tuesday, october 10, 2017 building a high-performing teamkinderbrothers.com/content/10-10-17 build...

Thank you for participating in the October 10, 2017 teleseminar

with Garry Kinder and Bill Moore, sponsored by the FFMA. Your

handout is attached. Please make copies for those

participating. The handout is a beneficial tool for following along

with Garry and Bill.

Tuesday, October 10, 2017

Building a High-Performing Team

DIALING INSTRUCTIONS

Please call: 1-877-254-8863

(Toll free from the US/Canada)

Enter Access Code: 823553# to

join the call

The call will start promptly at

12 noon Eastern

11 am Central

9 am Pacific

and will last for

30 minutes,

with 15 minutes of Q&A. If you have questions prior to the call, email: [email protected]

TELEPHONE HELP:

If you are experiencing difficulties during the

call, press *0 for Operator/Help.

Volume: Press *4 for Volume Gain. Press *4

again to remove the volume gain.

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mailto:[email protected]

October 10, 2017 12:00 EST 11:00 CST

9:00 PST

Sponsored by

Fraternal Field Managers Association

No Charge to You!

Build Your Team

Picture-Locate-Compare-Sell

October 10, 2017 Fraternal Management Seminar

BUILDING A HIGH-PERFORMING TEAM

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Permission to reproduce this document is exclusive for participants of October 10, 2017 Call2Kinder Tele-seminar. No other reproduction is allowed. All rights remain with The KBI Group.

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WHY BUILD A HIGH-PERFORMING TEAM?

• To sustain profitable growth, you need a high-performing team. • You need to improve productivity of existing sales force and recruit

new high-quality agents each year. • Since new agents don’t typically produce as much as seasoned

agents, you need to look forward to what they can produce in the long-term

COMPONENTS OF BUILDING A HIGH-PERFORMING TEAM?

• Recruit the . • Train and coach them so that they can succeed. • Create an environment conducive to success.

GOOD RECRUITING IMPROVES RETENTION

1. Sales Manager’s effectiveness 2. Consistency of production - 3. Consistency of production - 4. Recruitment source 5. Previous occupation 6. Above-average earnings prior to appointment 7. Educational background 8. __________________ results 9. Selling system mastery 10. Activity level 11. Image of self selling insurance 12. Planning habits 13. Product belief 14. ______________________ 15. Communication skills 16. Professional growth 17. Agency climate 18. Individual’s


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COMMON DENOMINATORS HOW THEY WILL HELP WITH RECRUITING

Professional presence

Self-organized

Ability to apply procedures

Desire to build others

Pursuit of a mission

Ability to stay focused


4

RECRUITING PRINCIPLES

• Adopt a philosophy of • Develop attraction power • Search for good agents continuously • Remember that there is a limited supply of good agents • Attract • Build and use a recruiting formula

RECRUITING RESPONSIBILITIES

• Develop a • Develop • Initial Interviews • Questionnaire • In-depth Interview/Career Presentation (Individual or Group) • Job Sampling Assignment • Conducting Selection Interview • Spouse Interview • Compensation Interview • Education and Training Interview • ____________________________ • Keeping Track of Candidates • Special Programs • Advertising Campaign • _________________


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RECRUITING PROCESS ___________________

“If you don’t know where you are going, you will wind up somewhere else.” ~ Yogi Berra

Who Succeeds Around Here? Agents need to fit into the culture of your agency in order to succeed.

Associate

Prior Occupation

Education

Marital Status

Income Range

Associate Performance Record

SIX VITALS

Must Have: Character—Integrity High Level of Energy Mental Alertness/ Money Motivation

Common Sense Staying Power Achievement Drive TOD DIL Important Entrepreneurial Flair Financial Stability Natural Markets Education Family Support Socially Mobile


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________________ MODEL RECRUITING NUMBERS

Gathering the Names of Prospective Agents

Initial Interview

Testing

Evaluation Interview

Referencing

Commitment Interview

Pre-Contract

2

3

5

27

Reservoir Interviewed them

Have six vitals

I like them

TOD not strong enough to make move at this time

13

10

Contracted Agent

Rejection Doesn’t meet our

standards


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IF YOU WANT 3 NEW AGENTS

Gathering the Names of Prospective Agents

Initial Interview

Testing

Evaluation Interview

Referencing

Commitment Interview

Pre-Contract

6

9

15

81

Reservoir Interviewed them

Have six vitals

I like them

TOD not strong enough to make move at this time

39

30

Contracted Agent

Rejection Doesn’t meet our

standards


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_________________ Initial Interview Objectives

• Candidate’s history • “Sell them in” (Brief Career Presentation) • ______________________________ • Use strategic questions to uncover the six vitals and other

characteristics • Grade on the vitals and other profile characteristics • Record the thread of discontent

Evaluation Interview Objectives

• Review career opportunity more in-depth • Sell them out (job is tough, hours, rejection, scripts, etc.) • More in-depth look at the candidate • Determine • Continue evaluating for the six vitals and other profile characteristics • Record the thread of discontent

Commitment Interview Objectives

• Sell them in • Final determination to hire/contract candidate • Set start date • Use this interview to get the candidate off to a fast start • Grade on the vitals and other profile characteristics • Record the thread of discontent


9


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______________________ Initial Interview Objectives

Success Story (Attraction Statement)

• Your own • The agents you have recruited • The agency/organization/firm • The career

Attract Key Agent

• Easy to spot, difficult to recruit quickly. • Well known • Favorable reputation • Colorful personality • Persuasive • In the public eye • Known for success, integrity and honesty • Can easily rally people to a cause and build loyalties • Have a definite following • Attraction power and lots of it


11

BUILDING YOUR ________________________

I have interviewed them I like them They have the six vitals TOD is not strong enough at this time


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YOUR PERSONAL PLAN OF ACTION Based upon today’s session, what action will you take? What must you get done? ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ____________________________________________________________________________________ ________________________________________________________________________________

______________________________________________________________________ ______________________________________________________________________

Next Call2Kinder: November 7, 2017 Topic: Recruiting Winners Who Win

tuesday, october 10, 2017 building a high-performing teamkinderbrothers.com/content/10-10-17 build...

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