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06/08/2020 · 6 min read
The top insurance agencies grow on clearer vision and stronger culture, not better leads or bigger ad budgets. Operational vision answers where the team is going, why it matters, and what each role does. Culture is the behavior you tolerate, celebrate, and model every Monday.
06/01/2020 · 6 min read
Martin Amador built his Denver Allstate agency on community presence (sponsorships, local events, knowing clients' kids) and motivational management that aligns each team member's daily work to an outcome they personally care about. Relationship-sourced clients stay longer, refer more, and pay less attention to price.
05/29/2020 · 6 min read
Brian Boffa's Consolidated Human Resources runs the payroll, benefits, compliance, and employment-law overhead through a PEO co-employment model so agency owners stop firefighting HR. For 10-50 employee agencies, this gives bigger-company benefits, real compliance coverage, and back the time you were burning on admin.
05/27/2020 · 6 min read
Agency owners stop drifting by protecting attention and acting with intention. Block strategic time before the week starts, pick three non-negotiables daily, engineer focus barriers, and audit where your hours actually go. Drift dies when deliberate work owns your first two hours.
05/15/2020 · 7 min read
Facebook works for insurance when you treat it like a social platform, not a billboard. Use granular audience targeting (life events, behaviors, specific industries), publish education-first content answering questions people actually ask, run retargeting on website visitors, and lean into video. Sean Matheis built Agency Alliance on exactly that approach.
05/11/2020 · 7 min read
Gregg Blanchard built a durable Allstate agency by importing real estate franchise discipline: pick a specialization based on real knowledge and network, say no to everything else, and mentor agents two to three years behind you to compound your own thinking.
05/01/2020 · 6 min read
Automate your quoting pipeline by mapping every manual step from lead to bound policy, then routing intake, qualifying questions, and quote delivery through forms and CRM workflows. Keep humans on the coverage conversation and the close. Test with live leads before going live.
04/29/2020 · 7 min read
Dave Williams runs the #1 Allstate agency in New York by hiring ahead of need from a year-round pipeline, screening for coachability and activity over experience, using multi-stage interviews instead of a single chat, and investing in a structured 90-day onboarding.
04/27/2020 · 7 min read
Ashley Mauldin's referral engine runs on four kinds of operational generosity: free coverage knowledge given before anyone signs, deliberate introductions between people in her network, specific public recognition for clients and partners, and consistent presence at community events. The result is lower acquisition cost than paid-lead agencies.
04/22/2020 · 6 min read
Build agency pay around four pillars: lead generation, sales system compliance, operations and retention, and culture. Reward prospecting, not just closing. Tie part of pay to retention. Bonus team development. Walk every hire through the plan in detail and revisit it at 90 days and one year.
04/17/2020 · 6 min read
Most agents fail out in their first three years because they don't build uncomfortable prospecting habits before referrals can carry them. Veterans who last invest aggressively in product depth, treat clients as multi-year partners, and learn to read soft and hard market cycles.
04/15/2020 · 6 min read
Stay on offense during disruption. Increase non-sales check-in calls to your current book, shift marketing budget to the digital channels prospects flooded, and document one process per week. Coma mode preserves cash short-term and forfeits market share, relationships, and team cohesion long-term.
04/08/2020 · 6 min read
Build a modern insurance agency on four pillars: diversified lead generation across three channels, a documented sales system, operations and retention systems that don't depend on the owner, and an intentional culture. Score yourself one to ten on each, then spend the next 90 days on the weakest one.
03/27/2020 · 7 min read
Joy is a performance condition, not a luxury. After 21 years in business, Katherine Kinney argues that operators who stay energized make better decisions, attract better clients, and last longer than those running on fumes. State is trainable, and the work is operational.
03/25/2020 · 6 min read
Email your whole book with a human note from the owner, shift ad messaging from price to context, and double down on social, email, and Google while competitors go dark. Manage remote teams with daily five-minute check-ins, transparent activity metrics, and acknowledgment of what staff are dealing with at home.
03/20/2020 · 6 min read
Kelly Donahue-Piro transforms insurance agency performance by replacing instinct with measured close rate, items per household, and retention. The biggest wins come from turning service calls into 15 to 25 percent items-per-household lift through trained, accountable cross-sell.
03/18/2020 · 5 min read
Treat uncertainty as a condition to operate in, not a problem to solve. Lean on existing relationships, accept that figuring out video selling and remote staff will involve repeated failure, and treat humor as load-bearing infrastructure. Confidence based on conditions being normal collapses the moment they aren't.
03/11/2020 · 6 min read
Most P&C agency underperformers are misplaced, not bad hires. Sort your team into hunters, farmers, and operators using behavioral signals: what they gravitate to, where they outperform, and what energizes them. Move them into roles aligned with their wiring and watch the numbers move.
03/09/2020 · 6 min read
Troy Korsgaden's power positioning runs three levels: market clarity (a surgically narrow ideal client), value architecture (systematized differentiated services), and authority positioning (content, speaking, media). Lifts close rate, retention, and referrals because effort gets strategic leverage.
03/04/2020 · 6 min read
Insurance agents burn out because motivation is treated like a feeling instead of an output. Engineer it with three engines: clarity of purpose tied to specific numbers, environmental design that makes the right behavior easy, and daily metrics that close the feedback loop between activity and result.
