Dan Romigh on Creating a Culture of Success in Insurance
In this segment, Dan Romigh explains a key insight he discovered over the past six to eight months about how new insurance recruits operate. He notes that regardless of licensing status, recruits typically depend on the original recruiter for appointments until they can independently generate their own business. He illustrates this with a chain‑recruiting example (recruiter → Bob → Sally) to show that none of the parties initially know how to run appointments effectively. Romigh emphasizes the recruiter’s responsibility to train not only the direct recruit but also subsequent layers (Bob and Sally) to prevent losing high‑performing agents. He points out that licensing does not guarantee competence; a licensed recruit may still need guidance, and without ongoing support, even a “stud” like Sally may drift away. The overall message is that sustained, multi‑level training and mentorship are essential for retaining talent and ensuring that new agents become self‑sufficient.
