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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.
07/18/2022 · 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.
07/06/2022 · 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.
06/29/2022 · 5 min read
Agents who see market shifts coming get advance notice from carrier field reps they have real relationships with, track macro and catastrophe events that predict appetite changes, and watch their own claims data for clusters. Agents who can also solve hard placements become the resource other agents refer business to.
06/27/2022 · 5 min read
Carriers segment agents into three tiers: sporadic submitters, reliable producers, and top-tier partners who get early product access and underwriter relationships. Getting to the top tier requires excellent loss ratios, accurate applications, and carrier conversations that go beyond submission questions.
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.
06/15/2022 · 5 min read
Tony Merwin's Medicare playbook runs on a fixed annual calendar: pre-enrollment review call, real plan comparison every year, referral ask at the end of the review, and quarterly service touches. CRM and a comparison tool keep it on autopilot.
06/13/2022 · 5 min read
Tony Merwin wins Medicare by educating prospects first, segmenting by real situation, and treating service as a sales strategy. Slower close, fewer first-month deals, much bigger book in year three. Precision and proactive service beat volume.
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.
05/09/2022 · 5 min read
Elite insurance sales agents share five traits: systematic consistency, process orientation over outcome obsession, genuine curiosity about clients, emotional resilience under rejection, and a built-in commitment to continuous learning. Every one of them is screenable in interviews and trainable on the job.
