Page 3 of 8 · 156 total
08/07/2024 · 5 min read
The telefunnel is a three-phase insurance agency growth system: a dedicated dialing specialist generates conversations, an appointment setter qualifies them, and a licensed producer closes the policy. Roles are separated, every stage is measured, and revenue becomes predictable. Volume work stops eating closer time.
07/26/2024 · 6 min read
Manage a remote insurance team by replacing implicit office accountability with explicit systems: hire only candidates who can articulate a personal productivity system, require daily CRM metric logging, run cameras-on team meetings, and schedule quarterly in-person gatherings.
07/24/2024 · 6 min read
Build a producer team that actually closes by defining 30/60/90-day success milestones in numbers, running behavioral past-action interviews, matching candidate motivation type to your culture and comp plan, and treating onboarding as the final phase of the hiring decision.
07/02/2024 · 5 min read
Sell life insurance and final expense to your P&C book by acknowledging the discomfort openly, framing funeral costs of $8,000 to $12,000 as a real family burden, using life-event trigger questions in every annual review, and running a systematic but gentle follow-up cadence.
06/27/2024 · 5 min read
Build a durable agency in year one by setting culture intentionally, using humor as a leadership tool, treating painful lessons as durable infrastructure, starting with direction not a perfect plan, and investing in peer relationships with more experienced owners who'll tell you the truth.
06/20/2024 · 9 min read
Justin Brock scaled to a $70 million insurance agency by treating AI and automation as core infrastructure, not add-ons. Automate high-volume, low-judgment work first, preserve humans for the close, and design every system for ten times your current size.
06/11/2024 · 5 min read
Retention is the hidden growth engine in an insurance agency because a $2,800 client retained six years is $16,800 in premium. When you model lifetime value correctly, you can spend three times more per lead and still win. Build a 90-day onboarding and cross-sell every monoline.
06/06/2024 · 5 min read
State your role and context, define audience precisely, name the exact outcome, drop in a good example, write in plain language, specify format and length, ask for three variations, and iterate. Apply those eight principles and ChatGPT output goes from generic to useful in one prompt.
06/04/2024 · 5 min read
Use ChatGPT to draft client emails, follow-up sequences, social content, FAQ scripts, training material, and objection brainstorms. Start with a problem you already have, build a saved library of proven prompts, and train your team. AI amplifies P&C expertise. It does not replace it.
05/30/2024 · 5 min read
Adapt to AI in P&C by using it for volume and humans for value. Let AI draft follow-up email, FAQ replies, social copy, and quote nurtures. Reserve human time for needs analysis, claim navigation, and relationship calls. The advisor who compounds trust gets multiplied; the speed-only mid-performer gets disrupted.
05/21/2024 · 5 min read
Build an insurance referral system by asking immediately after a win, using a specific named-profile ask, planting the referral seed in onboarding, partnering with three to five adjacent professionals, and tracking every referral source in your CRM. Referred leads close at 50% or higher.
05/16/2024 · 5 min read
Free 20+ hours per week by automating four agency workflows: a centralized CRM logging every interaction, automated email/text follow-up sequences (new lead, quote, annual review), dialing efficiency tools that double dial volume, and renewal/birthday/cross-sell triggers.
04/25/2024 · 6 min read
Solve persistent agency problems with the scientific method: observe with specificity, generate multiple hypotheses, test the most likely one, measure honestly, and iterate. Gut-feel produces personnel responses to process problems. Investigation produces resolutions that actually hold past 90 days.
04/16/2024 · 5 min read
Apply the In-N-Out principle to your P&C agency: pick three to five highest-value, highest-margin products and build deep expertise, refined processes, and concentrated carrier relationships around them. Better referrals, higher close rates, and stronger carrier leverage follow.
02/14/2024 · 6 min read
Overcome long-term care insurance objections by naming the real fear behind them, not the surface statement. Larry Nisenson maps the top objections to their underlying emotion, then uses a brief validating story to reopen the conversation instead of pitching facts.
02/12/2024 · 5 min read
Larry Nisenson sells long-term care insurance by leading with a specific, relatable client story instead of product features. The narrative bypasses emotional defenses, the product enters only as the obvious answer to the reality the story established, and humor lets the conversation breathe.
01/10/2024 · 6 min read
Decide remote vs. in-office on four variables: per-producer performance data, the nature of the role, your management infrastructure (outcome metrics, weekly cadence, comms), and the career stage of the team. Ideology is not a framework.
01/08/2024 · 6 min read
Traditional agency bonus programs produce a short spike and a long-term entitlement problem. Sustained producer motivation runs on three intrinsic drivers: autonomy over how they work, genuine skill development, and visible purpose. A real-time activity leaderboard and specific public recognition outperform cash bonuses at nearly every commission level.
12/27/2023 · 6 min read
Build accountability into a flexible insurance agency by managing outcomes, not hours: clear production and service metrics, a predictable meeting cadence, written decision logs, explicit recognition rituals, and a quarterly in-person team gathering. The accountability is what makes the flexibility work.
12/20/2023 · 6 min read
Rigid insurance agency workplaces lose the talent war because mandatory office hours read as distrust to professionals who proved during 2020-2022 they could produce remotely. Eric Yaverbaum says flexibility paired with real outcome accountability beats compensation as a recruiting differentiator.
