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After months of recruiting you finally found the ideal candidate!  They come with several years of outside sales experience, proven financial performance and executive level contacts in an industry that your agency wants to penetrate.  They even possess all the key characteristics that historically define a successful producer including a strong drive to achieve the sales growth and indisputable trust from clients that your agency vitally desires.  Here lies the real problem… You simply don’t know what to do with them nor do you have the time or resources to structure a formal training program to ensure they thrive in this new industry that by the way, YOU sold them on!

To protect your investment, consider the following components as you structure a training program for your new producer.

  • Appoint an Agency Sponsor to direct and coordinate the training both internally and externally.  Ideally this sponsor should be knowledgeable in all aspects of the agency, has a natural coaching capability and is compensated on the success of the entire agency.
  • Identify a Role Model to accelerate the new producer’s learning curve.  Choose a producer(s) that represents the culture and style you desire as well as the results you want them to achieve.
  • Set clear expectations on new business goals over a 3-5 year time frame that financially motivates and rewards the producer. To ensure these goals are met, conduct regular performance reviews to keep them on track!
  • Provide opportunities for both technical and sales training that include licensing, pipeline development, marketing & prospecting, consultative sales techniques and coaching.
  • Equip them with tools to help them track sales goals, prospects and intelligently up-sell.
Posted 7:31 AM

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