LNL2436

LNL2436

CODING FOR EXPLOSIVE GROWHire, Train, Code & Retain

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WHAT ARE WE RECRUITING TO? Opportunity-Liberty Leadership Winning Culture Office Environment Defined Career Path Systems Metrics of Success

Opportunity Give me 1 yr., I’ll give

Career Influence & Control

over Unlimited Earning Power!

Crystal Clear Path to Promotion

Control your Own Destiny-HUGE!

Winning Culture “Culture is the Combination of Leadership Personality, Clear and Concise expectations and High levels of accountability within Your Agency”* We are only as strong as the culture we Recruit to!

Winning Culture Define Value’s 1st, Choose Priorities

Decide what you can live without

Measure Agency Win’s daily Create true sense of

urgency Respect time/promote

efficiency

Winning Culture Recruit to Retain mentality

We Recruited them, But they HIRED US! Now, Do the Job they Hired you to do! Defined Roles- Chain of

Command Abundance of Energy Rewards & Recognition

Winning Culture Community Support-

Charity Social Events Social Media- Daily

Message! Dress for Success Motto/LOGO

Office Environment Productive Environment/Professional Design Inspiring, Educational & Supportive Open spaces Clean and Organized Direct reflection of owner

commitment Can I see myself driving here 5x wk

Defined Career Path Key Question: What makes your Top people feel Successful?

Design Career Development Plans

Multiple Avenues for Growth Opp’s.

Must provide Coaching/Mentorship

SYSTEMS Playbook’s-Guiding

Force Team’s “Intellectual

Property” Game Plan for Success Provide Rails

=Guidance Stabilizing Force

Metrics of Success Activity-Greatest Predictor we have 2k, 20, 100 55/10/1 Call Clinics –Goal Focused Follow up Appointments-

Worksite Expansion of Work Week

SETTING THE STAGE FINAL MRO “The Need Analysis” Attitudes Expectations Activity Vision Forecast your future:1,2,5 Yrs.

Attitude Determines Altitude Ego Checked at Door Coachable Work Ethic Add Value Leadership

Expectations First 90 days-Reality What do you expect from Me/US? What I expect from you…… Our ROI & Our Commitment Financial Expectations: Clarity!

Vision Need vs. Want Paint it for me- Bold What are you willing to do? Forecast your future:1,2,5 Yrs. Employ me into “that future”

CODES TO AGENT SUBMIT COUNT

BUILDNG THE BRIDGE TO SUCCESS AP Tracker first 8 weeks

CODES TO AGENT SUBMIT COUNT BUILDNG THE BRIDGE TO SUCCESS Dual Market Strategy- why? Weekly

Commitments/Adjustments Call the board- Branch

Competition Contests/Recognition “Go

live”

7 Hidden Reason’s Why Agents “FIRE US”

Success Depends on ability to retain agents*This ability Hinges on RELATIONSHIPS!!I’m Not making Enough Money is NOT one of themThey weren’t making any money when we hired them!

1. The Job and workplace not as expected

SOLUTION 1Paint the real picture, It’s COMPELLING!!

A realistic picture of the opportunity must be provided at the time of the CLB, and reiterated In the Friday Orientation.

1. Challenging faces of this Career2. What makes us different- what

makes us “tick”3. LNL Work history of our top

management.4. Expectations are “what we expect”!5. What you can expect from US.Were Going to do the Job your Hired us to do! You can take that to the bank!

7 Hidden Reason’s Why Agents “FIRE US”

2. There is a Mismatch between the Career and the Candidate

SOLUTION 2Retention starts at recruiting.

During the Interview Process, are you selling or buying?

1. Can you articulate your Vision- if so, how so?2. Write me a 30 second Commercial…. About You!3. Do you consider yourself a “connector”4. Our people are “valued added Consultants” 5. We require an Abundance of Energy fueled by

Passion6. Were actively pursuing Results Driven

Candidates.7. Does your DNA Push you to Accel? example’s?

I need to Buy you in parallel to Educating and Qualifying you on this Opportunity. WE NOT FOR EVERYONE!

7 Hidden Reason’s Why Agents “FIRE US”

3. Too Little Coaching and Feedback This takes WORK!

SOLUTION 3Knowledge, Skills and Motivation

What happens in your agency after the first week?

1. Has the new agent been evaluated and Released by YOU

With the Intent of “getting better daily”2. Are you Providing weekly Leadership Training Class's 3. What’s your Culture of Reward and Recognition?4. Are you doing “Talent Assessments” on your people?5. Have you designed Individual Career Development Programs for those that count on you for Leadership and Leadership Development!

7 Hidden Reason’s Why Agents “FIRE US”

4. To few Growth and Advancement opportunities

Solution 4You must have a clear path to promotion

Reality Check

1. Were they given a career track at Final/MRO?

2. Do you have multiple Unit’s in your Agency with Multiple Avenues for Advancement?

3. Are you modeling the way? They need to see it and believe it.

4. Does your CLB match the Vision they See once there hired?

7 Hidden Reason’s Why Agents “FIRE US”

5. Feeling Devalued and Unrecognized

Solution 5Praise, Reward and Recognize

Create a HIGH IMPACT Reward Zone in your Agency

1. Decruit the Negative attitudes ( body goes too)

2. Reward “The Right Activities” Success metrics early and often! Conditioning!

3. Reward around “Categories” in your Agency while maintaining high Standards

4. Keep Competition alive in everything you do. Your best people crave it and most others will too after they earn your praise!

7 Hidden Reason’s Why Agents “FIRE US”

6. Poor Life & Work Balance

Solution 6Teach Professional Productivity

1. Promote Family Life and Work balance by Leading from the front.

2. Create a sense of True efficiency

3. Time off is Earned once objectives have been met.

4. Give “Extra Milers” a reward that will replace the extra time they’ve put in.

5. What you measure is what your value, Promote quality family time for your people

-Be an example.

7 Hidden Reason’s Why Agents “FIRE US”

7. Loss of Trust and Confidence in Your Leadership Team!

Solution 7Don’t loose your perspective

1. Remember what you Sought out as a agent.

2. Become a trusted advisory and Coach 3. Correction, Direction and Affection! 4. Be Consistent in everything you do and

insist your managers do the same5. Your agents and their Needs always

come First! You need them more than they need you!!

If your agents have distractions and aren’t properly motivated, the training you provide won’t won’t have the impact you need. Here’s the 3 Pillars for Healthy agent Retention:

Financial Health: Review MRO early and often- No Surprises here, unless your not

looking.Coach up “smart spending habits”We promised them “wealth building”Now tie them to their Dreams!

Physical life: Physical fitness- helps your agents

withstand long days, Use gym passes or memberships

as weekly or monthly incentives. Be a role model- stay physically

active!.

Psychological Health: Poise and professionalism and

Grace under pressure takes maturity! –and a healthy mind

Promote the Mindset of a champion in everything you do. This is all about

Mindset- are your Setting their minds

For Success?

LNL2436