situation, when time is of the essence for another reason or when teammates are not informed enough to offer sufficient guidance to the leader.

Bottom line? If you take two cups of authoritative leadership, one cup of democratic, coaching, and affiliative leadership, and a dash of pacesetting and coercive leadership “to taste,” and you lead based on need in a way that elevates and inspires your team, you’ve got an excellent recipe for long-term leadership success with every team in your life.

Why are people Haters?

Today as I was browsing through Facebook I saw several of my successful friends, one of my Facebook Friends is in the Entertainment business, he is an author of plays, the other is also in the Network Marketing industry as I am.  They were posting about their own personal ‘haters’ which made me reflect on my haters.

Yes I have a few, some are public about their feelings towards me (to others) which then is always conveyed to me but they make no qualms about it.    Some are a little bit more low..  The ones who say “Oh I Love You” to my face but then turn around every chance they get to bash you secretly.  I’ve even had some in my home as my guest!  Personally I don’t like these kind of haters, I’d prefer the ones who were honest and upfront. Just keep it real!  Stop all the b.s……..

What I don’t understand is why there are some people who want to tell you everything your hater or secret hater says about you…  I’ve often wondered if those who ‘spill the beans’ are actually secret haters too.  I can’t figure out if they are just trying to protect me or to make me feel worse? hmmmmm

I’ll never know, but today I went on an education experience to come to peace with my personal haters.

Here is what I found:  Some definitions of a Hater….

- A person that simply cannot be happy for another person’s success. So rather than be happy they make a point of exposing a flaw in that person.

- Overused word that people like to use just because someone else expresses a dislike for a certain individual.

- A person who feels anger and/or jealousy for someone who has succeeded in something they have worked hard for.

- A person who pretends to act happy for your successes then just trash talks you behind your back.

Personally I already know who my haters are in my current situation in my life.  But as you rise and become a successful person in this industry or ANY industry for that matter you will come across your own personal haters.

DO NOT RUN AWAY and do NOT give in!

Here is my bit of advice for you!!!

The best way to tell a hater is: look at how they treat others and look at their actions. Don’t think you are special. If they tear down and disrespect people they consider friends, and then smile in their faces when they come around, don’t deceive yourself as though they won’t be the same with you. I think the hardest thing for us as humans to do is accept people for exactly who they are. As Maya Angelou said, “When someone shows you their true colors, believe them.” Hatred ultimately destroys the hater. Don’t get tricked into thinking that you have to carry the burden of hate. The psychology of a hater is to impose their self-hate on others. It’s not as much about you as it is about them. Don’t take hate personally, because at the end of the day — it just isn’t. Don’t look at hate as a reflection of yourself and your work, but don’t use it as a crutch either. Take time to reflect and critique yourself and surround yourself with others who are honest enough to do the same. Now go get you some haters!

You will have TRULY ARRIVED when you have haters!