Unleashing the full capacity of your people

Insurance Sales Manager – No. 1

When teaching and coaching leadership skills, breaking down the challenge into specific areas of improvement, and working on each in detail, leads to better long-term results. Our participants are tasked with selecting the leadership elements they want to improve first.

Here is an example of how this has worked in practice.

Situation

A branch manager in a Fortune 100 insurance company sought to improve how his team performed by focusing on very specific areas that could have great impact. To start his coaching relationship with Bovo-Tighe, this manager chose two areas to improve:

  • Improving one critical “go-to-market” process (working with other managers)
  • Improving communications with staff, and task delegation

In his words: “Improve communication with my staff in order to build trust, improve teamwork and communication between employees, and to give them more positive feedback, both individually, and in group settings.”

Results

At the end of the initial program period of six months, this manager reported a change in his own approach that had a direct impact on improvements:

“I did involve my staff in setting up the (new go-to-market) strategy. I used many of their ideas. They appreciated the fact that they were included in this process. Since then, they have taken responsibility in carrying out what is required during the transition period as we approach (this) market.”

“I have improved communication with my staff in the form of more informal meetings, and giving them more positive feedback both in individual discussions, and in our staff meetings. I have found that they have more confidence in what they are doing, and are telling me more often what they are accomplishing on the job.”

“This communication has led to better teamwork among our staff. I hear some of their conversations, and they are working together better than they were at the start of the year. They are also offering to assist each other with daily duties.”

This manager assessed the following return-on-investment that he feels he has already achieved as a result of his improved communication and engagement skills:

“The increase in productivity can be seen. Through July, we have already passed our annual goal for new business in 2009.”
Besides this increased productivity, I believe that due to the improved communication, morale, teamwork, and trust in each other, my employees have at least one additional hour of productivity per day, including (me). For these 5 employees, I am estimating a total of $200/hour/day. This works out to $1,000 per week, and $52,000 savings per year, based on 52 weeks per year.

Improving engagement with more effective personal involvement, along with the trust to delegate authority led to these gain being achievable. Investing in better leadership skills pays off every time!

 

Note: The identity of this client has been masked, but if you are interested in direct testimonials from Bovo-Tighe clients, let us know and we will arrange them.

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Double Bracket: Program results, as estimated by participant: • Met annual sales goals in 7 months • Saved $52,000 in annual salary expense

When teaching and coaching leadership skills, breaking down the challenge into specific areas of improvement, and working on each in detail, leads to better long-term results. Our participants are tasked with selecting the leadership elements they want to improve first.

Here is an example of how this has worked in practice.

 

Situation

 

A branch manager in a Fortune 100 insurance company sought to improve how his team performed by focusing on very specific areas that could have great impact. To start his coaching relationship with Bovo-Tighe, this manager chose two areas to improve:

  • Improving one critical “go-to-market” process (working with other managers)
  • Improving communications with staff, and task delegation

In his words: “Improve communication with my staff in order to build trust, improve teamwork and communication between employees, and to give them more positive feedback, both individually, and in group settings.”

 

Results

 

At the end of the initial program period of six months, this manager reported a change in his own approach that had a direct impact on improvements:

 

“I did involve my staff in setting up the (new go-to-market) strategy. I used many of their ideas. They appreciated the fact that they were included in this process. Since then, they have taken responsibility in carrying out what is required during the transition period as we approach (this) market.”

 

“I have improved communication with my staff in the form of more informal meetings, and giving them more positive feedback both in individual discussions, and in our staff meetings. I have found that they have more confidence in what they are doing, and are telling me more often what they are accomplishing on the job.”

 

“This communication has led to better teamwork among our staff. I hear some of their conversations, and they are working together better than they were at the start of the year. They are also offering to assist each other with daily duties.”

 

This manager assessed the following return-on-investment that he feels he has already achieved as a result of his improved communication and engagement skills:

 

“The increase in productivity can be seen. Through July, we have already passed our annual goal for new business in 2009.”

Besides this increased productivity, I believe that due to the improved communication, morale, teamwork, and trust in each other, my employees have at least one additional hour of prod

When teaching and coaching leadership skills, breaking down the challenge into specific areas of improvement, and working on each in detail, leads to better long-term results. Our participants are tasked with selecting the leadership elements they want to improve first.

Here is an example of how this has worked in practice.

Situation

A branch manager in a Fortune 100 insurance company sought to improve how his team performed by focusing on very specific areas that could have great impact. To start his coaching relationship with Bovo-Tighe, this manager chose two areas to improve:

  • Improving one critical “go-to-market” process (working with other managers)
  • Improving communications with staff, and task delegation

In his words: “Improve communication with my staff in order to build trust, improve teamwork and communication between employees, and to give them more positive feedback, both individually, and in group settings.”

Results

At the end of the initial program period of six months, this manager reported a change in his own approach that had a direct impact on improvements:

“I did involve my staff in setting up the (new go-to-market) strategy. I used many of their ideas. They appreciated the fact that they were included in this process. Since then, they have taken responsibility in carrying out what is required during the transition period as we approach (this) market.”

“I have improved communication with my staff in the form of more informal meetings, and giving them more positive feedback both in individual discussions, and in our staff meetings. I have found that they have more confidence in what they are doing, and are telling me more often what they are accomplishing on the job.”

“This communication has led to better teamwork among our staff. I hear some of their conversations, and they are working together better than they were at the start of the year. They are also offering to assist each other with daily duties.”

This manager assessed the following return-on-investment that he feels he has already achieved as a result of his improved communication and engagement skills:

“The increase in productivity can be seen. Through July, we have already passed our annual goal for new business in 2009.”

Besides this increased productivity, I believe that due to the improved communication, morale, teamwork, and trust in each other, my employees have at least one additional hour of productivity per day, including (me). For these 5 employees, I am estimating a total of $200/hour/day. This works out to $1,000 per week, and $52,000 savings per year, based on 52 weeks per year.

Improving engagement with more effective personal involvement, along with the trust to delegate authority led to these gain being achievable. Investing in better leadership skills pays off every time!

 

Note: The identity of this client has been masked, but if you are interested in direct testimonials from Bovo-Tighe clients, let us know and we will arrange them.

uctivity per day, including (me). For these 5 employees, I am estimating a total of $200/hour/day. This works out to $1,000 per week, and $52,000 savings per year, based on 52 weeks per year.

 

Improving engagement with more effective personal involvement, along with the trust to delegate authority led to these gain being achievable. Investing in better leadership skills pays off every time!

 

Note: The identity of this client has been masked, but if you are interested in direct testimonials from Bovo-Tighe clients, let us know and we will arrange them.

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