EF Summer 07.indd - National Association of Professional Allstate ...

Exclusivefocus
Summer 2007
An Official Publication of the National Association of Professional Allstate Agents, Inc.
IN THIS ISSUE
Goodbye Alstar... Hello Alliance
What’s Next in Tech for Allstate Agents
What’s Best for you... Payroll Service or PEO
The Future of Tech Support for Allstate Agents
All Star Speakers of the 2007 NAPAA Business Conference
Win A 2007 Ford Mustang at the
2007 NAPAA Business Conference!
A Magazine for Allstate Agency Owners and Allstate Personal Financial Representatives
A Magazine for Allstate Agency Owners and Allstate Personal Financial Representatives

Winter 2006 Exclusivefocus 3

president’s letter
We Can Always Do Better
BY DALE REVELS, NAPAA PRESIDENT
AAs business people, we understand that
the way we do business today may not be
the way we do business tomorrow. It is important
for us to look for new and better
ways to deliver the products we sell and
service. Most of us have developed internal
processes that help us run our businesses.
An internal process can be as simple as
how you want your staff to answer the
phone or as complicated as developing,
implementing and then administering a
procedure manual for your agency. What
I have learned is that these processes,
however well designed, don’t last forever
because of the ever changing business climate
surrounding us. Our processes can be
affected whenever Allstate makes changes,
whenever state insurance statutes change
or when employment laws change. In addition,
we need to constantly find new and
innovative ways to be more productive and
focused on the needs of our clients. That is
why it is important for each agency owner
to develop the habit of reviewing agency
processes at least once a year.
Since the majority of our business
lives are spent within the confines of our
Allstate agencies, our exposure to other
ideas or philosophies is limited. Instead
of operating your agency based solely
on your individual experiences or your
MDL’s recommendations, why not expand
your horizons by reaching out to
other knowledgeable sources
One of the most accessible resources
of information and new ideas are other
Allstate agents. There are a couple of
ways to approach other agents. If you
prefer anonymity, you can go to the
NAPAA Forum at www.napaausa.org
and post questions. Most likely, your
questions will elicit responses from several
agents. Another way to get started is
to pick up the phone and call some successful
agents in your market. Ask them
to join you for a cup of coffee. Start the
conversation with topics of mutual interest
such as staffing issues, or achieving
Expected Results. Some markets have
organized agent groups that meet weekly
or monthly to exchange ideas. It’s a winwin
because you’ll make new friends and
learn something you can use to improve
your business at the same time.
Reaching out beyond the world of Allstate
is another way to uncover fresh new
perspectives that can help both business
and personal growth. There are hundreds
of good books that can help you become
more organized, motivated and inspired.
Two of my favorite books are The Four
Agreements by Don Miguel Ruiz and
what’s inside
The Seven Habits of Highly Effective People
written by Steven Covey. In The Four
Agreements, the author proposes four
simple, yet powerful agreements for individuals
that, if adopted, can transform
our lives and, ultimately, how others perceive
us.
The Four Agreements are:
Be Impeccable With Your Word
Speak with integrity. Say only what
you mean. Avoid using the word to speak
against yourself or to gossip about others.
Use the power of your word in the direction
of truth and love.
Continued on page 6.
Letters to NAPAA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
2007 NAPAA Business Conference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
NAPAA Legislative Update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
TECHNOLOGY SPECIAL
Adios, Alstar... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Your Agency’s New Frontier . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Where Will You Get Office Technology Support in the Future . . . . . . . . . . . . . . 23
Employee Leasing (PEO) or Payroll Service
What’s the Best Option for You. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
How to Become More Likable . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Exclusive New Benefit for NAPAA Members
Top Quality Income Protection with a Permanent Discount . . . . . . . . . . . . . . . . . 30
Evaluating Allstate Lending Sources. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Ask The Business Coach
The Coach’s W.I.F.L.E. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
NAPAA Marketplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
4 Exclusivefocus Summer 2007

NEW
Group Health Insurance Option for
Allstate Agents
and Staff
• 3 Different
Deductible Plan Options
• National PPO Network
(PHCS)
• Available in all 48
Continental States
• Age Rated plans
• Available April 1, 2007
Find out how these new options
can benefit you and your staff!
Contact James King
@ J T Associates for rates
and plan design specifics
(630) 916-7087
Fax (630) 916-7216
jtkassoc@theallagents.com
Summer 2007 Exclusivefocus 5
Exclusive Plans Sponsored by one of Chicago’s premier employee benefits brokers and their trusted Health Plan partner.

Continued from page 4.
Don’t Take Anything Personally
Nothing others do is because of you.
What others say and do is a projection
of their own reality, their own dream.
When you are immune to the opinions
and actions of others, you won’t
be the victim of needless suffering.
Don’t Make Assumptions
Find the courage to ask questions and
to express what you really want. Communicate
with others as clearly as you
can to avoid misunderstandings, sadness
and drama. With just this one agreement,
you can completely transform your life.
Always Do Your Best
Your best is going to change from
moment to moment; it will be different
when you are healthy as opposed to sick.
Under any circumstance, simply do your
best, and you will avoid self-judgment,
self-abuse and regret.
In The Seven Habits of Highly Effective
People author Stephen Covey explains
how people can transform existing
habits into habits that will enrich their
personal lives and make them more effective
in business. Following are the
seven habits listed in Covey’s book:
• Be Pro-active - Don’t be
reactive, be pro-active.
Be responsible.
• Begin with the
End in Mind – Setting
long term objectives
based on personal principles.
• Put First Things
First – Prioritize goals
based on long term goals.
Delegate workload.
• Think Win /Win
– Look for ways to benefit all
parties involved.
• Seek First to Understand,
then be Understood
– Learn to thoroughly listen to others.
• Synergize – Working with others
in teams to achieve results that are greater
than the sum of individual results.
• Sharpen the Saw - Take time to enhance
your personal and business skills. Begin
a process of self-improvement by learning
a new skill, taking a course or plan to
attend the NAPAA business conference.
These eleven agreements and habits
are powerful tools that can help you in
both your business and personal lives.
I encourage each of you to grow your
agency by using any available resource
that can help you work smarter and more
efficiently. As agency owners we are in a
position to be a positive influence on our
customers, our staffs and our families.
Our 17th national conference is just
weeks away, but there’s still time to register.
Call NAPAA headquarters today
and get ready for the best conference
ever! And, if you’re a golfer, please join
me in our first annual golf tournament at
the conference. See you in Las Vegas!
Exclusivefocus
National Association of
Professional Allstate Agents, Inc.
P.O. Box 7666
Gulfport, MS 39506-7666
Phone Toll Free (877) 627-2248
Toll Free Fax (866) 627-2232
Web Site www.napaausa.org
Email HQ@napaausa.org
NAPAA
Jim Fish
Executive Editor
P.O. Box 7666
Gulfport, MS 39506
Phone (877) 269-3474 • Fax (866) 627-2232
Email: Exclusivefocus@napaausa.org
Exclusivefocus and DirectExpress are official
publications of NAPAA - The National Association
of Professional Allstate Agents, Inc. No part of this
publication may be reproduced without prior written
permission of the publisher. It is the policy of this
publication to reflect the professional thoughts and attitudes
of our members and to advance the professionalism
of the insurance industry to the ultimate benefit
of the insuring public.
The views expressed by NAPAA, or any of its
positions relative to its activities and those of its
members’ actions on behalf of this organization, are
expressly those of NAPAA, and do not reflect the views
or the opinions of Allstate Insurance Company, or any
of its affiliates.
Letters to the Editor: All letters must include an
address and a daytime and evening phone number. We
reserve the right to edit letters for clarity and space.
This issue of Exclusivefocus magazine may contain
articles of interest submitted to NAPAA by outside
authors. NAPAA is not responsible for the opinions, advice
or accuracy of any information provided therein.
NAPAA’s Mission Statement
NAPAA is dedicated to the success of Allstate
Exclusive Agency Owners and to advance
the independence and entrepreneurial spirit of
our members.
NAPAA’s Goals
Our goals are subject to alteration, influenced
by a constantly changing environment and the
needs and wishes of our members.
NAPAA encourages its members to actively
participate in the process of defining and refining
our Mission, Goals and Positions.
Our General Goals:
• To provide an organization specifically tailored
to benefit Allstate Exclusive Agents
• Monitor legislative and legal issues pertinent
to Agents and their clients
• Maintain an Action Fund to support issues
beneficial to agents and clients
• Provide reliable communications on all issues
that affect Agents and the ability to call upon
our members to act
• Provide Agents with a distinct voice on issues
that affect them, continually exploring options
and solutions
• Make tools and resources available for
members in an effort to increase agency value
and success.
For more informtion, please visit
www.napaausa.org
6 Exclusivefocus Summer 2007

www.NAPAAUSA.org
Summer 2007 Exclusivefocus 7

letters to NAPAA
Dear Editor,
I want to thank you for your instructive
and thought provoking series of articles
regarding new Allstate agents. I am also
a “new” agent, owning a startup Agency
in Oregon. Having spent two years in
the system, I now realize how little I
knew going into it. My particular gripe
is how the whole Series 6 and 63 license
requirement was glossed over. As anyone
who has taken those exams knows, the
process of studying and (hopefully) passing
is not to be taken lightly! If they want
my opinion, I’d suggest to Allstate that
its MDLs practice truth in advertising
throughout the recruitment process.
Dear Jim,
As you know, we have recently resurrected
our monthly “breakfast club”
meetings. Tomorrow we will have our
fourth meeting. I was wondering if there
were other groups around the country
that do similar monthly meetings. It
would be nice if we could coordinate a
few similar topics each month. I think
there is a lot of knowledge and information
we could share.
Editor’s Response:
There are several informal agent groups
around the country that meet for breakfast
or lunch. Some groups meet weekly and others
meet monthly. Because agents can learn
a lot from other agents, NAPAA encourages
agency owners to meet on a regular basis.
If your group would like to communicate
with other groups to share information or, if
you would like to learn more about how to set
up a “breakfast club” in your area, give me a
call at (877) 269-3474.
Jim Fish
Editor
Dear Jim,
I just finished reading the December
edition of Exclusivefocus. I was a previous
member of NAPAA and attended
one NAPAA convention in Las Vegas.
That is when I first met you. It was 1998
or 1999. I can’t recall for sure. I guess my
memory is getting soft.
I’m considering rejoining NAPAA
after a few years of disgust.
I’ve been an Allstate agent for many
years. I started my career as an R830
agent. I am a subscriber to the Runningclock
newsletter. I consider myself a successful
agent, even though I come from a
small town and my premium base is not
comparable to other agents with the same
tenure because the base rates in my territory
are considerably lower than other
areas. I love my clients, my work and my
office staff. I would love to continue to
work for a long time, but feel that the
time, effort and investment it will take
won’t be appreciated, especially in light
of how Allstate has treated agents like
you and I.
I’ve followed your career and your experiences
with Allstate. Quite frankly, after
all you’ve been through, I’m surprised
you’ve been able to maintain your contact
with NAPAA and Allstate agents. I was
so impressed with this issue of Exclusive
Focus that I have to ask you a couple personal
questions before I can reconsider
rejoining an organization that I thought
had become useless. How and why do you
maintain your contact with us How have
you kept such a positive attitude Please
allow me to apologize in advance if you do
not want to respond. I will appreciate any
comments you can offer.
Editor’s Response:
Thank you for writing.
Like you, I loved working with my clients
and staff. I also enjoyed the challenges
of running my agency. I took great pride
and satisfaction in knowing that I built the
largest agency in my state by doing it my
way, not Allstate’s way. Throughout most of
my career, I chose not to participate in most
of the company training programs such as
GAIN, Moments of Truth, ADP and BPS.
To me, these programs had little value primarily
because the trainers generally had no
front line experience in the field and the programs
were always ill conceived. The goals
of these programs, and others like them were
well intentioned, but they weren’t worth
it, especially when they involved reporting
measurements to managers. As a testament
of their success or lack thereof, these programs
and others like them disappeared long ago.
The mother of all of these projects was the
mandatory QES training.
My firm belief is that agents and people
in general, need to stand up for themselves
and decide what they will or won’t accept
in a job or in their private lives. The caveat
when it comes to a job is that you can
buck the system if you’re successful or moderately
successful, but, if you’re not, you better
fall in line and do what the man says.
Unfortunately, there are too many agents
who aren’t in group number one. It appears
that management is bent on controlling the
agency force, which is personally intolerable
to me.
I converted to EA in 1995 for several
reasons, but the top three were: to “double
dip”, since I had 20 years of service; to become
an independent contractor so that I
could run my agency “my way,” without
undue outside interference; and to be able
to market my business the way I saw fit. I
bought into Allstate’s assertion that it wanted
entrepreneurial, independent contractor
agents. I cherished the concept, but, as you
know, much of what they told us turned out
to be empty promises. The imposition of Expected
Results and mandatory office hours
was, in my mind, contrary to the spirit of
the R3001 Agreement.
I guess the short answer is that I truly
care about Allstate agents. I care about their
success. I want to help teach them how to
think and act more like independent contractors.
I want agents to be able to stand
up and say “no” when they are confronted
by manipulative managers. I want retiring
8 Exclusivefocus Summer 2007

agents to look back at their careers and say “I
am proud of what I accomplished in my life”.
What I don’t want to happen is for them to
regret their choices in life.
Just about every Allstate agent I’ve ever
met has been a good human being. Okay,
some don’t write a lot of business, but let’s
take a look at their retention and customer
satisfaction, not just production. If they do a
great job in these areas, how does their lack of
production affect Allstate After all, the company
always has the option of adding another
agent down the street, right I want to help
agents write more business. I want them to
develop self esteem so, they too, can leave this
business feeling good about themselves.
NAPAA is my cause. It is the cause to
which I am dedicated. I hope you’ll decide to
join us again. We won’t let you down.
Thanks again for writing.
Jim Fish
Editor
EDITOR’S UPDATE: After receiving
my email response, the letter’s author joined
NAPAA again.
It is NAPAA’s editorial policy to publish
letters that, in our discretion, are of
Advertising index
interest to our readers. NAPAA reserves
the right to edit any material submitted
for offensive or inappropriate language,
length, tone, grammar, structure and civility.
Letters we publish represent the
opinions of the author only and do not
necessarily reflect the support, endorsement
or opinions of NAPAA.
ACNS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24
Action International. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Back Cover
Allstate Bank . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15
Amanda Mak . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37
Applied Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29
Capital Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
CIA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Inside Back Cover
Echx . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
Majestic Settlement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17
Oakstreet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
Paychex . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Back Cover
PPC. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
Smart Choice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Inside Front Cover
The Woodlands Financial Group . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21
WFS, Inc (Westbrook) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
PROFESSIONAL PRACTICE CAPITAL
Financing your professional future
Summer 2007 Exclusivefocus 9

LAS VEGAS
You’re
Invited…
To The
NAPAA
Business
Conference
June 27th - 29th, 2007
All Allstate Agents,
Exclusive Financial Specialists,
Staff and Spouses
are Welcome
THE SCHEDULE
Tuesday, June 26
• Arrival
Wednesday, June 27
5:15 – 5:30 am
• Departures for Stallion Mountain Golf Course
6:04 – 6:28 am
• NAPAA Scramble Golf Tournament Tee Off
12:00-1:30 pm
• Lunch and Conference Registration
(Golfers will have box lunches provided on the
course courtesy of E-chx Payroll Solutions)
1:30 – 4:00 pm
• Welcome
• Sponsors and Vendors Showcase
• Golf Prizes and Door Prizes for non-golfers!
(Must be present to collect prizes)
5:30 – 7:30 pm
• Welcome Reception sponsored by
Capital Resources, LLC
Thursday, June 28
7:15 – 8:30 am
• Breakfast
8:30 am – 4:30 pm
• 17th Annual NAPAA Conference
and Business Meeting
• Guest Speakers
• Lunch Included
Friday, June 29
8:00 am – 12:00 pm
• Open meeting – NAPAA Board of Birectors
You won’t be disappointed with our conference
line up of speakers this year. Featured speakers
will help you enhance your agency operations
from A to Z. Speakers and topics will be posted
on www.NAPAAUSA.org in the near future. Come
to the Conference. Enjoy the golf, the gaming and
the camaraderie.
Proudly Sponsored by
&
10 Exclusivefocus Summer 2007

2007 NAPAA Business Conference
Hotel
Tuscany All Suites
Hotel and Casino
The Tuscany is located at 255 E. Flamingo
Road, just two short blocks from
the strip. Situated on 27 acres of plush
landscape, the Tuscany offers an intimate,
boutique style atmosphere, smaller
and more intimate than the usual Vegas
venue. The Tuscany also offers a casino,
restaurants, and bars onsite. Visit www.
tuscanylasvegas.com for a sneak preview
of this year’s conference destination.
We’ve arranged for a limited number
of rooms at the following Special NAPAA
Group Rate:
Tuesday-Thursday $69 + tax
Friday-Saturday $139 + tax
• Reservations should be made with
the Tuscany at 877-887-2261. Ask for
group code NAPAA Meeting.
• A deposit of one night room plus tax
will be charged to your credit card at
the time of reservation.
• Cancellations must be made at least
48 hours prior to arrival date for full
refund.
• Rooms are limited, First call First serve
- Special room rate offer expires May
26, 2007
• Remember, registration fee, travel,
lodging and meals are tax deductible
as an ordinary business expense.
Golf
Conference attendees are invited to
our first ever Scramble Format Golf Tournament
at the fabled Stallion Mountain
Golf Course! Stallion Mountain is rated
as one of the top courses in Las Vegas.
Green fee is $89, and includes range,
cart, clubs, and full event coordination,
plus goodie bags for everyone. Box lunch
and refreshments will be provided by E-chx
Payroll Solutions. Round-trip transportation
will be available for $20. Spouse or
guest welcome to play golf too!
Just Look at the Prizes!
• $500 – First Place Team Foursome
• $250 – Second Place Team Foursome
• $100 – Third Place Team Foursome
• $50 – Pro Shop Gift Certificates for
Long Drive Contest on the Front Nine
• $50 – Pro Shop Gift Certificates for
Long Drive Contest on the Back Nine
• $50 – Pro Shop Gift for Closest to the
Pin on Front Nine
• $50 – Pro Shop Gift for Closest to the
Pin on Back Nine
Cash Prizes for our tournament are
sponsored by All Clear Network Services,
offering innovative and effective
Technology solutions for Allstate Agents.
Attention Golfers…
You could win a
2007 Ford Mustang!
But, that’s not all… Hole-in-one
Prizes on 4 holes include:
LAS
VEGAS
&
• 2007 Ford Mustang - The All-New Ford
Mustang. The Look that Says...”Drive
Me.”
• Dorado Beach Resort & Club Vacation
Package - Four Days & Three Nights
for two at Dorado Beach Resort & Club,
Dorado, Puerto Rico. Includes two
rounds of golf each day on one of the
four unforgettable courses. www.doradobeachclubs.com
• Cleveland Golf Equipment Package
Three Cleveland Woods, Full Set of
Cleveland Irons 3-PW, and a Cleveland
Golf Bag. www.clevelandgolf.com
• Marriott Starr Pass Resort Vacation
Package - Four Days & Three Nights
for two at The Marriott Starr Pass Resort
in Tucson, Arizona. Includes Four
Rounds of Golf with Cart, Breakfast
for Two Daily, and a Dozen Titleist Golf
Balls. www.starrpassresort.com
Proudly Sponsored by
Summer 2007 Exclusivefocus 11

2007 NAPAA Business Conference
Featured Speakers for the
17th Annual Conference of the National Association
of Professional Allstate Agents
Andrew J.
Sherman, Esq.
Andrew Sherman
is a Partner in the
Washington, D.C.
office of Dickstein
Shapiro LLP. Mr.
Sherman is an internationally recognized
authority on the legal and
strategic issues affecting business
growth, and intellectual property leveraging
strategies.
Mr. Sherman is the author of 17
books and has written more than 300
articles that have been published by
numerous magazines and journals
such as Inc., Success Magazine,
Chicago Tribune, Business Age, Nations
Business and many more. He
is regularly interviewed and has been
quoted as an authority in his area by
The Wall Street Journal, USA Today,
The New York Times, The Washington
Post, and dozens of additional
publications. He has also been interviewed
on national and regional
radio programs including NPR’s Talk
of the Nation, and CBS News Radio.
He has appeared as guest and commentator
on all of the major television
networks, as well.
Mr. Sherman is a frequent national
and international lecturer at business
conferences, where he has
LAS
VEGAS
delivered speeches and conducted
seminars on entrepreneurship, capital
formation, mergers and acquisitions,
the protection and leveraging
of intellectual property and business
planning. He is the founder of Grow
Fast Grow Right, an education and
training company. NAPAA has arranged
to include the cost of this exciting
session in the registration fee
of this year’s conference.
Sandy Praeger
Kansas
Insurance
Commissioner
Commissioner Sandy
Praeger, a Republican,
was elected as
Kansas’ Commissioner of Insurance
on November 2, 2002 and was reelected
on November 7, 2006. Commissioner
Praeger serves as President-Elect
of the National Association
of Insurance Commissioners (NAIC).
An active member in NAIC, Praeger is
also a member of the EX-1 Subcommittee
for Internal Administration,
the Health Insurance and Managed
Care Committee and the Life Insurance
and Annuities Committee. She
previously served as vice chair for the
NAIC Midwestern Zone.
In addition, she was elected previously
to the Kansas Senate in 1992,
1996 and 2000, and also served one
term in the Kansas House of Representatives.
Prior to serving in the
state legislature, she was Mayor of
Lawrence, Kansas (1986-87) and
served on the Lawrence City Commission
from 1985-89.
AARP and the Kansas Wildlife
Federation have recognized Commissioner
Praeger as their “legislator
of the year” for her work on issues
important to their organizations.
Her community involvement includes
the United Way of Douglas
County Board of Directors, and she
is a founding member of three local
boards: Health Care Access (a clinic
for the medically indigent), the Haskell
Indian Nations University Foundation,
and C.A.S.A. (Court Appointed Special
Advocates), an organization dedicated
to helping children who come under
the jurisdiction of the court.
Commissioner Praeger has been a
speaker before numerous national organizations
including: the American Association
of Health Plans; the National
Conference of State Legislatures; The
Forum for State Health Policy Leadership;
the National Association of Chain
Drug Stores; the American Academy
of Pediatrics; Women in Government;
and the National Association of Health
Data Organizations.
Commissioner Praeger is a graduate
of the University of Kansas.
Dirk Beamer
NAPAA
Attorney
Dirk Beamer, a principal
with the Detroit
area law firm
of Wright, Penning
& Beamer, advises business owners
and management on business litigation
and employment practices. He
belongs to the Business Law Section,
the Litigation Section, and the Labor
and Employment Section of the State
Bar of Michigan.
Mr. Beamer has litigated in state
and federal courts across the country.
In the past year, he has successfully
defended employers in multiple
employment discrimination suits.
Additionally, he recently reached a
favorable settlement in a million dollar
lawsuit between a tier one automotive
supplier and its vendor.
Mr. Beamer has served as General
Counsel for NAPAA since 2000 and
has represented numerous Allstate
agents with a variety of legal needs.
Learn more about Wright Penning &
Beamer at www.wrightpenning.com.
12 Exclusivefocus Summer 2007

2007 NAPAA Business Conference
Rich Bernstein
ActionCOACH
Group (TWFG) and is committed to
leading his company to the top. Being
a front-runner in the insurance
three years with New York Life as a
sales representative.
Jason’s presentation at the NAPAA
Rich Bernstein industry; TWFG is growing up, and conference will focus on how agency
joined ActionCOACH
in 2003 as a support
out. Since 2000, TWFG has opened
over eighty-five branch locations in owners can make the most out of
the agent/EFS relationship. He will
manager for new five states with plans to expand even share tips, strategies and techniques
coaches and master
licensees throughout the United
States. In his current position as International
Sales Manager, Mr. Bernstein
is responsible for recruiting, training
and consulting new coaches in 23
countries on four continents. Prior to
joining ActionCOACH, he was CEO
and president of the National Distributing
Group, a candy and chewing
more. TWFG was also recognized as
one of Insurance Journal’s 2006 Top
100 Privately Held Property & Casualty
Agencies in 2006.
Gordy has always been a leader.
After being a federal officer in the
United States Coast Guard, Gordy
began to form a life motto which
includes the branch’s motto: Semper
Paratus – “Always Ready” and
that have made him one of the most
successful Exclusive Financial Specialists
in the country.
Arthur D. Kraus,
CLU, ChFC
Arthur Kraus entered
the financial
gum distributor. Subsequently, he became
his personal motto: Semper Primus
services business
Senior Vice President of Sales
and Marketing for Gumm Tech International,
a Phoenix-based publicly
traded chewing gum manufacturer
that was eventually sold to the William
Wrigley Company.
– “Always First”. A strong believer
in leading by example, he developed
his “leadership list” he and his employees
follow. The list includes:
Honesty, Responsibility, Accessibility,
Adaptability, Accountability, Creativity,
in 1960 with Pacific
Mutual Life Insurance
Company. In
1969, he was elected President of
Pacific Consulting Corporation, a subsidiary
of Pacific Mutual. PCC was an
His background in business
Vision, Wisdom, Maturity, early foray into the emerging financial
makes Mr. Bernstein uniquely Reputation, Courage, Commitment, planning industry. He resigned his
qualified to help business owners
learn important strategies that can
help them succeed. These strategies
Calculated Risk, Mission, Foresight,
Integrity, Loyalty, Recognition and
Rewards.
PCC affiliation a year later to become
a co-founder of the AFP Group.
AFP grew to be among the largest
include marketing ideas, sales
independent financial planning com-
processes, financial models, time
LAS
panies in the United States. In 1998
management techniques and team
Jason Hughs the industry asked him to become
building for businesses professionals.
As International Sales Manager
Jason Hughs began Insurance and Financial Advisors
CEO of the National Association of
for ActionCOACH, he educates new
his Allstate career in (NAIFA), the country’s largest financial
services association. Following
coaches on these success models
2003 as a Personal
so that, they too, can help their clients
achieve success.
tative. His office is lo-
he returned to Los Angeles to retire,
Financial Represen-
his four years in Washington, DC,
Mr. Bernstein intends to show
cated in Yukon, Oklahoma,
at which he failed miserably. A year
our conference attendees, how to
transform their agencies into a more just west of Oklahoma City.
During his tenure with Allstate, Jason
later, in 2003, he co-founded Capital
Intelligence Associates with his son,
has distinguished himself by at-
Mitchell Kraus. CIA is a full-service
profitable business with a strong
VEGAS
foundation.
taining the coveted Exclusive Financial wealth planning firm based in Los
Specialist Rookie of the Year award Angeles, CA.
in 2003 and the Exclusive Financial He is the recipient of numerous
Gordy Bunch Specialist of the Year award in 2004 industry awards and honors and still
and 2005. In addition, he has been a spends a great deal of his time working
on industry issues in Washington.
Gordy Bunch is member of the Million Dollar Roundtable
since 2003 and a member of the He is married to Rini, has four sons,
founder, president
and CEO of The Court of the Table since 2005. Prior to two daughters-in-law, and three
Woodlands Financial joining Allstate, he spent more than grandchildren.
Summer 2007 Exclusivefocus 13

Registration Form
2007 NAPAA Business Conference
Tuscany All Suites Hotel, Las Vegas - June 27 – 29
Name: _______________________________________________________________________________________________
First M.I. Last
Address: ________________________________________ City: _____________________ State: ___ Zip: ______________
Daytime Phone: ___________________________ Cell: __________________________ Fax: __________________________
E-mail: ______________________________________________________________________________________________
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Additional Attendee Name(s): ______________________________________________________________________________
❑ Sign me up for Golf! (Spouses or guests welcome)
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Handicap Player #1 _________ Handicap Guest/Spouse _________ Handicap Guest #2 _________
Attendees Price x Qty = Extended Price
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Method of Payment:
To register online, go to www.napaausa.org and click EVENTS
❑ Check enclosed for the total amount due: $_____________
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LAS
VEGAS
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Authorization Signature: _______________________________________________ Security Code________________________
Fax Registration Form to: (866) 627-2232 or Mail to: NAPAA – P O Box 7666, Gulfport, MS 39506
Questions Call toll free: (877) 627-2248
• Hotel Reservations: Call the Tuscany at (877) 887-2261 - the reservation group code is: NAPAA Meeting
• Deposit required equal to one night’s room plus tax, paid at time of reservation. Balance of room charge paid at check out.
• Don’t delay! Reservations are on a first-call, first-serve basis. Special Room Rate $69 - Deadline May 26, 2007
CANCELLATION POLICY: Cancellations must be made 48 hours in advance for full refund. Any cancellation made less than 48 hours will
forfeit the reservation deposit. Room rate for group is $69.00 for June 26– 28. Stay and play for $139 Friday and Saturday.
14 Exclusivefocus Summer 2007

GROWING YOUR AGENCY IS
YOUR BUSINESS. HELPING
YOU GROW IT IS OURS.
Allstate Bank now offers financing to purchase
books of business, refinance existing loans, or
obtain additional funds to help you grow your
agency 1
• Competitive rates and fees
• A quick and easy application process
• Loans from $100,000 to $2,000,000
• 5, 7 and 10-year terms with fixed and
variable 2 rate options
Who understands your Allstate agency better than
Allstate Bank For more details, check out the
Allstate Bank Lending Program web page on
Agency Gateway (Products>Financial
Services>Allstate Bank). Or e-mail
AllstateBankAgentLoans@allstate.com and get a
response within one business day.Then relax and
put your business in our Good Hands ® .
1
Only R3001 agencies are eligible
2
Prime rate based
Summer 2007 Exclusivefocus 15

TThis spring, representatives of your
association have been working hard on
two fronts to influence legislators in two
states to create awareness of the special
issues facing Allstate agents.
In Texas, NAPAA took the lead in
organizing other captive agent associations
in support of HB1047, a bill that
would amend the current state law governing
agent terminations. Ray Gonzalez,
NAPAA’s Legislative Liaison in
Texas, appealed to the National Association
of State Farm Agents and the United
Farmers Agents Association to join
us in hiring Texas Stakeholders to lobby
for passage of this important legislation.
Once on board, each association began
educating Texas agents about the merits
of the bill.
While HB1047 is a minor change
in the wording of the current law, it has
significant implications for captive agents
and the companies they represent. If enacted
into law, HB1047 would extend the
termination protections that independent
agents now enjoy by including captive
agents under the law. As this article is
being written, HB1047 is being held up
in committee. Our sources tell us that it
is being held up by the Insurance Committee
Chair, John Smithee. His district
includes the southern half of Amarillo, a
city with an approximate population of
183,000. The rest of his district is mostly
rural and sparsely populated. It seems odd
to us that a representative from the Texas
Panhandle would keep this legislation
from moving out of committee. Editor
note: Representative Smithee can be reached
at (806) 372-3327 or (512) 463-0702.
With HB1047 NAPAA is simply seeking
parity with independent agents. We
believe that all agents, captive or otherwise,
should be treated equally in the eyes of the
law. Any other treatment is discriminatory.
We hope you agree with our stand.
Things are hopping in Florida, as well.
NAPAA held its third annual Legislative
from the capitol
NAPAA Legislative Update
Fly-In at the state capital in Tallahassee
March 20-22. NAPAA President Dale
Revels and agency owners from around
the state had an opportunity to meet key
legislators to discuss issues that directly
impact our industry, our clients and our
agencies.
We have been fortunate in Florida because
agents there have been generous in
their contributions to the NAPAA Action
NAPAA President Dale Revels (L) and member Steven Marcus (R) meet with
Florida’s Chief Financial Officer, Alex Sink in Tallahassee.
NAPAA President Dale Revels chats with NAPAA lobbyist, Keri Rayborn, on
the steps of the state capitol in Tallahassee.
16 Exclusivefocus Summer 2007

Fund which provides funding for legislative
initiatives and lobbying. Consequently,
Allstate agents in Florida have had a voice
in Tallahassee for the past three years.
This year, with the help of NAPAA
lobbyist Keri Rayborn, we were able to
meet with several influential policy makers.
We briefed them on issues of concern
for agency owners in Florida and asked
for their support going forward.
In Florida’s property market, Allstate
has all but turned off the spigot. Since
Hurricane Andrew in 1992, Allstate has
been determined to reduce its exposure
in Florida. But it was the lessons learned
from the 1995 hurricane season that
sealed the fate of the property market
in Florida. For all practical purposes,
Allstate has stopped writing property
policies and has non-renewed thousands
more. But, to its credit, Allstate did not
leave agents high and dry; it had already
started weaning agents by allowing them
to broker property business with other
company approved carriers. Without this
alternative, agency owners would have a
difficult time staying in business.
Today, the largest carrier in Florida is
also the insurer of last resort, state run
Citizen’s Insurance. There has been a lot
of legislative wrangling concerning the
affordability of Citizens policies. Recently
there has been talk of changing commissions
for Citizen’s policies, even, perhaps,
with a flat fee. Naturally, NAPAA
opposes any change that would adversely
impact agent income. A uniform mitigation
credit for storm proofing homes
in Florida is also a big issue. NAPAA
supports uniform Credits because it will
help customers save premium dollars and
help prevent future hurricane losses.
During this year’s Legislative Fly-In,
we met face to face with Senator Posy,
Chairman of the Senate Banking and Insurance
Committee. He was receptive and
listened to our concerns. We also offered
him ideas and suggestions on how to best
work on mitigation issues. We also met
with Senator Posy’s counterpart in the
House, Representative Ron Reagan, who
chairs the House Banking and Insurance
Committee. Representative Reagan was
equally receptive and our discussions covered
many pertinent issues.
The best part of our trip, however, was
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• Total flexibility in design of payment streams
to finally meet Florida’s Chief Financial
Officer, Ms. Alex Sink. She seemed genuinely
happy to see us and was sympathetic
to the many unique issues that face
Allstate agency owners.
One of our long term goals is to expand
our legislative efforts to other states where
opportunities exist for us to make positive
changes for Allstate agents. NAPAA is the
vehicle that can help you get started in your
state. Achieving legislative success in your
state depends on three key ingredients:
• Motivated individuals in your state
that have a strong desire to bring about
change. Further, these individuals should
commit to work on the project from beginning
to end.
• Ample NAPAA members in your
state. If NAPAA only represents a handful
of agents in your state, lawmakers
won’t take the legislation seriously.
• Sufficient Action Fund donations.
This will help NAPAA fund a lobbyist
in your state.
Remember, inaction doesn’t accomplish
anything. If you and other agents in
your state want greater protections from
arbitrary or capricious termination practices,
or if you want your voices heard
on other issues, you need to get involved
legislatively. NAPAA can help, but you’ll
need to help yourselves first.
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Summer 2007 Exclusivefocus 17

feature
Adios, Alstar…
After a twenty year run, the system
that has processed millions, perhaps billions
of customer transactions is going the
way of the dinosaur. Alstar, the workhorse
of Allstate agencies, will be completely replaced
by an exciting new Web-based system
called Alliance. By the time you read
this, most Allstate agents will have been
introduced to Alliance.
Alliance was designed to help agents
and, perhaps CIC personnel, reduce
processing time and increase productivity
by incorporating several functions in
a single application. As we all know, this
multitasking capability is not possible
using the Alstar system. With Alstar,
each task is basically a separate function,
each of which uses up valuable time. Alliance
integrates these tasks into a single
application, so agents and staff can move
smoothly from quote to application.
For this article, we asked a few
NAPAA members who currently use Alliance
to provide us some feedback. With
one lone exception, all of the agents we
spoke with were upbeat about the new
system. The lone detractor, a freshly
minted independent agent who recently
sold his Allstate book, notes that Allstate’s
technology still lags the intuitive
web based technologies of other carriers.
Having used Alliance and the systems of
other companies, he describes the other
systems as more user friendly.
For agents who just got or are about
to get Alliance, we wanted to give you a
glimpse of what experienced users have to
say about the system. One of the agents
we asked for input has used Alliance for
more than a year. The other agents we
spoke with have less experience, but were
able to add some additional information.
Our goal is to give our readers a fair and
balanced assessment of the new system.
And, since the reviews are overwhelmingly
positive, we’ll begin with the positive
features and advantages of Alliance.
One of our reviewers summed up the
capabilities of the Alliance system as being
“endless”. For Allstate agents, that
should be good news. Alliance is very
straight forward. Point and click menus
and drop down boxes make navigation
much easier than the old Alstar platform.
In addition to new features that allow
you to save quotes and then email or fax
them instantaneously from the system,
agents will now have the ability to create
PDF files. Imagine a paperless office
devoid of filing cabinets and the ability
to scan and retrieve customer files from
your home, office or other location. Indeed,
it is a changing world for Allstate
agencies as we move further along into
the 21st century.
The biggest single advantage of Alliance
is time savings. Once agents learn to
navigate the new system and have a high
powered computer, it should be possible
to cut the time it now takes to write a
policy on Alstar by fifty percent. Instead
of plodding through each screen when
preparing a quote, application or PQB,
the new system features a single screen
that consolidates these functions. The
single screen application provides everything
needed to complete the application
including customer information, auto or
property descriptions and the components
necessary to run the PQB. Think
of Alliance as an “all in one” system.
In short, the Alliance system takes
most of the busy work out of the new
business process. With the right hardware,
the quoting process is quick and
accurate. Even the printed quotes have
been improved. It is apparent that the
system’s designers intended to enhance
the quality of the customer experience.
The new printed quotes generated by
Alliance are a “great leap forward” compared
to those printed using Alstar. The
print font has been updated and the
proposals look much more professional,
especially on glossy paper stock. In our
business, people expect professionalism.
The tools you use in your business can
help you project a professional image.
With Alliance, you can now hand your
prospect a great looking proposal that is
[ ]
The biggest single
advantage of Alliance
is time savings.
second to none in the insurance industry.
And, most importantly, first impressions
are lasting. Your prospects will remember
your presentation, your appearance, your
attitude, your office environment, the
knowledge you impart and the professional
look of the proposal you prepared
for them. If you meet their expectations
in each of these areas, chances are they
will be back. In other words, Alliance
does its job to help you look professional;
the rest is up to you.
In spite of its abundant accolades, Alliance
does have its share of problems.
The biggest concern is the speed of the
system, especially for users who have
older, less powerful computers. Bandwidth
also appears to affect the speed of
18 Exclusivefocus Summer 2007

Alliance. If you were the only agent in
your region using Alliance, your system
would move at warp speed. However, as
more users logon, the slower the system
becomes. System overload can seriously
impede an agency’s productivity and
frustrate agency owners and staff alike.
Fortunately, most observers are hopeful
that system speed will improve as
agents transition from company owned
computers to agent owned computers.
As most agents know, Allstate is about
to shift costs for computers, printers,
telephone systems, Internet connectivity
and toner to the agency force in the near
future. As agency owners replace their
Allstate computers, they should opt for
more powerful models and high speed
Internet connectivity. Agents using newer,
more powerful systems appear to have
fewer complaints about the speed of Alliance.
So, in the end, the speed problem
should resolve itself for most users.
Another issue for some agents is quote
privacy. In the Alliance environment,
when you save a quote, it is immediately
uploaded into IMPACT, which then displays
your quote for the entire Allstate
world to see. Ethical concerns abound
on this issue. While this process doesn’t
worry some agents, others feel that the
business they conduct in their agencies
should be considered privileged information.
Clearly, Allstate has a right to access
this information, but is it ethical for
them to share prospect information with
competing agencies Agencies spend
thousands of dollars of their own money
to develop prospects. Once a quote is
uploaded to IMPACT, it is up for grabs.
Say, for example, that your prospect calls
another agency because your telephone
line is busy. Do you think the other agent
will put your agent number on the policy
Fact is, other Allstate agents, or the
CIC, could solicit and write business on
the prospects you brought to the table.
Somehow, this seems patently unfair.
Allstate could, as a gesture of good faith,
offer concerned agents a way to put a
lock on their quotes. This solution would
give concerned agents peace of mind and
a way to protect their privacy.
Other major problematic issues with
Alliance include the learning curve, the
inability to sell and service all lines of
business and system problems. Becoming
a proficient user of this system will
require patience, perseverance and a
willingness to learn, which could be a
problem for agents resistant to change
or for seasoned agents who are about to
sell their books. Most likely, your staff
will not embrace this change immediately
either. For certain, it will be frustrating
for some agents and staff, just as
Alstar was when it was rolled out in the
late 1980s. Our best advice is to take the
time to learn it because it will soon be
the only game in town. And, based on
feedback from experienced users, once
you learn the system you and your staff
will love it.
At this time Alliance does not support
all lines of insurance. Only auto, home,
renters and condo policies can be quoted
and processed. Minor lines, such as
landlord and motorcycle policies, will be
added in time, probably sooner than later.
It would make sense for Allstate to introduce
additional lines as soon as possible in
order for them to fully jettison Alstar.
Like any new system or product, Alliance
has its share of bugs and glitches.
Experienced users report that patches and
“work arounds” occur frequently. These
fixes can disrupt the flow of the quoting
and new business process and may
stretch the limits of your patience. Try to
keep in mind that the goal of Alliance
is not to frustrate you. Solving technical
problems are part of an ongoing process
to refine and improve the system. Over
time, the bugs and glitches will mostly
be worked out.
While there are other minor problems
with the Alliance system and more
on the way, they are really insignificant
when you look at the big picture. In the
end, Alliance will be the greatest tool
Allstate agents have ever had. Once fully
operational, Alliance will revolutionize
the way agency owners do business in
the 21st century. So long, Alstar…may
you rest in peace.
The NAPAA Forum…
Where Agency Owners Meet Online
Are you asking questions, but not getting straight answers
Are you having problems, but can’t seem to find solutions
•
Does your MDL avoid your questions or is he unable to help you
If so, our experienced Forum participants can probably assist you.
To join the Forum, go to www.napaausa.org and sign up today!
Non-members...
Join the NAPAA Forum for just $49.99 per year!
Summer 2007 Exclusivefocus 19

technology
Your Agency’s New Frontier
BY PAUL HURST AND DOUG MENDOZA, GCI MEDIA, INC.
N
New technology always produces
the same progression: denial, avoidance,
“OK. I’ll try it,” confusion, gradual mastery
and, finally, “How did I ever live
without it” Think of the early days of
the Internet. Do you remember wondering
“How do I get on, how do I get
around, what can I do with it and isn’t
there a better way than AOL”
Now that the world has become integrated,
we are able to access nearly any
piece of information we need on the Internet.
The Internet has also brought a
worldwide marketplace to our fingertips.
With a click of a mouse, we can buy nearly
anything we desire. This incredible online
universe, however, comes with its own
special set of problems. Think viruses,
spyware and spam-spam–spam. In spite
of these concerns, don’t you ask yourselves
“How did I ever live without it”
Believe it or not, the same kind of
experience is about to happen to you all
over again. With the pending shift to
agent-owned technology and the gradual
conversion to Alliance, Allstate’s new
web-based system, agency owners are
about to experience the major discomfort
that accompanies change. This article is
designed to ease your transition by giving
you the basics of the hardware and software
you’ll need as you switch to agentowned
equipment.
The Network
The first decision you have to make is
the type and configuration of your office
computer network, which is essential if
you want your computers to communicate
and share data.
This is not a decision to be made by
mere mortals: this calls for finding your
own, personal “computer guy.” You’ll need
him for the development and maintenance
of your system. Choose well, because he
will be an invaluable asset to your agency.
It’s important for agents to understand
that the wrong choice can become very
expensive. So look around, get recommendations
and cross your fingers.
The heart of the system is the server.
The size and speed, or “robustness,” depends
on the size of your staff, or number
of users in your office. For most agencies,
we recommend a CPU speed of at least
2 GHz (gigahertz), a 7200 RPM disk
drive, a 250 GB (gigabyte) hard drive
and one gigabyte of RAM (memory) or
more. Your choice of operating systems,
Windows XP or Windows Server 2003,
will also depend on the size of your office.
Avoid Windows Vista for business
usage – if the unit comes with Vista, reload
it with Windows XP.
We also recommend that you stick
to major brands like HP or Lenovo to
ensure continuation and dependability of
server support. You should be able to buy
this beast, possibly with a monitor, for
well under $1,000
Computers
Choosing computers for your office
should be both an individual choice and
a decision about where the future of the
insurance industry is headed. The basic
option is between desktop and laptop/
notebook PCs. For simplicity’s sake,
we’ll leave out Apple’s Mac - its business
applications don’t match the PC’s.
In the past, laptops were heavy, clunky
and had limited battery power, but all
that’s changed; today’s models are slim,
lightweight and brawny. Costs have become
competitive with desktops, as well,
with prices starting around $400. External
mouse, keyboard and monitor are ex-
20 Exclusivefocus Summer 2007

tra. Check any major retailer for the best
prices and the best rebates. Don’t forget to
compare with prices online; just search a
major shopping engine like Bizrate.com.
A desktop still tends to be less expensive,
and is generally easier to operate.
They are generally sold as part of
a “package deal”, so a keyboard, mouse
and monitor are often included. Desktops,
however, chain you to your desk. In
contrast, a laptop allows you to operate
in a virtual office, taking your agency
anywhere you go – though it carries the
danger of being stolen or lost. Wireless
connectivity to the Internet is available
in more and more places – not just
Starbucks. The perfect choice would
be to have both: use a desktop at work
and a laptop for home and travel. You
can still use your office network by logging
on externally with such services as
LogMeOn.com and GoToMyPC.com.
It’s a beautiful thing: spend the day at
home in your underwear and write five
new apps!
Monitors
The greatest advance in monitors has
been the development of the LCD (liquid
crystal displays). The eye fatigue you
may currently experience from staring
at your Alstar screen for hours is hardly
noticeable with LCD screens. And, you
can reclaim the back half of your desk
with the slimline designs of the new
flat screens. Your only decision is size.
If you buy right, a 19’’ monitor can be
purchased for around $200. Again, look
at the specials and rebates at Office Max,
Office Depot and Staples. Compare online
before you buy; we discovered a new
Viewsonic for under $200.
Printers
There’s a bewildering array of choices
in printers. Pick from inkjet, laser, color
laser or choose a multifunction device that
combines printer, scanner and fax functions
in a single machine. The last option
would best for a small office, or would
work as an addition to a home office.
Inkjet printers are the least expensive
to buy, and produce rich color and photolike
quality, but they are incredibly costly
in the long run because of the rapid exhaustion
of each cartridge, particularly in
a busy office. These printers are cheap to
buy, but that’s because the manufacturers
want to “hook” you on buying replacement
cartridges – their real profit center.
Don’t fall prey to all the online ads for
remanufactured inkjet cartridges: they
frequently leak, and they have barely half
the life of a new cartridge.
Laser printers have become much
more competitive in cost, with some
brands dropping their prices for a quality
machine to the $100 range. Even
color lasers are affordable, though the
cost of supplies for color copies can be
intimidating. One secret to pricing the
true costs of a laser printer is finding a
reliable cartridge refurbisher, which can
offer a 50% savings. When choosing a
laser printer, our advice is to stick with
the major brand names.
General Agency
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Summer 2007 Exclusivefocus 21

Security
The importance of security cannot be
overemphasized. Data can be lost in scores
of ways, and corrupted in even more. Viruses
and spyware can do everything from
pestering you incessantly with pop-ups to
corrupting all the data on your hard drive.
Identity theft also has received a great deal
of justified notoriety lately.
Do NOT . . . repeat . . . do not
scrimp on a security suite. Free versions
of antivirus software never come with
the critical feature of automatic updates,
and your protection is only as good as the
latest update. Take a free trial of several
security suites (Norton, Trend Micro,
AVG, for example) to see which runs
without compromising your computer’s
efficiency – and some definitely will. For
Spyware, try AdAware SE Plus or Webroots’
Spy Sweeper.
The best security advice imaginable is
free: don’t open suspicious attachments.
Backup systems
Despite everything you can do to protect
your system . . . antivirus, spyware,
firewall, common sense caution . . . something
will slip through and harm you. The
ultimate defense is to backup your data on
a daily basis. You can choose from among
hundreds of utility programs utilizing CD-
ROM drives, external hard drives (recommended)
and tape drives. The same “computer
guy” who designs your network is the
person to rely on for this crucial system.
Connectivity
Your choices are dial-up, which is now
nearly extinct and slow as a brontosaurus,
DSL, or Digital Subscriber Loop, which
is affordable and works faster the closer
you are to the phone company’s office,
cable modems, which are best for home
use because they’re fast, but are a problem
for businesses because their speeds
are often unstable and T-1 lines, which
are expensive, but dedicated to only one
user, so speeds never vary.
We recommend DSL service for
agencies. Because phone companies regard
the DSL as a business product, service
tends to be better, and down-times
less frequent. Plus, speeds are decent,
and they remain consistent.
The paperless office
and the future
Everything that is happening to the
Allstate system will bring you in tune
with two major technology and business
movements: going “green” and paperless
commerce. The need to have rows of
cabinets storing files and forms is fading.
Everything is becoming electronic,
and everything will get easier and easier
– except for selling. The paperless office
will give agents incredible flexibility.
Agents will be able to instantly access
customer data from nearly anywhere on
earth. Lounge on a beach in the Bahamas
near a wireless node, and no one has
to know you’re not hard at work, slaving
over their policy. Or, you may decide not
to spend $3.00 a gallon for gas and work
right from home.
It may not be everyone’s plan, but
someday we’ll all be living electronically.
People working in offices – well, they
may just be the next brontosaurus to become
extinct.
JUMP
ON THE NET
Visit the new and
improved NAPAA
Website
Hot News
Agent Forum
Lead Sources
Online CE Availability
Agent-to-Agent Referral
www.NAPAAUSA.org
22 Exclusivefocus Summer 2007

feature
TECHNOLOGY:
Where Will You Get Office Technology Support
In The Future
Imagine a brave new world where
technology is no longer framed by corporate
directives and mandates. You
wake up one morning to a world that has
no limits or boundaries. Over your first
cup of coffee, you begin to realize that
you will need to make some important
decisions regarding your Allstate agency.
Your mind starts to conjure up all sorts
of possibilities that could improve the efficiencies
of your agency. Almost simultaneously,
you recall that you had considered
implementing some of these very
same ideas a year ago, but management
emphatically told you “no.” You smile
and think out loud. “At last I can do the
things that will help me grow my agency
without being handcuffed by corporate
strategies.” It feels kind of strange but
good all in the same breath.
Energized by the thought of finally
being able to do things your way, you pick
up your laptop and start a list of all the
things you want to move, add or upgrade
in your office.
After developing your list, you begin
to prioritize each of these items based on
how they will impact your business and
how much they will cost. At this point,
the aroma of the coffee is wearing off and
you begin to feel a bit overwhelmed. Suddenly,
you feel as though you have traded
jobs with Professor Gadget. The difference
is that Professor Gadget is not available
to help implement, install or service
these new hi-tech devices. You start to
get a bit nervous and your stomach feels
a little queasy. You wonder how you’ll be
able to install all this new stuff. More importantly,
who’s going to show you how to
use all this equipment
Now you are about to have an anxiety
attack. Frantically, you pick up the
phone and call the only sources of technical
assistance you have ever known, the
ATSC and your regional support team.
You breathe a sigh of relief as you dial the
first number. You’re thinking “These guys
will know how to help me with this stuff.”
Wait, there must be a mistake. All you get
is a recorded message instructing you to
call a new 800 number for the “preferred
vendor” that now supports all your technology
needs. In state of panic and sweating
profusely, you dial the regional support
team. Clutching the phone in anxious anticipation,
you wait to hear a familiar voice
say “May I help you” But, once again, you
are met by knee buckling disappointment.
Once again, nobody’s home and you are
instructed to call the new 800 number of
the preferred vendor.
The above scenario could never happen
at Allstate, right Wrong. The word on
the street is that Allstate is moving away
from its current support model for Allstate
agents and that the transition could begin
as early as the 4th quarter of 2007.
As it stands today, Allstate bears the
responsibility of managing its telephone
systems, computer systems and broadband
(Hi-speed Internet) connections
in each Allstate agency. They are managed
by regional and corporate resources.
These resources play an important role in
making sure that agency systems function
properly and problems are resolved
quickly. The ATSC First Call Response
handles problem determination, call
routing, and installation of equipment,
wiring and all MAC (Move, Add and
Change) work. If anything breaks, corporate
is responsible to make sure it’s
fixed in a timely manner. All you do is
dial the proper Allstate 800 number and
you are safely on the road to recovery.
The best thing about the current system
is that it is Allstate’s responsibility
to make sure that agents are made whole
again. The cost for Allstate to ensure that
every agency has access to high quality
tech support is enormous. All of this,
however, is about to change.
Are you prepared for the impact this
may have on your time Currently, if one
of your phones stops working, you simply
call the toll free ATSC number. They
ask you a couple questions and determine
that you need a replacement phone. If
your call to the ATSC is before 3:00 pm
CST, the replacement phone is shipped
to you the very same day. Allstate and its
regional support team (ASD) maintain
phone equipment in a secure corporate
warehouse facility. This process allows for
fast and easy replacements of like equipment.
Now, if the problem is not with
the phone itself, a service ticket is created
for the appropriate corporate vendor and
a technician is notified. The technician
then responds to you within eight hours.
If it’s an emergency situation, the response
time is within four hours of your
original call. This efficient, convenient
support is what Allstate agents will soon
have to replicate on their own in order to
keep their offices running smoothly.
The first few paragraphs of this article
painted a bleak picture of a make-believe
agent who learns, the hard way, what
tech support could feel like in the future.
It is important that agency owners understand
what is about to occur. You will
pay for everything for you and your staff.
The list includes computers, phone systems,
printers, toner, broadband fees and
any technical support for these systems.
The only thing corporate will provide is
a list of preferred vendors or a “one call
Summer 2007 Exclusivefocus 23

Let’s take a look at few Pros and Cons of this brave new world where you are in charge:
STATEMENT PRO CON
I can upgrade my PC, printer, phone
system and add other useful technology.
I can now load new sales programs
and other software onto my office PC’s.
What happens when something
doesn’t work
I have control over what I spend on
technology.
My Phone system doesn’t work How
do I get help
It’s your choice. Buy the things you need
or want to help grow your Agency.
It’s your business. Buy the software that
works best for you.
You have one 800 number for all your
technology issues.
You control your expenses. You decide
where monies are allocated.
You have an 800 number to a preferred
national vendor.
You could find yourself spending more
time on gadgets than on sales.
Support for non-mainstream software
is limited.
Bigger companies are not responsive
to small offices.
Corporate strategy no longer focused
on small office technology issues.
National vendors focus on large corporations
not small businesses.
does it all” type vendor. You will need to
decide if the best choice for your agency
is the Allstate preferred vendor program
or a vendor program of your own choice.
Keep in mind that there are other vendor
options available that may be more
knowledgeable, more competitive and
better qualified than those recommended
by the company. To limit any downtime
in your agency, it will be more important
than ever to find a vendor that is reliable,
accessible and experienced.
If you take Allstate’s suggestion, you
will be provided with a toll free number
from the Allstate Preferred Vendor. This
number will be for one of the nationally
known vendors that are typically not
staffed for dealing with small businesses.
They will be the perfect solution if your
problem is with your broadband connection
because they will also be the provider.
But, what if you are having problems
with your PC or phone system Generally,
these big providers are not accustomed
to dealing with individual small
business owners. When you begin the
process of choosing a vendor for these
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24 Exclusivefocus Summer 2007

services, keep in mind that bigger doesn’t
necessarily mean better.
Also remember that, in the future,
support problems will no longer be managed
by Allstate. They must be managed
by you or someone on your staff. It is in
your best interests to choose a vendor
who is responsive, capable and who understands
your needs. What you don’t
want or need is to spend a lot of time
playing Professor Gadget. Your time is
better spent on growing your business.
As you can imagine, there will be
many more pros and cons to weigh as
you begin this new chapter in your Allstate
career. The focus of this article is
to help agents understand what will become
apparent in the near future. Some
agents will be prepared and others will
act as if they’ve been blindsided, like the
make-believe agent in the beginning of
the article.
Once Allstate begins to make its transition,
you will be forced to make decisions
that could affect your agency for a long
time. Your first big decision will be how
you will manage the technology within
your agency. In some cases, Allstate’s
preferred vendor will be all you need to
service your broadband connection, but in
other cases it may be wiser to partner with
a smaller IT consulting company. Smaller
IT consulting companies will likely be
more sensitive to your needs and can help
you plan for the future. It may be difficult
to find such service with a large company.
But, whatever you do, don’t undertake this
journey alone.
The key to making a successful transition
is to start doing your homework
ahead of time. If you wait until the last
minute, you’ll be forced to do something
that may not be in the best interests of
your agency. Don’t become Professor
Gadget because, if you do, you will take
your valuable time away from the things
you do best such as selling insurance and
managing your agency.
Successful business owners are nearly
always mindful of time management.
Agency owners are no different. Time
management is most critical in smaller
businesses where there are only a limited
number of employees. As Allstate agents,
your time is better spent developing new
leads and closing sales, not juggling IT
problems.
In conclusion, Allstate’s decision to
shift these costs to agency owners is both
a blessing and a curse. While costs to
implement and maintain your new telephone
systems, broadband connections
and computers will be considerable, it
may be worth the price. With your own
equipment, you no longer need to worry
about Big Brother monitoring your every
move or telling you what you can and
can’t do with your computer system. This
will allow you to pick and choose the
software and technologies that best meet
your needs. The biggest obstacle agents
will face is making the right choices for
equipment purchases and service. Be
smart, do your homework. All it will
take is some time and effort. You’ll be
glad you did.
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Summer 2007 Exclusivefocus 25

feature
Employee Leasing (PEO) or Payroll Service
What is the Best Option for You
BY PAUL ROSEN
TThe answer to this question depends on
what services you are looking to outsource.
A payroll service will process payroll,
handle payroll tax compliance, offer direct
deposit to your employees, and prepare
year end W2s and W3s. A professional
employer organization (PEO),
also known as employee leasing companies,
are companies that offer “bundled”
packages that often include payroll processing,
workers compensation, employee
benefits and other human resources
services. In addition, they take on a
co-employer relationship with their clients.
And, unlike payroll services, PEOs
typically do not offer stand alone payroll
processing. Their primary objective is to
become the human resource department
for your agency by providing worker’s
compensation, health insurance and retirement
benefits for your employees in
addition to processing your payroll.
Because tax compliance and payroll
reporting can be burdensome, it makes
sense for most small businesses to outsource
at least a portion of their payroll
and human resources. As an insurance
agent, your specialty is selling insurance
and servicing your book of business. As
Allstate agents, you have the added responsibilities
of making your Expected
Results and earning your Resources for
Growth (RFG) bonus. It is no small
wonder that most Allstate agents view
payroll compliance as a necessary evil
and time consuming chore.
If you are currently taking care of your
own payroll, but are considering outsourcing
a portion or all of your payroll
and administrative functions, now would
be a good time to consider whether you
need a full service PEO or a pure payroll
service. Or, if you already use a PEO or a
payroll service, you may want to do a little
comparison shopping to see if the company
you’re working with still offers the
best value in terms of features, benefits
and price. Naturally price is important,
but you should also consider other factors
such as the ease of doing business and
special benefits that are important to you.
Following are some considerations
when deciding between a pure payroll
service and a professional employer organization:
PEO Benefits
• Provides big company benefit and
retirement plans, such as health insurance
and 401K programs.
• May help reduce some liability for
human resource related types of issues.
• Assistance with delicate employment
issues such as terminations and
employment practice issues.
• Ease of doing business. One company
handles all aspects of HR and payroll.
PEOs - Other Considerations
• Watch for hidden costs in the following
areas:
o Wage base limits- if you pay your fees
on a percentage basis, it will usually include
payroll taxes. Most states have wage
base limits that range between $7,000 and
$9,000 per year. Consequently, once your
employee reaches the annual wage base
limit, you are no longer responsible for
paying state unemployment taxes. Therefore,
if your employee earns $25,000 per
year, and the state unemployment rate is
3%, with a $9,000 wage base limit, you
may be overpaying this tax by $480. If you
have more than one employee, you may be
paying much more.
o Workers compensation - as an insurance
agency, you are an attractive
risk for workers compensation carriers
because your employees are typically
not engaged in hazardous work. If your
employees are pooled in with a group
of workers from other companies with
higher risk potential, you may end up
paying more than you should for workers
compensation insurance.
o Administrative fees- most employee
leasing companies charge an administration
fee. The fee is typically two to four
percent of your gross payroll. As an example,
if you have three employees and
your gross annual payroll is $75,000, the
administrative fee would be $1,500 at
2%; $2,250 at 3% or $3,000 at 4%. Dividing
these numbers by twelve will give
you the monthly costs which are $125.00,
$187.50 and $250.00 respectively. That’s
a lot of money if all you are having your
service do is pay your staff and provide
workers compensation.
• Big benefits = Compliance with
Large Employer State and Federal
Laws: There is no doubt about it, em-
26 Exclusivefocus Summer 2007

ployee benefits such as health insurance
and 401K plans help retain key employees.
However, when you sign up with a
PEO, they become a co-employer. As
such, your “shared employees” are granted
the same benefits as those of large
employers and would include such benefits
as the Family and Medical Leave
Act, which allows employees to take up
to twelve weeks of unpaid leave during
any twelve month period. This is a major
consideration when deciding whether to
opt for a PEO or choosing a payroll service.
If you decide on the payroll service,
it will be up to you to secure your own
workers compensation insurance and, if
you plan to offer health insurance and/or
a 401K plan, you’ll be on your own for
these items as well.
Because PEOs provide a bundle of
services, it can be more difficult to switch
to another PEO or a payroll service.
Let’s say that you are unhappy with your
PEO and want to switch over to a payroll
service. In order to make the change, it’s
likely that you’ll have to “unhook” your
employees from the PEO’s workers compensation,
health insurance and 401K
plans. To provide continuity to your employees,
you’ll need to set up alternate
plans yourself, which could be a major
headache. If you use a payroll processing
service from the beginning and take
care of these benefits on your own, it is
much easier to switch to another payroll
processing service because you are in full
control of your employees benefits.
Payroll Service Benefits
• Typically less expensive
• Easier to determine your true costs
• Agency has more control over insurance
decisions
• Since the employees will be part
of the agency’s payroll, and not part of
a larger pool, the agency isn’t responsible
for COBRA, EEOC, the Family Leave
and Medical Act, and other compliance
issues that larger organizations have to
deal with.
Payroll Services -
Other Considerations
• Limited human resource support.
• Limited accessibility to group
health and retirement benefits – in most
cases, you will need to secure these benefits
on your own. Some payroll services
will assist by offering referral sources for
these benefits.
• Do not share the responsibility of
co-employment or non payroll related
compliance issues.
What Questions Should You Ask
If you are considering a PEO or employee
leasing company:
• How long have you been in business
• Do you stop billing payroll taxes
after each wage limit
• Do you offer web based payroll entry
• What percentage increase have you
experienced each year on your insurances
• What is the approval process to accept
us
• Ask for a breakdown of costs and fees
based on your projected annual payroll.
• Ask them for the names of other
Allstate agents or businesses that use
their service.
• Do your own background check on
the company via the Internet or Better
Business Bureau.
If you are considering a payroll service:
• Do you own your own product/technology
or do you license from a third party
Companies that own their own software
and tax systems typically have invested in
infrastructure and are more stable.
• How long have they been in business
• How many customers do they
have
• Do they have other Allstate agent
clients Ask for references.
• What assurances do you have that
the payroll tax deposits are actually being
made Does the payroll service provide
proof, or do they have insurance protection
for professional negligence
• Do you get a dedicated payroll
specialist or do you go into a phone pool
[ ]
Whether you utilize a PEO
or payroll service, outsourcing at least a
portion of your payroll and human
resources makes a lot of sense.
and get the next available operator The
relationship with a payroll specialist will
determine how well the relationship with
the service will go.
• Are their any “hidden costs” or
other fees
• How soon can you receive your
payroll reports
Whether you utilize a PEO or payroll
service, outsourcing at least a portion
of your payroll and human resources
makes a lot of sense. First, it allows
you to concentrate on activities that
will help grow your agency. Second, the
cost is minimal when you consider the
number of hours saved each month. Finally,
outsourcing your payroll can help
relieve the stress of being an agency
owner. After all, there are other more
pressing issues for agents to deal with
such as CAT losses, meeting Expected
Results and finding better ways to market
your agency. Do yourself a favor;
outsource some of your payroll and human
resources responsibilities. You’ll
be glad you did.
Paul Rosen is Vice President of Business
Development and Marketing of E-chx,
Inc., a national payroll service provider. If
you have questions regarding this article or
would like additional information, please
contact Tom Mistretta by phone at (866)
312-8863 or by email at tmistretta@echxinc.com.
Summer 2007 Exclusivefocus 27

BBeing liked by your clients should have
absolutely no bearing on how well you do
your job. Terrell Owens is one of the most
disliked people in professional football, but
he does his job well enough make millions
of dollars. Having made that point, it is ultimately
meaningless unless someone brings
you clients and forces them to do business
with you. The point is, if your target market
does not like you, they will not hire you.
On the flip side, professionals who are
liked by their clients prove to be more
successful because they get more clients.
In our personal search through a ream of
reports and research findings, we discovered
that scientific researchers continue
to look closely at what makes a person
likable. Further, they have determined
exactly what it is. Bottom line – if you
want to become more successful, become
more likable. And, now, I’m going to list
five ways you can do exactly that.
First, please recognize that my firm
deals in psychology, not magic. Likeability
is not the result of luck. It’s not
a gift inherited by only a few anointed
people – it’s a skill set. Following is what
researchers say happens to people who
develop this skill set:
1. They’re more successful in business
and in life.
2. They get elected, promoted, and rewarded
more often than those less likable.
3. They close more sales and make
more money.
4. They get better service from all
types of service providers, including
Doctors and other health care providers
– so, they’ll probably live longer as well!
There are three aspects to likeability.
These aspects determine the degree
someone likes you. They are: verbal, vocal
and facial. In future articles I’m going
to expose the verbal and vocal qualities of
likeability. But, today, we’re going to look
deep into the face.
feature
How to Become More Likable
BY MICHAEL LOVAS
The Face and Likeability
I’m referring to the sincerity of your
facial expressions. Think of the last time
you were in a romantic relationship. Did
you wear a sour facial expression Ever
smile at a baby, only to have the baby
burst into shrieks of terror Ever see anyone
laugh at the news of someone’s death
There is something amiss in each of those
examples. Something in the face was
wrong. And, when something is wrong in
the face, it’s really important. This aspect
accounts for 55% of likeability!
In a study conducted at Stanford University,
Rudolph Giuliani was ranked
as the most likable politician after receiving
64.2% of the vote.
Looking Deep
Because facial expressions are so important,
I’ve investigated them a bit
more in-depth. Typically, two places the
face can broadcast a mismatch and stop
someone from liking you: 1) A fake smile
– this is when a person smiles only with
his mouth. A real smile is located in the
mouth and eyes. That’s why amiable people
have smile lines around their eyes. 2)
Roving eyes – which is when a person’s
eyes look in the wrong places at the wrong
times while engaged in a conversation.
Did you know that you can actually tell
what kind of information the other person
is gathering by where his eyes go
What happens when your facial aspect
of likeability is off The other person
doesn’t like you as much. That means he
doesn’t trust you as much. Consequently,
that means he probably won’t do business
with you. Is this the case in every situation
No, but it’s true in 83% of them. The
research in likeability proves that decision
makers do business with someone they do
not like in only 17% of buying situations.
Not good odds, are they
One of the most important elements
of facial attraction is what’s going on in
your head when you’re listening.
What happens when your facial aspects
are good You are perceived as being
sincere. Technically, the term is “congruent.”
In other words, all systems are
working in harmony toward a common
good. Think of it like this. The other
person has a subconscious calculator analyzing
and tabulating data as Yes or No
continually. Give enough incongruent or
No signals and you’re history.
Stated in real-life terms – financial advisors
who place high value on relationships
tend to be more congruent, thus
liked by more people. Conversely, advisors
who prefer to work with calculations
and analyze projections tend not to put as
much effort into building relationships.
Thus, more people do not like them.
Examples of Likeable People
In a study conducted a little over a year
ago by Shanto Iyengar of Stanford University,
participants were asked to rate 20
political figures on a “feeling thermometer.”
The warmer or more favorably they
felt toward a person, the higher score they
gave them on a scale of zero to 100. The
28 Exclusivefocus Summer 2007

top three and bottom three politicians in
the ranking are listed below:
Bottom three:
18) Sen. Bill Frist - 41.5
19) Sen. Harry Reid - 41.2
20) Sen. John Kerry - 39.6
Top three:
1) Rudolph Giuliani - 64.2
2) Sen. Barack Obama 58.8
3) Sen. John McCain 57.7
I’m not making a political statement
here, so please don’t read bias into what
I’m telling you. Please look at these people
as strangers and read just pure data in
what you see.
What is it about Kerry
What is it about John Kerry that makes
him the least likeable of the 20 in the list
Look at him totally objectively in terms
of likeability. Take a look at the photo of
John Kerry. What do you see in his face
I believe those who don’t like Kerry
are responding negatively to his nonlikeable
facial qualities. His face often
has a “look” of disdain, even dislike. He
is very confident in himself, but you don’t
get the feeling he is confident in the rest
of us. Likeable people like other people
and they show that in their facial expressions.
I don’t think John Kerry likes us
and I think we pick up on that.
What should Kerry do to improve
his likeability It’s the same thing you
should do if you have some of his facial
characteristics. Find the most loving and
caring facial expression you can make.
Think of your kids as little babies, focus
on them and then look in the mirror.
That’s the face you should wear when
you talk to your prospects and clients.
Like Me
In my work I’ve noticed that many
people gravitate to other people who look
like them, but they rarely ever notice it. Dr.
Karen Stephenson describes it as “an ancient
skill encoded in us by our forebears.”
“In the small talk of cocktail parties,
humans are at random walk, desperately
seeking points of similarity through visibility:
height, girth, dress, gender, race,
accent, hair and eye color, etc. Reading
John Kerry was rated the least likable
politician after receiving 39.6%
of the vote in the Stanford study.
the audience and working a room are
ancient skills encoded in us by our forebears
who sat cheek by jowl around the
campfire; an earlier and more primordial
form of cocktail party. I confess to having
attended countless cocktail parties and
continue to be amazed how, after just a
few drinks, I end up with people who are
like me in some way – same experiences,
same clothes same interests, etc. It’s not
the alcohol talking, but the ancient drive
of seeking similarity: ‘You look like me,
you think like me, you dress like me ...
you’re one of us.’ When people connect
at this basic level, they are engaging in an
embryonic form of trust with each other.
What began as a room full of disconnected
people may end up as a network of people
connected in invisible lines of trust.”
Interestingly, my wife Pam discovered
Dr. Karen Stephenson’s articles on the Internet
quite by accident. As Pam describes
it, “I connected with her work and her words
immediately. It wasn’t until much later that
I noticed the physical similarities.” So, not
only is the physical resemblance uncanny,
their attitudes and interests are very similar.
Connecting purely by happenstance on the
Internet is remarkable in itself, but probably
not all that unusual. After all, how
many couples do you know that originally
met on the Internet And, just as like individuals
gravitate to each other at cocktail
parties, those meeting in cyberspace tend
to bond to those with similar interests.
Very interesting, indeed.
Michael Lovas is co-founder of AboutPeople
– a unique coaching, consulting and training
form specializing in the financial industry.
Michael is the author of eight books,
three columns, and a thousand articles on
Professional Credibility and Psychological
Connection in the financial industry. Michael
can be reached by phone at (509) 465-
5599, by email at Michael@aboutpeople.
com or at www.aboutpeople.com.
Summer 2007 Exclusivefocus 29

IIf you have been in the insurance
business for a reasonable period of time,
you know that clients have a tendency
to be optimistic. It seems their primary
concern about the future is accumulating
enough money to retire comfortably.
This focus on net worth usually lies
on the asset side of the balance sheet.
They are keenly aware of the value of
their possessions and retirement assets.
And, with your help, they do their best
to protect themselves against financial
loss to these assets.
Your customers would have to be of
unsound mind not to protect what they
consider their biggest asset - their home
- from the various perils that might destroy
it, right With real estate values
comprising such a large percentage of
their net worth, a substantial loss would
be financially devastating and, perhaps,
financially unrecoverable.
The same is true of other assets you
help clients protect. Vacation homes, automobiles,
collections, health, etc. Your
work with annuities and other financial
instruments help safeguard their plans for
the future.
For most of us, accumulating these assets
is dependent on our ability to work.
Our most important asset is our earning
power. Yet, somehow, that thought slips
by many people as they review the assets
they own.
Let’s use a typical customer as an example.
Suppose Joe earns $60,000 per
year, intends to work to age 65, and is
35 years old. A sudden loss of earning
power would create a loss of $1,800,000
– perhaps much more than the value of
his home and all his assets. But because
most of us are optimistic, we tend to believe
that bad things can happen to our
assets and possessions, but not to us.
member benefits
Exclusive New Benefit for NAPAA Members
Top Quality Income Protection with a Permanent Discount
BY AUTHUR D. KRAUS, CLU, CHFC
Consider the following
• Death - 1 out of every 106 people
• Home Fire - 1 out of every 88 homes
• Serious Auto Accident - 1 out of every 70 autos
• Disability - 1 out of every 8 people (at least 8 days)
Consequently, Joe never seriously considers
buying disability insurance.
Even some insurance agents believe
that a long term disability would not affect
their income. Nothing could be further
from the truth. Not only are disabled
agents unable to write new business, they
cannot service their existing books of
business effectively. A serious disability
may require hiring an office manager or
additional staff to keep the agency running
smoothly. But even then, the book of
business erodes over time, further reducing
earnings and damaging the eventual
sales price of the book of business.
According to the Society of Actuaries
and The Commissioners Disability Table,
suffering a disability is much more likely
than being in an auto accident, an unexpected
death or having a fire in your home.
What many people don’t realize is that
the odds of suffering a long term disability
are only increasing. As medical technology
improves, your chances of surviving
an illness or accident increase. Diseases
that used to be a death sentence are now
treatable, but may require a long recovery
period. Cancer is a perfect example of a
disease that more people are beating every
day. Winning the battle against cancer is
not easy. Chemotherapy treatments can
be so debilitating that most people cannot
go to work every day.
Interesting Facts
• In recent years, 7 out of 10 claims
for Social Security disability insurance
benefits were initially denied**
• 1 out of 7 employees will be disabled
for 5 years or more before retirement*
• Between ages 35 and 65, seven out
of ten people will become disabled for
three months or longer**
• Disability is 16 times more likely
than death to cause foreclosure***
Disability income protection is critical
to your planning. NAPAA, represented
by Capital Intelligence Associates, has
been negotiating with several of the topquality,
national disability insurance providers.
For members only we have been
able to secure non-cancelable, guaranteed
renewable coverage for you through
Union Central Life Insurance Company.
Although each policy will be individually
underwritten, it will contain a permanent
15% discount to their uni-sex rates.
To get a proposal for the various plans
available to you, contact Capital Intelligence
Associates, Inc. (CIA) and tell
them you are a NAPAA member. Union
Central will be checking your membership
before issuing coverage.
Capital Intelligence Associates, Inc.
Telephone: (888) 816-9797
Email: jhume@capintelligence.com
Website: cia4franchises.com
See our ad on the inside back cover of this
magazine
*Commissioners Disability Table, 1998 , **
Senate Finance Committee, 1998, *** Federal
Housing Administration
30 Exclusivefocus Summer 2007

feature
Evaluating Allstate Lending Sources
BY TOM SANDERS
Who you get a loan from can be just
as important a consideration as what
kind of loan you get. Consider these issues
when you’re assessing different Allstate
lending sources:
• Accessibility: You may be able to
find a loan on a toll-free hotline, through
a Web site, or with a business credit card,
but the convenience could cost you later.
And who will you talk with after the ink
is dry and a problem or an additional
need comes up
• Wide range of capabilities: Your
financing needs may be simple and relatively
easy to satisfy now, but in the future
you could need more sophisticated
financing services for future challenges
or opportunities.
• Sizeable resources: A successful
Allstate agency can grow more rapidly
than you expect and the need for financing
support will expand with the business.
You can’t afford to be limited by
your lender’s size, lending limitations or
lack of knowledge about your business.
• Consultative credit decisions:
You’ll want a lender who can take into
account your total picture, including all
of your agency’s assets and potential. A
lender with an in-depth understanding
of your agency can look past temporary
aberrations to make informed decisions.
Do you need help with negotiating tips,
the structure of a sale, a purchase agreement
or agency valuation Not all lenders
are equal in their knowledge of the Allstate
buy/sell process. Many only want to
loan you money.
• Commitment: The movement of
interest rates and the relative health of
market sectors can make lenders eager
to offer cash one moment and reluctant
the next. You want a lender committed
to supporting your Allstate agency,
regardless of the fluctuating economic
climate.
Gauging loan flexibility
It is also important for your lender to
have enough flexibility to adapt your credit
terms to your agency’s individual circumstances.
You don’t have to settle for a onesize-fits-all
program that, in the long run,
could hinder your progress. Your financing
program should accommodate the amortization
terms, prepayment terms, interest
rate, range of use and the loan configuration
that best fit your needs.
For example, a short term loan may
be appropriate for restructuring debt,
financing an equipment purchase, additional
staffing or a move. However, if an
Allstate acquisition or merger is in your
business plan, a longer term loan will
provide additional cash flow for marketing
and staffing to support your Resources
For Growth (RFG) objectives. What
if your agency has periodic high cash
balances Could you use these to prepay
your loan and reduce interest costs
YOU ARE THEIR
Your Clients Hold You in High Esteem…
They Value Your Guidance and Opinions…
They Count on You and Follow Your Advice …
When Your Customers Transfer Out of State,
Continue to be Their Hero…
Not all agencies have the same cash flow
profiles and not all need the same loan
features. Also, some lenders have unfavorable
prepayment penalties.
By taking the time to assess your
agency’s situation and evaluating the
lending options available to you along
with the characteristics of the lender, it
may be possible to choose a loan that’s
flexible enough to meet your current and
evolving needs.
Tom Sanders is a Vice President at Capital
Resources. He has been in the insurance
industry for over 19 years. He has started a
scratch agency, bought and sold agencies and
has been involved in the processes of evaluation,
negotiation, sales structure, and tailored
financing of Allstate agencies for the
past 4 years.
He can be reached by calling (913) 744-
3324 or by emailing him at tsanders@capit
alresources.com
CALL THE NAPAA AGENT TO AGENT HOTLINE:
877.627.2248
We help locate experienced Allstate Agents
for customers transferring from state to state
Requests by email should be sent to HQ@napaausa.org
Summer 2007 Exclusivefocus 31

ask the buiness coach
The Coach’s W.I.F.L.E.
(What I Feel Like Expressing)
BY LEE HUFFMAN, BUSINESS COACH
As most of you know by now, I am a
business coach for a large coaching firm.
Our organization has fourteen points of
culture that guide us in our behavior in
business, especially our behavior towards
our clients and each other. We call these
points of culture our “Rules of the Game”
and everyone in the organization is accountable
for using them.
Our thirteenth point of culture is
Gratitude. It reads:
“Gratitude… I am a truly grateful
person. I say “thank you” and show appreciation
often and in many ways, so
that all around me know how much I
appreciate everything and everyone
I have in my life. I celebrate my wins
and the wins of my clients, and team.
I consistently catch myself and other
people doing things right …”
In my role as a coach, I ask a lot of
questions, like: Are you truly grateful
Do you say ‘thank you’ enough Do you
show appreciation to your staff when
they support you To your family members
How about to your contacts at Allstate
or NAPAA
As Allstate agents, you understand
the value of loyal, competent staff. In
fact, based on my experience, most Allstate
agents would be lost without them.
So, if staff is such an important part of
your agency, what steps have you taken
to catch them Doing Something Right
And, when you do catch them doing
something right, are you there to praise
or reward them
If you don’t know what I mean by
“catching people doing things right”, go
to amazon.com and order a book called
Whale Done! by Kenneth Blanchard.
This book illustrates similarities between
employees and killer whales. Just like hu-
mans, killer whales respond best to positive
reinforcement. In Whale Done!, the
author explains how some of the same
techniques used to train killer whales can
help business owners increase employee
job satisfaction and productivity.
I believe most of you reading this article
would agree that your staff represents
the face and personality of your agency.
They are the first to interact with agency
customers. Are they exited and enthusiastic
about working for you or are they
bored, unchallenged and apathetic
Remember, your staff members are
much like killer whales... They can eat
your company for lunch if you don’t show
them gratitude.
My suggestion is that you promise to
yourself that you will seek to catch your
staff doing something right on a regular
basis. When you do, be sure you thank
them for making your job easier. You will
feel better and so will your staff person.
Now, the next step is to go home and
tell your spouse that you are taking him
or her to Las Vegas at the end of June as
a gesture of your appreciation for being
supportive of your business and personal
goals. Somewhere at the end of your announcement
you should mention that the
trip will also be tax deductible because,
while you are there, you will be attending
the 2007 NAPAA Business Conference!
If you are the kind of person who has
a difficult time praising others, understand
that you are not alone. There are many people
who want to express their appreciation,
but simply cannot find the words or do not
know how to begin. Learning how to give
praise for a job well done can be learned,
but that is a topic for another time.
Now it’s my turn to say “Thank You”.
As the author of this, and several other,
magazine columns, I have to say that
some of you really do “get it!” I’ve had
more “Thank you!” messages from Exclusivefocus
readers than any other of the
magazine articles I have written.
So, I would be remiss if I failed to thank
all of you who have taken the time to let
me know how much you enjoy this feature
every quarter.
Please feel free to email questions
or personal comments to
leehuffman@actioncoach.com or to go
to our survey page at www.regonline.
com/ask4allstate and submit your questions
for the next Exclusivefocus article.
Now, on with our questions for this
month.
Hiring The Right People:
Various Allstate Agents throughout
North America
How do you find good help these days
I’ve talked with employees at Action-
COACH and it seems like they on are
32 Exclusivefocus Summer 2007

always “on the ball” and focused the
customer. What is your secret
Tom Peters, author of In Search of
Excellence and The Pursuit of WOW!, is
quoted as saying, “Most employees are
enthusiastic, motivated, creative, and totally
committed ... except for the eight
hours a day they work for you!”
While this may sound funny at first,
the deeper we look into it, the more we
see that the problem here is not with the
employees. What do all of the employees
have in common I’m sorry to break it to
you, but they all work for the same company,
and the same boss. And, maybe
more importantly, they were, most likely,
all selected and hired the same way.
Let’s start with your hiring process.
In North America, we hire people based
on education and experience, right
These are the things that you can see on
any resume: “An Associates Degree in
Business Administration with additional
coursework in MSWord, Excel, and
QuickBooks... PLUS, over 8 years in 5
executive assistant positions in leading
companies in our community.” Looking
at the qualifications, the personnel
manager gleefully says “Let’s interview
and hire this one”. Probably a bad choice
based on the number of jobs held in the
past eight years.
Then, when they don’t work out, we
terminate them and say that they aren’t
a good fit for the company or for their
position. Hmm…we hire people based
on education and experience and then
we fire them because they don’t fit the
corporate mold. Maybe we need to do
something differently...
The strategies we teach at Action
come from over 1,000 coaches in 23 different
countries around the world. The
hiring process we typically recommend
originated in New Zealand. Like their
country, it is nearly up-side-down from
how I was taught to hire in the US...
BUT IT WORKS!
In New Zealand, they believe that
hiring for education and experience
covers only six of the sixteen cylinders
that an effective team member fires on.
Three cylinders are credited for education
and three for experience. They give
five cylinders for “passion” and five more
for “heart”. So, as you can see, they tend
to look at the entire person, not simply
education and experience.
We call the New Zealand method the
Four Hour Hiring Process. It makes the
job of hiring excellent, passionate people,
very easy. Here are the steps:
Hour 1: Make sure you have a solid
job description with enough detail that
prospective candidates can actually take
themselves out of the running.
Then, cast the widest net you can.
Advertise everywhere. Send e-mail messages
out to everyone you know.
Don’t worry about getting too many
resumes. You will hardly look at them
at this stage. Be sure to require that each
applicant include their e-mail address
with their resume.
Hour 2: Don’t spend any time reading
the resumes. Simply, pull the e-mail
addresses and send every applicant an
e-mail giving them an assignment that
would be similar to one that you would
have them do on the job.
For example, have them research
competitive insurance rates on the web
and send you a MS Word document with
the rates of two or three competitors. Be
sure to have them attach their latest resume
to their response.
You will lose most of your candidates
at this point. Why Because they are not
PASSIONATE enough to do any additional
work... even to get a job. The candidates
with the most passion will do the
extra work and the ones that are really excited
about insurance or financial services
will exceed your expectations and give you
data on five or six competitors.
Hour 3: Invite those who complete
the assignment to a meeting at your office
at 6:25 pm on a Monday night. Don’t
tell them it is a group interview or information
session. Just let them show up.
The ones that are passionate will be there
are 6:15 pm. The ones with no heart for
the job will eliminate themselves.
At this meeting, share your vision for
your business and the values that you
expect them to support while they are
working for you. Share the job description
and the pay range.
Then, take a 15 minute break. Tell
them that anyone who is no longer interested
can leave, but those still interested
should stay for the rest of the meeting.
If you do your job right, about fifty
percent of them will leave and the rest
will stay. The remaining fifty percent will
be those with the passion, confidence
and, hopefully, the dedication to do the
job the way you want it done.
When you reconvene, give each person
two or three minutes to stand up and
tell everyone else why they are a great fit
for this job. Then, schedule interviews
with the remaining candidates.
I know, you are thinking “This is a
strange process.” That’s what I thought,
too. But, it really works.
I’ll take one person with passion and
heart over a dozen educated, experienced
apathetic individuals any day. If your
employees have a passion for helping
people in their communities, they will
have the desire to learn how to do the job
exceptionally well.
Hour 4: Conduct the interviews. If you
have a big group, give them some sort of
job related test. Remember, you can’t deny
work because of a single test result. But,
you can use the test results to probe deeper
to see if any problematic issues exist.
In our case, we do a task sorting exercise
for our assistants. This exercise has
no right or wrong answer. We just want
to understand their thought processes.
Hour 4 Plus: After you get the right
people on the bus, you don’t need to do a
whole lot to keep them. Just give them
a clear job, with clear goals, and lots of
positive feedback for moving closer to
those goals each day. Their passion will
grow and they will teach themselves how
to do a better job for you and your customers
each day.
Give it a try... And let us know how
it works for you.
Helping Team Members
Deal With Change:
Pam Prengaman
Allstate Agency Owner, Suwanee, GA
Allstate is going through a lot of changes.
Some or our team members do well
with this and others don’t do well at all.
How can I help everyone through the
process of accepting the changes that
are coming at us
In business today it seems the only
constant is change. And, it feels like
everyone deals with change differently.
Summer 2007 Exclusivefocus 33

However, if you look at the DiSC® profiles
of your team members you will find
that some personality types embrace
change readily and some are slower to
change. The DiSC® profiling system is
a way for employers to better assess the
work behavior patterns of their employees
or potential employees. The cost of
the assessment is modest, but the information
can be extremely useful.
If you have not taken your team
through a DiSC® profiling program, you
can talk with a business coach or go online
to do this. It is worth the investment
DiSC® assessments explore four primary
patterns of behavior: Dominant, Influence,
Steadiness and Conscientious.
Most business leaders, entrepreneurs,
and agency owners are D’s or I’s. However,
for an agency to run well, you also need to
have some C’s and S’s around. The key with
each personality type is communication.
People with D, or dominant, personalities
typically see change as progress.
They don’t take the time understand the
details behind the change because they
have S’s and C’s around them to do that.
By embracing change, they see their
business moving forward.
If you have D’s in the group who are
not owners, you will need to focus on
helping them understand the details of
any policy, procedural or administrative
changes in your agency, especially if it’s
a compliance issue mandated by Allstate
or the state department of insurance.
I’s also take change in stride. They
will typically embrace change because it
gives them a chance to interact with others.
Again, make sure they get the details
down so that they don’t miss steps that
cause new processes to fail.
C’s, on the other hand, will learn every
detail behind the change. They are
process-centric team members who will
even develop step-by-step instructions
on their own, if necessary. At times,
C’s can appear unsupportive of change.
They just need a detailed understanding
of the why’s, and especially the how’s behind
the changes.
S’s are the least likely to quickly embrace
change, but they are also critical
components of your business. Sometimes
people with steady personality profiles
resist change to the degree that it seems
[ ]
To help your team members
through change, slow down a bit
and communicate to them.
they are deliberately attempting to derail
it. To help them through the change process,
invest time talking them through
the changes. Why does the change need
to happen Explain how will it benefit
them and, just as important, how the
change will help agency customers and
the rest of the agency staff.
To help your team members through
change, slow down a bit and communicate
to them, based on their personality
profiles, what they need to know in order
to get through the change process.
How to Get More Customers
Allstate Agency Owner, New York
Direct marketing used to work well
for us and that is the lead generation
method that our advisors at Allstate recommend
the most. But, in the past few
years, this method does not seem to be
working as well and it is costing me a lot
of money. How would you recommend I
generate more high quality leads
Most companies we deal with want
three things right away: more customers,
more revenue, and more profit. To get
more customers, you need to get more
high quality leads and improve your conversion
processes.
Of the 5 ways we teach to improve
profits, Lead Generation is the most expensive
and the one that we address last.
We have identified over 70 strategies to
generate leads. Traditional direct marketing
appears to be less effective than it has
in the past. This category includes postcards,
letters, and other direct mail flyers.
Let’s talk about two methods that
may be helpful: Structured Referrals and
Phone - Mail - Phone.
Structured Referrals is a process that
enlists the help of your best customers in
order to obtain high quality referrals.
Since the vast majority of your customers
have already given you permission
to contact them, why not use this
leverage to your advantage
When you call your customers for
an annual review, use the following script
to get good solid referrals:
“, my staff and I really
enjoy doing business with you and we
would like to have more clients like you.
Do you know of anyone that might need our services”
We want to “narrow the range” because
the average person may know more than
1,000 people. To help your customers and
other referral sources narrow their scope
of choices, ask more specific questions
such as “Do you know of anyone at your
business club that can use my services”
You can rephrase the question to include
any other group or organization by simply
replacing “business club” with the name
of another club or organization. This way,
instead of 1,000 names bouncing around
in their minds, you have 15 to 25.
Utilizing this process will also improve
your rapport with your client by showing
an interest in them and their values.
Ask the question about several of
their areas of interest, but be mindful not
to be a pest. Don’t expect to complete ten
lists of referrals in one sitting. Gathering
this information should be an ongoing
process. Each time you have a review,
pick up where you left off and be sure to
thank the customer for previous referrals.
In this process, “steady as she goes” is the
best approach.
After you have created a list of prospective
referrals, ask them if they can
introduce you to them. Then, give them
a stack of your cards and ask them to give
them to the people they have listed. Get
the referral’s name and phone number
and give them a call to see if you can help
them. Don’t be shy about using the name
of the person who gave you the referral.
Be sure to check the No Call list before
34 Exclusivefocus Summer 2007

you call. If the referral’s name is on the
list, it would be best to send them a letter
letting them know who you are and
who referred you. And, if the customer
who gave you the referral really likes your
service, he may volunteer to contact the
referral on your behalf.
These days, referrals are, perhaps, the
least expensive and most effective method
of obtaining good quality prospects. And,
your best referrals will come from your
best customers. The secret is to ASK.
With the advent of the No Call list,
agents are naturally seeking other ways
to reach a mass audience with acceptable
demographic and desirable credit scores.
There are mailing lists available that
claim to pre-screen for credit, age and
marital status. Are they accurate It is
hard to tell because of the transient population
in this country. By the time you
buy a list and get around to working it,
many on the list have moved elsewhere.
In any case, if your mail solicitation address
includes the wording “Or Current
Occupant”, it will still be delivered to the
address where you sent it.
The problem with direct mail is that
the return is low compared to other forms
of prospecting. The advantages, however,
are that you can market to the masses,
which gets your name out there and the
majority of respondents are serious about
obtaining a quote.
Unfortunately, many people move
from the mailbox to the trash can and
throw out anything that looks like junk
mail. So, your post cards may only get a
fleeting look before they are thrown out.
In the 70’s and the 80’s marketing
experts said that it would take three to
four mailings to get the attention of most
prospects. Today, they will tell you that it
takes seven or eight to get their attention.
Phone - Mail - Phone, or PMP, is a
method that enhances the direct mail process.
Again, current telephone privacy laws
limit agents from telemarketing en masse
as they did several years ago. The good
news for Allstate agents is that you have
access to the customers in your book of
business. They are yours to solicit by phone
or by mail unless they have specifically notified
you or Allstate to the contrary.
To use the PMP process, give the
prospect a call before sending your solicitation
to them. Try to call them when you
know they aren’t home, so you can leave
an informative voice message advising
them that you are mailing some important
information regarding their financial
future. Leaving a message works best
because the prospect can’t ask questions
unless he calls you back. Your message
should include a brief description of the
exterior of the envelope you are sending.
Say something like “Look for a white envelope
with an Allstate logo”. This will
help set an expectation that the information
is specific and important to them. It
also significantly reduces the probability
that it will be dropped in the trash can
before it is opened.
Three days later, call them back. Ask
them if they have received the letter and if
they have any questions. If the letter has
an offer in it, such as a free review of their
insurance or financial status, ask them if
you can set up a time for the review.
If used consistently, PMP can improve
your marketing results 200 fold
over direct mail alone.
How Do I Get My Own Questions
Answered by the Coach
If you would like to submit a question to be
answered here in Exclusivefocus, or if you
just want to talk to me, submit your question
or comment online by going to www.regonline.com/ask4allstate.
This
web survey has been set
up so you can submit questions
directly to me. I will
call you back and discuss
your questions one-on-one.
With your permission, we
will include your questions
and my answers in future
issues of Exclusivefocus.
NAPAA Board of Directors 2006-2007
ADMINISTRATIVE OFFICES
Jim Fish, Executive Director
P. O. Box 7666
Gulfport, MS 39506
Ph # (877) 269-3474
ExecutiveDirector@napaausa.org
Nancy Fish, Association Manager
P.O. Box 7666
Gulfport, MS 39506
Ph #877-627-2248
Fax #866-627-2232
hq@napaausa.org
Please email HeadQuarters@napaausa.
org to contact our officers and directors.
Include the name in the subject line.
OFFICERS
Dale Revels
President
Kissimmee, FL
Dennis Klemmer
Executive Vice President
Bonney Lake, WA
Cheryl English
Treasurer
Valrico, FL
Judith Ost
Secretary
Battle Ground, WA
DIRECTORS
George Adams
Bessemer, AL
Gloria Keck
Brooklyn, NY
Jim Cirillo
Sarasota, FL
Johnny Leigh
Amarillo, TX
Ron Jay
Yukon, OK
Ismael Melendez, Jr.
Federal Way, WA
Summer 2007 Exclusivefocus 35

the NAPAA market place
Agencies for Sale Agencies for Sale Agencies for Sale Agencies for Sale
CALIFORNIA
Downey
Art Cordova
A071407@allstate.com
562-716-8542
Asking Price: upon request
PIF: 1384 Premium: $1,410,000
Number Of Staff: 2 Number Of
Licensed Staff: 1
20 yr established agency, quality
numbers for loss and retention ratios,
low rent, great location ¼ of a
mile from a mall, convenient access
via 2 freeways within a ½ mile and
a major interstate freeway one mile
away, surrounded by businesses,
retail shops and professional office
buildings, turn key operation for an
Allstate qualified buyer, or for any
agent desiring to relocate to California.
Depending on your licensing
state you may be able to just transfer
your licenses to California without
an exam (check with your licensing
state for additional information.)
Riverside
Joe Nieto
maininsurance@yahoo.com
951-203-5582
Asking Price: $598,000
negotiable
PIF: 1592 Premium: $1,616,000
Number Of Licensed Staff: 1
Located in the fast growing Inland
Empire area of Southern California.
Established 25 year agency in a
growth market. Price negotiable.
Petaluma
John Feerick
JohnFeerick@allstate.com
707-763-2238
Asking Price: $540,000
PIF: 1700 Premium: $1,800,000
Number Of Licensed Staff: 2
Great location in Petaluma, California,
22+years at same location,
Turn-key, Agent retiring after 38+
years in the insurance field, staff
will stay, great opportunity to start
your insurance business, PIF 1700,
please feel free to contact me at
(707) 217-3158 cell. Thank you for
looking.
CONNECTICUT
Orange
John McKenzie
jfmckenzie@hotmail.com
(203) 605-9031
Asking Price: Negotiable
PIF: 1987 Premium: $ 1,657,135
Number Of Licensed Staff: 1
19 years in business. 12mm loss
ratio = 32.48%, renewal ratio =
92.47%. Low office expense. Currently
partnered with a 21 year veteran
EFS Agent. Great income opportunity.
Modern office building
with on site retail. John McKenzie
203-605-9031.
FLORIDA
Orlando Kissimmee
CONFIDENTIAL
Phone inquiries only
407-443-6673
Asking Price: $810,000
PIF: 1700 Premium: $2,360,000
Number Of Licensed Staff: 2
20 year agent located in Central
Florida area experiencing explosive
growth. Owner of building where
office is located possible sale or
lease. Great investment.
Palm Bay
Richard Younger
mrrgy@earthlink.net
321-591-2225
Asking Price: $2,500,000
PIF: 4500 Premium: $5,600,000
Number Of Staff: 4
Number Of Licensed Staff: 2
T key. Fast growing area. Less than
1% of Auto is AI.
HAWAII
CORRECTION: This Agency for Sale
listing was posted in the last issue
of EF with an incorrect Asking Price
– we apologize for the misprint
– Take a look again!!
Lahaina
Michael Damato
michaeldamato@allstate.com
808-661-3542
Asking Price: $235,000
PIF: 1067 Premium: $918,848
Number Of Licensed Staff: 2
Own a piece of PARADISE !!! Don’t
miss out on one of the fastest
growing Allstate agencies. Scratch
agency in third year has continued
the new business success. Located
in very desirable downtown
Lahaina, the beautiful 5 room office
is turn-key and tastefully furnished..
just bring your coffee mug.
Agent will assist in transition timeline
as needed by buyer. Book has
strong retention (84.65%) plus
outstanding Life Insurance success.
Talented EFS at the ready to
help you. Opportunity includes an
(optional) separate one bedroom
apartment only 20 steps to work.
Allstate TPP is $120,000. Please call
Michael 9AM-11AM Aloha time at
808-661-3542. Reports shared with
Approved Buyers only.
ILLINOIS
Buffalo Grove
Sandy Joung
sandyjoung@allstate.com
847-537-3355
Asking Price: $580,000
PIF: 1550 Premium: $1,780,000
Number Of Staff: 2
Number Of Licensed Staff: 1
Priced for quick sale! Allstate’s
home state -very competitive rate.
Very solid book of business. Same
location for over 20yrs.
IOWA
Burlington
Gene E Davis
genedavisagency@aol.com
(319) 750-5307
Asking Price: 2.25X Commission
PIF: over 1267
Premium: 1,040,000
Number Of Licensed Staff: 1
After 43 years as an Allstate agent
it is time to retire. Agency is located
in Southeastern Iowa along the
Mississippi River. We are licensed
in IA and IL. Agency renewal ratio
is 88.04% and 12 month loss ratio
is 38.35. 36 month is 33.80. 1267
policies - 1807 items as of the
12/31/7 CSRP. This is a turn-key
operation and the agency owner
will assist the buyer in making sure
there is a smooth transition. Office
space is leased with approx 1100
Sq ft in a landmark location.Please
contact me by email or cell phone
number listed above.
KENTUCKY
Bowling Green
Barry Thompson
barrythompson@allstate.com
270-784-9809
Asking Price: $440,000
PIF: 1285 Premium: $1,037,662
Number Of Licensed Staff: 1
BOB only, scratch agency with
room for amazing growth. I have
done all of the hard work. Open 3
years with 98% preferred business.
Great opportunity for agent wanting
to move to area. Bowling Green
KY is a fast growing market and the
home of the Corvette. Call anytime,
inquiries treated as confidential.
Financing MAY be available to
qualified buyer.
36 Exclusivefocus Summer 2007

the NAPAA market place
Agencies for Sale Agencies for Sale Agencies for Sale Agencies for Sale
MAINE
Brewer
Doug Pike
dougpike@allstate.com
207-989-1124
Asking Price: $120,000
PIF: 1055 Premium: $ 587,000
Number Of Staff: 0
Agency has 726 households. Buyers
of agencies with less than
750 HH may qualify for additional
Agency Development Program
(ADP) funding. Current retention is
86.48. Current LR is 30.34. Agent
willing to work for new owner for
two years. Premiums do not reflect
brokered accounts.
MICHIGAN
Farmington Hills
Joe Hager -
Retired Allstate Agent
theinsurancestore@sbcglobal.net
248-994-8800
Asking Price: $550,000
PIF: 950 Premium: $1,400,000
Number Of Licensed Staff: 2
This is an Independent Agency.
Agency has been operating for 5 ½
years at a good Farmington Hills location.
Agency has direct appointments
with Citizens, Progressive,
AIG, Mercury, GMAC, Bristol West,
Victoria General Preferred, Travelers
and Fidelity National. Ideal for
Allstate family member wanting an
independent agency.
Wyandotte
Christine Baity-Holka
ChrisHolka@comcast.net
734-955-2823
Asking Price: $515,000
PIF: 1,280
Premium: $1,485,560.00
Number Of Licensed Staff: 2
strip mall. Almost 1300 Active
Policies. 2006 Total Commissions:
$161,000.00. Approx. 1200 Allstate
Policies Other Companies
include: Titan, Titan Commercial/
Victoria, JUA, MBPIA, Foremost,
McGraw, Hagerty, Golden Rule and
Northeast Agencies. BOB ONLY or
TURN KEY OPTION available! Turn-
Key includes: Book of Business
(BOB) 2 Licensed Support Staff (26
years of combined experience at
this location) Fully Furnished Office,
Customer Friendly Location.
Will transition phone number and
advertising. Agent willing to work
during transition period after sale is
final to ease transition. Good Will
Asking Price Negotiable. PRICE RE-
DUCED - Ready to Sell!
MONTANA
Missoula
Nicole Schreckendgust
Schreck@allstate.com
406-728-6336
Asking Price: $475,000
PIF: 1216 Premium: $1,227,514
Number Of Staff: 1
Number Of Licensed Staff: 1
Information Based off 09/06 CSRP.
NEW JERSEY
Southern NJ
Confidential Listing
NJagencyforsale@hotmail.com
Asking Price: $1,400,000
PIF: 2,900 Premium: $3,600,000
Number Of Licensed Staff: 2
Agency with room for amazing
growth in the immediate demographic
area. Marketing process in
place. BOB with history of 40 years.
98% preferred business. Retention
92.5%. Great opportunity for an individual
with financial background.
All inquiries treated as confidential.
Please inquire ONLY via email. Financing
MAY be available to qualified
buyer.
NORTH CAROLINA
Tarboro
Janie Robbins
a076628@allstate.com
252-823-8701
Asking Price: Negotiable
PIF: 689 Premium: $663,974
Number Of Staff: 1
Number Of Licensed Staff: 0
36 Mo Loss Ratio 45.60%. Retention
87.63. Not a coastal agent. No
restrictions on homeowners. Turnkey
operation. Will qualify for new
hire bonus. Will assist in smooth
transition.
TEXAS
Garland
Cal Nunnally
cnunnally@allstate.com
972-494-0097
Asking Price: $300,000
PIF: 1006 Premium: $1,000,120
Number Of Staff: 2
Number Of Licensed Staff: 1
Located near downtown Garland.
same location for 15 years. 95%
perferred business. Great loss & retention
ratio for new hire purchase.
650 policies will qualify for new
hire bonus. Will assist in smooth
transition for 2 months. 1000sf
leased space
Garland
Mike Broderick
mikebroderick@allstate.com
972-303-0774
Asking Price: Negotiable
PIF - 1171 Premium - $1,124,856
Number Of Licensed Staff: 2
Retention good. Low loss ratio.
Low overhead for Dallas area. 9
years at present location.
Houston
Roland Cardner
rcardner@ev1.net
281-782-2195
Asking Price: negotiable
PIF - 3075 Premium - $2,729,668
Number Of Licensed Staff: 1
Located directly in West Houston
with access to multiple markets including
the Katy area. Huge growth
area with new home sites going up
every day. Office is located in a high
traffic area with great visibility.
This is a quality BOB with over 60%
cross sold with retention at 89.44.
Some households on the books for
25+ years. Very stable.
Profile: 35+ year agency - same
location for over 19 years at busy
Wyandotte/Southgate intersection.
836 Sq Ft leased Office in
Summer 2007 Exclusivefocus 37

38 Exclusivefocus Summer 2007

Summer 2007 Exclusivefocus 39

“Coaching is an invaluable resource that every
business owner should utilize.”
- Pam Prengaman, Allstate Agent