Innovation, Sales and Profitability Advice for the Insurance Industry

Knock Knock

Opening Doors with Social Media

Below is a message from our newest Vertical Growth Advisor, Brandon White, on utilizing social media in sales.

 

What are some other ways that you use social media for sales success?

Patrick Sitkins Makes a True 'Sitkins' Move

Patrick Sitkins, Vice President of Sitkins International, has decided to pursue his true passion.  After almost 6 years with Sitkins as a Vertical Growth Advisor, Director of Marketing and Executive Team Member, Patrick is following in his father’s entrepreneurial footsteps.

After recognizing the challenges facing organizations in the areas of social media, marketing, personal & corporate branding, web design, media management, graphic design and packaging Patrick has decided to start his own company to coordinate solutions offerings.  He will continue to consult with Sitkins International in these areas, but will expand his reach to all industries with a niche in financial services.  

Sitkins International is also extremely excited to be contracting Patrick to develop an International Risk Reduction Approach™ marketing strategy.  This will include full branding, corporate identity, social media, web based marketing strategies, and lead generation.  More information will be coming out soon.  

Larry Linne, President & CEO of Sitkins International commented on Patrick’s transition.  “I believe Patrick will be able to do more in his career with this move than if he were to stay with us as an employee.  I also believe we can utilize his highest and best talents with this arrangement.  It is a move that benefits Patrick and Sitkins International.”  Roger Sitkins, Founder & Chairman, also commented on the move.  “I am proud of Patrick for making this move.  The easy answer would have been for him to build his career with Sitkins International.  Starting his own business focused on his true passion will give him a great opportunity to build something remarkable.  We look forward to continuing to tap into his talents through our strategic partnership.”  

When asked about his decision, Patrick Sitkins said, “Sitkins International, Roger and Larry have provided me with an unbelievable experience of learning and growing over the last six years.  It is very encouraging to have their support as I transition to the next stage of my career.  I firmly believe that this move will allow me to utilize my unique abilities to further help the members of Sitkins International.  I couldn’t be more excited for the future.”

Patrick’s new company, The Teal Group, is based in Jacksonville Beach, Florida. 

You can contact Patrick Sitkins via the information below:

LinkedIn Profile
patrick@thetealgroup.com

 

Sitkins International's Newest Vertical Growth Advisor

Sitkins International
Fort Myers, FL
October 26, 2011

Sitkins International is pleased to announce the newest addition to their Advisor Team - Brandon White, CIC.  He will be assuming the role of Vertical Growth Advisor effective immediately focusing primarily on sales results, producer development and agency/brokerage implementation.

White brings his extensive background in the independent insurance agency market to the SItkins’ team.  He currently resides in Louisville, KY.  A strong entrepreneur and advisor, White is a founding partner of The Ambassador Group (Captive Management Firm) and Board of Director Member at Seven Counties Services.  Prior to joining Sitkins as an Advisor, White was a highly successful producer at an independent insurance agency and member of Sales Mastery (Sitkins International’s invitation only, top sales program).  When asked about the newest addition to their already deep and diverse Advisor team, Larry G. Linne (President & CEO of Sitkins International) said, “We are really excited about having Brandon on our team.  He brings great sales experience, business ownership, speaking skills and a strong leadership presence to our company.  Brandon has been very successful in everything he has been part of in his career.  Most consultants in our industry haven’t had proven success in the insurance industry.  We feel blessed to add another person to our team that will help our clients with a proven track record of success“.

Sitkins International made the announcement formal last week at their semi-annual Extreme Networking event which was held in New Orleans, LA.  For White, his decision to join the Sitkins’ team was an easy one.  “My family and I are thrilled to be joining the Advisors at Sitkins International! Sitkins is known throughout our industry for innovation and I am proud to be a part of such expertise. I will strive daily to bring the same level of professionalism and forward thinking that differentiates them in the marketplace“.

To learn more about Brandon, click here.

Dr. Phil Would Love This...

Why are relationships important to our success?  Essentially, we constantly depend upon others to help us.  We cannot succeed without the help of others.  

The key to being successful is developing effective relationships.  These relationships range from those in  our personal life, to the many different key relationships in our business life such as our insurance companies, our prospects, our centers of influence, our clients and our co-workers.

We often find that the greatest challenge is in the workplace, where relationships can easily be built and, just as easily, be destroyed.  Most people that work well together have relationships that are positive, co-operative and respectful.

How do we develop these kinds of relationships?  Here are my thoughts based on my own personal experiences, some training I have received over the years, and some advice I have received from great mentors in my life.

- The relationship needs to be important.  When I decide my relationship with someone is important I will put the time and energy into understanding them, personally and professionally, and deal with even the tough situations that may arise.

- Actively listening is key!  When I listen to truly understand people and truly be non-judgmental, it brings my relationships closer, with very little defensive conversations.

- Set the stage so that people can express how they feel.  When we ‘get naked’ or vulnerable, it allows people to feel more connected to you.  It’s tough to have good interaction if someone is feeling irritated about a situation, but not willing to discuss it.

- Embrace your generation gaps.  In the workplace today they are at least 3 different generations working together.  Draw on each other’s strengths.  We have so much to learn from each other.

- When it comes to relationships everything begins with Respect & Trust.  

   Respect - I was always told the best way to teach respect is to show respect.  Respect is an attitude.  It cannot be demanded or forced.  Be attentive, give people time to say what they want and be sensitive to their thoughts and feelings.

   Trust – Stephen M. R. Covey taught us about relationship trust in his book “The Speed of Trust”.  He talks about the 13 Behaviors of High Trust Leaders – talk straight, demonstrate respect, create transparency, right wrongs, show loyalty, deliver results, get better, confront reality, clarify expectations, practice accountability, listen first, keep commitments and extend trust.  

Be proactive and deliberate about building effective relationships.  It is the key to your success!

The Author, Bonita Argent, is a Vertical Growth Advisor for Sitkins International.

Whatever It Takes

As summer comes to a close, organizations are taking a look at their progress and making that last push to hit their yearly goals.  Unfortunately many individuals and organizations are nowhere close to where they hoped they would be.  Why is that?  

- Some set their goals too far out.  - For some, they can’t stay focused or don’t have the complexity to see a yearly plan through.
- Sales people may be ‘forced’ to set goals so they throw something down without commitment.   
- No accountability.  If there are no consequences then there is no ongoing driving force.
- Getting better or accomplishing something great seems good, but most people are not willing to do whatever it takes to make it happen.

I recently heard a story about an IronMan competitor.  This man was only a few miles into the bike leg of the race when his seat fell off his bike.  For most people, even those on a leisurely ride on the beach, this would be a very easy excuse to stop.  That was not the case for this guy.  He had worked extremely hard to qualify for Kona which is the World Championship.  His drive and determination wouldn’t allow him to quit, because he was willing to sacrifice and do whatever it took to finish.  

So what did he do?  He rode the remaining 85 miles on his water bottle!  He took his little plastic water bottle placed it on the stem where his seat used to be and he pushed on.  Riding a bike for 112 miles (the total bike portion) is agonizing enough.  Can you imagine doing it on a water bottle?  What if he hit a bump?  What if the bottle collapsed?  These thoughts would be enough to make almost anyone pull out of the race.  Not this guy.  He was committed to the end - to the finish line.  Nothing was going to stand in his way.

What if you had that kind of commitment to your end game?  What if you had a whatever it takes attitude?  What if you refused to allow anything to get in the way of your goal?

Next time things seem hard, like: practicing your presentation, doing a little research, working on your brand, learning new technical skills, catching up on current events, or working your pipeline ask yourself - is it worth it?

Are you willing to do whatever it takes to hit your goals?  What could you accomplish if you did?

If this resonates with you, try putting a water bottle on your desk to remind you.  It may force you to pick up the phone and call someone.  That bottle could be a reminder that things could be a whole lot worse.

The Author, Patrick Sitkins, is Vice President of Sitkins International.

 

Effective Coaching Moments

A coaching moment allows you to step in and make an impact with the team or individual team members.  Too often though, we are not deliberate enough about coaching and run into problems.  Some of the most common problems are:

Over Coaching – our mouth runs constantly and people become numb to the voice.  It can dilute the value of the coaching moment
Attack Coaching – we identify a problem and embarrass the participant
Time Wasting Coaching – we forget that the message has to be valuable for the whole audience, if it’s not, wait for a one-on-one opportunity
Exaggeration Coaching – we go to extremes about situations that will never happen and the coaching loses its credibility

We have to be purposeful in order to overcome these problems. Here are some tips on having effective coaching moments:

- Be prepared

- Seek to understand before seeking to be understood

- Don’t go outside the realm of reality - you’ll have a better chance of keeping them engaged.

- If you feel you are going to attack, give warning up front.  For example – “I am going to ask questions, and I will push back with the intent that you will think deeper about it.”  Help them understand that your intent is for them to come up with the solution.

- The teacher will arrive when the student is ready – look at and read the situation.  Do they want to be coached?

- Use public coaching when you know that the rest of the team will get value from the coaching moment.

- When people need to be re-directed, it’s okay to stop them and give them feedback.  When someone is looking for feedback – give it.

- Encourage people to make mistakes, try things, then help correct what they didn’t do well.  Don’t spend too much time on what they did wrong, instead focus on how they can improve.

- Look to the entire team to teach – great group discussions will allow for great coaching moments.

- Body Language/Tone of Voice – Watch tone, show compassion, change your positioning (body), get eye to eye.

Remember to focus on others not yourself.  Listening to others, and having passion around others being successful, makes you more successful.  Pick the right moments.

The Author, Bonita Argent, is a Vertical Growth Advisor with Sitkins International.

Will You Win 'Most Improved' in Your Marketplace?

At a recent Producer Training Camp held in Fort Myers, FL, I asked the Producer’s for their “ID”.  As you can image, they looked at me strangely (although a few did reach for their wallets).

ID stands for Improvement Date.  It seems that we all work a little better “under pressure”.  We seem to hit that deadline, get that project done, get that account renewed.  It’s time to set Improvement Dates (Deadlines) for the advancement of your results and career.  

The average producer lives on an island called “Someday I’ll”  Someday I’ll implement that new strategy or process.  Someday is not a day of the week!

Great ideas need deadlines!  

On what date will you finally start asking for Referrals and Introductions?  On what date will you develop your Centers of Influence?  On what date will you start Super Qualifying? On what date will you develop Walk Away Power? On what date will you stop selling a commodity (insurance) and start providing solutions?  On what date will you create and manage your Personal Brand?  On what date will you determine and live by a Minimum Account Size?  On what date will you document your Future Ideal Client Profile and begin sharing that information with your clients and centers of influence? On what date will you create a true High Performance Team that has a focus on Retaining and Obtaining Ideal Clients?  On what date will you begin providing Stewardship Reports to your “A” Clients?  On what date will you begin to truly manage your Personal Finances?

Certainly this list could go on and on.  Determine the areas where you need the greatest improvement, those High Impact Areas, and pick your Improvement Dates.  Share your plans and dates with an Accountability Partner and enjoy the process.  

Someone in your marketplace will earn the “Most Improved” Producer Award - will it be you?

The Author, Roger Sitkins, is Founder & Chairman of Sitkins International.

Other Wisdom from Abraham Lincoln

He could not tell a lie.  That is one of the most well know facts about Lincoln.  Another wise quote from Honest Abe is, “When I am getting ready to reason with a man, I spend one-third of my time thinking about myself and what I am going to say, and two-thirds about him and what he is going to say.”

From the perspective of a salesperson this is an important rule of thumb. It seems to be a simple rule to understand but a hard one to follow. As sales people we are inclined to talk a lot. We have so much to say about the features and benefits of doing business with our firm. And, once we find a hot button, we go into problem solving mode often without truly understanding the full breadth of the challenge.

No wonder CEO’s and other executives we sell to aren’t interested in meeting with us. They see this as a huge waste of time and simply put, many believe that spending time with a salesperson has little value.

We have to change that belief and the reality is we only have a short window of time in which to do it. Roger Sitkins has always said, “We work so hard to get in front of our future ideal client. They deserve our very best.” I agree.

With this in mind, here are a few items to consider when preparing to go see one of your future ideal clients:

- Research the client before you go out on the call and develop great questions based on your research.

- Develop questions based on your prospect’s industry. Think through the challenges that your prospect will likely face in his or her industry due to the current economy, regulations, customer challenges, and employee challenges. Be prepared to have open dialogue about these issues.

- Seek to understand what is important to your prospect. Not what you think should be important.

- Prepare to tie your message to what the prospect tells you. It is more meaningful and it helps them to know you are listening.

- Prepare questions that help quantify the costs of the challenges the prospect faces or could face.

- Prepare to shut up and listen.

The Author, Gregg Goodmanson, is a Vertical Growth Advisor with Sitkins International. 

Your Next Great Client

Your next new great client is one that matches up against your Future Ideal Client Profile. This profile is something you’ve shared with your Clients and Centers of Influence - correct?  You ask them “Who do you know that matches this profile?”  You do all the right “stuff”.  However, we don’t often think about how the client wants to meet you.

Do you think they want to be cold-called (God’s Punishment for not asking for Referrals)?

Do you think they want to receive a ton of emails from you?

Do you think they want you to kill a ton of trees sending them direct snail mail letters?

Do you think they want to meet you at an exhibit booth at some convention?

I sure don’t think so!

They want to meet you as a result of a referral or an introduction from someone they trust!  Think of yourself, when you look for a professional service (or almost anything else) don’t you seek the advice of others?  If you’re looking for a CPA firm, would you go to the Yellow Pages or “Google” Accountants?  You need a Medical Specialist, would you get on the phone and start calling all of them looking for a “quote”?  When you think about this, isn’t this how the Angie’s List website became so successful?  

Now, what do you have to do to earn those referrals and introductions?

First of all, as in all relationships, you’ve got to do what you said you were going to do.  You’ve got to know your clients expectations and exceed them. You’ve got to under-promise and over-deliver.  And finally you’ve got to ask for the referral and the introductions.  

Now, I’m guessing you may have heard that before!  But have you asked 100% of your clients and 100% of your Center of Influence Network for referrals and introductions?  Have you made “Deposits” with them?  This means you’ve brought them new business, or dramatically improved their sales and profits.  If so, you’ve made Deposits.  Every relationship has a component of Deposits and Withdrawals.  It’s tough to take a withdrawal from an account that has no deposits in it!

So if your Next New Great Client wants to meet you through a Referral or Introduction, let them!

The Author, Roger Sitkins, is Founder & Chairman of Sitkins International.

Are You Managing to Retain Your Best Talent?

I recently had a client ask me “How do I make sure I KEEP my best staff?”.  I thought about my career and how I have worked for so few companies - why?  What is that makes me want to stay?  I always say I will only work for a company that aligns with my values but when you really think about it – it comes down how well the company is managed.

As I started thinking about the leaders in my life, I started to develop a list.  Here are my thoughts on how you can keep your best talent:

Positive Start – This begins with hiring the right person, helping them understand the culture, having a great on-boarding program that includes orientation to make them feel very welcomed, and of course, a good basic training program.

Create a Great Environment – The atmosphere in an organization is so critical.  It’s up to leaders to create an environment where people want to work.  

Communication – Open Book Management.  Share information about the business, about the financial performance, about strategic initiatives.   This tells employees that you trust them and that they are important.

Give people Autonomy  – If expectations are clear, let people have a longer leash.

Set Stretch Goals – Most people, especially your high performers, enjoy a challenge and respect that you have entrusted them with a bigger responsibility.  Stretch them and give them the support they need to succeed.

Be Flexible – We have got to be okay with some on the spot flexibility that can range from workflows to time off.  Remember, at the end of the day, it is always about the performance.

Career Development – Continue to provide great training and career development.  High performers will move if they feel they are not being challenged and do not have long-term opportunities with the organization.

Lose the Messiah Complex – If you look at the 80/20 rule - how much time are you spending with your top performers?  We usually spend most of our time with the low performers.  Your best employees need your time - not from a micro-management aspect, but from a position of being challenged, stretched, setup for success, etc.

Managers can make a big difference if they are “Managing for Retention”!

Looking for more information on Employee Engagement?  Click here!

The Author, Bonita Argent, is a Vertical Growth Advisor with Sitkins International.