Dynamic Incentive Plan in February** Course Background: Building a high-performance and combat-effective insurance marketing team in the new era is the dream of many insurance executives, but how to build such a healthy team has become a difficult problem for every supervisor. Don't know how to position your team; I don't know how to select the leadership echelon of the team; Blindly interviewing team members without any rules; No common goal, no team culture; The foundation of trust among team members is weak, and the supervisor does not motivate and communicate ......This series of problems has become an obstacle for supervisors in the process of building the team.
No matter how powerful a tiger is, it can't resist the attack of a pack of wolves. Today, the era of going it alone is over, replaced by the team, and whoever can have a good and strong team can be invincible in the rushing economic wave. As a team manager, how to quickly guide the growth of team members and improve the comprehensive ability of team members, so as to create a "new life insurance marketing team" with core competitiveness? This course will give you answers from the dimensions of knowledge, skills, attitudes, methods, tools, etc., so that marketing executives will not deviate on the road to building a team.
Course Benefits:
Clarify that the power of the team is powerful, and understand the channels and methods to enhance the strength of the team.
Learn how to select and develop prospective supervisors to build a leadership structure for your team.
Master the methods, steps and precautions of conducting goal planning interviews for group members, and use various goal interview tools.
Master the five core skills to build a life insurance marketing team.
Course Duration:2 days, 6 hours a day.
Course Audience:Omni-channel (individual insurance, bancassurance, group insurance) marketing executives of life insurance companies, senior executives, excellent junior owners with organizational development intentions, and insurance in-house.
Course Method:Case analysis + group discussion + practical exercise + ** appreciation + team training.
Course outline
Import:Three biases that affect the organizational health of life insurance marketing teams.
Lecture 1: Orderliness – Organizational health is more important than anything else
1. Overview of the life insurance marketing team
Discussion:What are the characteristics of a life insurance marketing team?
1.Five characteristics of a life insurance team.
2.The three meanings of building a life insurance team.
2. Two conditions for judging the organizational health of the life insurance marketing team
1.Wisdom – clear team strategy, outstanding performance, and skilled sales skills.
2.Have health - high efficiency, high morale, less chaos, low turnover of good people.
Lecture 2: Gathering Sand into a Tower - Selection and Training of Prospective Supervisors for Team Formation
1. Team leaderRole cognition
Case:The miracle of McDonald's.
1.Enhance the interests of the directly governed group.
2.Drive your organization to grow.
3.Planning for the future organizational structure.
2. How to select prospective supervisors
Step 1: Pick the right time – the best selection for supervisorsTiming
Tools:Analysis of the 10-member directly governed group.
Step 2: Develop a portrait – the ideal profile of the prospective supervisor
Self-examination:The outline of the ideal prospective supervisor in mind.
Step 3: Planning Interview – Goal planning with the prospective supervisorwith incentives
3. How to train prospective supervisors
1.With the help of professional training in the company.
Discussion:What should we do before and after the prospective supervisor attends the training?
2.Follow-up coaching and regular face-to-face counseling.
3.Encourage prospective supervisors to participate in team operations.
Make the most of your resources
1) The company's corresponding staff increase plan support.
2) The department's attention to the training of prospective supervisors.
3) Supervisor-to-supervisor support.
Interpretation of the scheme:The company's phased plan is announced (it is recommended to set up an exclusive plan for the trainees).
Lecture 3: Forge the soul with the heart - team building to interview the team members for goal planning
1. Understand the principles and methods of setting goals
Case:Harvard Data Survey.
1.SMART principles.
2.Onion peeling method.
Tools:Peeling an onion diagram of the career planning system.
Practical exercises:Use the "onion peeling method" to set personal career goals.
3.Multi-forked tree method.
Tools:Multi-cross diagram of a happy family.
Practical exercises:Use the "multi-fork method" to disassemble personal recent promotion goals.
2. Formulate a plan for the interview objectives
1.Clear goals: Different goals for different stages.
2.Maintain perspective: The perspective that supervisors and deployments should have when setting goals.
3.Planning Preparation: Correctly understand the goal planning interview.
3. Prepare for the goal planning interview
1.Relevant data – recent and past data and role model data of the interviewee.
2.Personalized information – the interviewee's family situation and interests.
3.Timeline – Prepare a week in advance and notify the interviewee in advance.
4.Prepare the materials – ask the interviewee to fill out a planning form.
5.Rehearsal Interview – Anticipate the problem and prepare the response.
Fourth, conduct target planning interviews
Speech Drill:Objectively, plan the interview script and rehearse the interview steps.
Points to note during the interview
1) Pay attention to the four common interview resistances.
2) Four ways to solve resistance.
Seminars and Exercises:For the group members who are planning the interview, write down the words to resolve the resistance in 4 sentences.
5. Follow-up after the interview
1.Focus on process data – guide goal achievement.
2.Timely and kind reminders - timely correction of errors and assistance in adjusting progress.
3.Provide support and help in a timely manner – ask proactively and come forward to resolve troubles.
4.Timely feedback and encouragement on results – review feedback for encouragement.
Goal setting:Formulate a goal plan for each team member after the training, and arrange the interview.
Lecture 4: Strengthening the Roots and Strengthening the Foundation - Team Development to Build a Life Insurance Marketing Team
1. Establish common goals
Team Activities:Digital Whispers.
1.The meaning of a common goal.
2.The key to achieving a common goal.
Discussion:How to translate the goal of promotion into a common goal for the team.
2. Create a team culture
Discussion:What kind of team we like.
1.3 pillars of team culture.
Practical exercises:Initially set up your own team's culture and system.
2.Kazuo Inamori's top ten improvements.
3. Build mutual trust
Team Activities:Trust supports.
1.A concrete manifestation of the team's mutual trust.
Discussion:How to gain the trust of your team members.
2.Six tips for cultivating trusting relationships.
Trust Tools:Johari Consultation Window.
Fourth, master the secret of motivation
Share:What has been the most impactful incentive for me since joining the company and why?
1.Three Principles of Effective Incentives.
2.Aim for a motivating goal: to help individuals grow.
Tools:A list of work motivations.
Practical exercises:Sort your motivation for work according to your actual situation.
3.Six commonly used motivation methods.
Case Study:How to motivate Xiao Wang.
4.Five considerations for incentives.
5. Communicate effectively
1.Perception of the role of team members.
Theory:DISC Behavioral Style Theory.
Follow film and television dramas to learn people.
2.Have different communication skills with team members with different characteristics.
3.Avoid falling into the 4 major mistakes of listening - value judgment, getting to the bottom of things, being a good teacher, and taking things for granted.
Testing:The wallet is lost.
4.2 common forms of communication – persuasion rather than communication; Use communication to meet the needs of your team members.