Brett Wolf has over 10 years of experience in sales and leadership in the insurance industry. He has a proven track record of meeting sales goals and using Lean principles to improve processes and increase efficiency. His experience includes roles in sales, project management, process improvement, and coaching associates.
Open, honest communication is the foundation of every successful organization or relationship - business or personal. In the accompanying slide presentation is a process that will assist you in developing that foundation. For addititonal information, coaching, consulting or training please contact me using the information on the last slide.
Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
How Achievers uses Achievers - Cheryl Kerrigan & Kristian GaetanoSocialHRCamp
Engaged employees stay put. According to Gallup's latest Q12 meta-analysis of 1.4 million employees, the most engaged companies experience up to 65% lower turnover than the least engaged - that's a huge savings of time, money, and effort. Yet with fewer than 1 in 3 employees feeling engaged, what can you do to reap those savings for yourself?
In this session, Cheryl will talk about how to retain employees with the four pillars of engagement: recognition, feedback, communication, and meaning.
You'll also learn:
How recognition aligns employees to company goals, how lack of feedback from leadership leads to turnover, why employees need clear communication and to have their voices heard, the important of stretch opportunities and career goals to give their work meaning.
Dear All,
The Following is my Description.
I have more than 9 years’ experience in Welding Inspection. I have successfully completed my CSWIP 3.1 Welding Inspector training course in December 2011, which was held at The Welding Institute and passed the examination qualification. I Hold UT and RT ASNT level 2.
I graduated from Krisnadwipayana University Jakarta, major in Mechanical Engineering at 2002. I have successfully completed my Welding Inspector training course in 2004, which was held at the Institute for Research and Development of Material and Technical Product Industries (B4T) Bandung, and passed the examination qualification carried out by the Indonesian Welding Society based on the requirements of Indonesian Welding Society “Qualification and Certification on Welding Personnel.”
Regards,
Achmad Soewarso
Open, honest communication is the foundation of every successful organization or relationship - business or personal. In the accompanying slide presentation is a process that will assist you in developing that foundation. For addititonal information, coaching, consulting or training please contact me using the information on the last slide.
Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
How Achievers uses Achievers - Cheryl Kerrigan & Kristian GaetanoSocialHRCamp
Engaged employees stay put. According to Gallup's latest Q12 meta-analysis of 1.4 million employees, the most engaged companies experience up to 65% lower turnover than the least engaged - that's a huge savings of time, money, and effort. Yet with fewer than 1 in 3 employees feeling engaged, what can you do to reap those savings for yourself?
In this session, Cheryl will talk about how to retain employees with the four pillars of engagement: recognition, feedback, communication, and meaning.
You'll also learn:
How recognition aligns employees to company goals, how lack of feedback from leadership leads to turnover, why employees need clear communication and to have their voices heard, the important of stretch opportunities and career goals to give their work meaning.
Dear All,
The Following is my Description.
I have more than 9 years’ experience in Welding Inspection. I have successfully completed my CSWIP 3.1 Welding Inspector training course in December 2011, which was held at The Welding Institute and passed the examination qualification. I Hold UT and RT ASNT level 2.
I graduated from Krisnadwipayana University Jakarta, major in Mechanical Engineering at 2002. I have successfully completed my Welding Inspector training course in 2004, which was held at the Institute for Research and Development of Material and Technical Product Industries (B4T) Bandung, and passed the examination qualification carried out by the Indonesian Welding Society based on the requirements of Indonesian Welding Society “Qualification and Certification on Welding Personnel.”
Regards,
Achmad Soewarso
Данный семинар будет интересен владельцам и разработчикам приложений для мобильных девайсов, а также всем тем кто интересуется методами и инструментами монетизации мобильных приложений.
В ходе данного семинара вы узнаете, какие виды монетизации существуют в настоящее время, какие ошибки чаще всего допускаются при монетизации приложения, а также как грамотно внедрить рекламу в приложение, чтобы не вызвать негатив у пользователя.
Подробнее: https://www.cybermarketing.ru/seminar264.html
Atelier de Marc Messina sur les chaînes rotatoires du Membre inférieur lors des JFK2009.
Pour en savoir plus allez sur le site de la SFP:
http://sfk.kinemedia.fr/Pages/JFK2009.html
Через эксперименты к увеличению продаж - Наталья Устименко - eSputnikawgua
— Что изменилось в работе email маркетолога за последний год
— Какие проводить эксперименты в email рассылках. Делимся опытом
— Полезные фишки. 100+ советов
Currently looking for a challenging position, which will make best use of existing skills and experience while enabling further personal and professional development– ideally within the Sales and Marketing function.
1. BRETT D. WOLF
8271 Cody Dr. | West Des Moines, Iowa 50266 | (515) 556-9653 | BrettDWolf@gmail.com
SUMMARY
Positive, outgoing, and accountable professional with over ten years of sales and leadership experience and over four
years of Lean deployments. Proven ability to resolve customer, associate, and leader issues and meet goals in ever-
changing and dynamic environments. Uses effective and efficient methods to coach, teach, and engage associates.
HIGHLIGHTS/ AREAS OF EXPERTISE
- Proven Leadership skills - Successful sales experience (10+ years) - Problem solver
- Exceptional interpersonal skills - Experienced in project management - Goal-oriented
- Well-versed in Lean - Trainer/ facilitator - Insurance
- Highly adaptable - Excellent communication - Energetic personality
ACCOMPLISHMENTS
- Certified coach that led my team to meet or exceeded sales goals every month 44% bind increase
- Deployed Lean to over 2,500 associates, through which 63% increase in 1:1 coaching, 28% increase in sales productivity, and
$5M efficiency gains were realized.
- Worked with many different departments, in-depth, to coach leaders to drive change and increase performance.
WORK HISTORY
Business Project Management Consultant, August 2015 - Present
Nationwide Mutual Insurance, Des Moines, Iowa:
• Experience in multiple disciplines within insurance industry (underwriting, processing, sales, and service)
• Coaching, feedback, and accountability to front-line associates and leaders to mature and grow
• Implemented communication plans in various locations and departments
• Provided effective training, coaching, and feedback to front-line associates and leaders
• Worked on teams to plan, research, analyze, build, and run projects to reduce waste and streamline work
• Facilitate and lead training for frontline and leaders
• Demonstrated the ability to adapt in an ever-changing environment
Process Management Specialist, October 2013 – August 2015
Nationwide Mutual Insurance, Des Moines, Iowa:
• Led pilot team for Lean roll out and saw immediate and sustainable improvement
• Worked on projects that led to growth and maturity of Lean and the department
• Facilitated and led Lean training for agents and leaders
• Deployed and sustained Lean management principles in several departments and locations
Direct Sales Insurance Supervisor, June 2009 – October 2013
Nationwide Mutual Insurance, Des Moines, Iowa:
• Oversaw up to 15 sales agents at a time
• Coached sales agents and peers on their personal and career development
• Quickly and accurately coached to opportunity areas to make positive and sustainable change
• Conducted interviews and was the decision-maker in the hiring process
• Advised agents on underwriting risks for new business
Direct Sales Insurance Agent, March 2006 – June 2009
Nationwide Mutual Insurance, Des Moines, Iowa:
• Sold quality personal and life insurance policies in 45 states
• Consistently among top 10 selling agents in the center
• Served in a leadership role in the absence of my supervisor
• Developed new agents as a mentor/ team lead
• Utilize knowledge/ expertise to provide excellent customer service
• Met or exceeded sales goals every month
• Advised clients about insurance to meet their needs
• Regular follow up and open communication with clients
• Front-line underwriting accepting new business for company
EDUCATION
Bachelor of Arts, Drake University, Des Moines, Iowa: 2004
Major: Journalism and Mass Communications
Minor: Marketing
2. Awards, Licensing, and Volunteer Activities
• Personal Lines and Life Insurance License.
• Iowa Broadcasters’ Association Scholarship: 2000-2004.
• Iowa Blood Center Donor, 1999-present, aphaeresis and whole blood donation. Total of 35+ gallons.
• Newton, Iowa Fire Department: 2002-2004