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01/10/2020 · 6 min read
Build breakthroughs across mind, body, and business by treating them as one system: daily mental training, four workouts a week with seven hours of sleep, and documented agency systems that run independent of the owner's energy. Discipline transfers from one domain to all three.
01/03/2020 · 7 min read
Grant Botma cut turnover to near zero over a decade by hiring for values alignment, onboarding around mission before skills, weaving purpose into weekly rhythms, and modeling the values himself when it costs him something.
12/30/2019 · 7 min read
Fix the insurance hiring crisis with a five-stage system: define the role before posting, write a job ad that sells, run scored structured interviews, install a written 90-day onboarding plan, and start retention on day one. Most agencies have a process problem, not a talent problem.
12/25/2019 · 7 min read
An agency accountability system has four parts: clear daily numbers per role, daily visibility for the person and the manager, a 10-minute morning huddle plus 5-minute end-of-day report, and real consequences and recognition tied to the numbers. The owner has to be inside the system, not exempt from it.
12/20/2019 · 6 min read
Double digit growth math: lift retention above 90% first, build a trigger-based referral system, invest in team capacity before lead spend, and track leading indicators daily. Pick two lead sources and master both before adding a third. Hope is not a strategy.
12/16/2019 · 6 min read
Veteran agents navigate insurance industry change by filtering signal from noise: meet new consumer service expectations, position your agency as a retention partner to carriers, and rebuild your talent pipeline. The core value of expert risk advice does not change. The delivery mechanism does.
12/13/2019 · 6 min read
Every P&C sales producer fights three problems: inconsistent lead flow, confidence erosion during slumps, and isolation on the sales floor. Fix lead supply, install a process that survives bad days, and build real team rituals. These are systems problems with systems fixes.
12/11/2019 · 6 min read
P&C agencies lose 10 to 15 percent of their book annually to non-renewals. Cutting marketing or freezing hiring during flat quarters accelerates the decline. The fix is a growth floor: a monthly new-business minimum that beats attrition, tracked weekly with a team that knows the number.
12/09/2019 · 6 min read
Shaan Patel's underdog playbook turns constraints into advantages, systematizes expertise into scalable assets, and prepares obsessively for high-stakes moments. Insurance agents who package their proprietary process the way Patel packaged SAT prep stop trading hours for dollars and build agencies that scale past personal capacity.
12/02/2019 · 6 min read
Pro skater Mikey Taylor runs Commune Capital, a private equity real estate firm, by transferring four skating skills: productive suffering through repetition, calculated risk assessment, brand equity that compounds, and team leverage. The same traits scale insurance agencies.
11/29/2019 · 6 min read
Millennial producers stay where they get purpose, frequent specific feedback, and thoughtful flexibility. Keep production and activity minimums firm. Replace the annual review with weekly 15-minute one-on-ones, pair every new hire with a mentor, and recognize progress, not just top writers.
11/29/2019 · 6 min read
Insurance agents apply Natalie Jill's playbook by rejecting limiting stories about market and leads, reverse-engineering daily habits from a specific book-size goal, building a personal brand publicly with consistent storytelling, and protecting sleep, movement, and nutrition as performance levers.
11/22/2019 · 6 min read
Daily 15-minute structured roleplay builds three layers: scripted (word-for-word for top 10 objections), adaptive (prospect goes off-script), and pressure (owner plays a sophisticated buyer trying to win). Agencies that run it see close rates climb and discounting drop within 30 days. Five minutes daily beats two hours monthly.
11/21/2019 · 7 min read
Break through the agency plateau with three moves: pay for structured mentorship with weekly accountability, build documented systems before you scale headcount, and treat your agency as a platform that can produce training, marketing, and coaching ventures alongside the book.
11/18/2019 · 7 min read
Build retentive insurance agency culture on three questions every employee answers daily: do I know what's expected of me, do I feel my work matters, and do I see a future here? Clarify expectations, recognize specific wins daily, and run career conversations every team member.
10/25/2019 · 6 min read
Patrick Bet-David built an insurance empire on three principles: full commitment with no backup plan, deliberate mentorship up and down, and content that compounds attention. Insurance agents can copy the framework without the refugee origin story.
10/18/2019 · 7 min read
Robin Sharma's Four Interior Empires are Mindset (beliefs about what's possible), Heartset (emotional regulation under pressure), Healthset (sleep, movement, nutrition that drive cognition), and Soulset (purpose that keeps you in the game). All four operate as one system. Your weakest empire sets the ceiling on the other three.
10/14/2019 · 7 min read
Bo Eason wrote at age 9 that he would be the best safety in the NFL, then trained with no Plan B until it happened. His framework for agents: declare publicly, train like you're behind, study the best, treat your body as a professional asset, and pick one strategy.
10/09/2019 · 6 min read
Teach the team, do not rescue them. Document the process first, then demonstrate, observe, and release. Accept 80 percent of your quality from a team that scales over 100 percent from a bottlenecked owner. Coach with questions when things break instead of grabbing the wheel.
10/01/2019 · 6 min read
The Insurance Dudes started when Jason Feltman joined Craig Pretzinger and shifted the show from concept to a production-driven diagnostic tool. Feltman's edge: systems thinking applied to every part of the sales process, reverse-engineered quarterly targets, clear staff expectations, and decision fatigue eliminated at the process level.