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...fic. Comment on attitude, skills, talents, efforts, and progress. Be objective: Document with examples and information. You are essentially func...or with responsibilities to the worker and management. CONCLUSION: Training a new CSR provides challenges — and opportunities. The more effectively...

...gency attract and retain the best talent? Risk being different. Think about wh...reased business, increased efficiency, and increased revenue!

... . Separate the person from the error; offer to help. Follow up in the promised manner and time frame. When the problem is corrected, praise generously and genuinely. When evaluating the trainee with your manager, be specific. Comment on attitude, skills, talents, efforts, and progress. Be objective: Document with examples and information. You are essentially functioning as a supervisor with responsibilities to the worker and management. CONCLUSION: Training a new CSR provides challenges — and opportunities. The more effectively you do the job ... has not been rated yet. How to meet the challenges — and opportunities — of training a new employee. During your career as a CSR, you'll be asked (probably more than once) to train someone who's new to the insurance industry, new to the agency, or both. Doing an effective job of training this person, while keeping up with the demands of your own job, can be challenging, to say the least. Here are some suggestions to help: Get the basics straight: Make sure that the ... to give both praise and criticism. When praising, do so enthusiastically and genuinely and in the presence of others. When criticism is needed, follow these guidelines: Criticize in private. Never degrade or embarrass. Be timely. Criticize as soon as possible after the error is discovered. Don't stockpile. Don't save up and "dump" several criticisms on a trainee all at once. Be specific. Document what, when, and how the problem occurred. Be understanding, but expect improvement. Your responsibility is to train a ...

...ario: An agent was friendly to a talented young woman at a customer's busines...f Karlin Management Resources, a sales and management consulting firm. He can...

...ario: An agent was friendly to a talented young woman at a customer's busines...tting There is a criterion for long-, and short-term goals. Choose an existing account and profile it below. Key Account:____...

... to highlight special experience, talent, and competence, to elicit special agency e...erform the duties he or she is best at and likes most. That concludes the rev...

... a third party or a merger or cluster arrangement may be necessary. 3. Operational Structure of Each Firm If two firms' operations are set up too differently, a business combination might not work. A firm's organizational structure often reflects the philosophies of management and the talents of the individuals employed. A successful business combination combined into one location can merge the best of each party's organizational structures and employees. Melding the best structures and employees is the most difficult aspect of any business combination. Each party is usually too close to its ... the other party to make an astute decision; (2 ) searching for a quick fix for a loss of markets, or (3 ) finding a deal with a price that seems' good. A recent IIAA study reported that only 46,000 independent insurance agencies exist now, compared to 53,500 five years ago. The study also indicated that 26% of these remaining businesses have been acquired or merged with another firm in the past few years. COMPATIBILITY ISSUES The most difficult part of creating a successful business combination ... these 10 areas are determined to be workable. A third party may be needed to facilitate this process. Catherine Oak, along with Bill Schoeffler, runs Oak & Associates in Glen Ellen, CA. Their consulting firm specializes in agency management, automation, clustering, errors and omissions, evaluations, mergers, and producer compensation. You may E-mail Oak at [email protected] or call her at (707) 935-6565. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons ...

... the chance of reaching the person you want to speak to. Second, gatekeepers often become influencers of buying decisions or are promoted into positions of authority and decision-making at a later point in their careers. Consider the following true scenario: An agent was friendly to a talented young woman at a customer's business who was attending night college. After graduating, the women decided to remain in the industry because she liked it so much. She went to work full-time for the same dress manufacturer and within four years opened her own shop and ... thinking, they are a waste of time. Goals must be attainable; therefore they must be realistic. As a sales professional, know your limits and potential. Modifiable Each individual's goal must be self-supportive and agency-supportive' as well. Those goals that meet personal and agency objectives also must be flexible enough to meet changing demands of situations. Nothing is stationary, especially in today's soft insurance market and lagging economy. Situations change from one minute to the next and more often than not, these changes are beyond the control of you ... require weekly calls-especially if the industry is subject to constant change as a result of laws, for example, the medical and hazardous waste industries. Not only does it make good business sense to stay in contact with customers, it is also a way of avoiding potential errors and omissions situations. Calls can be in-person or on the phone, depending on the size of the account or degree of servicing the account demands. The purpose of contact is to maintain the degree of control a producer has over current business as well as renewals ...