Hiring

The brain is wired to think more innovatively about the problems it isn’t solving in the moment—which means scheduling “playtime” is important.

In honor of Military Appreciation Month in May, a veteran shares his favorite leadership lessons from his time serving in the U.S. Army—and how you can apply them to your business.

Here’s why promoting women in insurance makes good business sense—and how everyone in the independent agency system can help make it happen.

The intentions behind your open-door policy are good: You want to encourage transparency and keep the lines of communication open. But your open-door policy may be causing your team more harm than good.

There’s an old cliché, “Treat your team members like you want them to treat your very best customer.” Most of us would agree with the concept, but it rarely happens.

Whether you’re hiring a new producer straight out of college or one with years of industry experience, here are three steps that can help you hold every new producer accountable for helping your business thrive.

If you’re not careful, you can create an easy-to-spot trail of behaviors that may put a cap on your career.

What factors do you need to keep in mind when determining what compensation model will produce the best results for a new commercial lines producer—and make them want to stick around?

Are the best new hires new to the insurance industry? Or is it better to hire experience? Two independent agents debate the issue.

When determining which compensation model will work best for a new commercial lines producer, remember: You can’t expect immediate profitability.