Remote management for agency managers

Remote management

With millions of people working from home, there is less need for traditional offices. Employees are turning to home desks as their preferred workspace, and managers need to adapt to this change. The same goes for agency business: remote management becomes crucial.

Without a conventional setting, engaging your advisors and keeping agency business on the right track may seem challenging. However, there are many ways to facilitate your remote managing efforts.

By following these tips, you’ll help ensure your sales development, customer relationship management, and other agency activities are just as efficient as before the transition.

What are the best remote management practices?

Many people prefer working from home due to greater flexibility. Managers can enjoy nearly the same level of freedom and still make sure everything’s running smoothly. Here’s how:

Take advantage of technology

Today’s technology-driven world offers an array of business tools that help managers in their everyday duties. They can suit office settings but are specially designed to optimize remote workplaces.

For instance, there are many cloud-based collaboration tools to enhance team productivity. They are ideal for managers since they combine features from budgeting, project management, and communication channels. Using their convenient functions, you can perform all sorts of managerial tasks:

  • Hosting shared files
  • Posting status updates
  • Documenting crucial business decisions
  • Overcoming project challenges
  • Keeping track of employee activity

Hybrid or remote teams can also benefit from video conferencing software. It substitutes in-person interactions, delivers meetings, and one-on-ones. Many programs can also record your sessions for later use and provide other means of facilitating asynchronous communication.

Overall, communicating and connecting with your advisors across multiple locations allows you to fully enjoy the freedom of telecommuting. In addition, these tools provide you with the necessary assets to manage your team’s daily needs and make sure project deadlines are met.

Employ 5-15 reports

5-15 reports are named after one of their convenient features. You can read them in five minutes and write them in 15. As such, they serve as another powerful instrument in managerial toolboxes in terms of controlling remote operations.

Advisors use these reports, to sum up, their weekly priorities, accomplishments, challenges, bottlenecks, as well as lessons learned during this period. They simplify managerial duties and are especially useful for tracking multiple team members across various locations.

Another great thing about the method is that it encourages staff to take an introspective approach and focus on their activities. They can be effectively used in unison with productivity tools, where you can set reminders for your workers to hand in their 5-15 reports.

Show your advisors you care about them

Showing your team members that you care about them doesn’t require you to burn a hole in your pocket. Rather, small tokens of appreciation (e.g., holiday cards) go a long way in conveying your feelings. Other excellent options include gift cards, t-shirts, and birthday presents.

As you build even stronger relationships of understanding and trust, your remote staff will invest even more effort and perform better on a daily basis. Accordingly, make sure to reward them for their progress, whether with a raise or voucher.

Establish transparency and clear expectations

Effective remote managers must communicate openly and keep their advisors informed on all levels. Before making any telecommuting arrangements, be sure to discuss critical conditions to help your team fully understand what you expect of them:

  • Work performance expectations
  • Continuous skill development via LXP or LMS e-learning
  • Communication channels
  • Corporate policies
  • Salary

You should also consider your working culture and region since they play a key role in your team’s availability and productivity. For example, managers from Delhi might experience a culture shock supervising remote workers from the South. Their previous organization may have had different corporate policies regarding time off, sick days, and shorter business hours. All of which should be thoroughly discussed.

While some enterprises are rigid concerning these policies, managers may want to display more flexibility. Suppose your workers from northern legions lose their Wi-Fi due to a blizzard, preventing them from completing their duties on time. A good idea would be to extend their deadlines even if you live in a region where blizzards aren’t a common occurrence. Advisors appreciate understanding managers and feel motivated to remain part of such a positive team.

Trust your team members and avoid micromanaging

Some managers can become too anxious and involved with their advisors’ activities. These feelings can only be enhanced in remote settings. However, micromanaging and monitoring every move your workers make is a sure-fire way to cause resentment.

Most advisors are people looking for a challenging job with ample opportunities to contribute. Micromanaging settings achieve the exact opposite, which is why you should avoid the practice. Instead, assert yourself as a strong leader without imposing on your team’s daily routines. It conveys a sense of trust, reinforcing your relationships.

Welcome feedback

In every supportive workplace environment, the staff should appreciate constructive criticism from their boss. To establish that environment, good managers must find a way to provide and collect feedback on their employee treatment.

While these skills apply to any business setting, they are amplified by remote arrangements. Since staying on the same page in these conditions can be difficult, managers who can listen to their advisors will reap the most benefits.

The easiest way to show your advisors you embrace feedback is to simply ask for it. Your direct reports should reflect you’re seeking feedback, and you should follow up the inquiries by incorporating them. This eliminates any frustrations associated with one-way dialogues. Over time, I help you establish a friendly culture, which is key to employee satisfaction and happiness.

Your advisors are your agency’s heart and soul

Remote management may seem like a daunting task, but you can turn it into smooth sailing by following well-established strategies. As previously mentioned, a range of tools can help you in this endeavor, and one of them is Learnsure.

Learnsure is one of the finest staff training solutions that can work wonders in preparing your team for real-life tasks. Our app utilizes the most relevant learning approaches, keeping up with the ever-evolving workplace. Book a demo and check out why integrating with our platform is one of the wisest decisions you can make.

Develop a scientific approach to recruitment

Scientific Recruitment

Even though science facilitates our day-to-day activities, many people question its use in some walks of life. However, it is particularly useful in various fields of business management. Among other areas, scientific concepts can be found in decision-making, corporate training, and sales development. But one of its most important applications takes place in the recruitment process.

Recruiting specialists have a lot to gain from scientific methods when looking to perform their job at the highest capacity. It helps them navigate intricate hiring procedures, which ties into your goal of growing your organizational values. After all, one of the greatest challenges of any enterprise is attracting qualified prospects, and science can go a long way to overcoming this obstacle.

Let’s get into the nuts and bolts of a scientific approach to recruitment, and determine how you can implement it in your company.

What is science-based recruitment?

Contrasting the traditional intuitive approach, scientific-based recruitment is a quantified method to hiring that relies on using data. With a wide range of scientific concepts, headhunters can identify problems in their job and come up with hypotheses to solve them.

The biggest reason why businesses opt for science in recruitment is the ability to measure hiring quality. This metric serves as a benchmark for determining the most successful approaches and tools in predicting the performance of new team members. With such robust techniques, you get statistical proof that your screening and sourcing initiatives are effectively anticipating job success.

Problems of an intuitive approach

While today’s technology-powered world provides ample opportunity to apply science to hiring, many companies still resort to intuitive recruitment. This allows them to operate in limited structures and environments with low individual accountability. Recruiters can freely devise their talent attracting approaches based on their experience, intuition, and many vague criteria (e.g., attitude). In other words, it’s an easy way out for companies that don’t want to tackle numbers and only want accountability in terms of recruiting costs.

This poses numerous risks for your business. For instance, there’s no way to gauge the efficacy of your hiring activities and predict a candidate’s performance. Consequently, your training and development sector would be wasting a lot of resources honing their skills without any significant improvement. To avoid this costly mistake, switch to a scientific approach.

Benefits of scientific methods

With a science and data-driven recruitment approach, you can achieve superior business impacts and results than with intuitive methods. To give you an idea of its value, here are the main advantages of implementing the strategy:

Greater productivity

All recruiting activities are directed toward a common goal – increasing team productivity via optimal hiring. To accomplish this objective, hiring practices must rely on criteria that can accurately predict job success. With psychometric tests and other contemporary techniques, the scientific approach is fully equipped to realize this vision.

Quick learning and sharing

Science is characterized by open data sharing among colleagues. The scientific approach to recruiting follows suit by allowing your team to continuously share results, whether positive or negative.

This transparency encourages your employees to forgo a systematic approach, where the best practices are kept secret and are not shared by individuals. In turn, the chances of repeating errors and forgetting recommended actions are much higher when key recruiters depart.

Under a scientific system, all participants are encouraged to learn from one another. As a result, everyone is familiar with the knowledge necessary to attract and retain top candidates.

Enhances consistency

Intuitive recruiters tend to wing it, relying on their gut feeling to provide results. Still, no evidence backs the assumption that this is more effective, resulting in inconsistency and potential legal problems.

On the other hand, scientific recruiters depend on proven approaches after identifying the best methods and weeding out weak practices. With everyone on the same page, recruiting performance improves while errors decrease.

How do you implement scientific recruitment?

While switching to science-based acquisition programs can be daunting, there are many ways to facilitate the transition:

Revise your existing selection methodology

Take a look at your current recruitment process and see if you can retain some elements. Your assessment centers or interviews may already be in solid shape but require some revamping. For example, a generic interview gauging teamwork skills may not be a valid representation of the abilities your candidates need to display. In that case, take a critical approach and modify the questions to meet your recruitment needs better.

Train your assessors

To cut the risk of subjectivity and human error, your assessors need to be well-trained in specific scientific methodologies you’re using. Although you can’t eradicate bias, having knowledgeable staff increases the chances of high-quality assessment.

Utilize scientifically-developed tools

Complement your hiring methods with dependable recruitment tools. For instance, you can incorporate comprehensive psychometric tests to receive predictive measurements of candidates’ behaviors and skills.

Integrate with third-party platforms and quiz the suppliers

Third-party recruitment tools help you automate and streamline the hiring process. They can generate interest, screen resumes, and even conduct interviews. Here are some of the most popular options:

  • Job aggregators – These apps serve as job boards, advertising your company where you plan to hire people.
  • Testing and assessment programs – These tools test your candidates’ characteristics by looking at an array of attributes, including aptitude, personality, and behavior.
  • Automation and AI – You can use automation and AI platforms to screen candidates, provide virtual chats, analyze data, and perform many other valuable activities.

Don’t forget to question the supplier about the robustness of their tools. Figure out if they have all the necessary features to make the recruitment process seamless, utilizing scientific methods.

Bolster your team with top talent

Recruiting skilful candidates is just one step in growing your company. Once your new team members arrive, you’ll need to deliver continual training to make sure they remain productive.

To that end, check out Learnsure, one of the best training solutions available. Our app features a set of contemporary techniques to boost your workers’ performance, such as microlearning and behaviorism. Contact us for a demo and see how our system can work wonders for your organization.

Reaping the benefits of digital bancassurance

Digital Bancassurance

Bancassurance has been around for about 40 years, providing an effective channel for selling insurance products through banks. However, clients have now mostly switched to digital services. Banking and insurance organizations thus need to respond to the change and enhance their offerings. The customer need for a digitalized experience will only be heightened, which is why digitalisation in bancassurance gains importance.

Refining your partnership is key to ensuring you can adequately meet client demands. In this entry, we’ll explain why bancassurance companies are better off with a digital approach and provide key tips on implementing it.

Why is the switch to digitalization highly recommended?

Transitioning from reliance on face-to-face interactions to digital services is practically inevitable. Banks and insurance companies that have completed the transition are seeing significant rates of growth.

According to a study by McKinsey & Company, digitization has driven development in many bancassurance organizations. Businesses that have digitalized non-life product sales have seen a growth of nearly 20%.

On the other side of the aisle, institutions that haven’t moved their operations to the digital realm have experienced stagnating rates. This means that customers appreciate and expect a digital bancassurance experience, not an outdated model.

That said, companies have seen many obstacles on their way toward digitalization. Competing banking products and intricate sales processes are some of the main culprits.

Nevertheless, the potential for growth with digital bancassurance sales is too great to be missed. More than three out of four Americans prefer a digitalized portfolio, providing a large customer base where you can sell your products. All you need is the right strategy, and you’re about to find out what it looks like.

What are the key ingredients of the digital approach?

The ongoing digital transformation has significantly altered business models in bancassurance partnerships. Consequently, the sector has been heavily affected, and the COVID-19 pandemic has only amplified the effect.

Fewer customers are visiting brick-and-mortar banks, but they still want the ability to interact with competent bankers.

A lot of businesses have paved the way for other bancassurance companies to succeed. There are three main elements you should focus on:

Steering sales in a digital direction

Improving conversion and customer experience requires you to completely revamp your sales channel. It should feature clarity and automation to eliminate the need for manual underwriting. One of the first steps is to pre-fill your applications with customer data to facilitate simplification and encourage clients to purchase with just one click.

If the transition turns out especially successful, you can reduce the time necessary to sell certain products to a couple of minutes. This usually involves a two-stage process:

  • Automatic retrieval of client information from the database and pre-populating necessary forms
  • Robust sales pitch and answering queries

Applying some of these changes can be daunting, but the following four principles can help guide you on your way to a digitalized experience:

  • Adapting to new customer contexts – Innovate your digital strategies to facilitate operations and ensure greater accessibility to customers at home.
  • Focusing on care – Reach out to your clients and focus mainly on support instead of immediate sales. Prioritize fostering a strong community that includes employees and customers. Also, uphold the broader mission to protect customers.
  • Planning for the post-COVID-19 world – Understand that economic hardship impacts client needs and migrates them to a digital channel, increasing satisfaction and saving money. Furthermore, redesign your branch services and processes to make them more efficient.
  • Be flexible – Employ social media for insight, obtain feedback from your staff, and keep track of customer habits to pick up signals of change.
Boosting personalization

Digital bancassurance channels enjoy a tremendous advantage. They can check out their clients’ preferences to determine how they’re spending their money. The data allows the company to analyze the information and provide personalized offers to customers.

For instance, you can pay attention to various event triggers, such as maternity hospitalizations, changes of address, or jewelry purchases. These indicators can help your insurance agents anticipate their clients’ next move and meet their needs accordingly.

You can also leverage contextual information to reach out through messages or the internet to your clients. For example, you could offer your customers travel insurance once you’ve picked up card transactions at a distant location.

Personalization also consists of different pricing whenever possible. Depending on risk analyses, differentiated price schemes allow for competitive products and incentivize the client to buy.

One of the best ways to target clients from less risky categories is to include credit card scores. Using optimized quotes can lead to a 30% increase in conversion rates.

Ensuring omnichannel client engagement

Another large part of sales development is leveraging an omnichannel approach. The primary actions here include enabling insurance sales through mobile apps, public sites, and secure sites. Pay special attention to public sites since they can generate as much as 50% of all your sales opportunities.

Combined with reliable call-center support, these media are perfect for offerings marketed to clients from high-income groups. They demand personalized interactions and seamless experiences for any products they’re looking to buy.

Your organization should also have the capacity to render, store, and retrieve client quotations across all channels. This is critical to avoiding delays and frustrations associated with manual data entry.

Additionally, don’t neglect your physical channels. Although clients expect to carry out most of the work online, they should have the option to complete their applications by visiting your branch. A holistic and proactive customer engagement ensures that digital and physical channels work together. The process should pass seamlessly from the very moment your customers express interest all the way to policy issuance.

Bright days are ahead

Customer habits have changed drastically, posing many challenges to bancassurance channels. Luckily, digitalization can help you overcome them. It offers ample opportunities for increasing sales, so make sure not to miss out on them.

Going digital requires significant adjustments in many areas, including corporate training. To ensure your workforce stays up-to-date with modern trends from the BFSI sector, integrate with Learnsure Ai. Our polished platform has all the features of a streamlined LXP (Learning Experience Platform). It provides an optimal microlearning setting and clues your employees in on key principles, such as behaviourism and design thinking.

Learnsure Ai is the perfect match for your company, so book a demo now!

The essentials of the best talent acquisition program

Talent Acquisition

Whether you’re running a banking, finance, or insurance institution, finding and hiring competent people is extremely challenging. Companies rank talent acquisition as their top priority and strive to outperform the competition to land qualified staff. As a direct result, businesses tend to miss out on numerous prospects due to faulty employment strategies.

If that’s the case in your organization, it’s time to step up your game since attracting and retaining capable personal is critical to long-term success. To help you boost your hiring efforts, we’ll show you what the best talent acquisition programs consist of.

Talent Acquisition essentials

How to make sure you get qualified talent for your company?

Talent acquisition is a multifaceted process. You need to manage several key areas to increase the chances of getting top-class employees:

1. Defining your brand

Your employer brand communicates the organization’s identity to current and potential employees. Having a well-thought-out and easily definable brand is crucial. If they have a clear idea of what your company stands for, they will share the values with colleagues, clients, community members, and business partners. This way, more prospects will be familiar with your organization and may be interested in working for you.

To make sure your brand is clearly defined, see if you can answer the three basic questions:

  • What words describe your brand best?
  • Why is your brand unique in your industry?
  • How do your employees define your employer brand?

Aside from your team members, don’t forget to convey your employer brand through the “About Us” section on your website. Take the same approach on various review pages, such as Glassdoor. When qualified people decide whether to join your company or a competitor, the reviews may get them on board.

2. Fostering a favorable culture

The corporate culture in your business comprises values, benefits, beliefs, and symbols your company develops over time. A favorable culture lets you easily hire people who complement it.

To clarify your culture, start by identifying your company’s core values. Have your employees participate in a brainstorming session (be it a meeting, survey, or focus group) to uncover the ethos of your organization.

3. Alignment with business goals

Figure out your company’s goals for the upcoming period and use them to customize your acquisition efforts to fulfill those needs. While recruitment generally addresses filling vacancies, talent acquisition considers long-term expansion and landing employees to help you accomplish your objectives.

For example, suppose you want to expand into Europe. If so, your HR department needs to attract candidates with adequate international experience.

Or, you might be planning on launching a new app. In this case, your goal should be to land talented coders and software developers.

You may not even have these roles yet, but you need to consider the talent you’ll require to achieve long-term goals. Investing in a capable workforce will pay off in the long run.

4. Using marketing and analytics to develop polished acquisition material

Your marketing campaigns can’t do without data, and the same goes for talent acquisition. Enlisting people is just as important as convincing potential customers to check out and purchase your products.

There are many methods of using data to bolster talent acquisition strategies. For instance, it can help you determine where your highest-qualified employees come from. With this information, you can focus your efforts on specific academic programs and networking sites.

In addition, your marketing sector and HR team should team up to refine various types of online content:

  • Career pages
  • Emails
  • Advertisements

With the help of data and analytics, you can ensure your online materials aren’t discouraging potential candidates from applying.

5. Optimizing your job descriptions

Competent people want challenging projects they feel comfortable with, and the easiest way to land talent is to market your business goals. However, many companies take the wrong approach to writing job ads. They start the offer by including job-specific skills instead of describing how the ideal candidate can impact the organization.

Therefore, start your ads with your business purposes in the title. Use the job description to explain how the position helps the company fulfill its missions. This way, people will feel that they will be making a genuine contribution by joining your organization.

6. Taking advantage of social media

Like corporate training and many other business areas, talent acquisition has undergone a digital transformation. The most efficient headhunters turn to social media in their quest for suitable candidates. If you adopt the same method, you’ll get terrific results.

Make sure to target several channels to find your prospects, such as Facebook, LinkedIn, and Twitter. You can also turn to job boards, job portals, and forums to find the ideal candidates and reach out to them. Following this approach provides tremendous benefits:

  • Social recruitment secures you tons of referrals
  • Targeting only the candidates who fit the job best
  • Saving a lot of money
  • Showcasing your company’s culture on various platforms
7. Starting a robust employee referral strategy

Employee referrals go a long way towards acquiring top-notch candidates. Since they’re based on your current employees’ recommendations, you’re more likely to land high-quality staff. Consequently, there’s a better ROI, and referred employees are more likely to stay in your organization for a longer period.

8. Including your best team members

A large part of finding top prospects comes down to listening. You need to interview your best workers and figure out what they enjoy the most about their job.

Afterward, use their experience to customize your acquisition efforts. For example, you can tell fascinating stories about your employees since they would be appealing to people with similar interests. In turn, you can expect greater interest in your company.

9. Keeping track of online reviews and analyze the data

Keeping up with employee and candidate comments on forums and other websites is another indispensable part of talent acquisition. It provides you with a huge number of details about the efficacy of your recruitment strategies. Using this information, pinpoint the strongest suits of your current initiatives and address any weaknesses.

Don’t settle for an average workforce

All these strategies will help you hire highly qualified people. However, the story doesn’t end there – you need to provide your new employees with proper training and development to help them learn the ropes.

To that end, contact Learnsure to get streamlined training solutions. Our app features many modern techniques, including microlearning, gamification, and responsive content. So, book your demo, and check out how our LXP (Learning Experience Platform)

Leadership strategies to grow the bancassurance channel

Leadership strategies for bancassurance

In today’s consolidating world of finance, bancassurance has assumed a vital role in many financial institutions. Hence, banks and insurance companies need sustainable strategies to grow the bancassurance channel and emerge as a leader. Insurance offerings distributed through banks have become the go-to choice for most mass-market customers looking for low-cost and simple products from a trusted company.

Globally, this large channel has allowed banks to broaden their portfolio and enabled insurance companies to enlarge their presence. As a result, the market reached a staggering value of $1191 billion last year.

However, the ongoing digital transformation has brought about significant changes to the industry. The world of bancassurance has been modernized, and customer habits have changed drastically. Consequently, banking and finance organizations can no longer rely on outdated methods to run their operations and grow their channel.

Instead, some of the most influential players have adopted fresh approaches to growing their bancassurance channel, and you’re about to find out how they work.

What Are the Best Ways to Grow Your Bancassurance Channel?

Bancassurance comes with tremendous benefits to both institutions involved. To name a few, the organizations get a diversified customer portfolio, improved customer loyalty, increased premium turnover, and reduced costs.

Still, you can take these advantages to the next level by growing your bancassurance channel. Here’s what you can do:

Align Business Visions

Alignment of culture, priorities, and vision is generally clear early on but often gets obscured over time. This is because parties tend to change their priorities, management and show frustration due to insufficient progress.

For this reason, setting up robust governance from the very beginning, along with clear roles and success metrics, is crucial. It would be best to complement this with periodic assessments of your partnership, what works well, and what you need to change.

Optimise Customer Journey

Bancassurance client journeys are generally complicated since the systems aren’t integrated properly. There’s also a lack of harmony between the parties, making the whole experience even more cumbersome for the customer.

Although establishing seamless journeys isn’t straightforward, ignoring this problem isn’t optional. Optimizing customer experience provides better services for your clients and increases the chances of retaining your customers.

Data Analytics

Targeted analytics is another aspect critical to growing your bancassurance channel. On the one hand, banks get more marketing prowess with proper analytics in place. Some of the most important areas that benefit from this practice include risk, compliance, NPA monitoring, fraud, and value at risk calculation. In turn, this improves performance and allows executives to make informed decisions on time.

On the other hand, insurance companies can appraise and control risk in pricing, underwriting, claims, rating, reserving, and marketing. Additionally, they can use the data for claim fraud and claim provider fraud instances.

Overall, targeted analytics help companies optimize the performance of their bancassurance channel and increase safety during various operations.

Broaden Customer Segments

Many insurers generally focus on optimizing branch leads and bundling loans with insurance for retail clients. While this is beneficial, banks and insurance companies can also utilize non-branch channels to improve their channels. For example, they can tap into the potential of call centres and expand products to different segments, such as corporates, SMEs, and HNWs.

To execute this proposal, banks should view it as a top priority. At the same time, insurers must develop bespoke offerings and appropriately service the segments.

Incorporating Streamlined Sales Practices

In general, financial incentives can no longer provide a significant contribution since insurance sales make up a low percentage of a bank’s KPIs. Banks also intensively deal with conduct risk, which is why insurers should focus on the effectiveness of sales forces over an extended period.

One of the best ways to implement this strategy is to expand your non-financial rewards to include recognition as the main motivator. Another driver of value is to granularly map roles and responsibilities within both parties. Plus, make sure to scale your resources and support the banking staff adequately.

Digitally enabled customer experience

As previously noted, customer behaviours are changing rapidly. Perhaps the most profound impact of this development is the switch to digital bancassurance channels. Integrating with cutting-edge systems will help you deliver a better user experience because consumers need a quick way to purchase your products.

Through these processes, you should enable real-time contracting and quoting that eliminates reliance on paper and manual underwriting. To enhance simplicity, prepopulate your applications with bank and insurer data or any other source. Moreover, try to promote transparency and engagement by encouraging customer action, like peer reviews.

Another great thing about digitalization is that it allows insurers to broaden their engagement by participating in banks’ ecosystems. As a result, they can generate more leads and sell their offerings to a larger audience.

Incorporate an LXP to Provide Bancassurance Training

Since bancassurance requires your employees to work in an omnichannel environment, they’ll need to acquire job-specific skills. The easiest way to teach them is to integrate with a polished LXP (Learning Experience Platform).

For instance, client interaction can make or break your chances of landing a successful sale. To make sure your team is ready for even the most challenging tasks, you can get an LXP equipped with microlearning contentgamification modules, and design thinking initiatives. All these features help prepare them for real-life assignments. Plus, you can address any shortcomings depending on feedback received from the platform.

Additionally, LXPs help you overcome the time constraints in training your employees. Due to their demanding workloads, they may not have the opportunity to acquire the necessary skills. Fortunately, an LXP lets your workers learn at their own pace under a flexible program that fits their schedule.

A Huge Bancassurance Channel Is Within Reach

Bancassurance is an incredibly challenging field, with numerous obstacles standing in the way to success. But once you implement all the leadership strategies we’ve covered, growing your channel will be a walk in the park. Aspects like aligning your vision and optimizing sales practices will lead to a better customer experience and streamline your operations.

Best of all, teaching your staff about all these changes won’t give you a hard time. Just reach out to Learnsure, and you’ll receive a tailor-made corporate training solution ideal for your environment. Book a demo and check out how we can aid your bancassurance efforts.