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SAMPLE JOB DESCRIPTION: COMMERCIAL CSR Every position in the agency should have a written job description. An ideal job description contains the following elements: 1. Position title ...
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A BOY NAMED SUE: A GUIDE TO PRODUCER TRAINING by Chris Burand A successful producer training program creates a powerful competitive advantage. Many readers are probably familia...
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HOW NOT TO HATE PERFORMANCE EVALUATIONS by Emily Huling Emily Huling explains that a properly executed performance evaluation can help both individuals and organizations improve. ...
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LETS TALK ABOUT AGENCY PROCEDURES AGAIN by Grace Bauer We all have similar agency management concerns. Grace Bauer reminds you why we develop procedures and why we need to keep ...
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THE HIGH COST OF EMPLOYEE TURNOVER by Don Phin Money has little to do with turnover. Most surveys have found that satisfied employees wont leave a job unless theyre offered a r...
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$200,000 GROSS COMMISSION PER PRODUCER: DREAM OR REALITY? by Chris Burand Whats your agencys break-even point for producers? Does $200,000 sound high? Read this document b...
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(NON-WEB) SITE PLANNING: OFFICE LAYOUT by Virginia Bates 'Even if you're on the right track, you'll get run over if you just sit there.' -- Will Rogers Many agency princi...
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lsquo;CHANGE OR DIE! THE CULTURE OF YOUR ORGANIZATION by Mike Manes Should you attempt to change the culture of your organization? Mike Manes recommends that you restruct...
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lsquo;DEDICATED AGENCY MANAGEMENT by Chris Burand Once your agency reaches a certain size, dedicated agency management is essential for continued success. Agencies ar...
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I recently listened to an interview with Vic Conant of Nightingale-Conant talking about the shift in their program sales. During the 80s and 90s, such corporate names Tom Peters and Warren Bennis dominated program sales. However, since the early 2000s, there’s been a significant shift to programs for those want to become in charge of their own destiny. This “Brand You” trend has been going on for more than a decade, posing a significant exposure to today’s companies. As the workforce ages and changes, we’re going to have less available talent than ever. Given future economic uncertainty, more and more of the available talent will opt out to work for themselves.