Are you crazy-busy running the day-to-day operations of your insurance agency? 

Maybe a little afraid of how this boat would stay afloat if you weren't there paddling like your life depended on it? 

Always rushing to meet a deadline or make a deal.

Rarely taking the time to consider what would happen to the agency if you were to ever leave the business...

Recruiting top talent to your insurance agency can not only warrant a higher multiple at sale but also increase current growth potential and cultivate a more stable investment. But it requires you to have a plan to create your magnetic offer for senior level talent. 

There’s one (of many) aspects of your agency that even when all else seems to be running smoothly, has the potential to make or break it.

What is that? 

You've built your agency — now what?

As an agency owner, you’ve put in the years of work — sometimes 60-80 per hour weeks. Maybe you even had to spend time away from family to get the thing off the ground just so you could have the lifestyle you want now. I know I did when I started Partners Advantage 26 years ago.

My daughter will soon be graduating high school and is in that stage of life where she’s puzzling over which career path to take. Being in the financial services industry, I asked if she’d considered becoming a financial advisor¹. Her response? 

You are a business owner.  And your business is to recruit producers and wholesale life, annuity, linked benefits, or other products to those producers while also focusing on service, support and growth initiatives that encourage them to continue doing business with your firm. Meanwhile, the relationship with your upline IMO should be running smoothly in the background.

It’s been 10 months since the DOL Rule was vacated. That’s it, less than a year since our world was turned upside down. And we know that it’s still in the process of changing the way we do business forever.