Course Catalog Go Back to Main Catalog Page Classroom Training Curriculum Month 1 Classroom Training Curriculum Month 10 Classroom Training Curriculum Month 11 Classroom Training Curriculum Month 12 Classroom Training Curriculum Month 13 Classroom Training Curriculum Month 14 Classroom Training Curriculum Month 15 Classroom Training Curriculum Month 16 Classroom Training Curriculum Month 17 Classroom Training Curriculum Month 18 Classroom Training Curriculum Month 19 Classroom Training Curriculum Month 2 Classroom Training Curriculum Month 20 Classroom Training Curriculum Month 21 Classroom Training Curriculum Month 22 Classroom Training Curriculum Month 23 Classroom Training Curriculum Month 24 Classroom Training Curriculum Month 3 Classroom Training Curriculum Month 4 Classroom Training Curriculum Month 5 Classroom Training Curriculum Month 6 Classroom Training Curriculum Month 7 Classroom Training Curriculum Month 8 Classroom Training Curriculum Month 9 Classroom Training Curriculum Months 1-24 Advisor Phoning Strategies to Master Handling Objections Anticipating and Delivering What Clients Want Boost Prospecting Success and Overcome Referral Obstacles Building Mental Toughness and Insights for New Advisors Closing: Mastering Case Preparation and the Power of Agendas Empowering Solutions: Closing with Conviction and Belief Empowering Your Clients with Simple Money Saving Strategies Helping Clients Build Better Habits: Being a Financial Specialist Keep Recommendations Simple & Leverage Financial Comparisons Leveraging LinkedIn and Social Media for Prospecting Opportunities Leveraging Presentation Skills to Move Clients to Action Master Personal Observations and Uncover the New Wave of Prospecting Mastering the Art of Connecting Through Your Approach Language Mental Toughness and Staying Positive in this Career Mindset for Ferocious Prospecting & Asking for Referrals Navigating Consumer Mindsets to Build Trust and Relationships Phoning Strategies and Language for Booking Meetings Prospecting Outreach Best Practices: Beyond Phoning Questioning Techniques to Make Connection & Uncover Their "Why" Skills & Techniques to Become a Better Active Listener Social Media Prospecting Strategies Strategies and Language for Overcoming Prospecting Objections Strategies for Prospecting Up with Your Clients Telephoning Mindset and Strategies Around Your Phoning Approach Ways to Create Connection & Increase Your Value Proposition New Classroom Training Activity Management Clientbuilding General Marketing Practice Management Advanced Planning Disability Insurance Life Insurance Long Term Care Retirement Planning Product Knowledge Closing Factfinding Prospecting Sales Psychology Telephoning Sales Skills Building a Solid Referral Practice DAD: My Formula for Success Developing Daily Discipline Factfinding for Life Insurance Factfinding: Uncovering Opportunities & Finding the Money From Motivation to Inspiration How to Connect More Deeply and Emotionally Through Storytelling Overcoming Prospecting Objections & Positioning the Life Insurance Need Powerful Phoning Habits & High Impact Language Sales Cycle Power Phrases Sales Cycle Power Phrases & the Need vs. Greed Sale Social Intelligence and Mastering the Approach Social Media Linkedin Steps to a Fearless Referral Conversation Telephoning Masters Time Maximization Techniques to Increase Productivity Understanding and Determining Human Life Value Using Your Purpose to Communicate Conviction Virtual Classroom Training Learning Paths (beta) Sales Skills Marketing Product Knowledge Practice Management Motivation Classroom Training Coaching Resources Menu Close Try It Free for 14 Days Get full access to the platform—risk-free. No credit card. No commitment. Just results. Start building your advisor bench today. Start Your FREE Trial

Course Catalog Go Back to Main Catalog Page Closing 101 Closing 201 Closing 301 Closing 401 Closing Conviction: Emotions are Caught Not Taught Increasing Your Sales Effectiveness Newest Closing Videos Perspectives: Closing Psychological Sales Triggers Selling to the Generation X and Y Selling to Women The Importance of Preparing for the Close The Psychology of Influence Top Producers' Best Practices Closing Factfinding 101 Factfinding 201 Factfinding 301 Factfinding 401 Factfinding for Life Insurance Newest Factfinding Videos Perspectives: Factfinding The Art of Questioning The Initial Approach: Understanding the Entire Process The Psychology of Factfinding Factfinding Center of Influence Development 101 Center of Influence Development 201 Leveraging Technology for Prospecting Newest Prospecting Videos Overcoming Prospecting Objections Perspectives: Prospecting Prospecting 101 Prospecting 201 Prospecting 301 Prospecting 401 Prospecting 501 Prospecting Psychology Prospecting Through Personal Observation Unlocking the Power of Unsolicited Referrals Prospecting Connecting with the Power of Your Why Mastering Client Connections Mental Toughness - Managing Rejection & Adversity 101 Mental Toughness - Managing Rejection & Adversity 201 myWorth Research: Working with Women Consumers Newest Sales Psychology Videos Peak Performance Psychology Perspectives: Sales Psychology Psychological Sales Triggers - Ben Newman The Mindset of Top Producers Training Your Mind to Recall Understanding & Overcoming Call Reluctance Understanding Today's Consumers Sales Psychology Phone Buddy Prospecting Buddy Prospecting Skills Assessment Listening Skills Assessment Factfinding Skills Assessment Closing Skills Assessment Sales Skills Resources Developing a Telephoning Mindset Newest Telephoning Videos Perspectives: Telephoning Telephoning 101 Telephoning 201 Telephoning 301 Telephoning 401 Telephoning Learning Paths (beta) Sales Skills Marketing Product Knowledge Practice Management Motivation Classroom Training Coaching Resources Menu Close Try It Free for 14 Days Get full access to the platform—risk-free. No credit card. No commitment. Just results. Start building your advisor bench today. Start Your FREE Trial

Trustworthy Selling QuickStart Edition provides new recruits with the skills, language and confidence they need to be productive immediately and sustain that success in today’s market. QuickStart Edition Understand how today’s consumers really make financial choices. Engage consumers by aligning to their mindset and preferences. Internalize new language for obtaining favorable introductions and telephoning skills. Quickly build trust using proven engagement and collaborative discovery skills. Adopt peak performance psychology and productive habits for long-term growth. Your New Advisors Will: Get New Advisors Off to a QuickStart Today! Trustworthy Selling QuickStart Edition provides new recruits with the skills, language and confidence they need to be productive immediately and sustain that success in today’s market. It is a sales effectiveness program that aids the development of advisors so they can settle in seamlessly. The program was developed to be utilized in conjunction with your organization’s existing, proprietary onboarding and initial training program. The Language of Trust Applying Behavioral Economics Techniques Language Demo: Building Trust, Rapport & Credibility Digital Networking Why People Procrastinate with Financial Products Take a Look at Some of Our QuickStart Edition Content! Schedule a Demonstration Contact Us QuickStart Product Sheet Download Download Now It united LIMRA consumer research with field-tested language and techniques drawn from HPN’s network of successful new advisors. New skills are mastered through practice, role play, application projects and follow up coaching. Lessons are made memorable through use of real-life case studies. Content is easily incorporated into day-to-day activities with a language reference guide, demonstration videos and other online resources. Why QuickStart Edition Works: QuickStart Edition

Owner/Founder - Playmaker Coaching & Consulting LLC Jennifer Hensley CLU, ChFC Owner/Founder - Playmaker Coaching & Consulting LLC Jennifer leverages 20+ years of marketing and sales experience both in the agency system and Northwestern Mutual's corporate headquarters, as a master business coach, and playing sports to address complex problems with a big-picture understanding. She helps business owners act quickly on opportunities with strategic and creative thinking that delivers results. Jennifer zones in on the most impactful plays to advance the ball and build systems to positively impact the bottom line. Jennifer’s best teammates are her husband, Keith and daughter, Samantha who always push her to play her own game and stay on offense. She believes it’s important to live with intention. This year her word for the year is GO. It’s time to go be great! Previous Speaker Go back to Speaker Network Next Speaker

Contact us today to explore how we can assist you in increasing your productivity. We at Hoopis Performance Network look forward to hearing from you! Hoopis Performance Network 650 Dundee Road, Suite #150, Northbrook, IL, 60062. Phone: (847) 716-1800 Sign Up For Financial Wellness Free Trial Access First name* Last name* Email* Phone* Position* Company name* Your Preferred Method of Communication* Choose one By using this form you agree with the storage and handling of your data by this website. * Submit

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Master Sales Trainer, Financial Services Speaker, President of P2P Group Jim Effner Master Sales Trainer, Financial Services Speaker, President of P2P Group Jim Effner is a financial services speaker and master sales trainer with 27 years of experience. Formerly, Jim was Managing Partner of the Effner Financial Group, one of the largest Northwestern Mutual offices in the country, consisting of 117 full-time advisors, insuring over 65,000 policyholders with a face amount of nearly $27 billion. Jim began the first 12 years of his career as an advisor and is a lifetime Million Dollar Round Table (MDRT) qualifier. He was also a three-time Forum qualifier, representing the top 5% of all Northwestern Mutual advisors, and the youngest person to make Forum the first two times he qualified. Jim has also overcome numerous life challenges, including losing his hearing just 30 days after taking his managing partner contract. Now, as President of P2P Group, Inc., he shares his proven systems for success with financial professionals around the country. Previous Speaker Go back to Speaker Network Next Speaker

President, Rockstar Consulting David Fisher President, Rockstar Consulting David J.P. Fisher (D. Fish) is a speaker, coach, and author. Building on 20 years of experience as an entrepreneur and sales professional, he’s helped thousands of financial professionals develop the strategies and execute the tactics to build their businesses. As the president of RockStar Consulting and Director of Training Content at Ajax Workforce Marketing, he works with individuals and organizations to create more effective networking, sales, and marketing skills – both in the real world and online. He lives next door to a beautiful cemetery in Evanston, IL that reminds him to appreciate every day. Previous Speaker Go back to Speaker Network Next Speaker

Next Item Previous Item Go back to White Papers List As technology continues to advance at warp speed and as the demographics and dynamics of the workplace change, it’s easy to fall behind. Here’s the good news: many common challenges that companies, firms and agencies face can be solved with e-learning. Here are six key areas in which e-learning can conquer the challenges that erode morale and profits in our organizations. 1. Generational Differences Can Cause a Disconnect With 80 million Millennials in the population, these 17- to 36-year-olds (in 2017) are the largest generation to date. Myriad companies have conducted research to discover how to provide training that will appeal to Millennials and result in the optimum outcome for organizations. In many companies, firms and agencies, there is a yawning gap in communication and mutual understanding among the generations. It’s important to train Millennials in a way they respond to. It’s also critical that Millennials, Baby Boomers and Gen Xer’s understand and respect one another’s differences in communication style, career mind-set and learning preferences. This type of communication gap can be an obstacle to your organization’s success, especially if your training manager is not on board with modifying training in a way that appeals to generations other than the one he or she represents. If that’s the case, that manager probably needs training and/or coaching to learn and accept generational differences. Here are a few tips for creating Millennial-friendly training, gleaned from our personal experience in training and from myriad research studies: Keep Millennials informed. They want to know what we expect of them, what criteria we will use to evaluate them and how it will impact them. Make the training tech-based. For Millennials, education has always been delivered via online platforms. Many are “digital natives” who don’t know anything else. Make it visually compelling. Millennials are accustomed to icons, infographics and other visual representations of data. Massive blocks of text will bore them. Coach them. Follow up with them regularly. Guide them through the entire learning program, one step at a time. Many are accustomed to “sound bites,” and a longterm training program can seem overwhelming. Make training flexible and easy to access. Deliver it in a format that fits younger advisors’ lifestyles. Many younger advisors log in at 1 a.m. or midnight to watch training videos. It’s not about our schedule; it’s about their schedule. We need to note here that flexible and 24/7 training is important for veteran advisors, too. Sometimes older advisors feel like their lives are being turned upside down because of the constant, frenetic pace of change. Many of them are self-conscious about needing to get up to speed in certain areas in which younger advisors already excel. Deliver training and education they can watch anytime, anywhere, in the privacy of their homes or offices. Numerous studies show this is what veteran producers want. When we interview experienced advisors, and ask them what aspects of their current role they’re unhappy about, they often say something like, “When I first joined the firm, I got great training for the first three months, but then it disappeared.” 2. External Managers and Specialists Need to Adapt to Your Systems When you hire managers and specialists from outside the organization, it’s important to make sure their initiatives align with what you’re already doing. This is especially critical if you hire more than one external person at once. You want to make sure that if they are building something new, it’s all done according to consistent guidelines that anyone in the organization can duplicate. Each manager doing something differently is not the way to run an organization. It should be something anyone can grab off the shelf and use. Training also can help you make sure your external managers aren’t bringing ineffective systems with them. If they had used those systems successfully in their previous roles, they wouldn’t have left. 3. Staff Members Need to Learn Something New Too often, when companies and firms train staff members, they provide training that teaches them how to do the job they’re already in. Sometimes that’s necessary, but we also need to teach them skills that will help them progress and learn something new. Research shows that a lack of training is one reason talented people leave. We often see producers with anywhere from 3 to 20 staff members who do 99 percent of the client interaction. These critical support staff won’t talk with clients about subjects they don’t understand — and that translates into missed opportunities for cross-selling. Offer them training that teaches them about all the products you sell. Make it part of their responsibility to recognize what products each client needs, and reward that effort with an incentive. Your sales will skyrocket. 4. Day-to-Day Documentation Should Be a Priority Accepting the responsibility for annual compliance is something everyone learns early in this career. But what about documentation of day-to-day occurrences that can have a significant impact on your organization? What if someone hears a conversation that turns out to be important, but no one documents it? What if a customer complaint snowballs, and there is no record of what happened? Training is a simple solution. Educate everyone in your organization about the importance of documenting various interactions with clients. Specify who is responsible for what, and provide them with guidelines. Everyone needs to be able to prove that they’re handling things as they are required to by law and according to the organization’s expectations. Building a training program like this will require your management team to make some business decisions. But it needs to be done. As the old saying goes, “An ounce of prevention is worth a pound of cure.” E-training can help, whether you hire someone to customize it or you produce it in-house. 5. There Is a Lot of Expertise in Your Organization That You Can Leverage People often learn their most valuable strategies from their colleagues. By establishing focus groups, study groups, joint-work opportunities, teams and mentoring partnerships, you can leverage the vast knowledge and wisdom that already exists in your organization. Offering this type of in-house training will help you retain your reps because they are likely to value being able to learn new things. This shouldn’t be the traditional Monday new-agent school; it should be an ongoing effort to encourage reps to share what they know with their colleagues. This will be especially helpful to second-to-fifthyear agents and veteran agents, who have already completed all the formal training and may feel like they’re no longer growing. They can watch training videos together and share best practices regarding what is and is not working. And they can find ways to combine their expertise in a way that provides clients with more value. You can use e-learning with these groups for brainstorming, to look for something they haven’t seen or heard before and to serve as a refresher on concepts they may have neglected, such as networking. Advisors can use the training resources to help them grow their businesses, develop their staff or junior associates in a team-building arrangement or bring a son or daughter into the business. For example, with e-learning, a veteran producer can spend his or her time teaching the next generation valuable relationship-building skills and have the younger reps supplement that unique perspective with videos that teach the fundamentals of selling. This cannot be a set-it-and-forget-it program. I am amazed at the number of organizations that spend a lot of time building a system and delegating tasks to people, but then there is no follow-up. They have no idea if the system is working or not. But they never followed up on it, promoted it or assessed its value. 6. E-Learning Can Be a Resource, Not a Curriculum Often, bite-sized training is more effective than a longterm, formal curriculum-based program. E-learning makes it easy for reps to access ideas, concepts, education, knowledge and skills. Many reps, especially Millennials, are more likely to use training that they view as a resource, not a curriculum. It needs to be something they want to learn, not something their managers expect them to do. With “sound bites” of training, such as short videos, reps can watch a brief segment over and over again. Repetition is the mother of all learning. When you hear something many times, you become indoctrinated into it, and your recall and retention improves. Lawyers don’t know every case study or precedent. They know the fundamental concepts by heart, and they know where to find the laws, regulations and proceedings that will help them with a case. 6 Common Challenges E-Learning Can Solve

Course Catalog Go Back to Main Catalog Page The Art The Science A Leader's Philosophy The Art - Classics The Science - Classics Classics The Art - Foundational Principles of Leadership - General The Art - Foundational Principles of Leadership - Office Systems and Processes The Art - Foundational Principles of Leadership - Visions, Missions, Value Proposition The Science - Foundational Principles of Leadership - Creating a Collaborative Environment The Science - Foundational Principles of Leadership - General The Science - Foundational Principles of Leadership - Office Systems and Processes The Science - Foundational Principles of Leadership - Utilizing Resources The Science - Foundational Principles of Leadership - Visions, Missions, Value Proposition Foundational Principles of Leadership The Science Pre-Management Orientation The Art - The Accountability Process - Activity Monitoring The Science - The Accountability Process - Activity Monitoring The Science - The Accountability Process - General The Science - The Accountability Process - The Power of Goals The Accountability Process The Science - The Alternative Distribution Process - Banking The Science - The Alternative Distribution Process - Multi-Line Firms The Science - The Alternative Distribution Process - Wholesaler The Alternative Distribution Process The Art - The Development Process - Experienced Associates The Art - The Development Process - General The Art - The Development Process - Ongoing Training & Development The Art - The Development Process - Production Growth The Science - The Development Process - Building Markets The Science - The Development Process - Experienced Associates The Science - The Development Process - General The Science - The Development Process - Inexperienced Associates The Science - The Development Process - Management Teams The Science - The Development Process - Ongoing Training & Development The Science - The Development Process - Production Growth The Science - The Development Process - Staff, Functional Specialists and Contingency Planning The Development Process The Art - The Recruiting Process - General The Art - The Recruiting Process - The Finding Stage The Art - The Recruiting Process - The Momentum Building Stage The Art - The Recruiting Process - The Selection Stage The Science - The Recruiting Process - General The Science - The Recruiting Process - The Finding Stage The Science - The Recruiting Process - The Momentum Building Stage The Science - The Recruiting Process - The Selection Stage The Recruiting Process EDGE: The Leader's Journey EDGE: Developing Leaders EDGE: Emerging Leaders EDGE: Excelling Leaders EDGE: Growing Leaders EDGE: Tools and Resources Menu Close Try It Free for 14 Days Get full access to the platform—risk-free. No credit card. No commitment. Just results. Start building your advisor bench today. Start Your FREE Trial