Q&A Session With GAMA Leaders

Gallacher: The training requirements are actually fairly consistent across countries. We recently hosted a group from Asia, for example. And we found that they're interested in all of the same practices: how to better recruit, train, and retain their producers. Our programs have a universal appeal.

Hersch: To what extent are women represented in your training programs and among leaders at career agencies generally?

Gallacher: We now have more than 600 female members participating in our Women in Leadership initiative. But women remain underrepresented in agencies' management suites. Their percentage of the leadership community is even lower, I think, than the estimated 13% of female producers in the marketplace.

Hersch: Do you face challenges in delivering field leadership training to a technologically savvy young generation?

Gallacher: I feel the task is actually less complicated because they're prepared to accept the training in so many different ways. My own two sons, who are 26 and 30, years old are field leaders. They both thrive on classroom instruction and seminars. At the same time, they're interested in social media and distance learning through podcasts and webcasts. Also, I'm seeing good communication and managerial skills among young leaders today.

Chiappy: GAMA is leveraging both classroom and long-distance learning–chat rooms, virtual classrooms and the like. We're integrating all the mediums of communication to appeal to this younger generation.

Hersch: To what extent is the potential loss of compensation or one's book of a business an impediment to producers deciding to transition to field leadership?

Gallacher: I always tell people who are considering transitioning from producer to manager to not factor income into the decision. It absolutely has to be about their desire to lead others and achieve career fulfillment. If they do that, then the income will take care of itself. Most field leaders I know have not gone backwards financially.

As to losing control of your client's base, it depends on the company. Most career agencies I know allow their new managers to keep their client base and add training and development to what they do. This is quite common. Those companies that make you give up your book of business to go into management full-time are in the minority. Also, new managers will typically use agents in their unit to help manage their book of business.  

Hersch: Mr. Chiappy, what goals do you envision for GAMA under your term as president?

Chiappy: Our focus in the year ahead will be on continued growth and successful execution of our strategies. We've had two successful strategic planning sessions in the last 5 years to be sure we're in tune with the marketplace. The coming year will see execution of our Leading from the Front initiative. We'll continue to focus on growth of the women's market, the diversity market, and international markets. We're also looking to help agents develop their business succession plans.

 We're uniquely qualified as an association to help organizations develop field leaders to grow their distribution channels we have the tools and programs to help companies fulfill this need. We're in a growth mode because of that unique value proposition.