1 Fireman’s Fund Insurance Company Sales Curriculum Update Larry Hannon, Ted Thurgate and Ginger Lewis

2 Purpose We want to help drive performance by creating a sales training curriculum Focused on: The right things At the right level ReactiveAcademic

3 Performance Goal Setting and Performance Management Recognition and Reward What is done Linking Performance and Development

4 Performance Goal Setting and Performance Management Recognition and Reward Performance Competencies Knowledge Skill Attitude What is done Role Based Linking Performance and Development

5 Performance Development Goal Setting and Performance Management Recognition and Reward Development Planning Tools Training & Development Activities Employee Certification Succession Planning Hiring & Selection Tools Performance Competencies Knowledge Skill Attitude What is doneHow to do it better Role Based Linking Performance and Development We pay for performance. We invest in development.

6 Rapidly Building Your Sales Curriculum Competency Audit Step 1.a Content Audit Step 1.b Curriculum Design & Alignment Step 2 Step 3 Deliverables Role-Based Competency Behaviors for BDM I,II,III & EDE that Drive Improved Performance to Achieving Ambitious Goals Skill-based Development Planning Tools Aligned Hiring Standards Training Curriculum Aligned to Competencies Valued Certification Deliverables Role-Based Competency Behaviors for BDM I,II,III & EDE that Drive Improved Performance to Achieving Ambitious Goals Skill-based Development Planning Tools Aligned Hiring Standards Training Curriculum Aligned to Competencies Valued Certification Deployment Planning

7 Product Overview eLearning  Product Description and Differentiators  Customer needs addressed  Cross-sell Opportunities, and Solutions  Appetite, Coverages and Services  Competitive Overview  Tools and Information  Online Industry Reference  Pass Written Test Formulating Competitive Regional Strategies Sales Meeting Product Training WebEx Presentation and Q&A Train-the- Trainer & Facilitation Skills Workshops Frontline Underwriters Frontline Sales Personnel Claims and Loss Control Personnel Trainers Regional Execs & Management Enterprise Product Certification Approach Product Release Communication Portal Claims Servicing Team Meetings Claims Academy Loss Control Team Meetings On-The Job Performance and Coaching Performance Reviews Certification – Recorded in OLC Note: Approach Supported by Feedback and Lessons Learned from Industry Launches AwarenessKnowledgeSkillPerformanceRecognition

8 The levels of performance competency Category Competency Definition Behavior Role Specific Walk Through Example

9 Group Input Activity Each group review the examples Answer the following questions: Competency Title and Definition What do you like? What needs to be changed (added, removed, reworded)? Role-based behaviors (BDM1, BDM2, BDM 3 and EDE) What do you like? What needs to be changed (added, removed, reworded)? Report out

10 Prioritization Activity (Avoiding Competence Diffusion) Which of the performance competencies are the most important to focus on first. Consider current performance - green dots Which of the performance competencies are needed to drive performance 1-3 years from now? yellow dots Which of the listed competencies should we remove from the list?

11 Next Steps Complete steps 1, 2 and 3 Prepare the Sales Development Planning Tool / Survey Prepare the Sales Development Guide Anything else?