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Oct
22
2012
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Posted 210 days ago ago by Michelle Wilson  0 Comments
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1 Likes
Some of the best quarterbacks in NFL history sat on the bench, virtually unknown for years before they got their start. No one could predict they were destined for the Hall of Fame, but their coaches saw potential. Without Joe Montana and Bill Walsh, what would’ve become of Steve Young, former quarterback for the San Francisco 49ers? Could Tom Brady have led the New England Patriots to four championship titles if not for the example of Drew Bledsoe and strong leadership of Bill Belichick?
Although these less experienced and less talented second-string players weren’t ready to be number one, their insightful coaches knew that given time to observe and learn the complex game of football, they could also reach greatness.
Many future leaders in the insurance agency business are also virtually unknown. They have exhibited the propensity to be excellent producers – they just need the right veterans to mentor them to success. The right mentoring can not only help develop producers to help agencies grow organically, it can also provide the right individual or individuals to envision and execute a succession strategy for owners who are planning to exit the agency business. So how do you mentor new producers or staff? Read Part 2 on our next BLOG (October 24)
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