Ever feel like you “just can’t find good Producers around here?”
Listen, if you’re an agency owner — you’re just like Coach K, here at Duke. He just announced his retirement and he’ll go down in history as a recruiting legend.
And here’s why …. He’s only got 13 scholarships to give recruits. Every year, three seniors will graduate — so he’s only got three slots for new talent.
If he fills those three slots with “whatever he can get,” he’s created a huge problem.
Because in a year, they’ll be sophomores, then juniors. And if they’re not very good, his team won’t win.
You’re like Coach K — You have only a few slots to fill, so they have to be good.
And here’s why …
THE MAJORITY OF YOUR GROWTH IN THE NEXT 5-10 YEARS IS GOING TO COME FROM NEW BLOOD.
Bigger agencies can afford to fund a farm system and selection by attrition.
But smaller agencies need to run a Moneyball system, to identify high performers by the numbers.
Because when you put someone on the team — they HAVE TO produce … No exceptions.
So, here’s the deal….
If you don’t have a system to score and screen for handling rejection …
If you don’t have a system to score and screen for intelligence …
If you don’t have a system to score and screen for relationship building …
If you don’t have a system to train and develop them into winners, not quoters …
You’re only going to retain 3 or 4 out of 10 producers at best.
So here’s the critical point:
IF YOU CAN ONLY AFFORD TO HIRE 1 OR 2 NEW PRODUCERS A YEAR … THEY HAVE TO BE GOOD!
So if you’re looking to hire new insurance producers in the next 12 months …
Dig into the psyche of a REAL Producer and learn how you can determine that before you make the commitment (not after) spending $100,000s of lost producer payroll and overhead expenses.
If you need a proven playbook to help you do this, grab your copy of GRIT: Find, Hire, & Develop REAL Producers here.
