module 2 vgg

8/8/2019 Module 2 Vgg

1/53

WELCOMES YOU ALL

STC , CHENNAI METRO


2/53

CREATING A AGENCY CULTURE OFSUCCESS


3/53

WHAT IS SUCCESS?

Success is not allcompetence.

It is partcompetence and the

rest isability to articulatethat competence


4/53

Do something special for

success make a difference

PICJump into actionTake the first steps

If something doesn'twork smoothly, or itfeels clunky Do something about it

Be inquisitiveBe inquisitiveMake a difference

Take action...

Be brave


5/53

W hat Is a Critical SuccessW hat Is a Critical Success

Factor?Factor?


6/53

Critical Success FactorsCritical Success Factors

W hy have them?W hy have them?So that we canSo that we canPay attention to them!Pay attention to them!Clarify our future Goal.Clarify our future Goal.

Believe in ourselves.Believe in ourselves.Share (communicate)Share (communicate)Live in present (Mission).Live in present (Mission).


7/53

Critical Success FactorsCritical Success Factors

For all AgentsFor all AgentsDifferent Agents will have different CSFsDifferent Agents will have different CSFsTo use CSFs effectively, you need to beTo use CSFs effectively, you need to becapable of creative, in thinkingcapable of creative, in thinking


8/53


9/53

Retaining Through RetrainingFor Growth And Profitability


10/53

ACTIONACTION PlanPlan

The Purpose Of Training.The Purpose Of Training.

Task Defining.Task Defining.How to ensure Team delivery.How to ensure Team delivery.Teams key Functional Roles.Teams key Functional Roles.


11/53

R ETAININGR ETAINING -- -- R ET R AININGR ET R AININGThe purpose of training isThe purpose of training is totoprovide insight into one of theprovide insight into one of theseveral critical factors involvedseveral critical factors involvedin building successful Teams.in building successful Teams.The formula for developingThe formula for developing

great Teams does not begingreat Teams does not beginwith the Team, but with thewith the Team, but with theTASK.TASK.


12/53

R EASONS FO R EXIT

(FINANCIALIRR EGULA R ITIES & DEATH)

Teach Morals

Develop InternalPersonality.


13/53

Why agent leave,

Why agent leave,

AGENCY FACTORS : Immoral, poor location,lack of training, lack of support

COMPANY FACTORS : Image, inadequatetraining, support or communication, rules andregulations.SUPERVISORY FACTORS: Inadequatesupervision, personality conflictPRODUCT FACTORS:


14/53

INDUCTION RECRUITMENTINDUCTION RECRUITMENTPHASEPHASEPROSPECTING

LOCATINGSELECTINGCONTACTING

EDUCATINGTRAININGSUPERVISIONRETENTION STRATEGY

RETENTIONRETENTION


15/53

Team Training On

SELF AWARENESS# INTERPERSONALRELATIONSHIPS

# CUSTOMER RELATIONS# AGENT DEVELOPMENT# SELF DEVELOPMENT

PERFORMANCE MANAGEMENT# FEEDBACK

# GRIEVANCE HANDLING# TEAMBUILDING

# LEADERSHIP

Computer SkillsComputer Skills

Tax PlanningTax Planning

Financial PlanningFinancial Planning

Presentation andPresentation andObjection handlingObjection handling

Communication SkillsCommunication Skills

DO Self Training On


16/53


17/53

PURPOSE AND OBJECTIVES OFRECRUITMENT SEMINARS AND ROAD

SHOW

S

W orking SMARTER not HARDERProspecting is easierEnables us to reach a large number of people inshort period of timeSolutions to individual needs through beautifulconceptsEnhance our image as professionalsProvides an opportunity to create a stream of leadsProvides positive environment for people to knowmore about our profession, product, services (without any pressure )


18/53

TO KNO W YOUR OBJECTIVES

Ask Yourself,1. W hy are you doing this Seminar or

Road Show?2. W ho are your target people and will

they attend?

3. W hat do you want to accomplishthrough the Seminar or RoadShow?


19/53

The goal is it Share Knowledge andinformation but not to insist.

To make a significant and lasting differenceto the customer.Opportunity for a Sales Person to become aGENUINE CONSULTANT

To develop a valid relationship withprospectsProvides opportunity for prospects toevaluate the Company and the Products

PURPOSE AND OBJECTIVES OFRECRUITMENT SEMINARS AND ROAD

SHO W S


20/53

PRACTICALPRACTICALCONSIDERATIONSCONSIDERATIONS

VENUE Size, indoor/outdoor,lighting, space, movement,logistics

CONCERNS Is the concept consistentwith the corporate image

of your organization.BUDGET Can you get better valuefor money to be invested ?


21/53

CRITICAL SUCCESSCRITICAL SUCCESS

FACTORSFACTORSMAKE B EST FIR ST I MP R ESS ION S G R EET YOUR PA RT ICI PA N TS

L I STE N T O YOUR PA RT ICI PA N TS SH OW IN TE R EST ON PA RT ICI PA N TS MAKE

E

Y E

CON TA

C T

OFF E R P O S I T IV E F EED B A C K SPEAK THE P RO SPE C TS LA

N G

U AGE


22/53

Dont give up after one show. To establishreputation and to maximize your product or serviceexposure you have to conduct two or three roadshows a year.If your sales funnel is running out of prospects, aseminar or road show is a great way to fill itback.Plan your road shows or seminars to attractqualified prospects.A seminar or road show can bring together dozensof decision makers, enhance your professionalimage, position your company as industry leader.A seminar or road show provides you anopportunity to share valuable information with

many prospects at a time.

KEY FACTORS THAT INFLUENCEKEY FACTORS THAT INFLUENCESUCCESS OF SEMINARS AND ROADSUCCESS OF SEMINARS AND ROAD

SHO W SSHO W S


23/53

AT THE ROAD SHO W OR AT THE ROAD SHO W OR

SEMINAR SEMINAR

E ngage the prospect

M ake every minute count

Be customer oriented

Close on a commitment


24/53

PLANNING SEMINARS OR ROADPLANNING SEMINARS OR ROAD

SHO W SSHO W S

To have a changeNeeds more hard work and planningPrepare yourself to talk with strangersInvolve all your peopleNeeds lot of team work

Needs extra budgetPamphlets, Brochures, Banners etc.,Upgrade the standards of your organization


25/53


26/53

RIGHT PEOPLE FOR THE RIGHTRIGHT PEOPLE FOR THE RIGHT

AGENCY RIGHT NOW

!AGENCY RIGHT NOW

!

Establish clear objectives

Assess needs for new talent

Marketing opportunities


27/53

THE TOP THREE

FACTORST he top three factors young people consider when choosing aT he top three factors young people consider when choosing a

prospective employer are : prospective employer are :

CO MPA NY R EP U TAT ION CO MPA NY R EP U TAT ION R A N GE OF O PP OR T UNI T I ES AV A I LA B LE R A N GE OF O PP OR T UNI T I ES AV A I LA B LE T R A ININ G OFF E R EDT R A ININ G OFF E R ED

T he organizational structure behind their recruiting process isT he organizational structure behind their recruiting process is

divided into three units:divided into three units:

STRATEGYSTRATEGYEXECUTIONEXECUTIONDECISION MAKINGDECISION MAKING


28/53

RIGHT PEOPLE FOR THERIGHT PEOPLE FOR THE

RIGHT AGENCY RIGHT NO WRIGHT AGENCY RIGHT NO W

S uccess of a sales force begins withrecruiting the right sales person.K ey to sound recruiting begins with thethoughtful creation of a composite image of the desired new agent.A ttracting quality recruits, conducting effectiveinterview and selecting the right people to

build your agency are the predominant challenges.D eveloping a well-thought-out plan is theimportant step in recruitment process.


29/53

STRATEGIC RECRUITINGSTRATEGIC RECRUITING

PROCESSPROCESSCLEAR OBJECTIVES CLEAR OBJECTIVES

ORIENTATION ORIENTATION

ASSESS NEED FOR ASSESS NEED FOR NEW TALENT NEW TALENT

MARKETING MARKETING

TARGETING TARGETING

SELECTION SELECTION

CONTRIBUTION ANDCONTRIBUTION ANDRETENTION RETENTION

MEASUREMENT MEASUREMENT AND AND

REVIEW REVIEW

RELATIONSHIP RELATIONSHIP BUILDING BUILDING


30/53

VISION FOR THE FUTUREVISION FOR THE FUTURE

OF YOUR AGENCY FORCEOF YOUR AGENCY FORCEW hat products and services will youdeliver to the market ?W ho are your future customers ?W hat marketing and sales approacheswill they respond to ?

High tech or Low tech? Advancedmarkets for family sales ?W hat are the challenges ?


31/53

SYSTEMATIZE YOUR SYSTEMATIZE YOUR

PROCESSPROCESS

DEVELOP YOUR GOALSFINE-TUNE YOUR STRATEGIESW RITE YOUR ACTION PLANW ELL DESIGN YOUR PLAN

BELIEVE THATW

HAT STARTSRIGHT W ILL ENDS RIGHT


32/53


33/53

MAIN OBJECTIVES

W E HAVE TO LEARN THE FOLLO W ING OBJECTIVES.

W hat coaching is.

How important it is for performance. How descriptive helps rather than evaluation. How Specific is useful than general. Time the feedback Demonstrate caring.


34/53

WHAT IS COACHING?Coaching is to develop

agents.Coaching is like training.Coach is like trainer.

Coach has to extract thehidden talents of thetrainee Agent.


35/53

Why Coaching?

Coaching for HighPerformance


36/53

36

B enefitsof Coaching

Maximize individual strengths

Overcome personal obstacles

Reach full potential through continuouslearning

Achieve new skills and competencies

Prepare themselves for new responsibilities

Manage themselves

Clarify and work toward performance goals


37/53


38/53

38

Coaching

Leader as a Coach Continuum

Managing Coaching

Focus on: Focus on:TellingDirecting

AuthorityImmediate NeedsOne Specific Outcome

ExploringFacilitatingPartnership

Long-Term DevelopmentOpen To Many PossibleOutcomes

Helping agents manage the transition between old and new


39/53

Coaching

Coaching is. . . Coaching is Not. . .

A means for learning and development.

An opportunity to correct agent s behaviors or actions.

Guiding agent toward her or his goals. Directing agent to do somethingto meet goals.

The mutual sharing of experiencesand opinions to create agreed-uponoutcomes.

Being the expert or supervisor with all the answers (not the super technician ).

About inspiring and supportinganother agent.

About trying to address personal issues.


40/53

Effects of Coaching - 1Increased self-esteemIncreased commitment toobjectivesIncreased ability toachieve goals

Increased ability to solve problemsIncreased job satisfaction

Better work/life balance


41/53

Coaching GoalsCoaching Goals

Help agent Know & IdentifyWith LIC

Learn How the Products Work

Learn About Competitorsand Customers Characteristics

Learn How to MakeEffective Presentations

Understand Field Proceduresand Responsibilities


42/53

This can be an ArtInspireEnergizeFacilitateImprove PerformanceHelp LearningHelp Development

Fundamentals of Coaching: Summary


43/53

Development officer as a greatcoach should

Be willing to share what he knowBe communicativeEnjoy what he do and have a positive attitudeBe patient with failureReward successBe fair and objective

How do you ratefor your self?


44/53

EstablishGoals

EstablishExpectations

Promote the Development Officer-Agent Relationship

Employee Coach

Coaching andDevelopment

CoachEmployee

EvaluatePerformance

CoachEmployee

Establish Objectives

Strategic Alignment


45/53

Communication:Effective Feedback

Feed back is to describethe performance.Be descriptive rather thanevaluative.Be specific instead of generalSolicit feed back don timpose.Time the feed back

Focus on what to bechanged.Check the feed back.Demonstrate caring-Positive

intent of helpingothers.


46/53


47/53

CONCEPTUALIZATION

THE PROCESS TO SELECT BEST OUT OF OUR AGENCY FORCE

SELECT THE GROUP FOR MAKING SUBSTANTIALINROADS INTO HNI SEGMENT OF INSURANCEMARKET.HOLDING PERMANNENT STRONGHOLDS MUCHGOOD W ILL NEEDS TO BE GENERATED.CORPORATION EXPECTS HIGH ORDER BUSINESSCREATING HEAVY INROADS INTO CLLEBRITYAND HNI MARKET.


48/53

HO W TO ACHIEVE

CREATE A CUSTOMER AND TORETAIN HIM THROUGH CUSTOMER

PROFILING.RELATION SHIP MANAGEMENT ANDRELATIONSHIP MARKETINGCONCEPTS.HIGH ORDER SERVICE QUALITYCONCEPTS.


49/53

W ORK STATION

W ORK STATION AND SUPPORTSYSTEM RENDERED AVAILABLE TOW EALTH MANAGERS.FIRST IT IS TO MADE AVAILABLE ATZONAL HEADQUARTERS.

ENTRY TO THE W ORKSTATION W ILLBE THROUGH CARD LOCK SYSTEM.;


50/53

PURPOSE

THE W ORK STATION IS SUPPOSED TOBE THE INFORMATION CENTRE

W EALTH MANAGER W OULD LIKE TOVIST USEFULLY AND

PURPOSEFULLY


51/53

PURPOSE OF

W ORKSTATIONTO ACCESSS LATEST INFORMATIONTO CREATE HNI CUSTOMER PROFILES.

TO COMMUNICATE ON e-MAIL W ITH SUCHCUSTOMERS.TO HANDLE FACE TO FACE DIALOUGE W ITHPRIME CUSTOMERS.TO SHARE INFORMATION W ITH W EALTHMANAGER GROUPS.


52/53

INFRASTRUCTURE

COMPUTER TERMINAL LITERATURE CD SDEDCENT SITTING LOUNGE.ONE HGA/AAO MANNING THE STATIONHE W ILL PROVIDE ALL LIAISON W ITH BRANCHOFFICES NE W BUSINESS SERVICE NEEDS INLINE W ITH DATE COMMITTED W ITH THE HNICUSTOMER.ENTRY FOR BUSINESS CLIENTS ONLY W ITHPERMISSION OF AAO MANNING THE STATION.


53/53

module 2 vgg

Documents