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For more than a decade, Hoopis Performance Network has been providing virtual sales and leadership development learning solutions designed to increase productivity and retention. Why Choose HPN Dave Porter Baystate Financial Services “I am the biggest fan of Hoopis Performance Network. It is spot-on as it relates to training, timeliness of updates, powerful presenters, and true take-away value. You cannot beat it for the price and, more importantly, the quality.” Michelle Hubert Farm Bureau Financial Services “Utilizing Hoopis Performance Network to enhance Agent development has been life-changing for our leadership team and for our Agency!! Partnering with HPN is definitely one of the best investments in my Agency I’ve made – I would highly recommend this resource to any sized Agency!” Bill Pienias Fin Fit Financial “We’ve worked with HPN to develop field-tested systems for training, accountability and leadership development. They have provided valuable perspective and resources that are positively shaping our performance at all levels in our company.” Transforming Leadership in Financial Services Learn More Helping leaders succeed at every stage of the leadership journey. Learn More Empowering financial advisors with skills and training to create strong client relationships. Learn More Digital Learning & Development Solutions for a New World! For more than a decade, Hoopis Performance Network and FSEdNet have been providing virtual sales and leadership development learning solutions designed to increase productivity and retention. Clients in over twenty-five countries throughout the world leverage us to help them keep pace with the ever-evolving challenges of learning and development in the new normal we are all experiencing. Our digital resources are designed to be scalable and customizable depending on your organization’s virtual learning and development needs. Get Your Solution HPN News Blog Hoopis Performance Network announces Strategic Partnership with Moody’s Learning Solutions to Elevate Professional Development in the Financial Services Industry Hoopis Performance Network (HPN) , a leading provider of professional development and performance improvement solutions in the financial... Hoopis Performance Network Hoopis Performance Network Partners with LIMRA to Offer EDGE: The Leader’s Journey to Member Companies Chicago, Illinois — Hoopis Performance Network (HPN), a leader in financial services learning solutions, is expanding its decade-long... Hoopis Performance Network Hoopis Performance Network and Leadercast Announce Strategic Partnership to Redefine Leadership Development in Financial Services Chicago, Illinois – Hoopis Performance Network (HPN), a global leader in learning and development in financial services, recently... Hoopis Performance Network Leadership Tools Building Your Bench / Agency Leader Training / Recruiting & Selection Learn More Sales Effectiveness Sales Effectiveness Program with Proven Results Learn More Digital Learning Digital Learning & Development Solutions for a New World Learn More Transforming Leadership in Financial Services Learn More Helping leaders succeed at every stage of the leadership journey. Learn More Empowering financial advisors with skills and training to create strong client relationships. Learn More

Financial Wellness Calculate Your Life Insurance Needs: How much you need is best decided by working with a financial planner. Try Our Calculate Your Life Insurance Needs The purpose of life insurance is to replace your income at the time of your death so that the family you are leaving behind can maintain their current lifestyle. How much you need is best decided by working with a qualified financial planner. Back to Financial Calculators We Invite You To “Test Drive” Our Financial Wellness Content Today! Test Drive

At Hoopis Performance Network, we care about your privacy and security, and want you to know how we collect, use, share, and protect your personal information and what choices you have regarding your data. Cookie Policy This Cookies Policy explains what Cookies are and how Hoopis Performance Network, LLC (“HPN”) uses them. Reading this policy will help you understand what type of cookies HPN uses, or the information we collect using Cookies, and how that information is used. Cookies do not typically contain any information that personally identifies a user, but personal information that we store about you may be linked to the information stored in and obtained from Cookies. For further information on how we use, store and keep your personal data secure, please see our Privacy Policy. HPN does not store sensitive personal information, such as mailing addresses, account passwords, etc., in the Cookies we use. Interpretation and Definitions Interpretation The words of which the initial letter is capitalized, or lower-case words referred to, have meanings defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural. Definitions For the purposes of this Cookies Policy, the following definitions shall apply: HPN (sometimes referred to as we us" or "our" in this Cookies Policy) refers to Hoopis Performance Network, LLC; 790 Frontage Road #300; Northfield, Illinois 60093; and its successors, assigns and wholly owned affiliates and subsidiaries and their respective divisions and groups, each of which are located within the U.S. Cookies means small files that are placed on your computer, mobile device or any other device by a website, containing details of your browsing history on that website, among other information. Website refers to Hoopis.com hpnuniversity.com, hpnelevate.com or any other website operated by HPN and accessible from the aforementioned URLs You means the individual accessing or using the Website, or the company or other legal entity on behalf of which such individual is accessing or using the Website, as applicable. The use of the Cookies Type of Cookies we Use Cookies can be "Persistent" or "Session" Cookies. Persistent Cookies remain on your personal computer or mobile device when you go offline, while Session Cookies are deleted as soon as you close your web browser. HPN uses both Session and Persistent Cookies for the purposes set out below: Necessary / Essential Cookies Type: Session Cookies Administered by: Us Purpose: These Cookies are essential to provide You with services available through the Website and to enable You to use some of its features. They help to authenticate users and prevent fraudulent use of user accounts. Without these Cookies, the services that you have asked for cannot be provided; HPN only uses these Cookies to provide you with those services. Functionality Cookies Type: Persistent Cookies Administered by: Us Purpose: These Cookies allow us to remember choices You make when you use the Website, such as remembering your login details or language preference. The purpose of these Cookies is to provide You with a more personal experience and to avoid you having to re-enter your preferences every time you use the Website. Your Choices Regarding Cookies If you prefer to avoid the use of Cookies on the Website, first you must disable the use of Cookies in your browser and then delete the Cookies saved in your browser associated with this Website. You may use this option for preventing the use of Cookies at any time. If you do not accept our Cookies, you may experience some inconvenience in your use of the Website and some features may not function properly. If you'd like to delete Cookies or instruct your web browser to delete or refuse Cookies, please visit the help pages of your web browser. For the Chrome web browser, please visit this page from Google: https://support.google.com/accounts/answer/32050 For the Firefox web browser, please visit this page from Mozilla: https://support.mozilla.org/en-US/kb/delete-cookies-remove-info-websites-stored For the Safari web browser, please visit this page from Apple: https://support.apple.com/guide/safari/manage-cookies-and-website-data-sfri11471/mac For the Internet Explorer web browser, please visit this page from Microsoft: http://support.microsoft.com/kb/278835 Visit your web browser's official web pages to delete or refuse cookies Contact Us If you have any questions about this Cookies Policy, you can contact us: By email: info@hoopis.com By visiting this page on our website: https://hoopis.com/contact-us/ By phone number: (847) 716-1800 By mail: 790 Frontage Road #300; Northfield, Illinois 60093 This Policy is effective as of September 01, 2023. Last updated: October 09, 2023. Effective Date

The Premier package provides everything in the Basic package but also includes Validation Study & Customization of Reporting Scales. Two Pricing Options Are Available: Basic and Premier The Premier package provides everything in the Basic package but also includes Validation Study & Customization of Reporting Scales. The talent management and acquisition software designed by us is the perfect solution for all talent recruitment related problems of any organization. Basic Package MEMBERSHIP INCLUDES: Screening Tool – POP Screen (Unlimited) Select Tool – POP 7 ($30/Profile) Custom Brand Career Site Job Postings on Selection Job Boards (Unlimited) Reporting Analytics Validation Study & Customization of Reporting Scales (N/A) $795(USD) / Year + 1-Time Setup Fee $295(USD) Contact Us to Purchase Premier Package MEMBERSHIP INCLUDES: Screening Tool – POP Screen (Unlimited) Select Tool – POP 7 ($30/Profile) Custom Brand Career Site Job Postings on Selection Job Boards (Unlimited) Reporting Analytics Validation Study & Customization of Reporting Scales $495(USD) / Month + 1-Time Setup Fee $495(USD) Contact Us to Purchase

Trustworthy Selling MultiLine can help your agents proactively pivot to life insurance and financial services conversations in order to serve more of their customers’ financial needs. Multiline Edition Understand how today’s consumers really make financial choices. Engage consumers by aligning to their mindset and preferences. Naturally pivot to life and financial needs by engaging in courageous conversations. Quickly build trust using proven questioning and collaborative discovery skills. Motivate today’s consumers to act on their intentions. Create cross-selling opportunities with communication techniques that deepen relationships. Your Multiline Agents Will: Equip Your Multiline Agents With the Skills and Confidence To Successfully Pivot to the Life Insurance and Financial Services! Most consumers today are looking for trustworthy financial professionals who can help them address all of their insurance and financial needs. Unfortunately, many don’t realize their home and auto agent is a full-service financial representative. Trustworthy Selling MultiLine can help your agents proactively pivot to life insurance and financial services conversations in order to serve more of their customers’ financial needs. The Language of Trust Diagnose Before You Prescribe Language Demo: Building Trust, Rapport & Credibility Leveraging the Power of Silence Storyselling Check out Some of Our Trustworthy Selling MultiLine Content! 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 Multiline Edition Works: Schedule a Demonstration Contact Us Multiline Product Sheet Download Download Now Multiline Edition

Next Item Previous Item Go back to White Papers List The rising cost of health care in the United States has become a worrisome risk to a financially-secure retirement. With that in mind, it’s important to understand the various components of Medicare, the federal government program that provides health insurance to most Americans age 65 and older. For Americans 65 and older, any conversation about health care must include Medicare. Your eligibility for this program at age 65 means that your health insurance will likely become more affordable, and you won’t be denied coverage for pre-existing conditions. It’s important to understand what happens with regard to Medicare when you retire and how you can obtain the best and most cost-effective coverage. This white paper covers some important aspects of the Medicare program. What Is Medicare? The original Medicare and Medicaid programs were signed into law at the Truman Library in Independence, Missouri, by President Lyndon Johnson on July 30, 1965, with former President Harry Truman looking on. In 1945, President Truman was the first sitting president to endorse national health insurance. The original Medicare legislation (Title XVIII) extended health-care coverage to almost all Americans age 65 or older. On July 1, 1966, when Medicare was implemented, more than 19 million Americans initially enrolled in the program. About 48 million Americans age 65 and older are now enrolled in Medicare, as well as another 9 million or so younger people with disabilities. Subsequent legislation has made a number of changes to the program since 1965. How Is Medicare Financed? There are 3 primary sources of Medicare funding: Medicare Part A (hospital insurance): Medicare Part A is financed largely through a 2.9% payroll tax paid by employees and their employers (1.45% each). That amount increases to 2.35% on earnings over $200,000 single/$250,000 married, employees only), which goes into the Part A Trust Fund that helps pay the eligible hospital expenses of Medicare beneficiaries. Medicare Part B (medical insurance): Medicare Part B, which helps pay for doctors’ services, outpatient care, and home health care, is paid for primarily by general government revenues, with Medicare beneficiary premiums accounting for about 25% of the Part B financing. Medicare Part D (prescription drug coverage): Medicare Part D, which helps cover the cost of prescription drugs, is also paid for primarily though general government revenues. Some state payments and beneficiary premiums finance the balance. Who Is Eligible for Medicare? Medicare Part A (hospital insurance) is provided at no cost to U.S. citizens and permanent residents of the United States who meet certain eligibility requirements. Anyone enrolled in Medicare Part A can, on an optional basis, enroll in Medicare Part B (Medical Insurance) by paying a monthly premium. Medicare beneficiaries with higher incomes will pay higher Part B premiums. Age 65 or older: Beginning at age 65, you are eligible for Medicare if you or your spouse worked for at least 10 years (40 quarters) in Medicare-covered employment and you are a citizen or permanent resident of the United States. You do not need to be receiving Social Security retirement benefits to qualify for Medicare at age 65. At any age: A citizen or permanent resident of the United States who has end-stage renal disease (ESRD) can get Medicare at any age. In addition, regardless of age, someone who has been entitled to Social Security disability benefits for 24 months or who receives a disability pension from the Railroad Retirement Board and meets certain conditions is eligible for Medicare. Finally, someone with ALS (Lou Gehrig’s disease) will automatically receive Medicare the month Social Security disability benefits begin. If you are not certain about your eligibility for Medicare, you can call the Social Security Administration tollfree at 800-772-1213 or visit the official government website for Medicare. What Medicare Does Not Cover It’s important to know what Medicare does not cover so you can avoid surprises. Teeth, eyes, and ears. Generally speaking, Original Medicare does not cover dental work and routine vision or hearing care. This means it does not cover dentures, which can run anywhere from about $1,000 to more than $5,000 for a complete set. A single tooth implant cost close to $4,000. However, if a dental condition involves an emergency or complicated procedure, it could be covered. Routine vision checks are generally not covered. But if you have an eye condition like glaucoma or cataracts, basic Medicare will cover your care. If you decide to go with an Advantage Plan, there’s a good chance dental and vision will be included. However, it will likely be limited. Medical care outside the United States. If you plan to travel the world after your turn 65, you need to know that basic Medicare generally does not cover care you receive outside the United States. If you choose an Advantage Plan, emergencies are often covered worldwide. However, routine care received overseas might not be. In this situation, you can look into travel-medical policies specifically targeted at the 65-and-over crowd. Depending on the specifics of the coverage and your age, these policies can cost about $175 or more per month. Long-term care. In general, Medicare does not cover long-term care. There are insurance policies that cover it, although they can be pricey. And the older you are, the more they cost. On average, an American turning 65 today will spend $138,000 in future long-term-care costs, according to a 2017 Bipartisan Policy Center report. Long-term care includes things like daily help with bathing and eating. Enrolling in Medicare at Age 65 There are 2 ways in which you can enroll in Medicare at age 65. If you are already receiving Social Security or Railroad Retirement benefits: If you’re already receiving Social Security retirement or disability benefits or Railroad Retirement benefits, you will automatically be enrolled in Medicare at age 65. You should receive a package of Medicare information, together with your Medicare card, in the mail. If you don’t receive the package by your 65th birthday, contact the Social Security Administration toll-free at 800-772-1213. If you are not yet receiving Social Security or Railroad Retirement benefits: If you’ll be turning age 65 in a few months and are not yet receiving Social Security or Railroad Retirement benefits because, for example, you’ve decided to delay retirement, you need to call or visit your local Social Security office to enroll in Medicare. You can also enroll in Medicare online. You can enroll in Medicare at age 65, even if you don’t plan to retire at age 65. The recommendation is that you contact your local Social Security office or enroll online about 3 months before your 65th birthday. Medicare Part B You will be automatically enrolled in Medicare Parts A and B. But because you have to pay a premium for Medicare Part B, you have the option of turning it down. If you do not enroll in Medicare Part B during your initial enrollment period, you can enroll later during a “general enrollment period” from January 1 through March 31 of each year, with your coverage then beginning the following July. Be aware that your monthly premium could increase 10% for each 12-month period you were eligible for, but did not enroll in, Medicare Part B. Medicare Coverage Options Medicare provides you with choices on how to receive your Medicare benefits. You can choose to receive your Medicare benefits either through Original Medicare or through a Medicare Advantage plan: Original Medicare (Parts A and B): Original Medicare is operated by the federal government and consists of Part A (hospital insurance) and Part B (medical insurance). With Original Medicare, you choose your doctors, hospitals, and other health-care providers. Most people do not have to pay a premium for Part A because they or their spouse paid Medicare taxes while employed. Part B is optional because it does require payment of a monthly premium. Most people enrolled in Part B will pay a premium of $135.50 per month in 2019. Higher-income Medicare beneficiaries will pay more.You have the option to enroll in Part D – Medicare Prescription Drug Plan. It’s run by private insurance companies and helps cover the cost of your prescription drugs. Because there are gaps in the coverage provided by Parts A and B, you also have the option to purchase a Medicare Supplement or “Medigap” insurance policy, also sold by private insurance companies, to help fill those gaps. Medicare Advantage Plans (Part C): Medicare Advantage plans are generally HMO or PPO plans, although private fee-for-service plans are also available and are run by private insurance companies that are approved by and under contract with Medicare.You can choose to receive your Medicare benefits through a Medicare Advantage plan if you elect both Medicare Parts A and B. The Medicare Advantage plan will then provide other benefits covered by Parts A and B, with the exception of hospice care. The plan might provide additional benefits that aren’t otherwise covered by OriginalMedicare, such as prescription drug coverage. Unlike Original Medicare, though, Medicare Advantage plans usually require that you either use plan doctors, hospitals, and other health-care providers or pay more for the services you receive.With a Medicare Advantage plan, you do not need to, and cannot, purchase a supplemental Medigap insurance policy. Medicare Advantage plans, however, may have a monthly premium you must pay, in addition to the Medicare Part B premium. You might also be charged a copayment amount for covered services you use. Initial Enrollment Periods When you initially enroll in Medicare, you’ll need to choose between Original Medicare and Medicare Advantage. Your initial enrollment period is the 7-month period that begins three months before you turn age 65, includes the month you turn age 65, and ends 3 months after the month you turn age 65. If you decide to enroll in Original Medicare, you’ll then need to decide if you want to purchase a Medicare Prescription Drug Plan and/or a Medigap policy. Annual Enrollment Periods While your initial choice of Medicare options is an important decision, it is not an irrevocable decision. Each year, you’ll have these opportunities to change your Medicare coverage: Open enrollment period: You can make the following changes during the annual open enrollment period (between October 15 and December 7), with the new coverage taking effect on January 1 of the next year: 1) An individual covered by Original Medicare can switch to a Medicare Advantage Plan. 2) An individual with Original Medicare can add or switch Medicare Prescription Drug Plans and/or Medigap insurance policies. There might be medical underwriting requirements. 3) An individual with a Medicare Advantage Plan can switch between Medicare Advantage Plans or drop Medicare Advantage, switch to Original Medicare, and add Medicare Prescription Drug Plan and/or Medigap insurance coverage. Medicare Advantage Disenrollment Period (January 1–February 14): An individual enrolled in a Medicare Advantage Plan can switch to Original Medicare and can also join a Medicare Prescription Drug Plan. Coverage begins on the 1st day of the month after the plan office receives your enrollment form. There is no right to buy a Medigap plan without satisfying medical underwriting requirements. General Medicare Part B Enrollment Period (January 1-March 31): An individual who did not enroll in Medicare Part B when first eligible can sign up from January 1 through March 31 of each year, with the coverage taking effect on July 1 of that year. If you didn’t sign-up for Part B when you were initially eligible, you may have to pay a late enrollment penalty for as long as you have Medicare. Your Part B premium may increase 10 percent for each 12-month period that you could have had Part B coverage but didn’t sign up for it. Special enrollment period: There are situations for which you may not need to enroll in Medicare Part B when you first become eligible. For example, you or your spouse might still be working and covered by a group health plan, meaning that you don’t need Part B coverage. In this instance, you can enroll in Part B without a late enrollment penalty at the following times: Anytime while you have group health coverage based on current employment. During the 8-month period that begins the month after the employment ends or the group health plan coverage ends, whichever happens first. If you have COBRA coverage, you must enroll in Part B during the eight-month period beginning the month after the employment ends. If you enroll in Part B during a special enrollment period, you then have a 6-month Medigap open enrollment period, which gives you a guaranteed right to purchase a Medicare Supplement Insurance policy. Caution: If you receive health-care coverage, including prescription drug coverage, from a current or former employer, union, or other source, you should contact the benefits administrator before dropping any of your current coverage and/or enrolling in any of the Medicare coverage options. It is important that you understand how your insurance works with Medicare before making any changes. If You Need Help Paying Your Premiums If you cannot afford to pay your Medicare premiums and other health-care costs, there are federal and state programs available for people with limited income and resources. Here are some examples. Medicare savings programs: States have programs that pay Medicare premiums and, in some cases, might also pay Medicare Part A and B deductibles and co-insurance amounts. To qualify for a Medicare savings program, you must have Medicare Part A and meet specific state requirements with regard to your income and financial resources. To find out if you qualify, call or visit your State Medical Assistance (Medicaid) office or call Medicare at 800-633-4227. Ask about getting help to pay your Medicare premiums. Extra help paying for Medicare Part D (prescription drug coverage): You automatically qualify to receive extra help paying for Medicare Prescription Drug Coverage if you (1) have full Medicaid coverage, (2) belong to a Medicare savings program, or (3) receive Supplemental Security Income (SSI) benefits. You may qualify for the Medicare low-income subsidy (LIS) to help pay prescription drug costs if your annual income and your financial resources are below specified limits. For more information, contact your State Health Insurance Assistance Program (SHIP) or Medicare at 800-633-4227. Medicaid: Medicaid is a joint federal and state program that helps pay medical costs if you have limited income and financial resources and meet other eligibility requirements. Some people qualify for both Medicare and Medicaid (and are therefore called “dual eligibles”). Medicaid requirements vary from state to state. Contact your State Medical Assistance (Medicaid) office for more information and to see if you qualify. State Pharmacy Assistance Programs (SPARs): Some states have SPARs that help certain people pay for prescription drugs based on criteria such as financial need, age, or medical condition. Each SPAR has its own rules and helps in different ways. To find out about a SPAR in your state, call your State Health Insurance Assistance Program (SHIP). Online Resources There are so many pieces and parts to Medicare that it can get confusing. We don’t have room here to cover all the details. Please visit www.medicare.gov , the official U.S. government website for Medicare. It is a comprehensive, easy-to-use online resource that allows you to accomplish the following: Check your Medicare eligibility. Review what Medicare covers. Compare Medicare health plans, prescription drug plans, and Medigap plans in your area, including how much they cost and the services they provide. Locate helpful phone numbers and websites, such as for your State Health Insurance Assistance Program (SHIP). Learn about your Medicare rights and how to file a Medicare appeal. Download many helpful Medicare-related publications. Medicare also provides a secure online service for accessing your personal Medicare information, located at www.MyMedicare.gov . After registering on the site, you’ll be able to do the following: Complete a questionnaire that will enable Medicare to process your bills correctly. Track your health-care claims. Request a replacement Medicare card. Check your Medicare Part B deductible status. Track the preventive services you can receive. Find information about your current Medicare health and/or prescription drug plan or search for a new one. Facts About Retirement and Medicare

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 Mutual of Omaha implemented Trustworthy Selling as part of an organizational strategy to increase their advisors’ focus on needs-based selling over transactional selling or product-focused selling. The company went through the first step in its transformation strategy by revamping its systems to identify, attract and select candidates who were more relationship-focused. Trustworthy Selling was an extension of the company’s strategy to ensure new recruits were onboarded and trained with the knowledge and skills to establish enduring relationships with their clients. Download the Full Case Study Here Launch Week Incorporating Trustworthy Selling Quick Start Mutual of Omaha incorporated Trustworthy Selling Quick Start into their Launch Week, which is a one-week training program for new advisors. Local-level leadership teams delivered the program through a faculty approach and reinforced the concepts through ongoing coaching and development. Because of the learning design of the Trustworthy Selling curriculum, Mutual of Omaha created both scale and consistency in each of their field offices throughout the United States. Facilitator and Coaching Certification Approximately 150 Mutual of Omaha field managers and home office representatives were certified as facilitators and coaches for the program. The Trustworthy Selling Facilitator Certification process consists of several steps including the completion of self-paced e-learning modules, preparation for module delivery using the program materials, virtual classroom presentations, and feedback on best practices to help ensure successful delivery when facilitating classes. Field managers play a vital role in the success of each participant’s adoption of the program concepts and techniques into their practice. Coaching sessions are designed to drive performance and help the participant reach their full potential. Throughout the program, field managers meet with their advisors periodically. Step-by-step coaching guides are provided to allow for skill assessment, language role play, and reinforcement of the key concepts in the program. Alignment and Buy-In from Executive Leadership To create alignment and buy-in from the top-down, Mutual of Omaha certified key members of the home office leadership team as facilitators and coaches. This also gave them a thorough understanding of the program. Mutual of Omaha also had their top home office executives and regional sales directors participate in a Trustworthy Selling Preview Day, which is an in-depth exploration of the program to ensure they understood the philosophy, content, and resources. In addition, all new managers were required to become a Certified Facilitator and Coach of Trustworthy Selling as part of their professional development. Transition to Virtual Classroom During the Pandemic When the COVID-19 pandemic and the resulting shutdowns occurred in 2020, Mutual of Omaha immediately transitioned to a virtual classroom delivery of the program. Because Trustworthy Selling is designed to be delivered virtually, the pivot for Mutual of Omaha was relatively seamless. Mutual of Omaha continued to graduate approximately 50 new advisors from the program each month in 2020. This created a new world of opportunities from a scaling standpoint in the future. Field managers were able to continue to conduct coaching sessions and reinforce the key learning objectives of the program through ongoing virtual coaching. Productivity and Retention Impact Mutual of Omaha worked with LIMRA and HPN to conduct a Business Impact Results Tracking (B.I.R.T.) ROI Analysis to measure the productivity and retention impact of Trustworthy Selling on their advisors. Because the sample group represented an entire annual recruiting class of new advisors with no prior experience, the study considered year-over-year results of the previous year’s annual recruiting class as the control group (those who did not participate in the Trustworthy Selling program). This analysis tracked productivity and retention results at the six and 12-month mark as compared to the control group, and the results were significant. Mutual of Omaha was also interested in measuring the long-term sustainability of Trustworthy Selling’s impact on productivity and retention at the 18 and 24-month marks as well. The study calculated the average survival and median production for three metrics for both groups. This impact study is based on the assumption that had the participant group not gone through training, their survival and production would have been the same as the control group’s results. Mutual of Omaha advisors who completed the Trustworthy Selling program was more effective after 24 months than those who did not. Consider these improvements in the key metric areas … 93% increase in Premium Productivity 64% increase in Policy Productivity 92% increase in First Year Commissions 8% increase in Two-Year Retention Conclusion Mutual of Omaha has succeeded in transitioning their organization’s culture to a focus on the long-term relationship between their advisors and clients. In addition to revamping their recruiting and selection systems, the focus on incorporating the Trustworthy Selling program as part of their onboarding Launch Week has delivered measurable success. The Trustworthy Selling philosophy and approach are deeply embedded into the culture and fabric of Mutual of Omaha. What Attracted Mutual of Omaha to Choose Trustworthy Selling?

Trustworthy Selling offers three proven learning editions. These additions include QuickStart for new advisors, Professional for experienced advisors and MultiLine for property and casualty agents. A Sales Effectiveness Program with Proven Results Over 20,000 graduates across the globe. 25+% increases in productivity. Recognized by Selling Power as one of the top sales training companies. ROI Institute’s Top Case Studies of the Year. Proven Results and Industry Recognition: Improve connections with understanding buyer psychology and behavioral economics. Adapt selling style to maximize communication flexibility. Obtain high quality favorable introductions with confidence. Increase engagement and build stronger relationships through the art of questioning. Deepen existing client relationships through strategic client management practices. Integrate the habits and peak performance psychology of top performers. Designed To Help Financial Professionals Succeed Through: QuickStart This editions is for Financial Representatives just starting out, with less than one year in the business. Learn More Professional This edition is for Experienced Financial Representatives who have been in the business 1+ years. Start Now MultiLine This edition is for the Multiline Financial Representatives who need to pivot to the Life and Financial service products. Start Now Learning Editions for Every Step in an Advisors Journey Trustworthy Selling offers three proven learning editions. Each edition provides a powerful combination of tools and techniques to benefit your organization through an immersive, interactive learning system. These additions include QuickStart for new advisors, Professional for experienced advisors and MultiLine for property and casualty agents. “We found Trustworthy Selling augmented and complemented much of the training we were already doing. We saw a 17% increase in overall production across both risk and investment products. The program’s focus on advisors understanding the psychology of buyers and the need to increase trust and decrease tension led to greater advisor competence and confidence.” Dave Porter – Managing Partner, Baystate Financial Services Blended Learning This editions is for Financial Representatives just starting out, with less than one year in the business. Virtual Classroom This edition is for Experienced Financial Representatives who have been in the business 1+ years. Self-Study This edition is for the Multiline Financial Representatives who need to pivot to the Life and Financial service products. Flexible Delivery Models Flexible delivery models to meet your needs for scalability, customization and execution including blended learning, virtual classroom, and self-study. Premium P&C productivity Retention Placed Policies Investment Gross Revenue The Proof is In the Numbers 25% 25+% Lifts Across the Board Download Module Descriptions Download Now Schedule Some Time With Us to Learn More Let's Talk Download Mutual of Omaha Case Study Download Now A Sales Effectiveness Program with Proven Results

Next Item Previous Item Go back to White Papers List For its 2016 “Great Place to Work” rankings, Fortune magazine chose seven insurance and financial service providers. An announcement noted, “These companies develop managers and policies that build employee trust through active listening and creative problem solving, and they foster a workplace culture where individual success and performance trumps overall productivity benchmarks.” In financial services, it can be difficult to “value collaboration and integrity over bean counting,” which is one of the factors the Fortune selection committee uses to recognize companies with winning cultures. Your culture is defined by what you believe in and how you treat people. Your culture makes a difference in how eager your team members are to go to work every day and how good they feel while they’re there. Experts say culture is important in minimizing employee turnover, increasing retention, improving employee engagement and attracting talent. Once your firm builds a reputation for being a great place to work, it helps you attract high-quality candidates because your reputation starts to precede you in the marketplace. Ultimately, that will make you or break you. Here are some specific ideas for building a dynamic company culture that will help you attract and retain the high-quality associates who are necessary to build a high-performance firm or company. Build your culture around your company’s or firm’s values. Many of today’s top candidates want to believe they are working for a cause; this is particularly the case of millennials. They want to believe they are building better communities by teaching sound financial principles. Many highperformance firms have core values that promote what they value most. Design these values to attract the kind of people you want in your organization. Filter out candidates who don’t fit your culture. Occasionally, you may have candidates who say your core values are not for them. Although we read a lot about the importance of inclusion, and we never want to do things to make people feel uncomfortable, sometimes this is a sign that a person would be happier somewhere else. Part of being a high performer is to know who you are and to be authentic. Even the best firms are not a fit for everyone, but they want to attract like-minded individuals. Before posting your values, as well as your philosophy or mission, we suggest you get them approved by your home office. Support causes that are important to the people in your company or firm. Some firms take nominations from their associates and staff and get behind two or three worthwhile causes that galvanize the team. Updating the list on an annual basis gives you an opportunity to support different causes and involve more people who have various passions. Some great examples of how firms can support those causes are to have teams that participate in walks, bike rides, bowling tournaments and golfing for charity. You can enhance the camaraderie by having the participants wear team T-shirts or hats featuring your logo. This shows that your firm or company supports the cause. You can increase the visibility and fun for participants by posting photos from the event on your social media sites and website and also in your newsletter. Some firms allocate a day annually for team members to represent the firm by volunteering at a company-approved charitable event, or an event hosted by their favorite charity, without being required to take vacation time. Have “casual day” one day per month. Allow team members to wear casual clothing, even jeans, to work if they donate to the firm-approved charity. Although some people think this seems unprofessional and worry what visitors might think, you can post a sign in the reception area that says, “Please pardon our casual attire today. Some of our staff members have chosen to donate in support of (list the charity) to have this privilege.” An article in the Harvard Business Review stated that it is important to create a fun environment, but great corporate culture is more about a common sense of purpose and belief that “we are in this together.” Have fun at work. According to Fast Company, prioritizing fun in the workplace is essential to a company’s success. It boosts morale; lifts spirits; and creates a friendlier, happier and healthier environment for everyone. And some studies show that high-performance teams have fun while they are at work. Having fun often starts with the leaders not taking themselves too seriously. Everyone loves it when the boss has a good sense of humor and can take a fun jab or be self-deprecating. When the company celebrates, the leaders should not be working in their offices; that sends the message that their tasks are more important to them than enjoying the company of their team members. The leaders should be first to join in the karaoke or even to sing at a holiday party. They should wear the silly hats and participate in the activities. If the group is dancing, everyone will be more likely to join in when the leaders lead by example. If the leaders act as if they are above the rest, they send a message that their real goal is to check ‘have a fun event’ off their task list. Take opportunities to celebrate as often as possible. This is an excellent way to build morale. Some prominent examples are to recognize major holidays and birthdays. Larger firms may host monthly parties for everyone celebrating a birthday or company anniversary in a month. Still other companies may have an employee of the month who gets special recognition at a staff meeting, plus a gift card or a meal with the boss as thanks. Yet other firms will celebrate any month in which they hit or exceed a sales goal or top their performance from the same month the previous year. Say “thank you” in person, and often. As the leader, you can never say “thank you” enough, and people never tire of being acknowledged or shown they are valued and appreciated. Associates and staff alike live for encouragement and to be recognized when they do a great job. When they do well, shout it from the mountaintop! Make sure everyone knows when a team member gets a compliment. Here are some ways to share the news of your team members’ successes: 1) If you receive an email acknowledging that a team associate did particularly well, send a copy to everyone in the company when you reply to the sender. 2) Have a board where people post notes or emails commending the team. 3) Read notes of praise in a staff meeting or firm meetings. This builds up team members in front of their peers and lets everyone know this type of great performance is a great way to get noticed and stand out. On the other hand, if you get a call or email about below-average performance, always handle them privately, so the team member will not be embarrassed publicly. One embarrassing incident that is publicized can cancel out many incidences of encouragement—it can even cause someone to quit. Take time to show people you care. Stopping by someone’s desk to see how they are doing is a good investment of your day. If you know someone has a sick family member or loved one, ask how they are doing. As the leader, “You reap what you sow.” Leaders who say thanks and take the time to encourage people often are surprised to find out how much it meant to others, and they tend to receive notes or calls telling them how they impacted people’s lives and made a difference. There is a time in most people’s lives when this form of affirmation and encouragement may mean as much as, or even more than, the money they make. As we like to say, leadership is about influence, and taking the time to influence others positively can pay eternal dividends. Always be there in your team members’ times of need. Some firms are full of people who take the time to check on them when they are sick. Caring leaders take the time to attend weddings and funerals that are important to their key team members. As busy as people are today, few gestures will show your associates you care more about them than being there with them at critical times in their lives. While making the time may seem burdensome at times, the savings on lower turnover, higher retention and deeper relationships will be a great return on your time invested. Communicate the company’s or firm’s vision to all members of your team. Some high-performance teams have an annual staff meeting off-site that features team-building activities and fun. This is especially important when a firm has multiple locations because it gives people who are in different offices a chance to get to know each other. It lets them all feel part of something larger than just their location. It is also wise to have an annual update to the strategic plan, business plan or marketing plan the leader shares with the team annually. It is important to write the vision and make it plain. Then the team can run with it after they read it. Building a company culture takes time, effort and consistency. But you can create a great culture in small ways. Do what you can each day, week and month to have happier, healthier, more engaged and loyal team members, and you will never regret any of the effort spent. When your team members are motivated and happy, your clients and potential recruits will notice, which will lead to success for the overall organization. Consider Hoopis Performance Network for Training To help build your culture, consider using our virtual training videos in your company, agency or firm. HPN brings you winning training for sales associates, and training for sales leaders. They can access training and information on their smartphones and tablets when they have spare time, learn at their own pace and customize their curriculum based on what interests them the most. How to Build a Great Culture