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Retirement Expert, Economist and Bestselling Author Tom Hegna Retirement Expert, Economist and Bestselling Author Tom Hegna is the author of 3 books, Paychecks and Playchecks: Retirement Solutions for Life, Retirement Income Masters: Secrets of the Pros and most recently authored Don’t Worry, Retire Happy! Seven Steps to Retirement Security which is based on his popular public television show. Originally from Glenwood, Minnesota, he attended North Dakota State University on an Army ROTC scholarship and graduated with honors. He was commissioned in the U.S. Army and spent 6 years on Active Duty and another 16 1⁄2 years in the US Army and retired as a Lieutenant Colonel in 2006. Tom has been a popular industry speaker for many years and is THE retirement income expert. As a former Fortune 100 senior executive, Tom has dedicated his entire career to helping retirees obtain a happily ever after retirement. He has been featured on FoxBusiness, American College Wealth Channel Magazine, Round the Table, Advisor Today and GAMA Magazine. Tom currently lives in Arizona with his wife and children. Previous Speaker Go back to Speaker Network Next Speaker

Keynote Speaker and Strategic Business Consultant Richard Weylman Keynote Speaker and Strategic Business Consultant As chairman of an international consulting firm and best selling author, Richard has established a worldwide reputation for helping clients create opportunities for profitable growth. Most importantly, he communicates how to make the organizational & professional changes needed to effectively elevate business performance. Richard Weylman is the author of three books, two of which are international best-sellers, including his latest the CEO Reads best-seller, The Power of Why: Breaking Out in a Competitive Marketplace, available in 5 languages. He has delivered over 2,500 keynote speeches on four continents to audiences of 20 to 40,000. Forbes Media calls Richard’s content & presentations “brilliant.” The Council of Peers Award of Excellence (CPAE) Induction into the Professional Speakers Hall Of Fame Direct Selling Association Partnership Award for measurable impact on member companies Nominee for the Horatio Alger Award Richard was orphaned at the age of six, and spent his childhood living in 19 different foster homes and attending 11 different schools. However, he has always framed that life experience as great training; “no problem meeting and connecting with new people!” He believes in philanthropy and provides ongoing support for many organizations. Previous Speaker Go back to Speaker Network Next Speaker

HPN University has been reimagined to meet the demands of today’s evolving financial world—equipping advisors with modern tools, real-world strategies, and on-demand development. Inspire. Educate. Empower. This Life Insurance Awareness Month. Give your advisors on-demand access to industry experts and top producers -- curated resources that build confidence and drive meaningful conversations with clients. Inspire. Educate. Empower. This Life Insurance Awareness Month. Give your advisors on-demand access to industry experts and top producers -- curated resources that build confidence and drive meaningful conversations with clients. Check out samples of some of our life insurance resources designed to educate and inspire your advisors: Positioning the Greed Sale to Younger Clients with Analogies – Eszylfie Taylor Field-Tested: Three Reasons to Own Life Insurance in Today’s Environment – Tom Hegna & Joey Davenport A Life Insurance Story – Shauna Weatherspoon Book a Demo Built by Experts Created by top producers and thought leaders who know what it takes to succeed in today’s competitive landscape. Proven to Drive Results Field-tested resources backed by data and performance metrics—real strategies, real outcomes. Saves You Time Turn hours of manual coaching into minutes with scalable, ready-to-use training content. Targeted Learning Paths Content crafted for every level: New Advisors, Experienced Reps, and Team Managers—with clear paths and outcomes. Trusted by Thousands Over 70,000 users in 30+ countries rely on HPNU—the #1 digital learning platform in financial services. Revolutionizing Advisor Growth from the Inside Out Accelerate Growth with the New HPN University HPN-U has been reimagined to meet the demands of today’s rapidly evolving financial services world—equipping advisors and field leaders with modern tools, real-world strategies, and on-demand development. Stay Ahead of the Curve. The One Big Beautiful Bill is reshaping tax law in the United States and beyond, creating new opportunities and challenges for financial professionals and their clients. Our brand-new eLearning course series, produced by industry experts, delivers clear, engaging, and compliant content that keeps your team - and your clients - well informed. Contact Us Agency Leaders and Managing Partners Empower consistent, high-impact coaching at every level. Boost underperforming segments with proven development strategies. Shift from micromanaging to strategic growth. Financial Advisors and Agents Access on-demand training to boost confidence and close more deals. Strengthen skills with immediate, real-world strategies. Stay motivated and on track with a clear path to growth. Growing Firms (25–75+ Advisors) Launch a scalable training system, fast. Reclaim your time; multiply team productivity. Build leadership bench strength without burnout. Who It's Designed For Whether you're leading a team of 25 or scaling beyond 75 advisors, HPN-U delivers the structure, strategy, and scalability modern firms need to recruit, train, and retain top performers—faster and smarter than ever before. Connect for Enterprise Pricing at info@hoopis.com 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. Why Firms Choose HPN-U Plug-and-Play Training: Zero Guesswork. Proven Strategies from Top Performers. Tailored Learning for Every Advisor's Journey. Field-Ready Sales Coaching: Real-World, Not Theory. Seamless Hybrid Delivery: In-Person or Virtual. Saves Time. Reduces Attrition. Drives Performance. Why It Matters Now The market demands more than just skill—it demands strategic excellence. Just 14% of advisors are still in business after four years HPN-U’s structured, high-activity programs drive early wins Empower your leadership team to scale impact without sacrificing their sanity Real Advisors. Real Impact. What Your Peers Are Saying: "HPNU helped us cut onboarding time in half while increasing first-year production. It’s like giving every new rep a personal mentor—on-demand.” – Managing Director, NY "HPN has really impacted my growth with the motivational content and real advisor stories." – Joshua J. "When I hit a slump, the videos on overcoming obstacles keep me going." – Sharon H. Ready to Transform Advisor Development? Start your 14-day free trial today—and see what’s possible for your team.

Next Item Previous Item Go back to White Papers List Whether new recruits or those who have been at their job for a while, passion remains one of the biggest drivers for making sales. When agents and advisors are passionate about their job and passionate about helping their clients, they close more sales. As an owner or manager, the single most effective way you can begin to ignite passion and purpose in your team is through your attitude. If you are excited, positive, and supportive, you will see the same kind of attitude from your producers. Creating a culture of passion and purpose is so vital to the health and success of your business, so you need to make it a priority. Some things you do to start the fire and keep it burning include: Implement a Mentorship Program Mentoring relationships at your firm or agency are symbiotic; they help ignite passion and purpose in new and seasoned agents or advisors alike. Sometimes finding your sales groove in a new position takes a while, and new recruits can become frustrated with low sales and little money. Experienced pros can offer the support and encouragement to make it through the learning curve, as well as provide some tips and tricks of the trade. The one-on-one relationship also provides an opportunity for a mentor to give pointed feedback to help a new recruit overcome obstacles. Agents and advisors who have years of experience sometimes hit slumps, go stale, or develop bad habits. When they are assigned to help a new agent or advisor, it helps keep them sharp and maintain a sense of purpose. Provide Sales-focused Reading Materials You might find your top producers are book nerds who read every sales book they can get their hands on. This isn’t always the case, especially with young recruits. They haven’t read Who Moved My Cheese? and classics by Robert Cialdini, Zig Ziglar, and others. Provide your financial professionals with copies of your favorite sales-related reads. These types of books are typically written in a way which makes a salesperson greatly identify with the topics. They usually aren’t dry, which can be a drawback with some training materials. Additionally, people learn in different ways and they need to hear things repeated multiple times, in multiple ways, before it sinks in. Good books about sales repeat many of the messages you want your agents and advisors to hear and get them excited about a new and fresh presentation. For those nonreaders of the group, audio books are available to ignite similar excitement and passion. They can listen and learn while in the car, in the gym or whenever they have the time. Utilize Outside Coaching Your financial professional, especially the newest ones, will commonly obtain coaching through you and possibly a mentor. Sometimes new associates and seasoned pros might get defensive. You can give them some of the same messages and help them tackle selfdefeating behavior through outside coaching. If you aren’t internally reaching your agents and advisors, they might be more receptive to an outside coach. It’s not likely Dan Sullivan or Tony Robbins will be available to speak at your agency or firm, but you can bring in a proven outside coach, or have them attend conferences and events for personal growth. You can find speakers and coaches who focus on specific aspects of sales, but you can also find other adjacent topics focusing on personal growth, teambuilding, public speaking, and much more. Coaching, events, and conferences provides additional opportunities to improve their skills, by developing new methods and insights on growing their practices while remaining passionate about their jobs. Gaining New Insights and Passion from Study Groups Study groups have become an integral part of the value proposition of many successful firms. They are an effective retention tool, as well as a valuable resource in helping experienced associates grow, once they have mastered the basics. There are many reasons study groups are effective for retaining experienced associates. These group often provide unique opportunities to collaborate with other highly successful people. Collaboration opportunities encourage joint work between associates with complementary expertise, which could open new doors for all parties involved. As an example, one participant may have access to a key decision maker but needs the expertise of another member to close the deal. Collaborative opportunities also can benefit both parties and help them to grow their business. Sometimes these partnerships encourage associates to develop specialties that can differentiate their business from their competitors. Study groups are also an opportunity for experienced associates to learn from some of the industry’s most talented individuals. No matter how successful they are, study group participants know they can learn even more by spending time with their peers. In fact, many will thrive on being held accountable to apply new approaches or hit production goals, with the bonus of learning new and creative ways to build their business. Set Attainable Goals for Your Agents and Advisors The power of goal setting has been studied and written about ad nauseam, because setting goals works! Whether choosing to live a healthy lifestyle, training for a marathon, or selling insurance and investment products, those who set goals and write them down are more likely to achieve them. When people achieve their goals, they get a sensational feeling of accomplishment, igniting passion and purpose for them to keep reaching. This also means they are making money, and everyone is happy and driven when the commissions are rolling in. Business owners and managers who set unattainable goals for their associates are doing them and their business a disservice. Instead, use goal setting to continuously inspire your entire team to do their best. Give Recognition for a Job Well Done Some leaders subscribe to the idea that they should motivate their salespeople by fear. Fear is a strong motivating factor in many individual’s personal and professional lives, but it certainly doesn’t ignite passion and purpose. Everyone likes a pat on the back now and then when they’ve done well. Take the time to recognize good performance. This can be as simple as a “good job” when someone lands a client they have been chasing for a while, when they help a new recruit, or when they have done an exceptional job cross-selling. You can also do more formal awards such as presenting plaques, offer a gift card, or qualification for special events for a job well done. In any case, when you show your agents and advisors you notice and appreciate their outstanding performance, you will take leaps and bounds towards igniting passion and purpose throughout your entire organization. Implement an Open-Door Policy Many employers claim they have an open-door policy, but it isn’t always the case. You will be meeting with your agents and advisors about goals and performance, and to provide some personal coaching. You should, however, make it clear that your associates can talk to you too. You should especially encourage them to come to you about ways you can support them and any workplace issues they might be experiencing. Be mindful to set boundaries, so you don’t discourage individual problem-solving, which can reduce productivity, and, make sure to listen without distraction. When your team feel supported, they will want to do a good job for you. Creating Passion and Purpose for Different Age Groups Passion and purpose are the common denominators for success at the things we attempt and accomplish. Those with any background can demonstrate a high desire for purpose and an exceptional level of passion. As much as we are alike, we are also different. Our personal characteristics and life experiences form the things which inspire us. Managers and owners of firms who want to ignite passion and purpose in their existing team members and new recruits cannot use a one-size-fits-all approach. Instead, learning about the ‘hot buttons’ of our team members and recruits is just as important as learning about the ‘hot buttons’ of clients. Age is just one factor which can impact the things which ignite passion and purpose in all team members. As your business continues to grow, you will likely have financial professionals from a variety of age groups. An agent’s or advisor’s motivations change during different periods of their life. In the last decade or so, management consultants and other human resource experts have focused on generational differences between the Baby Boomers, Gen Xers, and Millennials. While it isn’t prudent to tie up your entire human resources approach in age and generational differences, and you don’t want to create any biases towards a specific age group, you should consider how core values and preferences about rewards impact your approach to create and maintain passion and purpose in each individual person. Core Values Research about core values among different age groups and generations is plentiful and inconsistent on broad topics. When you dig a little deeper and investigate the relationship between core values and recognition in the workplace, the differences become clearer. In a Ladders poll of more than 55,000 employees, the survey asked respondents about which types of things motivated them in the workplace. Older and younger generations agreed that words of appreciation and quality time were more important than tangible gifts for motivation. Yet, they disagreed about the specifics within each category. Here are some examples from the “Quality Time” category: Millennials remain more interested in team projects than older generations because they like spending time together to achieve final results/ goals. Baby Boomers and older Gen-Xers don’t mind working in teams, but their ideal process is less collaborative. They meet, delegate, and complete tasks individually. Older generations value quality time with their direct supervisor more than with their coworkers, whereas younger generations would rather spend time with their coworkers. You can apply these insights to create a culture of passion and purpose at your agency or firm by mixing up your approach to recognition. For example, you might buy lunch for your entire team after they meet their monthly goals. Another month, you might choose to individually take top producers out for a special lunch to give them some encouragement. Reward Preferences Goal setting is a common way to create passion and purpose for your agents and advisors, but the reward which accompanies those goals needs to vary based on generation. Yes, you need to treat everyone equally, but you can easily change up the rewards, so that you hit all their hot buttons in order to keep their passion and purpose at the forefront. Of course, everyone regardless of age, wants to make a decent living, pay their bills, and support their family, but money alone is not always the way to keep them passionate about helping clients and rewarding them for a job well done. Everyone is different and not everyone fits into broad generalizations made by academics and consulting firms. General reward recognition patterns for each generation may provide some insights. Here are a few of them: Baby Boomers are career-focused, goaloriented, and likely the most competitive out of all your team members. Research shows they value monetary rewards more than anything else. Often described as workaholics, Baby Boomers also appreciate peer recognition for their achievements. Generation X team members have the reputation for being slackers, but doesn’t every generation criticize those that come after them? Research does not support the slacker theory, but it does show that Gen-Xers thrive in achievement-based workplaces. They believe those who do the best work, should get promotions and rewards, not those who are oldest or have the most seniority. Gift cards, supervisor recognition, and flexible schedule options remain some of the most preferred rewards for members of Generation X. Generation Y associates, often referred to as Millennials, have grown up hearing that social security will be gone by the time they hit retirement age. This generation is all about mentoring programs, feedback loops, and a positive culture at work, but stock options might be the best monetary reward you can offer Gen- Yers. Like the generation before them, Millennials also respond well to supervisor recognition and flexible work schedules as rewards. Generation Z associates unlike generations before them, prefer social rewards more than monetary rewards for a job well done. The youngest generation is a group of techsavvy multi-taskers, who love passion projects, meaningful employment, and taking on additional responsibility. It’s fair to say that some of these characteristics might be more attributable to age than generation – eager, young, idealistic college grads out to change the world. Generation Z expects flexible work schedules, so it’s unlikely you have any members of Generation Z unless you have already offered them flexibility. Reward Generation Z through mentorship, constructive feedback, and including them on any special client projects which you might be working on. Contact Hoopis Performance Network to Create Passion and Purpose for Different Groups When you take the time to know your team members individually, learn about their values, and understand their reward preferences, you can go a long way in creating passion and purpose for each of them, which benefits the entire workplace culture at your firm or agency. HPN provides knowledge and skills training for management, producers, and staff in the financial services industry. Whether you own or manage an insurance agency or an investment firm, we want to give you the tools you need to successfully grow your business in a competitive industry. Contact us today for your training and education needs and to learn more about how to create passion and purpose for individual team members as a part of different groups, with varying life experiences and backgrounds. Igniting Passion into Your Firms Culture

Principal, National Sales Leader at LTCI Partners Steve Cain Principal, National Sales Leader at LTCI Partners Steve Cain leads the sales team at LTCI Partners, a nationwide brokerage agency fully devoted to serving the Long-Term Care industry. Steve also served as Senior Vice President and the National Sales Leader of Long-Term Care Insurance (LTCI) for Marsh Private Client Services, a division at Marsh USA, Inc., where he helped build Marsh into one of the industry’s largest wholesale and retail distributors of LTCI. Prior to joining Marsh, Cain worked for a third-party administrator introducing several insurance carriers’ products into the brokerage market. With additional experience that ranges from the home office to retail sales, to the brokerage market, Cain has gained valuable insight on all aspects of the industry, from sales and marketing, underwriting, policy administration, and claims. Steve Cain’s commitment to enhance awareness of the LTCI industry, he regularly addresses industry groups such as the Association for Advanced Life Underwriting (AALU), State Bar Associations, the American Association for Long-Term Care Insurance (AALTCI), the Society of Actuaries (SOA), the National Association of Health Underwriters (NAHU), the Million Dollar Round Table (MDRT), and the National Association of Insurance and Financial Advisors (NAIFA). Previous Speaker Go back to Speaker Network Next Speaker

CEO and Founder, Asset-Map Adam Holt CFP, ChFC CEO and Founder, Asset-Map H. Adam Holt has been a financial advisor for over 20 years, during which time he has helped build and manage his wealth management firm to over $1B in assets under management. Adam is known for his early adoption of technology to build trend-setting client experiences. This mindset led him to found Asset-Map, LLC, a financial technology firm dedicated to creating engaging visual communication tools used throughout the customer and advisor journey and now used by thousands of advisors worldwide. Previous Speaker Go back to Speaker Network Next Speaker

Speaker, Author and President of Filtech Brian Doherty Speaker, Author and President of Filtech Brian Doherty is the author of the critically acclaimed and award-winning book, Getting Paid to Wait: Bigger Social Security Benefits the Simple and Easy Way. His book received the International Book Award as the best book in 2015 in the Business/Personal Finance category. It also received the Eric Hoffer award as one of the best business books in 2015. He is a nationally recognized expert on Social Security and a frequent speaker and media commentator on this topic. He has more than 25 years of experience in the financial services industry, and is President of Filtech, a consulting company specializing in Social Security claiming strategies that helps retirees maximize their Social Security income. His background includes high-level executive management positions at several Fortune 500 financial services companies, including President and CEO of Key Bank’s investment subsidiary, Key Investments, and National Sales Manager for New York Life’s retirement income security division. Mr. Doherty is a sought after public speaker and has presented for Merrill Lynch, Morgan Stanley, Wells Fargo, UBS, Citibank, New York Life and numerous other financial institutions. He received his MBA in Finance from Syracuse University and BS in Accounting from Elmira College. Previous Speaker Go back to Speaker Network Next Speaker

Course Catalog Go Back to Main Catalog Page How to Use the Initial Training Roadmap Section 1: Networking & Prospecting Section 2: Telephoning & Practice Management Section 3: Factfinding & Life Insurance Section 4: Closing, Sales Psychology & Client Building Section 5: Practice Management & Motivation Initial Training Roadmap Log in now to view this course Virtual Coach Y01 M01 – Prospecting 101 Y01 M02 - Telephoning 101 and Phone Buddy Y01 M03 - Factfinding 101 Y01 M04 - Closing 101 Y01 M05 - Life Insurance 101 Y01 M06 - Activity Management 101 Y01 M07 - Mental Toughness: Managing Rejection & Adversity 101 Y01 M08 - Prospecting 201 Y01 M09 - Telephoning 201 Y01 M10 - Factfinding 201 Y01 M11 - Closing 201 Y01 M12 - Life Insurance 201 Year 1 Advisor Development Roadmap Y02 M01 - Activity Management 201 Y02 M02 - Mental Toughness: Managing Rejection & Adversity 201 Y02 M03 - Prospecting 301 Y02 M04 - Telephoning 301 and Phone Buddy Y02 M05 - Factfinding 301 Y02 M06 - Closing 301 Y02 M07 - Life Insurance 301 Y02 M08 - Activity Management 301 Y02 M09 - Connecting with the Power of Your Why Y02 M10 - Social Media 101 Y02 M11 - Time Management 101 Y02 M12 - Psychological Sales Triggers Year 2 Advisor Development Roadmap Y03 M01 - Prospecting 401 Y03 M02 - Telephoning in Today's Environment and Phone Buddy Y03 M03 - Factfinding 401 Y03 M04 - Closing Conviction: Emotions are Caught, Not Taught Y03 M05 - Activity Management 401 Y03 M06 - Permanent Life Insurance Sales Concepts Y03 M07 - The Joe Jordan Series Y03 M08 - COI Development 101 Y03 M09 - Life Insurance 401 Y03 M10 - Leveraging Technology for Business Development Y03 M11 - Retirement Planning 201 Y03 M12 - The Art of High Performance Year 3 Advisor Development Roadmap 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 Advanced Planning 101 Advanced Planning 201 Advanced Planning 301 Business Exit Planning Fundamentals Business Ext Planning Obstacles & Mistakes Business Planning LIFE Foundation's Real Life Stories: Advanced Planning Series I LIFE Foundation's Real Life Stories: Advanced Planning Series II Life Happens: Real Life Stories - Business Planning Newest Advanced Planning Videos Special Needs Planning The Business Exit Planning Process Advanced Planning Disability Insurance 101 Disability Insurance 201 Disability Insurance 301 LIFE Foundation's Real Life Stories: Disability Insurance Series I LIFE Foundation's Real Life Stories: Disability Insurance Series II Life Happens: Real Life Videos - Disability Insurance Newest Disability Insurance Videos Special Needs Planning Disability Insurance Insurance Basics Investment Basics Financial Concepts Building Conviction for Life Insurance Business Planning Basics Factfinding for Life Insurance LIFE Foundation's Real Life Stories: Life Insurance Series I LIFE Foundation's Real Life Stories: Life Insurance Series II Life Happens: Real Life Stories - Life Insurance Life Insurance 101 Life Insurance 201 Life Insurance 301 Life Insurance 401 Life Insurance 501 (Advanced Planning 101) Life Insurance PRO Newest Life Insurance Videos Permanent Life Insurance Sales Concepts Special Needs Planning Life Insurance Developing a Long-Term Care Plan LIFE Foundation Real Life Stories: Long Term Care Insurance Life Happens: Real Life Stories - Long-Term Care Insurance Long Term Care and Planning for Retirement Long Term Care Insurance 101 Long Term Care Insurance 201 Long Term Care Insurance 301 Long Term Care Insurance 401 Long Term Care: Consultative Engagement Long Term Care: Solving a Problem vs. Selling a Product Newest Long Term Care Videos Special Needs Planning Long Term Care Insurance Multiline Basic Multiline Intermediate Multiline Log in now to view this course Perspectives: Product Knowledge Annuities 101 Annuities 201 Newest Retirement Planning Videos Prospecting for Retirement Retirement Planning 101 Retirement Planning 201 Retirement Planning 301 Retirement Planning 401 Retirement Planning 501 Social Security 101 Special Needs Planning Retirement Planning 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

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