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Next Item Previous Item Go back to White Papers List In working with companies of all sizes, we see a lot of wasted effort related to training. One mistake companies make is failing to focus on accountability and implementation after sending salespeople through training. We Forget Most Training Almost Immediately In 1885, German psychologist Herman Ebbinghaus proposed what he called the “forgetting curve.” He created a mathematical representation of the exponential rate at which we lose a memory “if no attempt is made to retain it.” In general, about 70 percent of a memory is lost within the first 24 hours. If we do nothing to focus on retaining that valuable training, then the time, money and effort we’ve spent on training is wasted. Not only do we forget what we learned in training sessions; we lose the momentum from those sessions after a while, too. Successful sales trainers know that if people do not integrate the skills they learn into their daily routine within three days, the initial enthusiasm of a sales training event wears off quickly, and no real change occurs. The Solution: Implementation and Accountability So how can you make sure salespeople retain more of what they learn? By having them implement what they learned right away. This requires having your sales leaders build in accountability with salespeople who go through training to ensure that they implement what they learned within 72 hours. Tips for Enhancing Knowledge Retention Here are some effective ways to enhance retention of that new knowledge: Before the sales training, provide your sales leader with instruction or training on how to hold salespeople accountable for implementing what they learn during the training within 72 hours. Have each salesperson identify changes he or she will make as a result of the training, by specific dates, in writing. Have the salespeople who completed the training meet in a follow-up session with their sales leader to discuss which strategies they plan to adopt, and by when. Assign someone the task of taking notes on these decisions and sending them to the salespeople and sales leader. Have the sales leader follow up on those dates to see if the changes were implemented on time. If you have coaches or mentors in your organization, get them involved in this implementation process. Measure the effectiveness of the new strategies after a specific amount of time. Train Sales Leaders on How to Hold Salespeople Accountable Because implementation and accountability are so important for knowledge retention, it is just as important to train the sales leaders as it is to train the sales force. When you commit to training your first- and second-line managers, they become part of the solution. Teach your sales leaders (1) how to make sure the salespeople implement the new material as soon as they return to the office and (2) how to hold them accountable for doing so. It is important for sales leaders to understand how to implement effective classroom resources, whether local or virtual, as well as the valuable techniques salespeople learn in joint sales calls. A home office or agency trainer may be responsible for dozens or hundreds of people to train. Many smaller firms do not have a full-time trainer on staff. By investing in sales leaders, both companies and firms can improve their results because the firm’s management team can do its job to make sure the sales force uses the information. Measure the Training’s Effectiveness Some training programs are more effective than others. If a training session proves to be of little use, you need to know that so you don’t invest in it again. Here are some ways to measure how effective the training is: After six months or one year, ask the salespeople who went through the training to rate it. Create a form for this purpose, and evaluate the collective opinions. Include both quantitative rankings (such as a ranking of 1 to 7 on various aspects of the training), as well as qualitative feedback, to include details about why the training was or was not effective. Ask your sales leaders to assess the training session’s overall effectiveness separately. Have them quantify, if possible, the impact the training had on sales so you can compare that number with the cost of the training. In Summary To ensure that you’re getting an optimum return on your training investment, make sure salespeople start implementing what they learned within 72 hours. And train your sales leaders on how to hold the salespeople accountable for doing so. Finally, assess the training after enough time has passed to determine its effectiveness. Use that feedback to determine how to spend future training dollars. Consider Hoopis Performance Network for Advisor Training Check out Hoopis Performance Network, which features online, ondemand, video-based training built on four Disciplines of Success with access to more than 400 sessions. HPN provides educational and training resources to launch, retool and reenergize all levels of financial professionals and staff. The curriculum is designed to help establish the cornerstones of a producer’s practice to ensure consistent growth and retention through higher levels of productivity. A Simple Way to Get More Out of Your Training Investment

CEO, NYT Best Selling Author, Speaker Brian Moran CEO, NYT Best Selling Author, Speaker Brian Moran has over thirty years of expertise as a CEO, corporate executive, entrepreneur, consultant and coach. His background as a corporate executive combined with his experience as an entrepreneur positions him with a unique skill set to help individuals and organizations grow and prosper. Brian’s corporate experience includes management and executive positions with UPS, PepsiCo, and Northern Automotive. As an entrepreneur he has personally launched and led successful businesses and been instrumental in the success of many others. In addition, he has consulted for dozens of world-class companies including Coldwell Banker, Mass Mutual, Medtronic, New York Life, and Tiffany & Co. Brian is a recognized expert in the field of leadership and execution. His realization that most people don’t lack ideas but struggle with effective implementation led him to the development of The 12 Week Year. In addition to his books, Brian has been published in many of the leading business journals and magazines. He is a sought-after speaker, educating and inspiring thousands each year. He is a visionary with a passion for helping others go beyond what they think they are capable of and achieve more than they ever thought possible. His greatest strength might be his ability to take success principles and strategies and help others apply them in a way that is powerful and effective, and gets results. Previous Speaker Go back to Speaker Network Next Speaker

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

Next Item Previous Item Go back to White Papers List Advances in computer technology have been dizzying — from fixed desktop websites to responsive design desktop sites, mobile web sites and now apps (applications). In 2017, according to training and development firm Vantage Path, sales of tablets will be greater than those of computers and laptops combined, a worrisome trend for the traditional web, set in motion, ironically, by the successful inclusion of the Internet on mobiles. The traditional web is constantly losing ground to apps. It gets worse — the surge in the use of apps has resulted in a showdown of many mobile websites. Even many web companies are confessing their preference for mobile app users over web users. Still, some organizations, including many insurance and financial services companies, continue to view the use of mobile websites and applications as merely a supplement to traditional web-based e-commerce. Big mistake! The companies that embrace a complete shift to mobile devices and apps gain a competitive advantage because they can satisfy their customers’ needs and desires anywhere, any time, on any mobile device. Also, they can act more quickly on the information they learn from their customers as they make financial decisions. Use of IT is efficient only when it is distributed adequately to those who need the technology at the right moments. Apps further enhance such accessibility at a time when more and more of the world’s population has access to smartphones. Shifting to Mobile Has a Big Impact on B2C Communication Early in the short history of mobile devices, the thought was that people would use them only for going to social websites — and maybe for checking email and conducting online searches. That was then. Now consumers also use applications to shop, scoping out companies to educate themselves before buying any products or using services. This includes products and services offered by the insurance and financial services industry. Customers use mobile apps to learn all about a given company or firm, including such information as how products work, educating themselves on their potential need and seeking educational opportunities. To do this effectively, consumers must check up on a company regularly and constantly keep in touch. Likewise, today’s financial professionals seek information, resources and training on a 24/7 basis, with only a few clicks of their fingertips. For financial professionals who are both mobile and constantly on the go, these requirements are as basic as the old rate book (remember them?) of only a few decades ago. Adoption of mobile technology and the use of business-to-consumer (B2C) apps are led chiefly by company executives and firm field leadership. They’ve done this to validate the need for the digitization of organizational assets, to show that mobile app content can serve everyone’s needs on a 24/7 basis and to demonstrate that apps eliminate the restrictions that regular business hours place on an organization’s operations. With apps, customers and their financial professionals can complete transactions at any time of the day and from any location. The apps also provide a digital copy of the transaction, which those in the firm can access at any time. This improves company record keeping and eliminates the cumbersome, space-wasting process of keeping physical company transaction records. Benefits of Apps Here are just some of the powerful benefits apps provide. Increased user engagement — All mobile apps operate in what can be called their own interface environment. Mobile users tend to be immersed in the personal experience of using these apps. A company icon — the shortcut to the app — is constantly featured on the home screen of the user’s device, making the app not only readily accessible but also strongly integrated with the owner’s mobile device behavior. Apps are task focused, so as users continue to visit an enterprise app, associating the company with the success of the task, the company’s products get increasingly promoted. The brand’s values and nature are only strengthened in terms of users’ perception. In addition, there is ever-improving interaction, often daily, between the consumer or the financial professional and the company. Enhanced customer care — Whether the day-to-day focus is on management, sales, marketing, advertising or social media, mobile devices can help you gain a competitive advantage in both financial advising and customer relations. In the financial services sector, in particular, consumers mostly judge a company through the customer care they receive. Poor customer care leads to a reduction in the number of customers and eventually to a total decline in profitability. Apps are like supplements to an organization’s customer care. Improved customer service — The information provided within apps and their ability to enhance business-to-consumer (B2C) communication, at the convenience of the customer, automatically improves customer service. Training and education — Apps can be powerful platforms for training financial professionals and staff members. According to a 2015 LIMRA study, it is much more effective for companies to recruit quality candidates and give them the training and support they need than to hire large numbers of people, hoping some will succeed. Prior LIMRA research shows that reduced spending in areas such as training and management support may increase companies’ long-term expenses. Companies that recruit many candidates, accepting the fact that only a few will survive, risk creating a poor work environment among those they hire, which may lead potentially successful candidates to choose other firms. Strong security — This is a feature that most websites still lack. Apps can integrate with an electronic device’s existing security system. This improves the level of security a company can provide for its information, as well as for its field force and customers. The mobile device’s management software enables information on the app to be deployed or retracted, and apps provide a platform for information that is more secure than what can be found on the mobile websites. Potential workforce reduction — The use of mobile apps can change an organization’s structure and redefine required skill sets for financial professionals and other employees. And, because most processes and transactions will be automated, apps will greatly reduce the size of the workforce needed. Fewer workers will be required. Those who remain will provide tech support to ensure that the applications and related devices are maintained adequately so that no one will encounter errors. Increased productivity — Because mobile apps enable organizations to minimize waste, complete tasks efficiently and reduce costs, they lead to increased productivity. It’s important to stay on top of this technology with fast, flexible and effective organizational structure within your organization’s apps. The development of an app is never a done deal; it should constantly be adapted to ever-changing needs, desires and preferences of customers and financial professionals. It’s the only way a company can maintain a competitive advantage. Within their apps, companies should also attempt an ever-increasing level of product differentiation. Companies that don’t embrace applications are losing out. They may perceive the move to apps as too costly. As with any new technology, there are indeed costs to app development and maintenance. But the longterm benefits of using apps can greatly outweigh the costs incurred to develop and implement them. Hoopis Performance Network Can Develop Your Customized Educational App Today, how financial professionals can access their training and educational resources is just as important as the material itself. We know from LIMRA that 24/7 access is of key importance, not only for millennials but for women and veteran associates alike. Benefits of Mobile Apps vs. Websites

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BenchBuilders six key responsibilities of field sales managers: recruiting and selecting, training, performance management, target market planning, business management and, team development. Giving Advisors an Opportunity to “Test Drive” a Career in Leadership READ – Each module has a “chapter” the candidate is required to read. DO – Each chapter contains instructions for the projects associated with that module. DISCUSS – Manager meets with candidate to review and discuss completed project. Pragmatic & Interactive, Not Academic or Passive BenchBuilder – the Six Key Responsibilities BenchBuilder activities align with the six key responsibilities of field sales managers: Recruiting and selecting – Identifying, attracting, and selecting qualified individuals for opportunities within the organization. Training – Instilling basic skills in new recruits and providing continued development of all team members. Performance management – Helping sales reps set and work toward goals, assessing their progress, and providing feedback to develop high-performance sales teams. Target market planning and development – Providing sales reps with the guidance to analyze and select appropriate target markets in which to expand their business Business management – Managing finances and running a sales office in a financially efficient manner. Team development – Setting sales office goals and direction and taking the steps necessary to accomplish those goals. Self-assessment Investing in Your Future (Module) Identifying Potential Candidates Recruiting Through Personal Contact Recruiting Sales Talent (Module) Approaching Nominators Developing Your Network of Nominators Expanding Your Reach with Nominators (Module) The Selection Process in Action Using Market Opinion Surveys as a Selection Tool The Selection Process (Module) Using PESOS to Plan Training Conducting a One-on-One Skill Building Session Training for Improved Performance (Module) Developing a Performance Management Program Managing Performance (Module) Personal Market Analysis Measuring Market Potential Developing a Target Marketing Strategy Target Market Planning and Development (Module) Values-Based Motivation Achieving Sales Leadership (Module) Self-Analysis of Sales and Sales Leadership Skills Relationships Between Personal Goals and a Sales Leadership Career Making the Career Decision: Sales or Sales Leadership (Module) Activities & Projects By Module Questions on BenchBuilder? Give Us a Call or Send Us an Email! Contact Us Structures a readiness track for developing managers. Online Business System (Feature) Prepares candidates for the challenges of today’s sales managers. Contemporary Content (Feature) Enables each management candidate to experience the most appropriate aspects of the opportunity at the most appropriate time. Individualized Tracks (Feature) Keeps sponsoring manager and candidate informed of progress helps organizations track talent management at the field level. Centralized Platform (Feature) Provides for a consistent, continuous, end-to-end management development process. Easy integration with LIMRA & HPN (Feature) BenchBuilder Features & Benefits Giving Advisors an Opportunity to “Test Drive” a Career in Leadership

Chief Investment Officer of Redwing Financial Dina Renee Weiss Chief Investment Officer of Redwing Financial Dina Renee Weiss serves as a financial, life and business coach, as well as the Chief Investment Officer of Redwing Financial. She began her career in the financial services industry in 2005, and built her reputation from the foundation up, focusing initially on the clients themselves, building trust and establishing a strong rapport prior to engaging in a financial planning and investment management relationship. She has carried that client-centered and educational philosophy into her investment and financial planning approach, working with generations of families to ensure proper and full understanding of the financial responsibility of daily life, as well as the investment process and those options available in today’s diverse and complicated investment marketplace. Dina aims to help individuals determine their goals, truly understand their individual risk-philosophies, manage that risk through the design of a comprehensive planning package, implement a well-organized plan of action, and finally embrace a disciplined approach to accountability and investing. She is firmly committed to serving her clients and looks to add value by providing timely, consistent and ongoing communication. Outside of her professional pursuits, Dina also holds her certification as a holistic health practitioner and has philanthropically provided health coaching services to more than 1,100 individuals seeking to live their best life. She volunteers her time and efforts as much as possible and sees the greatest reward in her life as the success of those who seek her guidance. In addition, she is the co-author of Ready to Launch – How Prepared are they for the Real World, a book aimed at assisting families in preparing their children for the realities of life beyond their childhood home. She has long been a writer, primarily in theatrical arts, comedy and poetry, but now tailors her writing towards practical and easily-implemented guides to developing a sense of ownership and personal responsibility for every aspect of an individual’s life. Previous Speaker Go back to Speaker Network Next Speaker

President of Disability Resource Group, Inc. John Nichols MSM, CLU President of Disability Resource Group, Inc. John F. Nichols, MSM, CLU is a nationally recognized disability benefits consultant, the creator of disability products and administration systems and an expert witness in disability proceedings. Nichols serves as president of Disability Resource Group, Inc., a national insurance agency that he founded in 1999. John Nichols joined the National Association of Insurance & Financial Advisors in 1985 and was elected NAIFA Secretary in 2011. He was the 124th National President for the year 2013-2014. In 2007, NAIFA Chicago Region recognized John with their Leadership in Life Award. He is in the top 20 of lifetime contributors for NAIFA’s IFAPAC. He is a frequent speaker at an array of national meetings, including MDRT Main Platform 2012, a session speaker in 2004, 2010 and 2015, NAIFA National, and over 500 state and local NAIFA programs. He obtained his CLU designation in 2003 and graduated with his Masters in Science Management with an emphasis in Leadership in 2011 from The American College. John is a member of the President’s Circle contributor level at the American College. As a life and qualifying MDRT member, John has two Court of the Table and ten Top of the Table qualifications. Additionally, he is an Excalibur knight level contributor and Legion of Honor member to the MDRT Foundation. In 1993, John had a near-death experience from a water skiing accident that left him paralyzed from the neck down to his toes. Through six years of rehabilitation, he reached a level of recovery that less than 1 percent of all spinal cord injury patients attain. John, who in 2010 and 2012 was LIFE’s industry spokesperson for Disability Insurance Awareness Month, has chronicled his story in his first book for the financial advisor world, Income Protection, The Conversation. His second book released in 2014 entitled, Passion, Purpose, Protection, The Ability of Disability Insurance is to help the consumer understand the value of protecting their ability to earn an income. In 2012, John received the Richard M. Daley and Maggie Daley “Golden Shoe” Award for being the #1 Bank of America Chicago Marathon fundraisers for non-for-profits. John spends time in Chicago, IL and Lyons, CO and loves to travel, hike and train for marathons. Previous Speaker Go back to Speaker Network Next Speaker

Free downloads of our Hoopis Performance Network advisor skill assessments and manager systems assessments. (PDF format). Advisor Skill Assessments The following are skills assessments based on the best practices of top advisors in financial services. The purpose is to have your advisors complete an assessment by reflecting on their own sales skills and the extent to which they are applying each best practice. Listening Skills Assessment Prospecting Skills Assessment Factfindings Skill Assessment Closing Skills Assessment Manager Systems Assessments The following are organizational systems assessments based on best practices of the top quartile firms in financial services. The purpose is to have your leadership team complete an assessment by reflecting on the firm’s existing systems and the extent to which the organization is applying each best practice. Recruiting & Selection Systems Assessment Training Systems Assessment Coaching & Development Systems Assessment Attracting Generation Next Assessment Your Top Line is Only as Good as Your Distribution I'm Ready to Build My Dream Team We have the proven programs you need to increase productivity and retention

Partner at Peachtree Planning of North Georgia Ande Frazier CFP, CLU, ChFC, RICP, BFA, LUTCF, CLTC Partner at Peachtree Planning of North Georgia Ande began working in the financial industry over twenty-four years ago as a Financial Strategist, specializing in personal finance and wealth building for individuals and business owners. Her skills led her to become a prominent speaker and thought leader in the financial services industry; having coached and developed thousands of financial professionals. After serving in various leadership positions throughout the financial services industry, including running a multi-million dollar fintech company, Ande felt it was time to do something that would make a profound difference in bridging the confidence gap between women and their money. She states, “a watershed moment is upon us and it is likely that history will remember this as the time when women found their voices and realized just how powerful they really are. As CEO, Head of Vision and Brand at myWorth, I can partner with women and coach them to harness their power so that the dreaded words of “financial planning” actually make them feel strong, secure and proud.” Ande has participated in extensive ontological, financial, image, communication and sales training. Ande’s career accomplishments led her be named one of Bristol’s Who’s Who Among Distinguished Professionals and Executives, Top 100 in Finance, by Top 100 Magazine, and is a ForbesBooks author with a book to be released later this year. She has completed courses with prominent financial training institutions in areas of Financial Planning, Investments, Taxation, Business, Estate and Retirement Planning. Along with her financial education, Ande is a Certified Image Consultant and has received training from the Coach Training Alliance, Landmark Education and The Life Coach Institute. She is an active member of GAMA, AALU, NAIFA, and WIFS and serves on several corporate and non-profit boards. Ande has her Life and Health Insurance license in addition to Securities Licenses Series 7,63, and 65. Originally a Georgia native, she currently lives in New York with her husband and two children. Previous Speaker Go back to Speaker Network Next Speaker