THE “SUCCESS” TRIANGLE

THE “SUCCESS” TRIANGLE
LEADERSHIP DEVELOPMENT PRODUCTIVITY $ Agency Culture RECRUITING

Developing A Winning Culture
A Commitment To Growth Through Talent Management

Talent Management Myths and Facts Myth: Training is not important after we code them. Fact: Training can ease the pain when the going gets tough.

Talent Management Myths and Facts Myth: Career and Development plans should take a back seat. Fact: These are the plans that jumpstart progress

Talent Management Myths and Facts Myth: My key talent won’t desert me because they have nowhere to go. Fact: Loyalty is always hard to find.

Talent Management Myths and Facts Myth: Middle management matters less these days, so we may not develop that level. Fact: Management makes all the difference.

Is Talent Management Really an Issue? Poor succession planning is wiping 2bn a year from the stock market value Companies with clear succession plans performed more than 7% better on the markets (a week after their change) than those that delayed appointing a replacement 85% of organizations are experiencing recruitment difficulties

Is Talent Management Really an Issue? 77% of organizations are experiencing retention problems 53% of employees leaving their employer reported greater promotion or development opportunities outside the company

Is Talent Management Really an Issue? 80% of people leave their managers not their job The Talent Management market is expected to surpass $4bn by the end of 2009Moral of the story Failure to manage an organization’s talent effectively, will have an immediate and direct impact on the bottom line.

YOU ARE THE PRESIDENT OF YOUR OWN COMPANY ONCE IN MANAGEMENT, REGARDLESS OF YOUR CONTRACT SA GA MGA RGA

COMMIT TO DEVELOPE TALENT IN YOUR COMPANY It is your commitment in order to expand revenues It is your commitment in order to find your replacement Step up, so others can step in.

TRAITS OF TALENTED PEOPLE Agreeable: being kind, likeable and respectful of authority Conscientious: hard working, dedicated and thorough Extrovert: outgoing, lively and persuasive Open: flexible and wanting to learn more everyday.

KEEP YOUR TALENTED PEOPLE ON COURSE Add an Agency Career Track that spells out the steps to promotion The Agency Career Track will keep your talent on course and will allow them to realize their full potential This will allow you to manage your talent by objectives

MANAGING BY OBJECTIVESSTEP 1 Setting the objectives: Setting objectives creates an agency wide focus on delivering RESULTS! When the right objectives in the Agency Career Track are identified, your managing style improves the focus on execution

MANAGING BY OBJECTIVESSTEP 2 Expectations: Career Agents: Create and Maintain Customers Management: Recruit, Train and Retain Talent The performance expectation between management and agents will be crystal clear This will increase the perception of fairness in your agency

MANAGING BY OBJECTIVESSTEP 3 Setting Goals Get your agents and your managers to agree on common objectives Train them to set goals using the M.R.O. income table: Minimum Realistic Optimistic

MANAGING BY OBJECTIVESSTEP 4 Plan KNOW YOUR END GAME THINK LONG TERM COMMUNICATE YOUR VISION TO YOUR AGENTS AND MANAGERS

MANAGING BY OBJECTIVESSTEP 5 Reward Results Establish a weekly HIGH IMPACT reward program that will enable 80% of your agents to participate in it: Reward top producers Reward agents with most presentations Reward agents with the most appointments Reward agents with the most referrals collected Reward agents with the most referrals sold Reward agents with the most reinstatements

MANAGING BY OBJECTIVESSTEP 6 Motivate: I Ultimately you need to keep your talent motivated The real power of motivation lies in the daily coaching and feedback

MANAGING BY OBJECTIVES Motivate: II Do you speak to your agents every day? Do they report the previous day activity to an answering machine or directly to you for your feedback? Are you providing daily direction and support? Do you practice accountability for results? Are you making sure they are achieving and staying at bonus level every week?

MANAGING BY OBJECTIVES Motivate: III Are your agents growing and being viewed as unique and do they have a sense of ownership? Is the agency a place of harmony and collaboration? Adjust the objectives when they no longer fit the direction of the person or your agency These factors nearly outweigh income requirements.

MANAGING BY OBJECTIVESSTEP 7 Feedback and Retention Whenever in doubt or searching for an answer, the people around you are the ones who know best Brainstorm with your people about strategies that will work for your agency and them Ask your people what they like and don’t about the company and their jobs Tell them you want them to stay You may not be able to address all the concerns and ideas you receive, but knowing you care will work wonders Gimmicks won’t work. Good leadership will!!

Final Analysis: 9 Rules to Manage and Retain Talent 1. Do manage your agents’ activity. Don’t supervise their results or their personalities. 2. Do motivate and energize your agents. Don’t intimidate them. 3. Do fine tune your approach to fit the needs of your champions. Don’t require of them to fit the needs of your organization. 4. Do use conflict to motivate and teach. Don’t fear it because it interferes with teamwork.

Final Analysis: 9 Rules to Manage and Retain Talent 5. Do know how to turn around the un-coachable, the top producer. Don’t ignore them and hope they go away (which of course they do). 6. Do effectively exercise accountability for results. Don’t threaten and design expensive contests. 7. Do use your tools. Don’t use your clout. 8. Do enlist top talent. Don’t frustrate top producers. 9. Do value your people. Don’t tolerate them until their next transmittal.

Identifying the Top 20% (4E’s and 1P) High Positive Energy Ability To Energize Others Edge The Ability to Consistently Execute Passion

Identifying the Top 20% (4E’s and 1P) 1. High Positive Energy They strive on action and relish change. Extroverted, optimistic, make conversation and friends easily. Start the day and end it with enthusiasm. They don’t complain about working hard. They love to work. They love to play. They just love life.

2. The Ability to Energize others. The Ability to get other people revved up. They can inspire their team.

3. Edge The courage to make tough yes-or-no decisions. They know when to stop assessing and make a tough call, even without total information.

4. The ability to consistently Execute The ability to get the job done. They know how to get over the finish line. They know how to put decisions into action and pushthem forward to completion, through resistance,chaos, or unexpected obstacles.

5. Passion Heartfelt, deep, and authentic excitement about work. They care about their colleagues, employees, and their friends winning. They love to learn and grow, and they get a huge kick when people around them do the same.

What Leaders Do 1. Leaders relentlessly upgrade their team, using every encounter as an opportunity to evaluate, coach, and build self-confidence 2. Leaders make sure people not only see the vision, they live and breathe it. 3. Leaders get into everyone’s skin, exuding positive energy and optimism. 4. Leaders establish trust with candor, transparency, and credit.

What Leaders Do 5. Leaders have the courage to make unpopular decisions and gut calls 6. Leaders probe and push with a curiosity that borders on skepticism, making sure their decisions are answered with action. 7. Leaders inspire risk taking and learning by setting the example. 8. Leaders celebrate.

Three Acid tests you need to conduct before you even think about hiring someone: 1. The first test is for integrity. People with integrity tell the truth and they keep their word. They take responsibility for past actions, admit mistakes and fix them. They know the laws of their Country, Industry, and Company, and abide by them. 2. The second test is for intelligence. Don’t confuse education with intelligence. 3. The third test to the game is maturity. The individual can withstand heat, handle stress, and alternatively, when those wonderful moments arise, enjoy success with equal parts of joy and humility.

Differentiation Top 20% - They are the best – treat them that way. Middle 70% - Engage and motivate them. Identify those with potential to move up, and cultivate them. Bottom 10% - They have to go.

Top 20% They are showered with bonuses, stock options, praise, love, training and a variety of rewards to their pocketbooks and Souls.

Middle 70% Enormously valuable to the Company. The major challenge is to keep them engaged and motivated. Do this through training, positive feedback, and thoughtful goal setting. Identify people in the middle 70% with potential to move up, and cultivate them. Don’t loose the middle 70% - Improve them.

Bottom 10% They have to go – To successful careers at companies and in pursuits where they truly belong and where they can excel.

Don Peden/Russ Harlan

Agenda Morning: Overview of the 4 Disciplines Disciplines 1 and 2: Ratification of Team WIGs and Measures Afternoon: Discipline 3: Keep a Compelling Scoreboard Discipline 4: Create a Cadence of Accountability

Where Do Results Come From?

Video Goal!

What Is Execution? The discipline of getting the most important things done.

The 4 Breakdowns

What Causes Strategic Failures? Seventy percent of strategic failures are due to poor execution…it’s rarely for lack of smarts or vision. Ram Charan, coauthor of Execution: The Discipline of Getting Things Done

Key Question Why is something so obvious and so important as execution so rare?

Video The Whirlwind

What Is Discipline? A consistent regimen that leads to freedom of action.

The Power of Focus Good is the enemy of great. Jim Collins

Video Land One at a Time

Discipline 1—Example

Wildly Important Goals (WIGs) What is an important goal? A goal with significant consequence and value. What is a Wildly Important Goal? A goal that makes all the difference. Failure to achieve this goal renders any other achievements inconsequential.

What Is a Lag Measure? A lag measure tells you if you have achieved your goal: From X to Y by When. A lag measure consists of: Performance gap: from X to Y. Gap-closure time frame: by When.

Lag-Measure Examples Supermarket: Increase YOY sales by 10 percent. Construction company: Reduce lost-time injuries this fiscal year from 12 days to 0. Human-resources team: Increase employee satisfaction from 38 to 55 on our culture survey this quarter.

Quizzes and Tests Homework Teacher Contact GOOD GRADEin MATH Report Card Discipline 2—Example LAG MEASURE LEAD MEASURE Measures the goal. Measures something that leads to the goal. Something we can influence.

Discipline 2—Deliverables Lead Measures Ensure 100 percent compliance with homework assignments. GOOD MATH GRADE Achieve “B” or better for the semester. Monitor quiz schedule and account for quiz results. Contact with teacher every other week for her report.

Video Lead Measures

What Is a Lead Measure? LAG MEASURE Measures goal achievement. Is harder to influence. Is easier to measure. LEAD MEASURE Predicts goal achievement. Is easier to influence. Is harder to measure.

Discipline 3—Example

Purpose of the Scoreboard The fundamental purpose of a scoreboard is to motivate the players to win. Jim Stuart

Sample Scoreboard—Outbound Marketing

Video Thirteen

Discipline 4—Deliverables

Work Compass—Key Question What are the three most important things I can do this week to impact the scoreboard?

The Work Compass

Your Planning System Prefill credit forms Prefill credit forms Prefill credit forms Prefill credit forms Prefill credit forms Study tutorial 2:00 PM Download tutorial 3:00 PM Take the test on the new up-sell routine 4:00 PM 5:00 PM

Hold a Weekly Accountability Session

Traditional Meetings vs. WIG Sessions

Video Store 334

Team Work Session

Work-Session Agenda Step 1 - Ratify WIG(s) and measures. Step 2 - Design our scoreboard. Step 3 - Complete Work Compass and WIG Session.

Ratify the WIG Instructions: Leader explains candidate WIG to the team. 2. Team only asks clarifying questions.

Wildly Important Goals (WIGs) What is an important goal? A goal with significant consequence and value. What is a Wildly Important Goal? A goal that makes all the difference. Failure to achieve this goal renders any other achievements inconsequential.

Line of Sight

Ratify the WIG Instructions: Leader explains candidate WIG to the team . Team only asks clarifying questions. Team gives feedback for changes. Leader makes decision and finalizes the goal.

Ratify the WIG WIG 1 WIG 2 WIG #1 WIG 3 Remember: From X to Y by When

Gut Check What would it mean to us if we achieved these WIGs? How committed are we to achieving these WIGs?

WIG 1 Lead Measure Lead Measure Lead Measure Lead Measure Remember: 1. Does it lead to the goal? 2. Is it something we can influence?

Gut Check Are we completely convinced that these lead measures are the most predictive and influenceable of the goal? How will this new understanding of lead measures affect how we operate day to day?

Procedure for Creating a Scoreboard Instructions: Gather the lead and lag measures. Choose a scoreboard type. Construct the scoreboard. Evaluate the scoreboard against the Scoreboard- Quality Checklist. Name it and post it.

Scoreboard Choices

Procedure for Creating a Scoreboard Instructions: Gather the lead and lag measures. Choose a scoreboard type. Construct the scoreboard. Evaluate the scoreboard against the Scoreboard- Quality Checklist. Name it and post it.

Build a Compelling Team Scoreboard Rules for Scoreboards Motivating. Can we tell if we are winning; that is, where we are and where we should be? Simple. Can we tell within 5 seconds if we are winning? Updateable. Can we update it easily? Complete. Can we see both lead and lag measures? Accessible. Can the whole team see it easily and often?

Gut Check How will the scoreboard change the way we operate day to day? Are we truly committed to keeping a compelling scoreboard?

Work Compass—Key Question What are the three most important things I can do this week to impact the scoreboard?

The Work Compass

Work Compass Take a few minutes to plan the week by filling out your Work Compass.

Your Planning System Prefill credit forms Prefill credit forms Prefill credit forms Prefill credit forms Prefill credit forms Study tutorial 2:00 PM Download tutorial 3:00 PM Take the test on the new up-sell routine 4:00 PM 5:00 PM

Your Planning System

Hold a Weekly Accountability Session

Video The WIG Session

Final Gut Check How will the Work Compass change the way you work individually? How will the weekly WIG Session change the way you operate as a team? What is your level of commitment to… The Work Compass? The weekly WIG Session?

Video It Takes Everyone

Week 1

Fastrack to Leadership Program Agenda Week One Course Introduction Ed ShackelfordChief Executive Officer Paul StraubelChief Marketing Officer Stephen Bennett Director of Corporate Training Class Overview Paul Straubel / Stephen Bennett Review of Curriculum Objectives Requirements

Fastrackto LeadershipCurriculum Week Two Qualities of a Leader Part 1 What does it take to become a great leader, one that others want to follow? These lessons will explore the qualities of great leaders and how to apply these qualities as a growing leader. Week Three Qualities of a Leader Part 2 Week Four Team Building Part 1 Our Success comes down to three key elements: Recruiting, Training and Retaining a successful sales team. This two-part lesson is the heart of the Fastrack Program and will provide key lessons in developing a championship team.

Fastrack to LeadershipCurriculum Week Five Team Building Part 2 Week Six Communicating Effectively Part 1 Successful leaders are effective communicators. This means learning to listen as well as deliver clear credible messages and direction. These lessons will delve into communicating at all levels of business and situations. Week Seven Communicating Effectively Part 2 Week Eight Goal Setting There is no more powerful engine that drives an organization towards success than a clear, targeted vision of the future. This lesson will focus on defining and developing goals with the S.M.A.R.T. process.

Fastrack to LeadershipCurriculum Week Nine Managing Activity No matter how well one plans, communicates and measures results it takes focused, effective and meaningful activity to achieve results. Effectively managing your agencies daily activity and productivity will be the focus of this lesson. Week Ten Managing to Expectations Sam Walton once said “High expectations are the key to everything”. To achieve all their goals and continue growing, a leader must be continually raising the bar of success. This lesson is focused on leadership skills that will allow one to consistently achieve the goals and expectations set before them.

Fastrack to LeadershipCurriculum Week Eleven Influencing Others A leader is a person of influence. Leaders become truly effective when they become effective at influencing those who look to them for leadership. The lesson will delve into the theory and practice of how to influence others. Week Twelve A Week in the Life of a TAG Leader Putting it all together is the focus of this lesson. This very practical “nuts and bolts” lesson focuses on the daily activities and actions of a successful Agency Director and will help one develop a schedule for success. Week Thirteen The Law of Legacy The ultimate achievement of a leader is their ability to duplicate themselves in terms of new leaders. As you grow your team and continue to elevate your position, developing others to rise up under you will be the key to continued and increasing future success. Graduation / Promotion Ceremony

Fastrack to Leadership Program Objectives: To provide you with the basic skills needed to build and grow your agency. To develop the leadership skills necessary to become a successful Agency Director. To create an esprit d’ corps amongst the next generation of TAG’s leaders. “As iron sharpens iron, so one man sharpens another.” Proverbs 27:17

Fastrack to Leadership Program Requirements Each candidate will be required to be present for a minimum of two hours of classroom training or participation via webinar for those outside North Carolina. You may be asked to actively participate in the practical application portion of the lesson. There will be required reading during the program. Class will start promptly at 9:00 am EST. A ten minute break will be provided at 9:55 and we will dismiss class at 11:00 am EST. To be qualified for promotion to an Agency Director contract at the completion of the thirteen weeks ,TAG has established the following production and recruiting minimum standards: Production#AppsRecruiting # Agents 13 weeks 150 13 weeks 8 recruits 6 active Stephen: This area need to be corrected Per the standards that we discussed with Paul.

Recommended Reading John C. Maxwell The 360 Leader 25 Ways To Win With People The 17 Essential Qualities of a Team Player 21 Irrefutable Laws of Leadership The Winning Attitude Developing The Leaders Around You Becoming a Person of Influence

Qualities of a LeaderPart 1 Week 2 Week 1

Qualities of a Leader Part 1 I. Positive Attitude What does it take to become a great leader, one that others want to follow? In this lesson we will explore one of the qualities that leaders must possess and display, A PositiveAttitude. What is a positive attitude? A positive attitude is the inclination to generally be in an optimistic, hopeful state of mind. Our attitude is the primary force that will determine whether we succeed or fail. It will also determine whether people are drawn to us or avoid us. Our attitude is contagious. Most people are not born with a positive attitude; therefore there is a process of acquiring one and maintaining one.

Qualities of a Leader Part 1 Practice positive thinking: If you're a person whose first thoughts about something that's happened are negative thoughts, be encouraged by the knowledge that the first step toward a positive attitude is positive thinking to simply control your thought process. Thoughts are under your control. The pessimistic way of thinking is a learned habit; habits can be changed. When you catch yourself thinking a pessimistic thought about an event in your life, first evaluate the situation. What are the facts--not the fears--but the facts? Next, think of a solution. When your old car suddenly makes a strange noise you may jump to the pessimistic conclusion that repair will be costly, but maybe a minor repair will solve the problem. Remind yourself to follow this approach with a daily affirmation such as this: When I have a negative thought I immediately evaluate the facts and think of positive alternatives that also fit the facts.

Qualities of a Leader Part 1 Practice the positive thinking approach outlined above and you'll find it soon comes naturally. You may be amazed to realize that you simply feel better with a positive attitude.

Qualities of a Leader Dealing with challenges: Leaders that are successful do not have fewer challenges than those who do not succeed. In fact, they may both be facing the same challenges. The difference? They respond to challenges differently. They see them differently! “We see things, not as they are but as we are.” Therefore if my attitude is negative, I will fear the challenges that are before me rather than face them. If my attitude is positive, I will face the challenges before me rather than fear them. “Every challenge we face can be an opportunity to grow”

Qualities of a Leader The leader’s attitude will affect their whole organization: As a leader we are constantly being observed by those around us. If my attitude is negative, those around me will be affected negatively, and will tend to react to challenges negatively. A negative attitude is like a cancer that spreads throughout the organization and affects everyone in it and will ultimately destroy it. On the other hand the leader who always displays a positive attitude will experience continual growth and prosperity.

Qualities of a Leader Part 1 A leader must continually choose to have a positive attitude: Once we make the decision to possess a positive attitude, the work really begins. Attitudes have a tendency to revert back to their original patterns if not carefully guarded and cultivated. There are three stages of change in which you must deliberately choose the right attitude. 1. Early Stage- The first few days are always the most difficult. Old habits are hard to break. The mental process must continually be on guard to provide right action. 2. Middle Stage- The moment good habits begin to take root, options open that bring on new challenges. New habits will be formed that will either be good or bad. The good news is: “Like begets like.” The more right choices and habits we develop, the more likely good habits will be formed 3. Later Stage- Complacency can become the enemy. We all know of incidents where someone (perhaps You or I) successfully lost weight, only to fall back into old eatinghabits and gain it back.

Qualities of a Leader Part 1 A positive attitude cannot replace competency: The growth of any organization is determined by the level of knowledge, skills and behavior of the leader. “If you want to lead, you have to learn. If you want to continue to lead you must continue to learn. The moment you stop learning is the moment you stop leading.” -John Maxwell The leader that has a positive attitude but possesses limited knowledge and skills in his trade will have limited growth potential. A leader who possesses a positive attitude and is the resident expert in his field has potential for long term and exponential growth simply because he is able to reproduce himself.

Qualities of a Leader Part 1 II. A Leader Always Looks For Solutions Most of what managers do is solve problems and make decisions. New managers, in particular, often make solving problems and decisions by reacting to them. How we perceive and deal with those challenges will be the measure of our success. Therefore, as a new manager, get used to an organized approach to problem solving and decision making. (Note that it might be more your nature to view a “problem” as an “opportunity”. Therefore, you might want to substitute “problem” for “opportunity” in the following steps.)

Qualities of a Leader Part 1 Problem solving steps Define the Problem: The challenges, or problems as we sometimes refer to them as, can actually become opportunities if we handle them properly. How big or how small the problem becomes is determined by my perception of the problem. This is often where managers struggle. Our human nature is to react to what we think the problem is. First we need to identify the facts, not the fears, only the facts and write them down. It’s often useful to get input from other individuals that have expertise in the area of the problem. Sometimes you can resolve the problem at this level without taking it further.

Qualities of a Leader Part 1 Select an approach to resolve the problem: Don’t resort to a solution where someone will “just have to try harder.” Design an action plan: 1. What resources will be needed. 2. What are your expectations. 3. Communicate the plan and expectations to those involved. 4. Execute the plan Verify that the problem has been resolved Inspect what you expect What changes should be made to avoid having the same problem again. Write down the highlights of the problem solving and share it with your organization.

Qualities of a Leader Part 1 A Positive Attitude-Practical Application 1. Why is it important for a TAG Leader to maintain a positive attitude? ____________________________________________________________________________________________________________________________________________________________________________________ 2. How does a leader’s positive or negative attitude affect those around them? ____________________________________________________________________________________________________________________________________________________________________________________ 3. Discuss the “Positive Thinking Approach” Evaluate the situation, what are the facts, not the fears, just the facts? Think of a solution Daily affirmation

Qualities of a Leader Part 1 A Leader Always Looks For Solutions – Practical Application Apply the 5 problem solving steps to the following situations. Then open up for discussion. 1. One of your agents has 22 new final expense leads. It is Wednesday and so far he has no production. As his manager what should you do at this point of the week. 2. The lead department has no new leads available for your team this week because the lead drop did not go out in time. What strategy will you use to get your team producing this week? Five problem solving steps: Define the problem Select an approach Design an action plan Verify the problem has been resolved Inspect what you expect

Qualities of a Leader Part 1 4. Explain the difference between a successful and unsuccessful leader when it comes to dealing with challenges. What makes them different? _________________________________________________________________________________________________________________________________________________________________________________________________________________________________ 5. I have made a decision today that I will have a positive attitude from this day forward. What are the three stages of change in which I must deliberately choose the right attitude? _________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Explain how you would apply each stage of change to your own situation. _________________________________________________________________________________________________________________________________________________________________________________________________________________________________ 6. How important is it for the Agency Director to possess both a positive attitude and be able to train and reproduce themselves? ______________________________________________________________________________________________________________________________________________________ ___________________________________________________________________________

Week 3 Qualities of a Leader Part 2

Qualities of a Leader Part 2 III. A Leader Always Puts Others First “The Goal of many leaders is to get people to think more highly of the leader. The goal of a great leader is to help others think more highly of themselves.” 1. Practice the 30 second rule: In John Maxwell’ book “25 Ways to Win With People” John shares that when you make contact with people, instead of focusing on yourself, search for ways to make them look good. Think of something encouraging you can tell them such as: Thank them for something they have done. Tell others about one of their accomplishments. Thank them for a personal quality they exhibit. Compliment them on their appearance. The practice is not complicated, but it will take time, effort, and discipline.

Qualities of a Leader Part 2 2. A Leader Invests Time In Their people: Nothing is more rewarding than investing time in one of your people and then watch them become successful. Read story from “Help People Win” You don’t’ have to be rich, famous, or talented to help others win. You just need to care and do your best to help them. And know this: when you have the ability to help someone else be successful, you will be that person’s friend for life. “ It is one of the most beautiful compensations of life that no man can sincerely try to help another without helping himself” - Ralph Waldo Emerson

Qualities of a Leader Part 2 IV. A Leader Leads by Example: 1.You Must Walk The Talk: With few exceptions, all of us have beliefs, values and a relatively similar sense of what’s right and wrong. While having principals may be natural for most of us, practicing them isn’t. The challenge that each of us face every day is acting according to our beliefs, values, and good intentions…basically doing what’s right...”walking the talk” 2. Always Do What You Say You Will Do: Your word is your bond. If you say you are going to do something, make certain you follow through because your word is all you have, it’s your credibility.

Qualities of a Leader Part 2 3. Above All, Have Integrity: Integrity is not a given in everyone’s life. It is a result of self discipline, and a decision to be relentlessly honest in all situations. In my generation the meaning of integrity has been eroded, especially on Wall Street and in our government where you expect to see it. The materialistic, craving need of the moment supersedes any consideration of moral and ethical values. Are you willing to be a person of integrity at all costs?

Qualities of a Leader Part 2 V. A Leader Needs To Be An Encourager: Everyone of us requires a certain amount of encouragement. Your people need encouragement to propel them forward. It is vital to their growth. Physician George Adams found encouragement to be so vital to a person’s existence that he called it “oxygen to the soul.” Use lots of positive reinforcement with your team. Don’t take acceptable performance for granted; thank them for it. Praise your people every time you see improvement. Personalize your encouragement often with a written note. Find out what works with each member of your team.

Qualities of a Leader Part 2Practical Application A Leader Always Puts Others First 1. The 30 second rule Ask: What positive, encouraging thing can I say to everyone I see today? Do-it: Give everyone you come in to contact with today the Triple-A-Treatment- Attention, Affirmation, and Appreciation. 140

Qualities of a Leader Part 2Practical Application 2. Investing Time in People Discussion: What are some of the benefits of investing time in people? You increase that persons value to the organization You build loyalty You are helping others achieve their goals Everybody wins!

Qualities of a Leader Part 2Practical Application A Leader Leads by Example What does it mean to you to “Walk the talk”? 2. Give an example of “always doing what you say you’ll do”. 3. What about Integrity? How important is having integrity to a leader and to their organization? “Leadership means setting an example. When you find yourself in a position of leadership, people follow your every move.” -Lee Iacocca

Qualities of a Leader Part 2Practical Application A Leader Needs To Be An Encourager # 1 Build people up by encouragement. # 2 Give people credit by acknowledgment. # 3 Give people recognition by gratitude. “Treat someone like a 10 today and watch them rise to your expectations.” -John C. Maxwell

Week 4 Team Building Part 1 144 CLICK HERE

Team Building Part 1 1.“Recruit or Die” Team building is an essential part of the TAG leaders success. In this lesson we will Identify what it takes to build, train and retain a championship team. In order to advance to an Agency Director contract you must first build a team and meet the production and recruiting requirements as outlined in section one. A few years ago I met Don Runge of DMR Marketing, also known in the Industry as the “Lead Guru”. Don travels around the country giving seminars and workshops on working lead systems and recruiting agents. In one of Don’s seminars in Meridian Mississippi he spoke about how an organization cannot maintain itself unless it’s leaders are constantly recruiting. Without a regular recruiting effective strategy in place an organization will die from normal attrition. So remember this one thing, as an Agency Director, you either “Recruit or Die” it’s that simple.

Team Building Part 1 2. Prospecting: The first step in building a team is to write down a goal for your recruiting plan. One question you should ask yourself is how many agents can I effectively train? In other words, will I be able to accomplish my recruiting goal by myself, or will I need help from others? Next we need to identify what prospecting sources we will use. Newspaper Ad’s Resumes Job Fairs Agent Lists Recruiting Mailers “3 Foot Rule” (The least expensive)

Team Building Part 1 3. The Interview Process: The interview process can be accomplished from just about anywhere, but you want to find a location that has no distractions. I have used hotel lobbies, conference rooms, and restaurant's to interview prospects when I was away from the home office. The most important thing is having a system that helps you during the prospecting and interviewing process. We have included a variety of phone scripts and interviewing guidelines that will help you find qualified prospects and identify important information about your prospect during the interview. What are some of the things you should be concerned about during the initial interview? The prospects personal appearance A positive attitude Willing to work or system Recent employment history Family issues Personal finances

Ad Response Script Hello, may I speak with (applicant’s name)? This is (agent name) with The Assurance Group. I received your application from the internet (newspaper, job posting, etc.) and was calling to set up an interview with you. Do you have a few minutes right now? I have (time and day) available, does that work for you? If they say yes: 1. Repeat the time and day. 2. Review directions. 3. Be sure to mention the dress code and they need to bring a copy of their resume. If the time you mentioned in the beginning does not work, go to the next day you have “First Interviews” set up. Once they agree on a set time, do the same as above. Review the dress code and they need to bring a copy of their resume. It should be the highest ratio of calls to set.

Resume Calls Script Hello, may I speak with (name)? Hi, (name) this is (your name) from The Assurance Group and I AM CALLING ABOUT YOUR RESUME. The (title – VP Mr. Politi will be in on (date) to conduct interviews for management (or will be here if BM). He has asked me TO PERSONALLY CALL YOU AND ASK YOU TO BE HERE AT 12:00 noon FOR AN INTERVIEW. IS THERE ANYTHING THAT WOULD PREVENT YOU FROM ATTENDING AT THAT TIME? Great! PLEASE GRAB A PEN AND PAPER AND I WILL GIVE YOU THE EXACT ADDRESS OF THE INTERVIEW. Let me please verify your email address. Great! We will be sending you a confirmation email. In the email it will ALSO have the location, time and address and it will have a CONFIRMATION NUMBER that you will need when arriving at the interview. PLEASE PRINT THIS EMAIL CONFIRMATION AND BRING IT WITH YOU. YOU WILL NEED IT TO BE ALLOWED TO INTERVIEW. (This allows you to

assign a Unit Manager that might have recruited them by using a Confirmation Number (e.g., RD # OR AD #) You will then set up sign-in tables staffed by that AD OR if you are part of a multi-city recruiting seminar, you can use the Confirmation Number to identify those you recruited. This same document will also contain all the information so they don’t get lost or go to the wrong address – ATTACH A MAP. Thank you (name). We look forward to seeing you for your interview at (day and time). ********** DO NOT GIVE MORE INFORMATION THAN WHAT IS STATED HERE IF YOU ARE ASKED QUESTIONS GIVE RESPONSES BELOW – DO NOT DO THE INTERVIEW OVER THE PHONE******************************* 1. Mr./Ms. (AD or RSD OR VP) will cover the job description. 2. Company 3. Compensation 4. GET OFF THE PHONE. 5. SEND CONFIRMATION EMAIL

RESUME EMAIL I still have your resume on my desk because it reflects the type of experience needed to be successful at The Assurance Group. Perhaps our original attempts to contact you were not successful. I want you to know we still have a position open in your area and I believe you are the perfect candidate. Many new representatives are shocked by how quickly their earnings escalate. Selling insurance is not hard. There are no education degrees necessary, only minimal licensing requirements. You don’t need prior sales experience. In fact, we offer an in-field training program, flexible hours and full support. Your earning potential is unlimited. Many new representatives earn from $60,000 to $100,000 or more their first year. Our unique marketing niche enables us to supply our sales force with leads who have indicated an interest in reviewing our products. With The Assurance Group, there is virtually no prospecting for leads. Please CLICK HERE to learn more about this important opportunity. We are still eager to speak with you and hope to hear from you soon. Sincerely,

QUESTIONS and REBUTTALS “What is the position?” “We are currently hiring for multiple positions including management, trainees, part-time, full-time, sales and administration. “What is the compensation or salary?” “Compensation is based on background and experience. We will review that with you during your interview process.” “How much does the position pay?” The person doing the interview will cover compensation at the interview. LEAVING A PHONE MESSAGE Hello, this message is for __________________(candidate). This is __________________ (your full name) with The Assurance Group and I am calling from Manpower Development. I have your resume here and I have a few questions. Please call me at (phone number & extension). Again, my number is (phone number & extension), I’ll be in the office today until (time) but if you don’t catch me please call me between ____ and ____ on (day). That’s the best time to reach me. I look forward to hearing from you. Have a good day.

Initial Interview Non Licensed Seat the candidates and play the Recruiting Presentation. Remember the “Theme” is that everyone can do this. But…This industry may not be for everyone. The presentation covers “The Company”, Job Description and The Compensation Plan.

Hello, (first name). Please take a seat right here. (First name), I will start our interview by doing an overview of the company and compensation plan. At The Assurance Group, we have a 2 - step interview process. 1. During the first interview today we will get to know each other a little better. We’ll discuss the position, compensation and the opportunities for advancement.. 2. If we decide that we are a good fit for each other we can proceed with the hiring process in our second interview. Do you have any questions so far? Initial Interview Licensed Agent

Initial Interview Licensed Agent At this point you should discuss the companies and contracts. Explain the contracting process. Schedule a second interview if necessary to complete the contracts.

Team Building Part 1 4. Licensing Process Depending on the prospective agents current employment situation, I always recommend the online pre licensing course as an alternative to the 40 hour classroom course. They can continue to work while they complete their pre licensing requirements. There are a variety of providers so I will recommend the following online providers: examfx license2go.com For those who prefer the classroom setting: The Rendelman Company Insurance Educational Systems Once the pre licensing is complete the agent will receive a completion Form that authorizes them to take the state exam.

ExamFX assurance.examfx.com ExamFX Online Training combines rich multimedia instruction, interactive exercises, always-on reference tools, and powerful self-assessment features, with concise and easy-to-understand text-based material. The ExamFX presentation engine is built around the idea that your best learning occurs at the pace that's right for you. ExamFX employs the latest web technologies to provide a dynamic learning environment that is fast, flexible, and easy to use. Courses are always up-to-date and pleasing to the senses. These qualities are important when spending your valuable time learning new material. ExamFX represents the latest and most advanced computer-based training solution available from ABLE Incorporated, creator of The Exam Simulator PASS Package, and a leader in licensing exam preparation since 1996. ExamFX is right for you. Learn more about our courses, and enroll today!

Our mission is to immediately deliver a high quality learning experience that eliminates the time, obstacles, and inconveniences associated with traditional classroom training. Our goal is to get you licensed ASAP so you can start producing immediately. The course is full of self-paced interactivity spiced with audio and animation presented in an engaging manner. License2Go is delivered in an easy to understand style designed for the novice to quickly comprehend insurance terminology and information. License2Go's practice final exam is built on a bank of questions that are changed each time it is accessed, building knowledge not just answering questions. We incorporate an adult learning approach to every test question telling you the correct answers and more importantly the reason why the answers are correct. We feel so confident that you can learn everything necessary to pass the exam the first time; we extend our Money back guarantee. See Money back guarantee for details license2go.com

Team Building Part 1 5. The Contracting Process New agents now have the benefit of the Agent Web Portal which makes the task of contracting with multiple companies an easy and efficient process. A new agent completes a 13 step personal profile and selects the companies they want to get appointed with. The information from the agent profile is then used to complete all the required fields on each contract eliminating hours of manual duplication. Once the contracts are completed and signed by the agent and received in the contracting office they are forwarded to the insurance companies for approval. It is important for the agents manager to be aware of any issues that may need additional explanation. Each company has their own set of guidelines when it comes to issues such as bankruptcy, vector, liens, credit scores, and criminal records. Some are more liberal than others. It is always best to address the issues up front than to get declined for an appointment. With life companies it usually takes a week for the agent to receive a writing number. Colorado Bankers Life allows the agent to write their first application before assigning an agent writing number. We are now ready to begin the initial training process. www.assuregrp.com

Week 5 Team Building Part 2 160

Team Building Part 2 6.Training: Initial Agent Training TAG University TAG University was created to provide a comprehensive classroom training that would insure that every new agent received the highest quality of training we could offer. TAG U provides a company orientation, sales training, product knowledge, and stresses the importance of personal development. Field Training Field training is typically the agents second week of initial training where they have the opportunity to participate in the sales process from the phone calls to the in-home presentation. “If either one of these are not provided you are setting the agent up for failure.”

Team Building Part 2 Weekly Training Events Team Meetings Team meetings should be conducted every week to recognize those who have done an outstanding job, who have a success story, or to provide personal development training. You as the leader should conduct these meetings and allow your team members to share their experiences from the week. Most are done my WIG CALL Mondays at 8AM. TAGinars TAGinars are Friday training sessions designed to provide the sales force with one hour of product training or personal development. Hour of Power The Hour of Power is an hour of personal and professional development with John C. Maxwell every Wednesday at noon in the TAG training facility. If you are unable to attend in person you can join the Hour of Power via conference call.

Team Building Part 2 Personal Development Personal development is a personal choice every leader has to make for themselves. “To grow, you have to be intentional.” Each time I pick up a leadership development book, or listen to CD’s while I am driving down the road, I am investing in my future and increasing my potential as a leader. John Maxwell said “If you want to lead, you have to learn. If you want to continue to lead you must continue to learn. The moment you stop learning is the moment you stop leading.” After you have made the choice to be a continual learner, you may think you have done all you need to do in the area of personal growth. But, as a leader you have one more responsibility. You need to create a positive growth environment for the people you lead. What does a positive growth environment look like?

Team Building Part 2 Personal Development A Positive Growth Environment is a place where the following things happen: Others are ahead of you You are continually challenged Your focus is forward The atmosphere is affirming You are often out of your comfort zone You wake up excited Failure is not your enemy Others are growing People desire change Growth is modeled and expected If you can create a growth environment, not only will your team grow and improve, but people with great potential will knock down your doors to become part of your team! I guarantee it.

Team Building Part 2 6. Retaining No matter how good a leader you are, you will occasionally loose people. You’ve heard the expression that people leave people , not companies? Here are a few things you can do as a leader to make yourself the kind of leader other people want to follow: Take responsibility for your relationships with others. When people leave, do an exit interview. Put a high value on those who work for you. Put credibility at the top of your leadership list. Recognize that your attitude creates the working environment for others. Maintain a teachable spirit and a passion for personal growth.

Week 6 Communicating Effectively Part 1 166

Communicating Effectively Part 1 A TAG Leader Must be a Good Communicator 1. Successful leaders are effective communicators both verbally and nonverbally. 2. In order to be a 360 degree leader one must be able to effectively communicate with: Corporate Management Be prepared when you take your leaders time. Offer solutions along with your challenges. Home Office Staff Remember, they are here to support you. Treat them the way you would want to be treated. Create relationships, you’ll get a lot more accomplished. Compliment and thank people no matter how small the task.

Communicating Effectively Part 1 Fellow Leaders One of the most important asset anyone of us have in life are our friendships. I am sure you already have friends, so you know how to develop friendships. At work, if you want to lead across, you need to work at being a friend even with those who don’t initially put any effort in being a friend back. Here are a few reasons why you should work to develop friendship with your fellow leaders: Friendship is the foundation of Influence…. Good relationships make influence possible, and friendship is the most positive relationship you can develop on the job with a fellow leader. Friendship is the foundation for success…. Theodore Roosevelt said ,“ The most important single ingredient in the formula for success is knowing how to get along with people.” Friendship is the shelter against sudden storms…. “True friends are a sure refuge” -Aristotle

Communicating Effectively Part 1 Agents in Your Down Line Credibility is the bond between the leader and the follower, and it forms the bedrock of why people do what the leader asks of them, credibility will make or break your success. Let’s take a look at what’s involved in… Establishing Credibility: Always tell the truth Under promise and over deliver Do what you say you’ll do When your credibility is questioned: Acknowledge your mistake Apologize Make amends

Communicating Effectively Part 1 3. The way we communicate will effect the attitude and productivity of everyone around us. Our words build people up or tear them down. 4. The best method of communication is to listen more than you speak.

Communicating Effectively Part 1 A Good Communicator Needs to have…. 1. A Genuine Concern For The Person They Are Talking To When people sense that you have a genuine concern for them, they are willing to listen to what you have to say. 2. The Ability to Focus on The Responder Poor communicators are focused on themselves and their own opinions. Good communicators focus the response on the person they’re talking to. Good communicators also read body language. 3. The Ability to Communicate With All Kinds of People A good communicators has the ability to set a person at ease, and can always find a way to relate to anyone of any background.

Communicating Effectively Part 1 A Good Communicator Needs to Have… 4. Eye Contact With The Person They Are Speaking to Most people who are being straight with you are willing to look you in the eye. Personal integrity and conviction make communication credible. 5. A Warm Smile The fastest way to open up the lines of communication is to smile. A smile overcomes communication barriers, crossing the boundaries of culture, age, sex, race, class, education, and economic status. “Nothing in Life is More Important Than the Ability to Communicate Effectively” -Gerald Ford

Communicating Effectively Part 1 Practical Application What is the meaning of the term “360 Leader” ? Discuss why it is important for you to not only bring your challenges to Corporate Management, but be prepared to also offer up solutions. What should you do when one of your agent’s has a confrontation with an employee? You are having a conversation with a fellow Agency Director who is complaining about their leads for the week. As a TAG Leader what should your response be?

Week 7 Communicating Effectively Part 2 174

Communicating Effectively Part 2 Improving Your Communication…. You can’t have teamwork unless everyone on the team communicates. Without communication, you don’t have a team; you have a collection of individuals. Here are a few things that will help improve communication within your organization 1. Casting Vision If you are the leader of your team, then you have the responsibility for communicating the teams vision and keeping it before your people continually. That’s not always easy. You can use the following checklist to make sure that every vision message possesses the following:

Communicating Effectively Part 2 Clarity: brings understanding to the vision (What my people need to know, and what I want them to do) Connectedness: brings the past, present and future together Purpose: brings direction to the vision Goals: brings targets to the vision Honesty: brings integrity to the vision and credibility to the vision caster Stories: brings relationships to the vision Challenge: brings stretching to the vision Passion: brings fuel to the vision Modeling: brings accountability to the vision Strategy: brings process to the vision

Communicating Effectively Part 2 3. Accountability Make it easy for team members to communicate with you by having a daily reporting method in place. 3. Be Candid Open communication fosters trust. Having hidden agendas, communicating to people via a third party, and sugarcoating bad news will hurt team relations and your credibility as a leader. Your goal should be to speak truthfully but kindly to your team members. 4. Be Accessible Can the members of your team in touch with you? You are the one who knows how to make things happen, you are the one that has access. When a crisis happens, you are the one your team looks to for leadership.

Communicating Effectively Part 2 Practical Application 1. Protocol: In any organization there is a protocol that must be followed. In the military it is referred to as the chain of command. The chain of command helps maintain good order and allows for problem solving to at the proper level of management. In our business our CEO likes to maintain an open door policy which is good for moral but isn’t always the best way to resolve the problem. If you have open lines of communication with your team members they won’t be going up the hallway to get issues resolved.

Communicating Effectively Part 2 2. Methods of Communication: What method do you currently have in place for daily reporting of team production? War Report 3. Discussion: Why is it important for you as a leader to have a vision for your team? Isn’t it enough for the owner to have a vision?

Week 8 WILDLY IMPORTANT GOALS - WIGs 180

WIGs “There is no more powerful engine driving an organization toward excellence and long-range success than an attractive, worthwhile, and achievable vision of the future, widely shared” -Burt Nanus

WIG = GOAL SETTING S.M.A.R.T Goals If your like most people, at the beginning of the year you probably … Set some goals Made New Years Resolutions Decided to loose some weight Committed to quit doing something…. And by the end of January you decided to give it up. The real tragedy is not that people give up on resolutions, but rather that year after year of failure causes people to stop dreaming, stop resolving, and stop hoping. Each year’s failure takes one more bite out of their self esteem, self image and self confidence.

WIG = GOAL SETTING S.M.A.R.T Goals The key to success is not just having goals, but rather having S.M.A.R.T goals. S.M.A.R.T is an acronym for 5 qualities of an effective goal. Let’s look at each quality. 1. Specific ~ One of the most important qualities of an effective goal is that it’s specific.Specific means you know exactly what you want to accomplish. The more specific you make your goal the more “magnetic attraction” it pulls toward becoming a reality. Our minds are like a computer; garbage in - garbage out. Specific goals in – specific results out. Your mind can only work with what you feed it. The key is in the programming. Write your goals down on a pad of paper this will help you identify where the goal is specific and where it isn’t. Review your goals often. Ben Franklin felt that it was important to review his goals each day. In the morning he would ask himself “What good shall I do today?” In the evening he asked “ What good have I done today?”

WIG = GOAL SETTING 2. Measurable ~ Next your goal must be measurable. Measurable means quantifiable. You must know accurately where you stand at any given point. You must be able to quantify how much you have left. It’s a matter of keeping score. Can you imagine two basketball teams playing in front of thousands of fans but not turning on the scoreboard or game clock- just playing until they felt like quitting? If your goals aren’t measureable, your playing without a scoreboard or game clock. You don’t know if your winning or loosing, if your ahead or behind, or if you growing or dying.

WIG = GOAL SETTING To make sure that your goals are measurable, set up a system to track them. Use a graph or a daily, weekly, or monthly progress report. By always knowing where you stand, you will always know what to do next. 3. Attainable ~ Nothing will make an agent want to quit faster than facing unachievable goals. Ian MacGregor former AMAX Chairman of the board says that he works on the same principle as horse trainers. You start with the low fences, easily achievable goals, then you work your way up.

WIG = Goal Setting 4. Realistic ~ This is not a synonym for "easy." Realistic, in this case, means "do-able." It means that the learning curve is not a vertical slope; that the skills needed to do the work are available; that the project fits with the overall strategy and goals of your organization. A realistic project may push the skills and knowledge of the people working on it but it shouldn't break them. Devise a plan or a way of getting there which makes the goal realistic. The goal needs to be realistic for you and where you are at the moment. A goal of never again eating sweets, cakes, crisps and chocolate may not be realistic for someone who really enjoys these foods. For instance, it may be more realistic to set a goal of eating a piece of fruit each day instead of one sweet item. You can then choose to work towards reducing the amount of sweet products gradually as and when this feels realistic for you.

WIG = Goal Setting Be sure to set goals that you can attain with some effort! Too difficult and you set the stage for failure, but too low sends the message that you aren't very capable. Set the bar high enough for a satisfying achievement! To be realistic, a goal must represent an objective toward which you are both willing and able to work. A goal can be both high and realistic; you are the only one who can decide just how high your goal should be. But be sure that every goal represents substantial progress. A high goal is frequently easier to reach than a low one because a low goal exerts low motivational force. Some of the hardest jobs you ever accomplished actually seem easy simply because they were a labor of love. Your goal is probably realistic if you truly believe that it can be accomplished. Additional ways to know if your goal is realistic is to determine if you have accomplished anything similar in the past or ask yourself what conditions would have to exist to accomplish this goal.

WIG = Goal Setting 5. Timely ~ A goal should be grounded within a time frame. With no time frame tied to it there's no sense of urgency. If your goal is to write 10,000 in AP this month, when do you want to accomplish it by? "Someday" won't work. But if you anchor it within a timeframe, "by May 1st", then you've set your unconscious mind into motion to begin working on the goal.

WIG = Goal Setting Practical Application Using the S.M.A.R.T. approach to setting goals take each one of your goals and apply the 5 qualities of an effective goal to see if they are effective. Goal # 1 My goal for income is to reach $3,000.00 a week in commissions from my production and my team overrides by June 1st, 2009. 1. Is my goal specific? Yes I want to generate $3,000.00 a week in income. 2. Is my goal measurable? Let’s talk about it How much am I earning now? How much am I lacking? What do I need to do to make up the difference? 3. Is my goal attainable? Yes/No

WIG = Goal Setting Practical Application 4. Is my goal realistic? Yes 5. Is my goal timely? Yes Now I need to sit down and identify what I need to do as far as hiring more people to help me reach my goal or how many sales I will need personally to reach my goal. “Turn your dreams into goals … your goals into plans…. and your plans into actions.

WIG….. Bringing it home “It’s the goal that shapes the plan; it’s the plan that sets the action; it’s the action that achieves the results; and it’s the results that bring the success. And it all begins with the simple word goal.”

“The most important key to achieving great success is to decide upon your goal and launch, get started, take action, move!” ~ John Wooden

Week 9 Managing Activity 193

Managing Activity Managing activity is not about time management it’s about getting maximum results from our efforts individually and collectively. There are 3 activities that every leader needs to include in their daily and weekly schedules: Recruiting ~ In our industry there is one rule that never changes and that is “Recruit or Die.” We must be about recruiting new people into the business because we will always have attrition as long as there are personalities involved.

You Can Get All 3 Elements of Success in Place By Managing Activity…. …And Team Effort

Managing Activity 1. Recruiting ~ A consistent weekly hiring event will guarantee consistent weekly production numbers. Think about your recruiting efforts, are they proactive or reactive? Proactive Recruiting is a scheduled ,well planned ,weekly hiring event with new agents coming aboard every week. Set the Goal of 10 per week for your TEAM. Reactive Recruiting happens on an as needed basis or after everything begins to fall apart. Can we afford to be reactive? Get every team member involved in your recruiting efforts each week by calling resumes. Help them build their team.

Managing Activity 2. Training ~ Every leader is a trainer and should be duplicating themselves every day with: Recruiting Product and Sales Training “Plan 240” Mentoring and Coaching

Managing Activity 3. Sales ~ We can have fine tuned recruiting and training agenda but we still need daily management of our sales activity. You’ve heard the expression “Production Rules”? Let’s discuss how important each of the following are to you as a leader of a sales organization: Communication Daily Reporting of Sales and Activity Accountability Strategy

There is no security on this earth. There is only opportunity. ~Douglas MacArthur Introduce the daily team activity tracking sheets…“WAR Report”.

Week 10 Managing to Expectations 200

Managing to Expectations Sam Walton once said “High expectations are the key to everything”. To achieve all their goals and continue growing, a leader must be continually raising the bar of success. This lesson is focused on leadership skills that will allow one to consistently achieve the goals and expectations set before them.

Managing to Expectations Consider the following four steps as you build and grow your organization and Manage to Expectations. 1. Setting High Expectations…. Challenges people to a little bit more. Creates hope in people. Can literally change peoples lives. WIGs = Goals = Accountability 2. Communicate Your Expectations Often~ Be certain that every team member knows what you expect. Put it in writing, email it, leave it on their answering machine. Believe it or not people will go out of their way to meet and exceed their leaders expectations.

Managing to Expectations… 3. Requires an Action Plan~ A System (Plan 240, Project 25, etc.) Every team member should be on the same page, using the same system, delivering the same message, promoting the same vision. Establish WIGs (Goals) Every team member has unique talents and abilities, and limitations. Be realistic. Make sure every team member has written down their S.M.A.R.T goals. Manage team member goals (expectations) by using the WAR report. Results - Accountability It does not matter how much activity you have, nothing happens until someone sells something. As leaders we are expected to get results. Results need to be measured daily.

Managing to Expectations 4. Inspect What You Expect~ WIG Call Monday Many leaders start out with high expectations and good intentions but miss their target by not inspecting what the expected.

Practical Application Expect More - Execute Better Roger Leftwich was the Agency Director in 1997 when I hired on at Piedmont Brokerage and Consultants which is now The Assurance Group. Roger was a hard working fellow that always met or exceeded his goals each week and that was the one thing that impressed me about Roger was his expectations were always higher than the average agent. Roger had a long range financial goal that was always in the back of his mind and his short range goal would always be written down and taped to his dashboard. Roger had a laser focus and nothing was going to keep him from reaching his goals. Roger had equally high expectations for his team members. He communicated with us several times a day to make sure we were on track to finish the week strong.

Week 11 Influencing Others 206

Influencing Others
As a leader you influence people every day whether you realize it or not. If your life connects in any way with other people you are an influencer. Leaders become truly effective when they become effective at influencing those who look to them for leadership. This lesson will delve into the theory and practice of how to influence others.

Influencing Others 1. A Person of Influence Adds Value to Others.. As a leader, everyone we come into contact with on a daily basis we have the ability to add value to their lives in some way or another. Let’s look at some examples of how we add value to people: When our agents look to us for leadership and advise. When we do something for someone without expecting any thing in return. When we help other people reach their potential.

Influencing Others 2. A Person of Influence Has Integrity With People Integrity is about the small things… As important as integrity is to the success of our business, it’s even more critical if you want to be an influencer. Integrity is the foundation upon which many other qualities of a leader are built such as respect, loyalty, and trust. If the foundation of integrity is fundamentally flawed or weak, then being a person of influence will become impossible. “One of the realities of life is that if you can’t trust a person at all points, you can’t truly trust them at any point.” ~Cheryl Biehl Webster’s dictionary describes integrity as “ Adherence to moral and ethical principles; soundness of moral character; honesty.” Ethical principals are not flexible. Integrity commits itself to character over personal gain, to people over things, to service over position, to principle over convenience, to the long view over the immediate. The road of integrity may not be the easiest one, but it’s the only one that will get you where you ultimately want to go.

Influencing Others Questions To Help You Measure Your Integrity How do I treat people from whom I can gain nothing? Am I transparent to others? Do I role-play based on the person I’m with? Am I the same person when I’m in the spotlight as I am when I’m alone? Do I quickly admit wrongdoing without being pressed to do so? Do I put other people ahead of my personal gain? Do I have unchanging standards for moral decisions, or do circumstances determine my choices? Do I make difficult decisions even when they have a personal cost attached to them? When I have something to say about people, do I talk to them or about them? Am I accountable to at least one other person for what I think, say, and do?

Influencing Others 3. A Person of Influence Enlarges Other’s… Dennis Waitley said, “The greatest achievements are those that benefit others.” When you enlarge others, you do several things: Raise their level of living Increase their potential for success Increase their capacity for growth Increase the potential of your organization “There is no more noble occupation in the world than to assist another human being – to help someone succeed.” ~ Alan Loy McGinnis

Influencing Others Make Yourself an Enlarger… If you want to do more for others, you have to become more yourself. You can teach what you know, but you can reproduce only what you are. Leadership experts Warren Bennis and Bert Nanus spoke to this issue: “ It is the capacity to develop and improve their skills that distinguishes leaders from their followers.” As you take on the task of helping others enlarge themselves, the most important thing you can do is improve and enlarge yourself because only then are you able to help others do the same. Any day that passes without personal growth is an opportunity lost to Improve yourself and to enlarge others. “One life; a little gleam of time between two eternities; no second chance for us forever more.” ~Thomas Carlyle

Influencing Others 4. A Person of Influence Reproduces Other Influencers.. At the Assurance Group you may have noticed the momentum that has been building lately as a result of the recruiting efforts of many people. The people we are bringing aboard are being hired to become leaders. We are now in the reproduction phase. We need to reproduce leaders. Take a look at some benefits of raising up leaders in your organization who can not only follow you but also influence others and raise them up: Reproducing leaders raises your influence to a new level. Reproducing leaders raises the new leaders personal potential. Reproducing leaders multiplies resources. Reproducing leaders will ensure a positive future for your organization and The Assurance Group.

Week 12 A Week in The Life Of a TAG Leader 214

A Week in The Life of a TAG Leader During the past eleven weeks we’ve been Discussing leadership principles that will help you build and maintain your organization. In this lesson we’ll attempt to put it all together in a very practical “nuts and bolts” approach and focus on five activities that are essential to your success as an Agency Director.

A Week in The Life of a TAG Leader On my desk I have a marble paper weight that I received from an insurance company that has a quote inscribed on it that has been an encouragement to me for over a decade. It simply says: “Successful people do those things that failures refuse to do.

A Week in The Life of a TAG Leader Team Building… Team building is an essential part of the TAG leaders success. Without a regular effective recruiting strategy in place any sales organization is going to die due to normal attrition. Recently we implemented a weekly recruiting event that has been very successful. The momentum is the secret ingredient not so much the results. Recruiting has to be a number 1 priority each week whether you hire anyone or not. It’s all about the activity. You and your team members will need to dedicate a certain amount of time each week to making contacts and conducting a hiring event. Keep in mind that as you build and grow you will be able to commit more resources to your team building efforts. For now, maximize your time and effort with the resources you have.

A Week in The Life of a TAG Leader 2. Goals and Expectations… As a TAG leader you should have both personal goals and team goals. The teams individual goals and daily Activity Report should be reviewed weekly with individual team members. This helps you identify where they’re strengths and weaknesses are. I would design my training around these areas each week. “Execution is the discipline of getting the most important things done” and is the responsibility of the leadership. That’s you. You will find that when we are not accomplishing our weekly goals, one or more of the following issues needs to be addressed. Team members: Don’t know the goal. Don’t know what to do to achieve the goal. Don’t keep score. (Track activity) Are not held accountable.

A Week in The Life of a TAG Leader 2. WIGs - Goals and Expectations… Goals need to be S.M.A.R.T goals. Specific Measurable Attainable Realistic Timely Your expectations for team members should be a direct reflection of their individual weekly goals. Hold team members accountable for what they told you they need to accomplish each week.

A Week in The Life of a TAG Leader 3. Communication… It’s Tuesday morning, it’s show time! Your agents are running appointments and life is good! From now until the whistle blows you and your agents need to be communicating throughout the day and especially in the evening. That open line of communication is critical. Make it easy for your team to reach out to you. Nothing is more frustrating than to have had a bad day and not be able to talk to the coach. The Daily Activity Report is the tool you should use to begin tracking activity and production beginning on Monday.

A Week in The Life of a TAG Leader Training M & W Selling Mon - Sun 4. Managing Activity… Managing Activity is not about time management, it’s about getting results from our efforts individually and collectively as a team. There are 3 activities that every leader needs to include in their daily routine…

A Week in The Life of a TAG Leader 5. Training… The Assurance Group has made it easy for you and your team to get the training you need. Leadership Training Classes Fastrack to Leadership Course TAGinars - Product and Sales Training Live Classroom or Via Webinar TAG University “World Class” New Agent Initial Training Field Training with manager The week following TAG University

A Week in The Life of a TAG Leader Team Building WIGs - Goals and Expectations Communication Managing Activity Training

Week 13 The Law of Legacy 224

The Law of Legacy “A leaders lasting value is measured by succession.” In this final lesson in the Fastrack to Leadership Program our topic comes from John Maxwell’s “21 Irrefutable Law’s of Leadership,” The Law of Legacy. Just as in sports a coach needs a team of good players to win, an organization needs a team of good leaders to succeed. Leaders who practice the Law of Legacy are rare. But the leaders who do leave a legacy of succession for their organization by doing the following:

The Law of Legacy 1. Create a Leadership Culture A strong organization requires strong leaders at every level of the organization. The only way to develop such widespread leadership is to make developing leaders part of the culture.

The Law of Legacy 2. Lead The Organization With a Long View Great producers come and go, and leaders with a long view are a rare breed. The true leaders that will leave a legacy behind are here for the long haul through the good times and the challenging times. They lead with a vision for tomorrow as well as today in mind, and are always looking out for the best interest of the company and their team.

The Law of Legacy 3. Pay The Price Today to Assure Success Tomorrow There is no success without sacrifice. Every organization is unique, and will dictate what that price will be. Any leader who would be successful must be willing to pay the price to ensure lasting success. What am I willing to pay to be a more effective leader? Am I willing to sacrifice to succeed? Nothing is a sacrifice unless it costs you something. Sacrifice is the true nature of leadership.

The Law of Legacy 4. Value Team Leadership Above Individual Leadership No matter how good you are, you will not be able to do it all alone. The larger the organization, the stronger, larger, and deeper the team of leaders needs to be.

The Law of Legacy 5. And that brings us to A Paradigm Shift…. For centuries great leaders have thought that they needed to lead followers. When John Maxwell left as Pastor of a church in Hillman, Indiana, he thought he had been a success. Within 18 month after leaving, the church attendance began to fall off. At first he blamed the new pastor. But the he realized that If he had done a good job there, it wouldn’t have mattered what kind of leader followed him, good or bad. He hadn’t set up the organization to succeed after he left. This prompted John to change his focus from “leading followers to developing leaders”. A legacy is created only when a person puts his organization into the position to do great things …. without him.

THE “SUCCESS” TRIANGLE