Take a plain telephone-message note, check the 'please call' box, write a brief message, and send it to 100 P/C insureds for whom you don't yet write any...

SERVICE SELLS! by Pegi Flahault Selling is as much about the approach as anything else including your approach to your employees. This document by Pegi Flahault can help you increase...

STAFFING & PRODUCTIVITY: HOW DO YOU MEASURE UP? by Judith Newman Is your agency overstaffed - or understaffed? How would you describe your agencys performance: Hi...

START NEW EMPLOYEES OUT ON A SAFE FOOT by Don Phin If your idea of orienting a new employee is to quickly introduce them around and show them the bathroom and the coffee room, you ...

STRATEGIC PLANNING OF HUMAN RESOURCES by Mary Beth Bolen To develop your human resources, ask yourself these questions. Planning the income strategy for a profit center or depa...

THE BALANCE SHEET DOES MATTER! by Chris Burand Chris Burand explains why a balance sheet definitely matters in an agency sale. The degree to which it matters depends on the quality of t...

The old marketplace selection process is futile. There simply aren’t enough carriers to go around, it’s not in the client’s best interests, and it doesn’t allow a firm to differentiate itself. To make matters worse, the average hit ratio is a whopping 15%! Rob Ekern recommends (and explains) the Brokerage Selection Process for developing and retaining revenue.

THE EXIT INTERVIEW: AN INVALUABLE INVESTMENT by Tom Baker How you end the e...

THE FIVE WAYS AGENTS GET FIRED! by Rob Ekern Independent agencies and brokerages are facing a growing threat to their middle market Commercial clients. These firms are being squeezed from...

THE IMPORTANCE OF RESOURCES: HOW CONSULTATIVE BROKERS DIFFERENTIATE THEMSELVES by C.R. Ekern Consultative brokerages develop spheres of resources to provide their clients a higher level of expe...