#team
9 posts
Pay Your CSR $55K or They Will Leave for Target
Target pays cashiers $24 an hour with benefits. If your licensed CSR is making $42K, you are not retaining talent, you are renting it. Here is what the 2026 numbers actually say.
Building a High-Performance Team: What Beau Vincent Did With 13,000 Policies
MarshBerry shows agencies with accountability systems see 50 percent higher organic growth. Beau Vincent built both accountability and culture. Here is the play.
DISC Will Not Tell You Who to Hire But It Will Tell You How to Lead Them
DISC describes behavior, not performance. Using it as a hiring filter misses the point. Here is how to use it where it actually works: daily management.
The Year 5 to 10 Wall: Why Your Agency Ops Are Breaking and It Is Not Your CSR
The operational ceiling between year 5 and 10 is not a people problem. It is a systems problem. Here is the pattern and the fix.
Your Best CSR Wants to Sell. Give Them a Path Before They Leave
The CSR who rounds accounts without being asked is already a producer in everything but title. Here is how to build the path before someone else does.
Gen Z Wants Culture and Flexibility, Not Pizza Parties (PIA 2025 Report)
Vertafore's 2024 workplace report shows 50 percent of agencies are struggling to find candidates. The talent pipeline problem is not just a headcount issue. It is a messaging and culture problem.
Why 69 Percent of Your Team Is High-S and Why You Need a Few High-Ds
Insurance agencies skew heavily toward high-S profiles: steady, service-oriented, process-driven. That is mostly a feature. But a team without any high-D is a team without anyone willing to push.
The CSR Who Will Not Challenge a Prospect After 6 Years: A DISC Case Study
After six years, she still will not introduce a product the client did not ask about. Most owners assume it is a motivation problem. DISC data says it is almost always something different.
Managing the Unmanageable: When Experienced Hires Have Terrible Judgement
You hired someone with 12 years in the industry and they still need a guardrail on every decision. MarshBerry's producer expectations data says poor judgment in year one predicts poor judgment at year three. Here is what to do before it reaches year three.