For an overview of the latest in risk management trends, read this week’s Cavalcade of Risk.
How safe is your dryer? According to the US Fire Administration (USFA), about 2,900 dryer fires occur each year in the United States. These fires caused five deaths, about 100 injuries and over $35 million in property losses annually. While the leading cause of dryer fires is accumulated dust, fiber and lint, the type of exhaust hose you install can greatly reduce your risk of fire.
Using a plastic or vinyl dryer hose can cause fires, according to the USFA. The photo shows in the top half the type of dryer exhaust hose you should use. If you are currently using the bottom type, a plastic hose, replace it immediately. These types of hoses can melt or ignite.
It’s always a good idea to take a few other preventative measures. 1) Clean your lint filter after each cycle. 2) Install a smoke alarm in your laundry room or adjacent to your dryer. 3) Never leave the dryer running when you’re away from home. 4) Never vent your dryer anywhere except directly outdoors. Venting into an attic or soffit is a recipe for fire and violates most local fire codes.
The average cost of a dryer fire if it’s contained to the room of origin ran just under $1,800 in the past few years, according to USFA. However, dryer fires that spread beyond the room of origin had an average cost of just over $49,000. Money is only part of the equation if a dryer fire breaks out in your home, however. Who can put a dollar value on the injury or death of a loved one, or the death of a beloved family pet, should a fire break out?
For further information on dryer safety, visit this link National Fire Protection Association link.
Every insurance professional should develop several professional biographies. Why a bio? Because despite our increasing reliance on electronic communications, people still want to know a little about you before they contact you. Your bio is a marketing tool that helps to build your brand. Your brand is your name and the name of your company. When people consider insurance, you want your name to be the one that comes into their minds. This can only come through repeated branding of your name, or the name of your agency, with insurance.
Here are the top reasons to write your professional bio.
There are thousands of insurance agents and other insurance professionals for people to choose from, plus growing competition from direct writers. Therefore, it is imperative that you set yourself apart from the crowd. A professional bio quickly showcases your experience and sets you apart from the crowd.
A bio is the quickest way to say, “Insurance is not just a job; insurance is my career and I am proud to be an agent.”
A bio will introduce you to new clients and potential strategic partners. Your bio can open doors to many new opportunities.
You can use your bio to obtain speaking engagements and media appearances. Perhaps you might author an article for a local newspaper on some aspect of insurance. Maybe you could be a guest on a local radio talk show. Perhaps you may give a talk at a local service organization. The bio opens the door to all this and more to help you build your brand.
Your bio can provide a dash of personal information that helps people relate to you in some way. This builds bridges and encourages people to contact you.
Have at least two bios on hand. One should be short, so pick the key points in your personal life and your career that provide the best flavor of who you are. A longer one can take a deeper dive into your background and you can use it for speaking engagements and in responses to requests for proposals. Once you write your bio, you can use it again and again, or revise it as your career deepens and your expertise grows.
If you or your team need help creating a bio that works for you, feel free to contact us at Insurance Writer.
A few years ago, the Oakland Police Department spent hours trying to oust a gunman who had barricaded himself inside his house. After firing tear gas canisters into the house, the officers finally noticed the home owner standing beside them in the police lineup, chanting, “Please come out and give yourself up!”
It’s a great thing to set goals and feel proud of our successes. However, to truly succeed in life as well in business, we should remember there are others beside us, also helping us to succeed. Survey after survey shows employees feel increasingly disenfranchised from their work, which hurts productivity and creates customer service issues galore. Employers complain woefully about a lack of talent, yet fail to do everything in their power to keep the very employees they currently employ.
Take a moment today to listen to and sincerely respond to those who help you to succeed, including your employees.
Read a host of good articles in this month’s Cavalcade of Risk, including one I wrote about which insurance coverages your professional consultancy needs.
Ohio has become the first state to officially allow continuing education for accountants in ten-minute increments. I don’t know whether to yell “Squirrel” or applaud them for understanding the way most people seem to learn today.
What do you think? Would you want your accountant doing his or her continuing education in ten-minute increments?
Ever wondered how my voice sounds? You’ll never have to wonder again. Listen to a 15-minute risk management podcast where I review the top five mistakes new risk managers, or any managers for that matter, can avoid.
I rarely go into Circle Ks or convenience stores or places of that ilk because I’d prefer not to get shot (risk avoidance). However, on the way to a volunteer gig the other day and against my better judgment, I stopped in a Circle K near Interstate 17 in Phoenix to buy a pop (or soda, as some call it). As I walked in, I noticed there was a mop bucket full of black water near the register and that my shoes stuck to the floor as I went to get my pop. As I filled my cup, I noticed a sign that said, “Out of straws.”
At the register I said hello to the cashier and asked the young man if he was holding out and if perhaps he did have a straw. He nearly started crying. He said they ran out of straws earlier in the day and he couldn’t get any from neighboring Circle Ks (franchise issues?). He said that people were so irate that they were dumping their entire sodas on the floor, which he had to clean up.
I asked, “Really, it’s like ‘I hereby dump my soda on the floor in protest because you are out of straws?'” Yes, he responded sadly. He said he had given his two-week notice because he just “just couldn’t take it anymore.”
Wow. Not having a straw for a Big Gulp? Not a rage-o-meter offense, in my humble opinion. Which leads me to today’s topic: “What the heck is wrong with people?” That young man, so traumatized by the day’s events that he quit his job, is a human being. He’s someone’s son, he’s a grandchild, and he’s a human being with feelings. Have we swung so low that we’re willing to dump our sugary sodas on the floor and our rage onto a poor cashier in a convenience store?
Don’t get me wrong. I know that everyone, me included, acts badly from time to time. We lose our temper in traffic, we snap at someone who may only be trying to help us, or we hang up in frustration on a customer-support person. However, for people to stoop this low, to “make a statement” that makes no statement other than they desperately need anger management, to me is simply beyond comprehension.
I have nothing deep and philosophical to say about this except it makes me much more aware that my behavior has consequences. It also reminds me that this type of bad behavior means we as risk management professionals will always have jobs.
I am so grateful that I don’t carry useless, non-specific rage over an imaginary victim status. When a store is out of straws, it isn’t a personal affront to me or an assault by the universe to make my life harder. Apparently, though, that rage is present in and acted on by many. And that, my friends, is exactly why I stay out of convenience stores. That and Milk Duds. But that’s another story.
Did you know that by 2014, Forbes predicts that 36 percent of the workforce will be comprised of Millennials? And by 2020, an astounding 40 percent of the workforce will be our Millennials, born between 1976 and 2001. Is your organization ready?
Yesterday I attended a Society of Insurance Trainers & Educators gathering in Scottsdale hosted by Markel. We discussed the current generation of Millennials entering the workforce and taking their places in many of the nation’s insurance internships. Where are we going to get this talent? I think the question that is perhaps more important is this: Once we recruit them, how do we manage them for their long-term growth and their long-term retention in the organization?
Here are a few facts we know about our Millennials.
- More than high salaries, Millennials want to find careers that “make a difference.” Our industry has failed to capitalize on the fact that as an industry, we pump billions into the economy to restore people’s lives, allow businesses to grow and expand, and to promote worthwhile charities. Maybe we should strongly consider improving our image through our marketing efforts.
- Millennials are the most chauffeured, tutored, scheduled and micromanaged generation in history. They are not, by and large, risk takers. You know that hovering manager who drives the self-directed Baby Boomer employees crazy (and often out the door)? Why not place that manager in charge of your new hires and interns? Mills want and need more reinforcement as opposed to Boomers, who generally want to be shown a desk and left alone.
- As Millennials graduate from college, they are often swimming in debt. Let’s show Mills a career path with income factors they can tie to specific achievements, for example earning an Associate in Claims or the CPCU designation.
- According to Pew Research Center, our Millennials are the most college-educated generation in US history. Holding a college degree, or even an advanced degree, does not necessarily mean that all those young people possess the skills to succeed in the insurance industry. Don’t be surprised when you must invest in teaching skills you assume a Millennial would have learned in college, like critical thinking or how to use a spreadsheet.
- Millennials will be your biggest brand ambassadors. We need to encourage their responsible dialogue on social media, not discourage it or suppress it in the workplace. Almost one-quarter of Millennials factor their job choice on the hiring organization’s social media policies, according to the Forbes article.
- Millennials will assume supervisory and management positions much more quickly than did we Boomers. Therefore, it is critical that we hire for leadership attributes: integrity, communication skills, self-confidence, a sense of humor, creativity and critical-thinking skills, to list just a few.
If you are concerned about where the insurance industry will find its next generation of talent, take heart. The industry has begun to seriously address this problem. (We’re never first to the scene of a fire, are we?) Let’s keep talking, but more importantly, let’s begin to change the perceptions of our industry to attract and retain that next generation.