Oct 22, 2026 · 49 min · 12 segments
Send us Fan Mail AI is changing the insurance industry, but are agency owners overlooking its biggest challenges? While insurance agencies are…
David DenningHost
Elle DenningHostSo a big, huge pharmaceutical company and working with one of the divisions there and one of the leaders.
And we had been working with them because they had many large organizations have what's called a pulse survey, kind of an employee engagement survey of how well they think the company is doing.
I mean, it's things like, you know, does the company have your best interest at heart? You know, are you feeling overworked? Are you, you know, how likely would you be to say, you know, to recommend the company to others? A whole bunch of series of questions.
And one of the things that we found when we were going out and interviewing people and talking with them was they felt like they were always on that.
They needed to take their phone or their laptop with them and always checking in.
They never had downtime leading to a lot of burnout and various different things.
so we we reiterated the fact that no that's not what there is the the vp of this was very adamant she was saying no they we don't need to take that and so we did a communication we did all this different pieces out there to that leader went on a vacation two weeks over in europe and um During that time, she called two emergency meetings where she was calling in from the beach about things that were going on that were important, but they weren't vital.
Took all of that wonderful work that we had done in around communicating this and just wiped it off.
So basically saying, hey, while, you know, we say it's OK, actually here I'm demonstrating that it is not.
And so those are some of the behavioral components of how people behave actually influences how people think about behavior.
So you can have a strategy, but if your behavior is in opposite of that strategy, or you set up your incentives in opposite of that strategy, or you don't understand the human dynamics of the way that you're talking and the words that you're using or the systems that you're putting people in, then you don't get the results that you want.
So a big, huge pharmaceutical company and working with one of the divisions there and one of the leaders.
And we had been working with them because they had many large organizations have what's called a pulse survey, kind of an employee engagement survey of how well they think the company is doing.
I mean, it's things like, you know, does the company have your best interest at heart? You know, are you feeling overworked? Are you, you know, how likely would you be to say, you know, to recommend the company to others? A whole bunch of series of questions.
And one of the things that we found when we were going out and interviewing people and talking with them was they felt like they were always on that.
They needed to take their phone or their laptop with them and always checking in.
They never had downtime leading to a lot of burnout and various different things.
so we we reiterated the fact that no that's not what there is the the vp of this was very adamant she was saying no they we don't need to take that and so we did a communication we did all this different pieces out there to that leader went on a vacation two weeks over in europe and um During that time, she called two emergency meetings where she was calling in from the beach about things that were going on that were important, but they weren't vital.
Took all of that wonderful work that we had done in around communicating this and just wiped it off.
So basically saying, hey, while, you know, we say it's OK, actually here I'm demonstrating that it is not.
And so those are some of the behavioral components of how people behave actually influences how people think about behavior.
So you can have a strategy, but if your behavior is in opposite of that strategy, or you set up your incentives in opposite of that strategy, or you don't understand the human dynamics of the way that you're talking and the words that you're using or the systems that you're putting people in, then you don't get the results that you want.
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