The “back nine” of 2024 is upon us—we are now halfway through the year.
It’s a perfect time to pause, reflect, answer some critical questions, and adjust to move forward. Here are six critical questions for insurance leaders to answer.
Question #1 — Does your insurance team have clarity regarding agency goals and vision?
In the pursuit of organizational success, leaders must ensure their teams are aligned with business goals and company vision. If I randomly popped into your agency and asked one of your team members where they are in relation to their goals, and what the agency’s vision for success looks like—how would they respond? Without clarity on these fundamental aspects, teams may lack direction and motivation.
Leaders should regularly communicate the overarching objectives and vision, creating a shared understanding and commitment among team members. Clear alignment empowers individuals to make informed decisions and actively contribute to achieving organizational milestones. By prioritizing clarity on business goals and company vision, leaders pave the way for cohesive teamwork and sustained progress toward collective objectives.
Remember, to be unclear is unkind. Don’t assume your team members know the mission and direction of your agency.
Question #2 — Are roles and responsibilities clearly defined?
Effective leadership hinges on ensuring team members have clarity regarding their roles and responsibilities within the organization. Clear delineation of duties creates accountability, minimizes confusion, and enhances overall productivity. Leaders should regularly review and refine role descriptions to align with evolving agency needs and individual strengths. By providing clear guidance and support, leaders empower team members to perform their tasks effectively and contribute meaningfully to the team’s success.
Clarity on roles and responsibilities cultivates a sense of ownership and purpose among team members, driving engagement and promoting a culture of accountability within the organization. Teamwork happens individually. We often focus on the overall team goals, but without each team member understanding, and taking ownership of their role personally—it’s nearly impossible to achieve team goals with consistency.
Question #3 — Are team members’ strengths aligned with their roles?
Albert Einstein once said, “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live life believing that it is stupid.”
Aligning team members’ strengths with their roles is imperative for maximizing productivity and job satisfaction. Leaders should regularly assess individual strengths, skills, and interests to ensure alignment with job responsibilities. Conducting skill assessments, performance evaluations, and career development discussions can help identify opportunities for role optimization and skill utilization.
Additionally, providing training, mentorship, and growth opportunities can further enhance alignment and enable employees to leverage their strengths effectively in their roles. By aligning strengths with roles, leaders increase employee engagement, improve job fulfillment, and overall team success.
It’s our responsibility to put people in the best position to succeed. Often times within agencies we take who we have and cram them into a position of need. This misalignment of strengths and roles will lead to burnout for the team member and frustration from the Agent.
Question #4 — Do you have consistent communication channels in place?
Effective leadership involves open communication channels within the organization. Leaders must actively encourage transparency, accessibility, and dialogue among team members. Implementing regular team meetings, feedback sessions, and one-on-one check-ins can facilitate open communication and provide opportunities for sharing ideas, addressing concerns, and building trust.
Without consistent communication it is human nature to assume things that may not be true. People tend to create their own back stories when they do not hear from their leader. “Are they mad at me? Am I doing a bad job? Do they not like me?”
Chances are none of those thoughts are true, but without consistent communication, your team members are left to wonder.
Question #5 — How do you promote inclusivity and transparency within the team?
Promoting inclusivity and transparency within the team is essential for building trust, collaboration, and a positive work environment. Leaders can promote inclusivity by actively seeking diverse perspectives, creating opportunities for all team members to contribute and participate, and ensuring that everyone feels valued and respected.
Transparency can be promoted by openly sharing information about company goals, decisions, and performance metrics, as well as encouraging honest communication and feedback. Rotate the team member who leads each team meeting or have different team members share and contribute during meetings in a meaningful way. More than ever, people want to be seen and heard; they want to know their opinions matter within organizations. Be the leader who seeks those thoughts and opinions from the team.
Question #6 — Is everyone held accountable for their individual contributions?
Accountability is the cornerstone of a high-performing team. Leaders must ensure that each team member understands their responsibilities and the impact of their contributions on the team’s success. By setting clear expectations, providing regular feedback, and holding individuals accountable for their performance, leaders foster a culture of responsibility and ownership. This includes recognizing achievements, addressing areas for improvement, and addressing any issues or concerns promptly.
Accountability is a two-way street. It starts with the leader holding themselves accountable to holding their teams accountable. And this cannot be a once and awhile thing; it needs to occur daily. A person’s integrity is built on their consistent efforts to do what they say they will do.
These questions for insurance leaders will help you clarify goals, vision, roles, responsibilities, consistently communicating transparently and holding each other accountable to set you up for success to finish 2024 strong!
