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08/01/2022 · 4 min read
Align an insurance agency's marketing, hiring, and sales systems by scoring each on a 1 to 10 scale, fixing the weakest one first, and treating leads, producers, and process as one interdependent engine. A gap in any one caps the other two.
07/27/2022 · 4 min read
When the numbers go hard, Bryan Taylor protects culture by separating market conditions from performance failures, handling underperformer conversations quickly and privately ("here's what I'm seeing in your activity data"), keeping the win-of-the-week ritual alive, and narrating his own resilience out loud so the team learns the move.
07/25/2022 · 4 min read
Bryan Taylor runs deliberate positivity as agency infrastructure, not personality. He audits meeting tone, runs specific recognition (Sarah handled X exactly right) instead of generic praise, and refuses fear-based management. Result: lower producer turnover, higher engagement, and a client experience that produces referrals organically.
07/20/2022 · 5 min read
Marketing-first insurance agencies beat sales-first ones because consistent content, local search presence, email to the book, and a referral ask in every service call produce warmer leads at lower cost-per-acquisition. The compounding starts in 6 to 12 months and never reverses.
07/18/2022 · 5 min read
Sell more policies every week with five tactics: lead with the prospect's risk before the product, present two or three quote options instead of five, name the real cost of waiting, ask for the sale in plain language, and book the next callback before you hang up.
07/13/2022 · 5 min read
Eric Mangano's follow-up system: first-touch within 5 minutes of lead, touches 2-3 spaced 24-48 hours apart with different mediums, scarcity-and-specificity scripts by touch 5-6, mandatory CRM logging, weekly role-play, live call listening as a manager KPI, and team recognition for breakthrough calls.
07/11/2022 · 4 min read
Build a high-volume phone sales operation that converts by treating dial volume as the controllable variable and follow-up as the place deals actually close. Eric Mangano sets daily dial targets above 80 per producer, manages energy, and runs visible scoreboards so phone work feels like winning.
07/06/2022 · 5 min read
The commission structure that actually motivates insurance producers uses tiered accelerators (not flat percentages), persistency bonuses tied to 13-month retention, split-commission incentives for collaboration, a draw-plus-floor ramp for new agents, and multi-line household bonuses. Comp design is psychology, not math.
07/04/2022 · 5 min read
Your insurance leads aren't the problem, your activity level is. 100 leads need 6 to 8 touches each, which means 36 contact attempts a day across a 22-day selling month. Most agents make 10 to 15. The leads aren't dead, they're untouched. Set a daily activity floor.
06/22/2022 · 5 min read
The insurance agency KPIs that actually matter are dial-to-conversation, conversation-to-quote, quote-to-close, average premium per policy, retention rate, and referrals per client. Track these on daily, weekly, and monthly cadences. Ignore vanity totals and aggregate close rates that hide individual performance.
06/20/2022 · 5 min read
The #1 skill every insurance agency owner must master to scale is leadership: developing others instead of directing them, running regular accountability conversations, continuous recruiting, and creating clarity around roles, standards, and direction. Sales skill builds the agency. Leadership scales it past $2M.
06/08/2022 · 6 min read
The three hiring mistakes that keep insurance agencies stuck are picking candidates on interview enthusiasm instead of production evidence, under-investing in a real 90-day onboarding curriculum, and avoiding the early performance conversation until it has to happen under crisis conditions.
06/06/2022 · 5 min read
Bad hires are expensive. Most agency owners hire reactively without a real standard, then absorb the cost of training someone who never fits. These three non-negotiables filter out the wrong candidates before you spend a dollar on training and protect the team culture you spent years building.
06/01/2022 · 5 min read
Christine Angles' strategy stack: niche deep instead of broad, convert renewal into a real conversation instead of a transaction, build a team of complementary strengths, treat every setback as diagnostic data, and have hard conversations early. Every day a hard conversation is delayed makes it worse.
05/30/2022 · 5 min read
Christine Angles' four mindset shifts: replace hope with a scientist's experiment mindset, redirect performance anxiety into process commitment, compete against your own previous best instead of peers, and claim the next-level identity before the results justify it.
05/25/2022 · 5 min read
Without clear boundaries, every agent becomes a yes-machine that serves everyone but themselves. Here is how bold boundaries create the space that real agency growth requires, and why owners who refuse to set them stay stuck working in the business instead of building one that scales without their constant attention.
05/23/2022 · 5 min read
Handle every common insurance objection by translating the stated objection into the real concern: too expensive means value not yet clear; talk to my spouse means comfort exit; let me think means no emotional connection. Acknowledge, redirect with a question, and use prepared scripts your team has drilled.
05/18/2022 · 5 min read
Develop your insurance agency team with quarterly development conversations (not performance reviews), weekly visible numbers, explicit role clarity, behavior-specific recognition, structured training based on metric gaps, and cross-training that builds resilience and retention.
05/16/2022 · 5 min read
Grow your insurance agency by building a business, not a practice. Hire ahead of the growth curve, design client experience as a consistent system, build peer accountability into the team, and pick niches and go deep instead of chasing every product.
05/11/2022 · 5 min read
Owning an insurance agency is hard because you own every problem, manage people you were never trained to manage, carry six months of cash burn, and set the cultural temperature daily. Build financial and emotional reserves, invest in leadership development early, and surround yourself with operators who have done it.