Major, Lindsey & Africa’s Post

Solid example of how to be mindful of your platform and have a clear strategy. Recently, I've noticed myself paying more attention to the type of content Brands post on LinkedIn and they often seem to lack platform strategy. That strategy is incredibly important in #digitalmarketing I've seen multiple brands, even ones I am huge personal fans of, treating #LinkedIn like Instagram - a fun photo and a "salesy" message is all we get. Speaking for myself, that's not why I'm on here, nor is that providing anything necessarily "insightful" or of value for me. 💡 THIS one from Progressive Insurance, and even the whole "PeopleofProgressive" series is an excellent example of adjusting content to the platform and #humanizing the brand as well as the employees. I'd much rather understand a brand (read as: #employer) from a job seeker perspective or, more generally, the interactions of people:brands because that's MUCH of the reason LinkedIn exists, right? So, just simply being more mindful of the delivery method, the messaging, and audience while having a decent rationale for content goes a LONG way. 🤔 What are you thoughts about how some of the companies you follow are talking to you? * Also, this is NOT a sponsored post nor is it because I currently work at PGR - just to be clear 😅 I don't even really have a Marketing role here, people! #️⃣ Talking about #branding #brandbuilding and #strategy

🎙️Repost S4 EP5: ‘Selling our value proposition outside of the tried & true’ Are the avenues where we‘re recruiting people in to insurance from too narrow? Caryn Angelson believes we need to expand and look critically at where we're attracting talent from.   She says, “We also need to be extremely deliberate, thoughtful and intentional in terms of our talent development opportunities once we bring diverse candidates in to our organizations.”   Hear Tokio Marine North America Services' CHRO & Chief Legal Officer and Tokio Marine Group's Global Deputy Chief Diversity & Inclusion Officer talk to Nick Hoadley about:   🟡 how Tokio Marine Group is impacting diversity and inclusion globally 🟡 changing the current insurance talent profile 🟡 addressing unconscious biases 🟡 and her advice for hiring exceptional talent   “We need to sell our value proposition to non-traditional sources, to folks in university, recent graduates and those who maybe mid-level in their career, but not loving what they're doing.”   #insurance #InsuranceCareers #DEI #TalentAttraction Tokio Marine America | First Insurance Company of Hawaii | Philadelphia Insurance Companies #podcast by Insurance Search

To quote Frederick Wittenbaum, "Perpetuation is another word for continuity. People want continuity in who they deal with." We are doing just that as today our very own Jay V. Wittenbaum won the Greater Cincinnati Insurance Board's Lifetime Achievement Award and Jeremy Wittenbaum was one of the Top 10 Under 40 Winners. A day we definitely won't forget. We love what we do, we love our clients, and we love insurance. #SPAgency #Legacy #Insurance

So where exactly does the Insurance Industry need to improve on Diversity, Equity and Inclusion? Check out the Insurance Business UK TV Big Question - What is the insurance industry doing right on DE&I and where does it need to improve? Some interesting viewpoints! 📺 Watch the full video here > https://lnkd.in/eWYmxpHH Keep it Exceptional! #icanaction #Diversity #Inclusion #empowerment  #dei #improvements IP Integration #insurance

Companies of all sizes need #diversity, #equity, and #inclusion strategies — ones that are designed to drive meaningful, sustainable change inside and outside of an organization. A panel of industry leaders, including our president and CEO, Paul Markovich, gave the keynote at last week's Insurance Diversity Summit. “Our vision is to make Blue Shield of California everyone’s professional home,” Markovich said. “No matter your background, you should see people here that look like you, sound like you, and you can relate to them, and they seem happy doing what they’re doing.” Read more here: https://lnkd.in/dC69K8S3. #WhatWeStandFor

Recently I attended the WSIA Annual Marketplace, a giant conference for the specialty insurance industry. Conversations with colleagues, partners and even media members were consistently focused on how our industry could attract more talent. It is a topic on which I spend a lot of time, along with employee engagement, professional development and recruiting. The talent gap is a significant challenge and one of many in our industry that requires reframing the problem and looking for new and innovative solutions. Whether it is embracing technology, developing new products to meet emerging risks, or establishing an inclusive culture to address gaps in talent acquisition and retention, fresh thinking is required for the industry to appropriately transform. As a leader within a global specialty insurance company, I have witnessed breakthrough moments at H.W. Kaufman Group and Burns & Wilcox, simply by applying a different lens or perspective. So how do we proceed? Where does one start? My experience is that it begins with your own team, fostering a welcoming environment that enables associates to freely apply their own unique perspectives. I believe that is the power of embracing Diversity, Equity and Inclusion. Two years ago, Kaufman launched its DE&I platform, with seven self-governing employee resource groups (ERGs). The goal was simple: encourage associates to operate as their authentic selves and create an environment that enables them to perform at their very best. Soon, we began to recognize the incredible potential that prioritizing DE&I could unlock. Our DE&I efforts empowered associates with varying backgrounds to feel more comfortable, to open up creatively and to develop solutions to the very real challenges impacting our industry. Today our ERGs are focused on recruiting a new type of candidate along with attracting professionals from outside the insurance space. It is one example of where we are making significant strides, but the work is just beginning. Insurance is and will always be a relationship-driven business. Importantly, prioritizing DE&I is proven to enable our associates to build stronger connections and ultimately perform at their best. To learn more about Kaufman’s commitment to DE&I and the work of our ERGs, please visit https://lnkd.in/gTBtmX2Q. #KaufmanDEI #TeamKaufman #TeamBurnsandWilcox H.W. Kaufman Group

Why is the relationship between sales and service professionals in independent insurance agencies often so challenging? While many factors can come into play, conflict between sales and service is usually a result of one or all of these three areas. 1) Lack of appreciation. Appreciation doesn’t take a lot more, but it does take more. A wise man once said, “Silent gratitude is no gratitude at all.” What is one thing you can do to show appreciation your sales or service teammate today? 2) Lack of respect. While both of the roles of sales professional or service professional are challenging, there can often be a lack of respect for what each other faces during every workday and week. Different roles does not necessarily mean easier or harder, it just means different. Both roles require unique abilities to excel at job duties. Where can you better show respect of The challenges they face to your sales or service partners? 3) Lack of trust. I believe the quote, “no trust, no nothing” is true. When promises are made to clients or team members and not followed through it immediately causes a lack of trust. Sales and service team members need to discuss commitments made with each other to ensure that they can be delivered effectively. Not only does this build trust internally, but ensures that any promises made to our clients will be kept. In what areas can you build trust between sales and service? #communication #highperformanceteams #insurance #leadership #appreciation #respect #trust

This headline might anger some, who don’t understand the context. The context appears to be: • the financial services industry lags with respect to diversity in senior ranks; • this ‘mandate’ only applies to senior hires at the company, which is 5% of the firm’s overall roles; (60% of this 5% are men); The goal remains: to hire the best person for the job and ensure the company’s workforce reflects the customers they serve. I say Kudos to CEO Amanda Blanc for being intentional and courageous, while building in accountability measures. DEI should not be a triggering term. Some choose to politicize the issue but can’t we all win? #dei #intentionality #accountability #insuranceindustry