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02/22/2021 · 6 min read
Build an agency that runs without adrenaline by adopting a training identity over a sales identity, designing the environment to remove friction, rehearsing tough conversations, and coaching producers with granular, impersonal feedback ('your contact rate is 23%; top is 41%').
02/19/2021 · 6 min read
Lyneil Mitchell, a former athlete turned agency owner, runs the wobble diagnostic: when production dips, isolate the specific mechanical deviation (close rate, contact rate, average premium) and correct that one variable, not the whole system. Athletes train so execution is automatic. So should agents.
02/15/2021 · 6 min read
Insurance agents who complain less grow faster because complaining feels productive but burns the time and attention that builders spend responding. Run a one-week complaint audit, categorize every gripe as within or outside your control, and shorten the gap between problem and response.
02/12/2021 · 6 min read
Run father-son agency disagreements by entertaining the other side's read as real, not as courtesy. Make succession gradual so clients move with the brand. Younger producers connect faster with thirty-something households who will not renew on inertia alone.
02/10/2021 · 6 min read
A father-son insurance alliance works when roles are complementary, not duplicate, and the senior partner transfers carrier relationships, client trust, and reputation gradually. The Kamperts built theirs deliberately, with David anchoring credibility while Joe handles the next-generation digital side.
02/08/2021 · 6 min read
Prepared agencies have four structural buffers: diversified lead sources so no single channel is above 60% of new production, multiple carrier relationships, a book not dependent on any one producer, and three to six months of cash. Build them before you need them.
02/05/2021 · 6 min read
Track three numbers weekly: cost per acquisition by lead source, close rate by lead source and producer, and policies per new household. Build the manual habit for eight weeks before automating reports. The agencies that scale make marginally better decisions over time, not dramatic pivots.
02/03/2021 · 6 min read
Captive agencies grow year over year by working retention as active outbound contact, hiring for capability not capacity, and auditing weekly activity for what actually drives production. Protect prospecting time first. The captive model holds up when the agent stops resenting it.
02/01/2021 · 6 min read
Captive agents who grow inside Farmers run three plays: multi-line density on every household from the first call, active use of carrier programs and MDF other agents ignore, and renewals worked as prospecting touchpoints rather than retention checks. Mindset filters the noise.
01/29/2021 · 6 min read
Real social media presence for an insurance agent is consistent (three posts a week for six months), personal (your face and voice, not carrier graphics), educational (umbrella coverage, post-accident steps, premium changes), and platform-targeted (Facebook for homeowners, LinkedIn for commercial). Results land at month six.
01/25/2021 · 6 min read
Standard homeowners policies exclude flood. Roughly 25% of NFIP claims come from outside high-risk zones, and the NFIP carries a 30-day waiting period that traps reactive buyers. Talk flood with every residential client, learn the private market, and document acceptance or decline in writing.
01/22/2021 · 6 min read
Four knowledge pillars build a real insurance agency: product knowledge, self-knowledge, market knowledge, and systems knowledge. Most owners have one and a half. Score yourself honestly, pick the weakest pillar, and commit one specific improvement this quarter. Lifting the lowest pillar raises the ceiling on everything else.
01/20/2021 · 6 min read
Build peak agency performance with three daily non-negotiables: seven to nine hours of sleep, 30 minutes of intense movement four days a week, and intentional nutrition. Periodize the year with peak campaigns and deload weeks so the operator never breaks.
01/18/2021 · 6 min read
Build peak performance as an agency owner by treating mind, body, and business as one operating system. Replace limiting stories with documented action, invest in sleep and movement as business inputs, and watch decision quality compound across the agency.
01/15/2021 · 6 min read
Three Stoic principles run an insurance agency through turmoil: discipline of perception (separate facts from stories), direct-action bias (move on the situation as it actually is, not as you wish it were), and long-game orientation (use obstacles to expose and fix structural weaknesses, not just replace what's lost).
01/13/2021 · 6 min read
Elite morning routines hold up because of environmental design, an evening wind-down that prepares the next morning, and the don't-miss-twice rule. Phone across the room, exercise clothes laid out, three priorities written the night before. Identity changes first, behavior follows, results compound over a year.
01/11/2021 · 6 min read
The 5AM Club gives insurance agents a competitive edge by claiming the first hour after waking, when cortisol is high and the prefrontal cortex is most plastic. Robin Sharma's 20/20/20 Formula splits that hour into intense movement, reflection, and learning. Agents who run it consistently make sharper decisions all day.
01/08/2021 · 6 min read
Insurance agency hiring works when you run it as an always-on system: a specific candidate profile, an ongoing pipeline, a three-stage interview process, and a structured 90-day onboarding plan with weekly metric checkpoints. Reactive hiring breaks agencies.
01/06/2021 · 6 min read
Break the agency plateau by importing ideas from outside insurance, applying every concept within 72 hours, teaching what you learn to your team, and building external accountability through a coach or mastermind. Behavior change, not content consumed, is the only real education metric.
01/04/2021 · 6 min read
Fix the education gap most agents carry by investing in mindset, physical performance, and business skills in parallel. Audit your last 90 days: hours on CE versus hours on leadership, hiring, and marketing. Reverse the ratio and your agency stops breaking at the human level.