“We learned a lot early on and we continue to learn as we scale the organization remotely. Some of the key things are over communicating. Sometimes you're having a few more meetings to feel that personal connection”, says Vikki. “We've set up mentor programs, our summit leadership where you're partnered with another leader in the organization. If you're interested in growing your career, whether that's within your team or learning more about other teams, they have one-on-one mentoring sessions and group mentoring sessions. We formed, ERG groups and really started making sure that we're celebra ..read more

The opportunities are vast. Hundreds and hundreds of companies with a physical presence here and the jobs to go with it. It's important that all Bermudians remember that we're not just competing within Bermuda and our small country, we're competing on a global scale”, says Kirsten. “We are an exceptionally well-educated island. It's critical there are opportunities for Bermudians. And that Bermudians can see themselves in the industry and see the example of other Bermudians. This is global level competition.” On the podcast this week, Kirsten tells how she’s spent her entire 25-year career in ..read more

“We’ve got to deliver financial results and profitability, but you’ve got to be thinking about the way you can do that most efficiently too”, says Lisa, describing what a high performance culture means to her.   “High performance is people being clear on what's expected of them, delivering that and then some, because they want to. It’s constantly improving and trying to do better. We make mistakes sometimes too and that’s ok. Let’s learn from it. It's about a learning mindset.” On the podcast this week, Lisa talks about transitioning from a 17-year career at Morgan Stanley to joining AXIS ..read more

“Throughput is really exciting when you connect those three areas, so what does that ecosystem look like? We make sure we are branching out and seeking underrepresented talent and also talent who have amazing experience. We do that in our acquisition process”, says Christina Parr as she discusses her role of combining talent acquisition, learning & development and organizational development. “As folks flow into the organization, we're developing them to grow within the organization regardless of where they happen to come in at from a skill perspective. And then as we look at the organizati ..read more

“We look at our people as our number one asset, they are really providing our product. You need the people in order to bring that (insurance) promise to life. When we bring in an entry level person, we’re looking at their development path. We want to know, ‘what do you want to do?’, says Roxanne Nelson as she explains how Falvey create a clear career path for those entering the insurance industry. On the podcast this week, Falvey’s Chief People Officer shares her journey from underwriting to people operations. SVP of Marketing, Megan Bell gives insight in to her marketing career in a start-up ..read more

“We always have a common goal every year for the entire organization. It’s in every single employee’s goal plan, from CEO all the way to somebody in an administrative position. The same goal we're all working towards”, says Aimee. “You can't expect people to rally around a goal unless you help them understand what that goal is.  You have to help connect every person's role or every team's role back to that goal.” On the Insurance Coffee House Podcast this week, Aimee talks through her insurance career journey. “My entire career in insurance has been spent in the banking space. Coming out ..read more

“Anyone stepping into a predominantly 100% remote opportunity, assuming it's not their first time, they know what they're getting into and what to expect from the day-to-day”, says Blair. “In terms of building a culture, the onus is really on the company, but also us as individuals to engage with co-workers. You have to be intentional about over-communicating.” On the Insurance Coffee House Podcast this week, Blair Kamrass shares her journey from studying political science to an HR and people leadership function at a growing Insurtech, Coterie Insurance.   “I've been in a leadership posit ..read more

“Patience is such a virtue when working in a high growth organization like this. The number of partner agencies that we’ve brought together are all in different phases of talent maturity. You just have to be patient and figure out where they are on the continuum and bring them along. I'm building and doing and teaching all at the same time”, says Lea as she emphasizes the need to be patient in a start-up environment.   On the Insurance Coffee House Podcast this week, Lea discusses the steps that led her from advertising HR leadership roles in Boston and New York, through to real estate in ..read more

“Having events like the town hall is incredibly important. For everyone to get together and be able to celebrate what we're building”, says Eric. “It gives us a forum to talk about what's going on, what the strategy is. It’s a time for anyone to ask questions so they can get a better understanding of what everyone does. We don't want everything to be just work. We also have fun things, that people normally aren't used to, so they also get a sense of accomplishment. It builds a lot of camaraderie.” On the Insurance Coffee House Podcast this week, Eric Haller and HR Director, Ashlie Keeling talk ..read more

“We're able to move mountains with far fewer people because of the fact that everybody in their role is exceptional and they’re that 90th percentile. It's really hard to maintain that talent density, especially as we've started to scale. But we absolutely refuse to just put bodies in seats because we need them”, says Datha. On the podcast this week, Steadily’s Co-Founder & COO shares her career journey. “I've spent my entire career in the insurance industry. Geico heavily recruited in the university I went to. They ended up recruiting me into their Emerging Leaders program. Then I was recr ..read more