Atlantic Casualty Insurance Co.’s Post

Last week, I was lucky enough to share some time with Ben Marsh, Branch Manager of Sedgwick, Christchurch and recipient of ANZIIF 's 2023 "Making a Difference" award in Claims. Ben was kind enough to chat with me about the insured centric approach that he and his team took in their claims management throughout Cyclone Gabrielle and the North Island flood event of 2023, which was New Zealand's costliest non-earthquake catastrophic event ever recorded. After discussing his team's impact, embedding customer centric approaches into team culture, proactive vs reactive staffing and burnout in teams, some of the key takeaways I took from Ben and his approach were as follows: 1. Embedding a culture of putting the customer first starts with leaders and flows into teams - Ben discussed how himself and his leadership team embody this mantra and have it run through the core of their behaviour. Ben's focus - high quality service and strong efficiency in claims management. 2. Insureds first approaches look different in every team, depending on what the customers need at that point of the process - Ben highlighted an intriguing point that for his claims team, efficiency in their claims management was paramount for the customers, as that is what the insureds were looking for at that time of the process. He contrasted this with an example of loss adjusting teams, where empathy may be more crucial at that time of their works, as they are on the ground witnessing the damage first hand with their customers. It was an intriguing, yet simple example of tailoring team actions based on outcomes that were really desired by their customers, embodying customer centricity. 3. Burnout support - Ben spoke openly about the toughness of the claims space for staff and the burnout that follows this. He focused on how setting expectations from the start of their employment, strong training, an understanding management team and an effective company support network can really aid in managing this. I will be posting the full article transcript on here in the next few days and on the Kennedy Reid | Recruitment Agency website, but wanted to share a short snippet of the interview below as well. #anziif #customercentricity #interview #claims #kennedyreid

The Magic Trio: Teamwork, Accountability, and Shared Workload Teamwork: Stronger Together Teamwork is about leveraging the strengths of each member, fostering open communication, and working towards a common goal. Imagine a puzzle – each teammate brings a unique piece, and by working together, they create the complete picture. Accountability: Owning Our Roles Accountability is about individual responsibility for assigned tasks and a commitment to the team's success. People are more likely to go the extra mile, knowing their contribution matters. Shared Workload: Fairness and Efficiency A shared workload involves fair distribution of tasks based on skills, capacity, and project needs. Team members can support each other when someone needs a hand, leading to a smoother workflow and faster completion. Are you currently working on an efficient team? Call my team for Insurance in Florida: ☎️561-948-3011 👉🏻AskFernanda.com 📍#FL #bocaraton #fl #southflorida #agentstatefarm

Culture - Just Another Buzzword?🐝 I read a post earlier today that highlighted the positive impact an individual's new employer's culture was having on her. It really resonated with me because of what we've been striving to accomplish at Top O' Michigan Insurance Solutions - TOMIA247 / Spire Insurance Solutions. In the fast-paced world of insurance, it's easy to get caught up in numbers and policies. Over the years of pursuing growth and managing some personnel changes, what we were noticing was almost a deterioration in the culture we knew. As a family business, this unintended shift had us sounding the alarms to get things back on track. 🚨 We prioritize family, clients, community, and personal/professional development. A goal of ours as a leadership team is to be an "Employer of Choice". Here's what we've done and learned so far. 🌱 Growth Mindset: By prioritizing personal and professional growth for every team member, we've unlocked levels of creativity and dedication that continue to amaze. 🚀 Engagement Through Empowerment: Our team is more engaged than ever. Why? Because we're continuing to put them in the driver seat. We have our employee-led #WeCare initiative. We ask for input and suggestions on workflows and where we can improve. Most importantly, we've started asking "What do you want the agency to look like in the next 3, 5, 10 years?" 📊 Goals Aren't Just Numbers: In our recent quarterly coaching check-ins, we discovered something amazing. Nearly every team member has achieved most or all of their personal and professional goals set at the year's start. 🌟 "Employer of Choice" Isn't Just a Title: It's a commitment woven into our One Page Plan. It's not just about competitive compensation and time off (though that matters). We're dedicated to creating an environment where every team member can thrive, grow, and see a bright future. We've even added some new team members that highlighted the culture difference as the main reason to join our team. We certainly have areas we continue to work on, but I am proud of what this team has accomplished in a short amount of time. What's your take? How is your organization cultivating a culture of success? #Insurance #Culture #LeadershipLessons

It's rare to find a CEO who truly puts people first – most just talk the talk. Today I captured a moment in our office with our inspiring CEO, Bruno Pasceri. This photo speaks volumes about why I cherish working at Incenter Insurance. It's more than an office; it's a place where leadership and camaraderie blend seamlessly. Bruno's approach to leadership is what sets us apart. He values each team member, treating us like family, and his genuine care for our well-being translates into our everyday work life. This job isn't just about insurance; it's about building a community where each employee feels valued and heard. Bruno's leadership style is a beacon, guiding us to not only be better professionals but better humans. This is the essence of Incenter Insurance – a strong, human-centric company supported by great leadership and even greater people. #IncenterCulture #AuthenticLeadership #WorkplaceWellbeing

Most of my insurance clients think there is a real talent shortage of brokers in Brisbane & Perth. But, I've just met with 5 in the last 2 days. Attracting great talent is essential for an insurance brokerage to thrive. Here are three highly effective strategies to achieve this: 1. Offer Attractive Compensation and Benefits: Ensure that your compensation packages are competitive within the industry, including base salaries, performance-based bonuses, and commission structures. 2. Offer Professional Development and Career Growth: Invest in continuous learning opportunities for employees. Support them in obtaining industry certifications, attending conferences, and participating in relevant workshops and seminars. Establish transparent career progression pathways that outline opportunities for advancement. Promote from within whenever possible and provide mentorship programs to guide employees in their professional growth. 3. Offer a Positive and Inclusive Company Culture: Promote policies that encourage a balanced work-life dynamic, such as flexible working hours, remote work options, and sufficient time off. Actively engage with employees through regular feedback sessions, team-building activities, and recognition programs that celebrate achievements and contributions. Involve employees in decision-making processes and listen to their input to create a sense of ownership and commitment. Want to know more about the 5 quality candidates I've met this week? Pop me a DM. #insurancejobs #insurancerecruitment #careersininsurance

I’ve had reason to reflect on the last 10 years of my career recently. A lot has happened, so this post goes on a bit, but stick with me. 2015: After 4 years with BHP, I was caught up in the South32 demerger.  I interviewed with Jenny Bennett for South32’s Australian Region Environment Manager. It came down to me and Scott Coleman, so I also had a chat with Ricus Grimbeek. In the end they went with Scott. It was almost certainly the right choice at the time, and Scott’s a great guy, but I didn’t want to move to the other side of the country to work for the person who beat me for the job, so I took a redundancy. 2016: Gareth Bramston came to the rescue with a principal consultant role at AARC Environmental Solutions. I was there for a couple of years, helping the company grow from a team of 6 to around 12. 2018: I decided I’d rather be in a client-side role, so became the Environment Manager at Vitrinite. Vitrinite has really developed since, and I’d probably go back in a heartbeat if Nicholas Williams would have me, but 2019 was a little early in the company’s life for a full time Environment Manager, so… 2019: Central Petroleum called. My title was Senior Environment and Compliance Advisor, but was essentially the HSE Manager. Until Covid hit, over 10% of the workforce was made redundant, and most of my projects were put on hold. 2020: Gareth offered me another lifeline, so back to AARC. Some life stuff meant that I wasn’t my best self this time around, and I decided it was best for everyone if I move on. 2021-2022: Veolia Australia and New Zealand under Clinton Theil is probably the best company I have worked for, but the future was uncertain with the Suez merger, so I needed an insurance policy and along came… 2022: Group Risk and Sustainability Principal role at Aurelia Metals. What a tumultuous 15 months! Three CEOs, two of whom called me to tell me that two of the five direct managers I had in that time were no longer with the company, effective immediately. And now here I am at Golding, with the comically long title of “Safety Health and Environment Manager (Corporate Services and Support)”. So, to my couple of main points: 1. I’ve moved around a lot, but people change jobs for any number of reasons, many of them outside of their control - mergers, demergers, acquisitions, once-in-a-lifetime global pandemics, company uncertainty. Don’t be so quick to dismiss candidates who appear to have job hopped. They’ve gained a hell of a lot of experience and perspective, have seen what works and what doesn’t, and are probably looking for some stability. 2. Titles don’t mean much. In most of my recent roles, I’ve been the most senior person in my discipline, reporting to CEOs and COOs. In some companies these might be “GM” or “Head Of” titles, but for whatever reason*, different companies use different terminology. The substance matters, not the title. (*I once heard ‘if we called it manager we’d have to give you a car park’)

Want to know the biggest difference between the agencies that are growing their premium and training their staff for new career opportunities versus the agencies that are struggling to get by and are rocked with each rate change by their carriers? The growing agencies use Personnel Files often, maximizing employee performance in ways that other agencies cannot even imagine. To learn how to use Personnel Files in your agency to develop your staff for new and exciting roles in your agency, join our Insurance Agency Group Coaching Program where we discuss this topic and many more in great detail. Click the link below: https://lnkd.in/gpD-BMnM

Who is MOST IMPORTANT in MHP Ops? And how do you find them? There are many important people who work together to successfully run a MHP: -Regional manager -Asset Manager -Contractors -Lawyers -Etc But one person makes a bigger difference than the rest. 𝗧𝗵𝗲 𝗢𝗻𝘀𝗶𝘁𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗿. They are the resident's point of contact. They are the first to know about a problem. If they are good, they can also solve most problems. Having a reliable manager onsite is crucial. So how do you find this manager? 𝗛𝗲𝗿𝗲 𝗶𝘀 𝘄𝗵𝗮𝘁'𝘀 𝘄𝗼𝗿𝗸𝗲𝗱 𝗳𝗼𝗿 𝘂𝘀: 📃 Make a list of who has the nicest homes, tidiest yards, and cleanest cars. (These are the residents who give a darn) 👂 Interview them. 🤝 Hire One. This photo is of Thomas and I with our rock-star manager in Arizona. He was so excited about making a difference he offered to do the job for free! (We insisted that we pay him). Good managers can make such a difference! It's worth putting in the time to find a great one. #mhp #operations #realestate

Want to know the biggest difference between the agencies that are growing their premium and training their staff for new career opportunities versus the agencies that are struggling to get by and are rocked with each rate change by their carriers? The growing agencies use Personnel Files often, maximizing employee performance in ways that other agencies cannot even imagine. To learn how to use Personnel Files in your agency to develop your staff for new and exciting roles in your agency, join our Insurance Agency Group Coaching Program where we discuss this topic and many more in great detail. Click the link below: https://lnkd.in/gpD-BMnM

we were invited to our corporate office in NC this week. the owners wanted to hear from the leaders in the agency to share about what we are doing to successfully recruit and onboard new agents. they wanted to know about the culture we are creating in our agency’s. they wanted to learn from us, and implement what we are doing to help agencies across the company. our voices were heard, recognized, and honored it a way I have never experienced before. our corporate staff listened in how they can best support the growth of the agents in the field and make it easier to do our jobs. so much respect was shared at this table. while each agency owner in this group is similar in many ways, we all have different stengths and unique perspectives that benefit the group as a whole. it’s a team sport and there is no one else I would rather have on my team than these people. *if you are looking for a company that values you, puts people & relationships first, and allows space for constructive communication and feedback, there is room at this table for you, too. #lifeinsurance #lifeinsurancebroker #teamwork #collaboration #hiring #hiringimmediately