February**Dynamic Incentive Plan Course Background: In the next ten years, it will become a key decade for the standardized management and systematic operation of the insurance industry, and we will be pleased to find that some excellent teams have developed rapidly. Those who can't keep up with the pace of the times will be eliminated by the life insurance industry, because the life insurance industry is moving in the direction of becoming more and more standardized and professional, and the "crowd tactics" will not bring sustained growth, and the "elite strategy" will become the core element of the next growth.
This course will start from the characteristics of the new generation of recruits, sort out the rules of team recruitment and development, and help you build a basic theoretical framework for the development of the life insurance team, and promote the large-scale development and growth of the insurance team on the basis of high-quality recruitment! Because only with a high-quality team foundation, the future development will be better and better!
Course Benefits: Reconstruct new thinking under the new economy, establish a correct concept of increasing staff, and promote the development and growth of the insurance team;
Master a set of replicable and inheritable methods for increasing staff and the whole process of staff increase;
Master the skills of personalized recruitment interviews, and easily attract prospective recruits with various personality traits;
Identify the key moments of retention counseling and grasp the specific methods of counseling.
Course duration: 2 days, 6 hours per day.
Course Target: All insurance people.
Course form: seminar + case + ** tool + speech + practical exercise.
Course outline. Lecture 1: Breaking the Game: Grasping the New Trend of Insurance and Building a New Life Insurance Team.
1. Macroeconomic situation.
1.The plight of traditional industries in the post-epidemic era.
2.The difficulty of enterprise survival.
3.The difficulty of personal self-preservation.
Data analysis: enterprise data analysis.
Second, the great era of insurance.
1.The advent of the great era of insurance.
2.The core factor for the rapid development of China's insurance industry.
3.Always be ready to stand on the cusp of the insurance industry.
Lecture 2: Reconstruction: New Thinking for Increasing Workforce in the New Economy.
1. Abandon the traditional idea of increasing staff.
1.Abandon program-driven headcounting.
Case in point: Laughable monthly headcount target.
2.Eliminate the addition of staff that can break the standard at any time.
Discussion: Can the increase standard be broken at any time?
3.Abandon nanny-style staffing and management.
Cases and discussions: the pain of the supervisor with 7 orders per month.
4.Abandon self-fending growth.
Initial goal setting: Establish clear growth goals and promotion plans.
Second, the self-mentality before the increase in staff.
1.The ten golden sentences reorganize the concept of increasing staff.
1) About the shedding of the newcomer - shedding the normalcy and facing the shedding (golden sentence 1-3).
Model: Success loop 123 and error loop 123
2) Rejection of prospective recruitment – Rejection is common, and there is no need to get hurt (golden sentence 4-6).
3) About the deferred penalty for not increasing the number of employees - give you 5 reasons to increase the number of employees (golden sentence 7-10).
2.Correctly understand the lifeblood of the profession - the Basic Law.
Model: Life Insurance Tree of Life.
3.Time management for staff increases:14.7 principles.
Discussion: Your current time allocation.
Model: The Formula for Success in Increasing Staff.
Lecture 3: A reproducible and inheritable staff increase system.
Tool: Flowchart of the staff increase system.
Process 1 of the staff increase system: determine the outline of the staff increase.
1.What kind of team do you want to build?
2.There are 6 essential qualities that a good person can possess as an insurance person.
3.There are 6 criteria for evaluating whether a prospective employee is suitable for insurance.
The second process of the increase system: the development of the increase of the number of people.
1.Look for high-potential prospective recruits.
1) Analysis of traditional staff increase channels and success rate.
2) Analysis of other channels for increasing staff and success rate.
2.How to successfully add one person per month.
Tool: Increasing the success formula of one person per month.
Process 3 of the increase system: interview for increase of staff.
Step 1: Contact.
1) How to get to the topic of insurance – an interview that initially stimulates interest.
Speech and script drills: 4 questions and 5 spell strategies.
Speech and script drills: story method and script strategy.
2) Excavation of quasi-increase dissatisfaction - four-quadrant method shakes and stimulates.
Model: Four-quadrant shake model.
Speech and script drills: the four-quadrant method excavates the dissatisfaction with the quasi-increase.
Step 2: Explain (talk about the meaning and function of life insurance, talk about yourself, talk about the industry, talk about the company).
1) A brief introduction to the meaning and function of life insurance - change the concept in 10 minutes.
Speech and script drills: Agree that insurance and insurance marketing are stable jobs and are willing to do sales work.
2) Talk about yourself, success attracts success.
Tool: Template for using the photo album of additional staff.
Homework: Hone your own story of appeal.
3) Talk about the advantages of the industry.
Model: Palm diagram.
Model: Tic-tac-toe chart.
4) Speaking about the company (the actual situation of the company is molded, if there is a company introduction, this step is omitted).
Molding Training: Talking about the company.
Step 3: Objection Handling - Lay out the newcomer's confusion in advance and solve the newcomer's fear.
1) Clarify the underlying logic of objection handling.
Model: Small decision model.
2) Take away the four worries - turn the conspiracy into a conspiracy.
3) Respond to all changes with the same - a universal model for objection handling.
Speech and script drills: Handling the eight major objections with LSCPA.
Step 4: Facilitation - Invite prospective recruits to conduct induction evaluations and participate in innovation meetings or pre-job training.
1) Facilitation is always going on, not necessarily until the end.
2) Generally promote reference speech.
Speech and script drills: generally facilitate speech.
3) Storytelling leads to referential discourse.
Speech & Script Practice: Storytelling leads to speech.
Process 4 of the staff increase system: establish a talent pool file.
1.Record those who are not on the job in the talent pool.
2.The quasi-increase may not come immediately.
3.Contact at least once a month.
4.When there is a fuse of discontent for the prospective recruit, whoever is by his side, he will follow.
Tool: Talent pool card.
Lecture 4: Stabilizing the Retention System.
First, reducing shedding is also increasing staff.
1.The reason for the loss of the increase in staff.
2.The transformation of the increase in the four quadrants.
3.Increase retention in the quadrant.
Model: Four-quadrant distribution model of staff increase.
2. Two key elements of retention.
1.Keep the heart - grasp the three "twos" of the psychological fluctuations of newcomers
1) The second day of the newcomer's employment - orientation meeting and work interview.
2) The second week of the new employee - take the initiative to interview and provide assistance.
3) The second month of the newcomer's employment - relieve stress and plan promotion goals.
2.Retain people - grasp the three "rates" of new people within half a year
1) Attendance – the lifeline for newcomers to grow and mature.
2) Customs clearance rate - to ensure that newcomers learn sales skills to the greatest extent.
3) Participation rate of the company's activities - professional skills have improved by leaps and bounds.
3. Sixteen key moments of newcomer counseling.
Tools: Sixteen Critical Moment Kits for Newcomers.
Course summary: 1) To: Review the main points of the course and make a list of prospective increases.
2) Feelings: Reflect on the feelings of the course and divide the list into categories.
3) Action: Implement the action plan and challenge the quarterly increase target of the month.
Course suggestion: The training will be arranged for 2 days and 1 night, and the on-site will cooperate with the course for customs clearance training.
Course benefits: Complimentary text version of the handbook for training and actual combat.