Heather Wilson
Board of Directors
Executive Committee
Chairman of the Board - Allyson Padilla allyson@blanksinsurance.com
President - Patrick Taphorn, CIC, CSRM ptaphorn@unland.com
President-Elect - Thomas Evans, Jr. tom.evans@assuredpartners.com
Vice President - Chris Leming cleming@troxellins.com
Secretary/Treasurer - Cindy Jackman, CIC, CISR cjackman@arlingtonroe.com
IIABA National Director - George Daly george.daly@thehortongroup.com
Directors
Mohammed Ali - mali@aliminsurance.com
Charles Hruska, IV - chas@hruskains.com
David Jenk, Esq. - djenk@nwibrokers.com
Rebecca Kohn - rkohn@worthyinsurance.com
Lindsey Polzin - lpolzin@presidiogrp.com
Ray Roentz - ray.roentz@hwcrins.com
Noele Tatlock - ntatlock@unland.com
Luis Tayahua - lt@goldenowlinsurance.com
Sharon Waldvogel - sharon@infinitybrokersinc.com
Andrea Wallace - andrea@aadins.com
At-Large Directors
Amiri Curry - acurry@assuranceagency.com
Kevin Lesch - klesch09@gmail.com
Jeff McMillan - jeff@mcmillanins.com
James Sager - james@sagerins.com
Luke Sandrock, CIC - lsandrock@2cornerstone.com
Committee Chairs
Budget & Finance | Cindy Jackman, CIC, CISR cjackman@arlingtonroe.com
Education | Lisa Lukens salibainsurance@gmail.com
Farm Agents Council | Steve Foster s.foster@ciagonline.com
Government Relations | Dustin Peterson dustin@peterson.insurance
Planning & Coordination | Nick Gunn, CIC ngunn@envisionins.com
Technology | Brian Ogden brian@ogdeninsurance.com
Young Agents | Cody Imming cody@imminginsurance.com
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Big I Illinois Staff
Director of Information and Technology
Director of Education and Agency Resources
Accounting & Admin Services
Director of Human Resources, Board Admin
Sr. Vice President/Chief Financial Officer
Chief Executive Officer
Director of Membership Services
Director of Government Relations
Office Administrator
Director of Communications
Marketing Representative
Shannon Churchill (217) 321-3004 - schurchill@ilbigi.org
Brett Gerger, CIC (217) 321-3006 - bgerger@ilbigi.org
Tami Hubbell, CIC (217) 321-3016 - thubbell@ilbigi.org
Jennifer Jacobs, SHRM-CP (217) 321-3013 - jjacobs@ilbigi.org
Mark Kuchar (217) 321-3015 - mkuchar@ilbigi.org
Phil Lackman, IOM (217) 321-3005 - plackman@ilbigi.org
Lori Mahorney, CISR Elite (217) 415-7550 - lmahorney@ilbigi.org
Evan Manning (217) 321-3002 - emanning@ilbigi.org
Kristi Osmond, CISR Elite (217) 321-3007 - kosmond@ilbigi.org
Rachel Romines (217) 321-3024 - rromines@ilbigi.org
Tom Ross, CRIS, CPIA (217) 321-3003 - tross@ilbigi.org
Carol Wilson, CPIA (217) 321-3011 - cwilson@ilbigi.org
CONVO 2025
My annual CONVO attending shaming article. Realize this: all of the cool kids will be there.
I imagine that if you've read my articles, you have already registered. If you have, this will just make you feel better about your decision to attend, and perhaps it will encourage you to invite others to attend. If we all bring a friend, it will be exponentially more beneficial for all of us. If you haven’t registered, shame on you, and read no further until you do register at ILConvention.com.
Okay, now that you are back from registering, let’s discuss the enormous benefits of you’ll be receiving by attending. This month’s magazine is all about hiring and talent acquisition. No better place to introduce your new fantabulous (new word) hire to your peers and show them how much better you are than them at hiring talent. Competition is what drives us, correct? This forum is a unique way of diving into the industry headfirst while establishing relationships that can last a lifetime. This is truly a way for you to show why this industry is so special and let them see various aspects of products, carriers, peers all while getting some high-quality educational opportunities.
This is one of the last places to get in-person learning, which provides the best bang for your buck (in my opinion). In the equivalent of two days, you get all of the CE hours that you are required to take for the year, including ethics. You see quality instructors presenting relevant topics, all the while interacting with your peers and colleagues. CONVO topics include everything from cyber to e-bike coverage to talent
3Sense Brett’s
You will have the opportunity to attend the third iteration of the Game of Games, which will now count as ethics (yep, you read that correctly, ETHICS). Our very own Wink Martindale (Luke Praxmarer) and Alexa Trabec (Alec’s daughter, Nicole Broch), will help you navigate the Pursuit of Trivia and Jeopardy games to crown two knowledge champions who will have year-long bragging rights. Bring your team ready to compete and learn. If you cannot learn from Luke and Nicole, something is wrong. Game of Games will jumpstart your learning, which will lead to Casino Night. Casino Night is where much of the learning happens, as it is a social networking event. Social/Networking events are where you learn the most as you engage in the most meaningful conversations, such as, “Do I hit a soft 17 when the dealer has After the Tuesday warmup, dipping our toes in the pool, we follow-up with a Wednesday afternoon line-up that will give you a plethora of topics that can meet anyone’s educational needs. Wednesday night provides another opportunity to network at the Big Party while eating. My two favorite things, talking and eating. So far this sounds like utopia. Lastly, we end on Thursday with an E&O Mock Trial, which is also filed as ethics and provides you with the E&O discount depending on participation levels.
My personal self-promotion is the Wednesday afternoon Stump the Specialist, Master, Guru, and Oracle class. This class will allow you to bring scenarios forward that our panel can discuss and hopefully provide you with a solution. No question is too hard, as the individuals that we have assembled are the tops in their respective fields. Try to stump: Luke and Tyler Sandrock with a farm question; Brian Ogden with a personal lines question; Sandy Falco with a commercial lines question, and yours truly with a regulatory question. Be careful, as stumping any of those individuals will be your invitation to sit on the panel next year. I feel pretty secure that these individuals
continued...
Brett Gerger - Big I Illinois
will be just fine and have nothing to worry about. By the end of this class, you will be able to identify the Specialist, Master, Guru, and Oracle. This class will be worth the admission alone, but all of the classes that Shannon has put together could stand on their own. As my grandfather would say, everything else would be gravy, and at the end of the day, gravy makes everything better. Gravy is the bacon of the condiment world. Attending the classes offered at CONVO will be like eating bacon covered with gravy (delicious). You will not regret this decision as it’s actually better than bacon covered in gravy, but healthy for you.
Best practice: attend all days and provide yourself with the most bang for your buck. Don’t shortchange yourself as ultimately you will have to pay the price at some point during the year. You should take three days to take in quality, relevant education/networking and free up the rest of your year for quoting, writing, and binding. Networking is the most underrated part of in-person education and shouldn’t be discounted. An hour of networking and sharing ideas is worth ten hours of education, so by attending CONVO 2025, you have a potential of 140+ hours of education, with 12 of those hours being reported as CE. That’s 112 hours of education over three days that you wouldn’t get by taking your normal 12 hours per year. Who doesn’t like free bonus stuff? When you break the cost of convention down it works out to be around $2 per hour of education and a great time with your friends.
Again, sign up at ILConvention.com Remember: everyone is doing it- All the cool kids will be there – I asked really nicely- and it will make you feel good. This CONVO will be the Teletubby, Beanie Baby, Cabbage Patch Kid, Pokémon, Fidget Spinner, Chia Pet, Rubik’s Cube, Tamagotchi, Slinky, and Pet Rock of 2025. Don’t be the only one not knowing what everyone is talking about the Monday following CONVO 2025. It appears that there were way more fads when I was younger.
As always, this is just Brett’s 3 Sense (it rose to 3 as the Fed hasn't lowered rates ) and I hope it was helpful. You can contact me through my CONNECT and if it is urgent, do not hesitate to reach me through CONNECT. I may be pushing you to CONNECT. If you need any clarification or have any suggestions for future articles please email me at bgerger@ ilbigi.org.
ILLIN O I S CONVO
October 7-9
Peoria, IL
Marrott Pere Marquette & Civic Center
CONVO is the biggest annual gathering for independent insurance professionals - an event designed to spark connection, deliver practical insights, and strengthen the future of your agency.
Earn up to 12 hours of Illinois CE credit with industry-driven educational programming. You’ll hear about the latest topics and news that matter most to you from leading experts and your peers. This is where the industry shows up.
Connect with over 120 leading carriers, vendors, and industry partners, explore innovations transforming insurance, and gain insights to help you weather the storms.
Golf Outing
*Separate Fee to benefit State PAC
Join us for a round of golf at Weaver Ridge Golc Club in Peoria, complete with food and beverages, friendly competition, and a great opportunity to network with agents in advance of CONVO on Tuesday, October 7, 10:00 am.
General Session
Representatives from Karen Clark & Co (KCC), the innovation and technology leader in catastrophe risk modeling, will be presenting this year’s eye-opening general session: Navigating the Storm: How Catastrophe Models, Market Strategy, and Resilient Design Are Shaping the Future.
Tradeshow
Explore solutions from 120+ vendors, including carriers, technology partners, market access providers, and association programs built to support your agency. With all exhibit booths sold out, this year’s tradeshow guarantees the most vendors possible - giving you more opportunities than ever to discover what your agency needs next. Whether you’re looking for new tools, strategic connections, or just some clarity amid the chaos, this is where it all comes together. And if you can’t commit to the full CONVO event, you can still attend the tradeshow on its own to access the same unmatched lineup of industry partners and solutions.
Networking Events
CONVO offers several opportunities to build your community of knowledgable professionals, make new friends and contacts, and find out what your old friends and peers have been up to!
Welcome Reception - Dutch Dine Arounds Casino Night - Tradeshow - Big Party
2025 Illinois BEST PRACTICES AGENCIES
At Big I Illinois, we’re proud to have some of the best of the best among our membership - and this year’s Best Practices Agencies are proof of that. Each of these agencies has demonstrated a commitment to excellence in operations, client service, and team culture that sets them apart in a competitive marketplace.
Being named a Best Practices Agency isn’t just about growth or financial success - it’s about leadership, innovation, and an unwavering focus on people: clients, employees, and communities. These Illinois agencies show us what it means to build strong teams, adapt to change, and lead with integrity.
We celebrate their recognition and applaud the ways they are charting the course for independent agencies everywhere. Their experiences and advice offer valuable lessons for any agency looking to strengthen its foundation and prepare for the future.
The Best Practices Study was launched in 1993 by the Big I to help members build and maintain agency value. Now in partnership with Reagan Consulting, this annual study, more than 30 years strong, remains one of the industry’s most valuable resources, providing financial and operational benchmarks that agencies can use to improve performance. Visit independentagent.com for the latest study.
What do you believe has contributed most to your agency earning this recognition?
Without question my team made this happen.
What advice would you share with other agencies striving to reach this level?
Make sure you build a team and then trust the members of that team to do their work in their own style. If you have to micromanage someone you are building walls around them rather than empowering them to solve problems and make things happen. Everyone is hung up on AI but if you give your team broad empowerment nothing will ever compete with that.
What do you believe has contributed most to your agency earning this recognition?
Our success has come from a strong focus on people – our team, our clients, our Keystone affiliation, and our carrier partners. We’re always looking for ways to work smarter and stay ahead of what’s coming next.
What advice would you share with other agencies striving to reach this level?
Stick to what you believe in, take care of your people, and be open to change. Keep learning and don’t be afraid to ask questions or lean on others in the industry. You don’t have to figure it all out alone.
What do you believe has contributed most to your agency earning this recognition?
Without question, it’s our people. Culture isn’t just a buzzword around here - it’s one of our core values, and we live it every
single day. Our job as leaders of the company is to walk through that door every morning and work for our employees, not the other way around. When we get that right, we achieve some pretty incredible goals together.
What advice would you share with other agencies striving to reach this level?
Authenticity is the new currency of the world in my opinion. We don’t always get it right - and we never will be perfectbut it’s that kind of honesty and vulnerability that defines real leadership. My advice? Be relentlessly authentic. People don’t follow perfection - they follow people that genuinely care about them.
What do you believe has contributed most to your agency earning this recognition?
We’ve made a deliberate investment in hiring and developing new producers, which has been a key driver of our organic growth. While this approach involves financial risk, we remain committed to the long-term value these new agents bring to our agency, making it an essential part of our growth strategy.
Operationally, we’ve focused on clearly defining and communicating “the Compass Way” of doing business. This emphasis on consistency has allowed us to centralize certain non-customer-facing tasks and improve efficiency. In addition, we actively monitor our spending and continually seek opportunities to reduce expenses.
Lastly, our service team plays a vital role in retaining customers. Their genuine care and dedication not only strengthen client relationships but also contribute significantly to our strong reputation in the communities we serve.
What advice would you share with other agencies striving to reach this level?
Be intentional about strategic planning. We work hard to spend time as a leadership team on looking down the road. While pulling out of the day to day fires is challenging, we are committed to following the strategic planning framework we’ve adopted and with each passing year we see more and more positive benefits from this investment.
What do you believe has contributed most to your agency earning this recognition?
First Mid Insurance Group team members strive for service and operational excellence. We believe values lead and revenues follow. We push ourselves to improve everyday, so we can help our customers better.
What advice would you share with other agencies striving to reach this level?
Dont be afraid of change, even radical change. Even it could lead to failure, because we learn and grow from mistakes as much if not more than from success. Growth requires pruning. Keep the best, whether it's talent, processes, customers, or vendor and carrier relationships, and weed out the things that aren't working in the best interests of the customers and the employees.
For more than 160 years, we have stood alongside our communities, learning their unique needs and safeguarding the lives and businesses they’ve built. At Hanford Insurance, we take great pride in fostering deep relationships with our clients, delivering personalized and friendly service every step of the way.
What do you believe has contributed most to your agency earning this recognition?
People and teamwork are the foundation of our success. An individual can only go so far, but together we can achieve exponentially more. That’s why we prioritize bringing outstanding people onto our team - it’s vital to our growth and success.
What advice would you share with other agencies striving to reach this level?
Success comes from both working hard and working smart. Business has shifted from valuing sheer effort to emphasizing efficiency and innovation. We believe the true path forward is combining both - working harder and smarter - while continuously evaluating our processes to prevent complacency.
What do you believe has contributed most to your agency earning this recognition?
Hiring my kids to join the agency and training them to take up the responsibility. In addition to their help our team has stepped up in providing timely service to our customers.
What advice would you share with other agencies striving to reach this level?
Your existing customers are your ambassadors so staying connected with them and asking for referrals is key to growing business profitably.
What do you believe has contributed most to your agency earning this recognition?
At The Plexus Groupe, it always starts with our people. This recognition as a Best Practices Agency is a reflection of our team's expertise, adaptability, and shared commitment to excellence. Since our founding we have been intentional about building a culture that values collaboration, innovation, and accountability. As we have grown, breaking into the Top 100 of the Largest Brokers of U.S. Brokers, we’ve remained focused on refining our operations, investing in our people and technology, adapting to market shifts, and continually finding new ways to deliver value to those we serve. In an industry undergoing significant consolidation and outside investments, this achievement validates the work we have done and the vision we are pursuing to remain truly independent, so our clients remain at the heart of everything we do.
What advice would you share with other agencies striving to reach this level?
Never lose sight of your “why.” In our experience, growth and recognition follow when you stay committed to your mission, invest in your people, and remain flexible in how you accomplish your goals. Build systems that support efficiency and scalability, but don’t let process outweigh purpose, and do not be afraid to rethink the way you operate. Strong leadership, clear direction, and a culture of accountability are key. Ultimately, agencies that succeed at this level are the ones that commit to continuous improvement while staying true to their core mission. The marketplace is always changing and your willingness to evolve with it is what will set you apart.
What do you believe has contributed most to your agency earning this recognition?
Our people! I realize that is not a unique answer or one that gives away a unique trade secret but that is truly the secret to our success. We all sell similar products and can win from time to time on price if that is truly what is important but if we are honest with each other our clients all value service and honest advice and information. Our people provide that and enjoy that part of their job and we talk about that internally all the time. Our Mission Statement is “We Educate, Advocate and Protect our People.” For us, Our People means not only our clients but in our eyes it starts with our team and their families, and we work hard everyday so that they feel that from Troxell.
What advice would you share with other agencies striving to reach this level?
I think we can all agree that top line revenue and agency growth is important, and it takes a great deal of effort to achieve that on a profitable basis to remain relevant and exist into the future. I would just suggest that it is equally important to develop your non-financial assets at a faster pace and with great attention and purpose and it just may be that top-line revenue is achieved some days almost despite ourselves!
The Insurance Industry’s TALENT CRUNCH
Attracting and Retaining Gen Z
By Heather Wilson
The last three years have exposed a growing challenge for insurance carriers: attracting, hiring, and retaining young talent. Despite the passing of the so-called “Great Resignation,” the insurance industry continues to face significant workforce challenges.
The Bureau of Labor Statistics projects that while the total number of claims professionals will decline by 5%, the industry will face approximately 21,500 job vacancies each year over the next decade. If current trends persist, the rate of new hires simply cannot keep pace with retirements and other departures.
This growing talent shortage is compounded by a rise in the severity of claims and by the industrialization of plaintiff litigation. As veteran employees leave the workforce, the industry loses invaluable expertise. That creates a ripple effect of challenges for claims management organizations. Unfortunately, existing systems and practices are not wellequipped to address this problem. Members of Generation Z bring fundamentally different goals and expectations to the workplace, shaped by their coming of age in the digital era. That calls for new ways of approaching the talent shortage.
Understanding Generation Z
Gen Z, which makes up one-third of the world’s population, has distinct workplace preferences. A striking 77% prioritize work-life balance, while 92% emphasize the importance of mental health in the workplace. This generation is heavily mission-driven, gravitating toward employers that embrace corporate social responsibility and whose core business activities contribute to the betterment of society in ways that are easily and intuitively apparent.
Those of us who work in the industry understand quite well that insurance contributes to our well-being on a broad scale. Workers’ compensation carriers, for example, help injured employees recover and return to normal as rapidly as possible. Yet our highly impactful mission often goes unnoticed by the public, who often regard the industry as being outdated, callous, and impersonal. The recent tragic murder of UnitedHealthcare CEO Brian Thompson - and the shockingly muted reaction from some quarters - serves as a stark reminder that such negative perceptions can be harsh and persistent.
Our industry needs to do a better job of telling the real story. Workers’ compensation insurance, for example, has had a transformational impact on employees around the world. A century ago, workplace injuries were frequently life-altering events that could leave entire families destitute. Today, job safety is a priority because insurance carriers understand and assess risk and because we incentivize behaviors that mitigate risk. That reduces the incidence of health and safety problems for everyone, and when workers do suffer an injury, insurance carriers prioritize a rapid and complete recovery. Highlighting these kinds of contributions will help us bridge the gap between negative perceptions and positive realities.
Meeting Gen Z Workers on Their Terms
To attract Gen Z talent, insurance carriers must meet potential hires on their own terms. Mission-driven alignment is critical, but there are additional factors to consider.
Remote work, for example, gained significant popularity in the wake of the COVID pandemic, yet Gen Z employees tend to favor in-office work where they can enjoy face-to-face interactions with fellow workers.
They strongly prefer to work with modern tools and technology as well. Today’s younger workers value a good user experience (UX), for example. That’s bad news for many employers in the insurance industry, especially if they fall on the trailing edge of the technology adoption curve. Mainframe applications and green screen terminals are still standard fare in many insurance organizations.
By modernizing core systems, offering a fully integrated collaborative experience, and adopting forward-looking tools like machine learning and generative AI, insurers can provide a more enticing experience for their Gen Z employees.
Becoming a Comp Talent Destination
Transforming your organization into a talent magnet requires deliberate effort. Here are four key strategies:
• Clarify core values: Define your organization’s mission and ensure it is evident in every interaction, both internally and externally. Communicate those values in everything you say and do.
• Empower employees with modern tools: Invest in advanced core systems, integrated collaboration platforms, AI-driven insights, and generative AI technologies to enhance both efficiency and engagement.
• Articulate career paths: Provide clear, well-communicated opportunities for professional growth and progression.
• Develop strong training and mentoring programs: Create structured onboarding and development programs to nurture talent and pass on industry expertise.
The Evolving Role of AI
AI is transforming the insurance industry with tools capable of addressing both operational and talent management challenges. AI-based claims guidance, for example, reduces
operational burdens by automating repetitive, mundane tasks and analyzing large bodies of information. It also enhances recruitment and retention because it makes work more fulfilling. AI takes on many of the most tedious tasks that could not have been automated in the past. That allows employees to focus on making prompt, meaningful, data-informed decisions and to bring a human touch to claims management.
AI plays an especially powerful role in delivering better outcomes for injured workers. Naturally, that’s a win-win. It improves the lives of the people we serve and their families, but it also reduces losses. Additionally, AI improves fraud detection, allowing insurance carriers to avoid costs that ultimately flow down to policyholders in the form of increased premiums.
By leveraging AI, insurance organizations can streamline operations, improve employee satisfaction, and deliver superior service to their customers. These innovations are key to becoming a workplace of choice for the next generation of insurance professionals.
Like most long-term trends, this emerging talent shortage has the potential to creep up on many employers in the insurance industry. That need not be the case, however. By modernizing technology, aligning with Gen Z’s values, and embracing a visionary approach to AI, insurance carriers can position themselves as aspirational destinations for the emerging generation of employees.
Heather H. Wilson, CEO of CLARA Analytics, has more than a decade of executive experience in data, analytics, and artificial intelligence, including Global Head of Innovation and Advanced Technology at Kaiser Permanente and Chief Data Officer of AIG.
Navigating HR Compliance
Essential Tips for Small Businesses
By Hacking HR
HR compliance can feel like a never-ending series of challenges for small businesses: constant regulation changes, the fear of legal missteps, and the delicate balancing act between employee well-being and business needs… It's enough to make any entrepreneur feel like navigating a minefield.
Nonetheless, HR compliance goes beyond avoiding legal trouble or ticking the right boxes on a checklist (which is still necessary). It is also a strategic advantage that can empower your business to succeed in the long run. When done thoughtfully and effectively, it lays the foundation for a positive, productive, and legally sound workplace.
So, how do you ensure your HR compliance is on point, especially considering limited resources? Let’s find out!
What is HR Compliance?
In a nutshell, HR compliance means ensuring your company's policies and practices align with the legal framework that governs employment. Think of it as a safety net, protecting your business and employees from potential legal troubles and misunderstandings.
9 Essential HR Compliance Tips for Small Business Owners
Let’s picture a related scenario: You get a call from an employee with a harassment complaint and know it's essential to handle it right, but where do you start? Do you have the right policies in place? Are your records up to date? Are you even legally compliant?
Small business owners and HR professionals often race to steer through the complex world of HR compliance while keeping their companies running smoothly. But what if HR compliance wasn't about putting out fires? What if it helps you build a more substantial, more successful business?
That's where these nine essential HR compliance tips come in:
1. Master the Legal Landscape
Don't let legalese intimidate you. Familiarize yourself with fundamental federal laws like the Fair Labor Standards Act (FLSA) for wage and hour regulations, the Occupational Safety and Health Act (OSHA) for workplace safety, and the Family and Medical Leave Act (FMLA) for leave entitlements. Remember, state and local laws often have additional requirements, so research those. Understanding the legal landscape is the foundation for a compliant and fair workplace.
2. Comprehensive Employee Handbook and Onboarding Program
Your employee handbook is not just a formality – it's your company's playbook and a crucial part of onboarding. It should clearly outline your company culture, values, and expectations, from conduct and dress code to leave policies, benefits, and disciplinary actions. Ensure it's up-to-date, engaging, and easy for employees to understand. Regular reviews and updates are essential to keep your policies in line with evolving laws and best practices. A well-structured onboarding program ensures new hires are introduced to your company's policies and procedures from day one, setting them up for success and compliance.
3. Document, Document, Document
Think of your HR records as a safety net for your business. Meticulously document every HR-related interaction, including job applications, performance reviews, disciplinary actions, and training records. This detailed documentation protects your company in case of legal disputes and helps you track employee progress and identify areas for improvement.
4. Champion Diversity, Equity, and Inclusion
A diverse and inclusive workplace isn't just a nice-to-have – it's a business imperative. Develop robust policies that prohibit discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. Provide comprehensive training on these policies to create a culture of respect, equality, and belonging.
5. Classify Workers Correctly
Misclassifying employees as independent contractors can lead to hefty fines, back taxes, and legal headaches. Review IRS guidelines and relevant state laws to ensure every worker is classified accurately, safeguarding your business from unnecessary risks. Remember, the stakes are high, so don't gamble with worker classification.
6. Empower Employees Through Training
Regular training isn't just a compliance requirement – it's an investment in your workforce. Equip your employees with the knowledge and skills they need to comply with company policies, understand their rights, and contribute to a safe and respectful workplace. Topics like workplace safety, harassment prevention, and diversity awareness are essential for fostering a positive and productive work environment.
7. Foster Open Communication and Trust
Create a workplace where employees feel safe speaking up about concerns or reporting violations without fear of retaliation. Encourage open dialogue, take all complaints seriously, and investigate them thoroughly. Hence, fostering a culture of trust and transparency prevents potential legal issues and builds a more engaged and loyal workforce.
8. Build a Transparent Performance Management System
Your performance management system should be more than just an annual review. It should provide regular feedback, set clear expectations, and address performance issues promptly and fairly. This helps employees grow and develop and protects your company from claims of discrimination or unfair treatment.
9. Stay Ahead of the Curve with Ongoing Learning
Employment laws and regulations constantly evolve. Commit to staying informed about the latest changes and best practices in HR compliance. Attend workshops, webinars, and conferences, subscribe to reputable HR newsletters, and consult with legal experts when needed. By staying proactive and informed, you can ensure your company remains compliant, and your employees are protected.
6 Common HR Compliance Pitfalls for Small Businesses (and How to Avoid Them)
Falling into these common traps can lead to costly fines, legal battles, and damage to your company's reputation. So, let’s review these common pitfalls and practical solutions to help you avoid them and keep your business on the right track.
1. Overlooking State-Specific Laws
While federal laws provide a baseline for HR compliance, it's crucial to remember that state and local regulations can vary significantly. For example, minimum wage requirements, overtime rules, and sick leave provisions often differ from state to state. Failing to account for these nuances can lead to unintentional non-compliance and potential legal troubles.
Solution: Research and understand the specific employment laws applicable to your state. Consult with legal experts or HR professionals familiar with local regulations to ensure your policies and practices are fully compliant.
2. Neglecting Reasonable Accommodations
Failing to provide reasonable accommodations for employees with disabilities can lead to discrimination claims and legal troubles. Under the Americans with Disabilities Act (ADA), employers must make reasonable adjustments to enable qualified individuals with disabilities to perform essential job functions.
Solution: Familiarize yourself with the ADA and its requirements. Engage in an interactive process with employees who request accommodations to identify suitable solutions that don't pose an undue hardship on your business.
3. Overlooking Wage and Hour Laws
Failing to pay employees correctly for overtime or misclassifying them as independent contractors can result in costly lawsuits and damage your company's reputation. Understanding and adhering to wage and hour laws is essential for a fair and equitable workplace.
Solution: Familiarize yourself with the FLSA and state-specific wage and hour regulations. Use reliable timekeeping systems, ensure accurate record-keeping, and consult legal experts if you have any questions about classification or compensation issues.
4. Neglecting Employee Training
Regular training sessions on compliance-related issues, such as workplace safety, harassment prevention, diversity and inclusion, and data security, are crucial for ensuring your employees are informed and equipped to make the right decisions.
Solution: Develop a comprehensive training program that covers all relevant compliance topics. Make training sessions interactive and engaging and ensure that employees have opportunities to ask questions and clarify any doubts.
5. Inadequate Record-Keeping
Maintaining accurate and up-to-date employee records is a legal requirement and a best practice for any business. Proper record-keeping can protect your company in case of audits, disputes, or legal challenges.
Solution: Implement a robust record-keeping system that includes information on employee hours worked, wages paid, performance reviews, disciplinary actions, and training records. Use secure storage methods to protect sensitive employee data and ensure compliance with privacy regulations.
6. Dismissing Employee Complaints
Every employee complaint deserves your attention. Ignoring or downplaying concerns can create a hostile work environment, damage morale, and expose your company to legal liability. By taking complaints seriously and addressing them promptly, you demonstrate your commitment to fairness and create a culture of trust and open communication.
Solution: Establish a clear and accessible process for employees to report complaints. Ensure all complaints are investigated thoroughly and impartially and take appropriate action to address any violations or concerns.
HR Compliance Checklist for Small Businesses
Ensuring HR compliance can be complex, especially when navigating various countries' laws and regulations. This checklist provides a quick reference for small businesses in the UK, Canada, and Australia, highlighting the essential elements you need to have in place:
Universal Essentials (Applicable in all countries):
þ Up-to-date Employee Handbook: Comprehensive guide covering policies, procedures, expectations, company culture, and values.
þ Accurate Employee Records: Detailed records of personal data, work hours, wages, benefits, performance reviews, disciplinary actions, and training records.
þ Regular Compliance Training: Ongoing sessions covering relevant country-specific laws, workplace safety, harassment prevention, diversity & inclusion, and data security.
þ Robust Anti-Discrimination & Harassment Policies: Clear policies and training to prevent discrimination and harassment.
þ Safe & Supportive Workplace: A culture that encourages open communication, provides channels for reporting concerns, and prioritizes employee well-being and safety.
þ Documented Performance Management System: Regular feedback, clear expectations, and fair processes for addressing performance issues.
þ Accurate Job Descriptions: Detailed descriptions outlining each position's roles, responsibilities, and qualifications.
þ Background Checks: Consider conducting background checks on potential employees, following all applicable laws and regulations.
þ Employee Benefits: Offer competitive benefits packages that comply with legal requirements and meet employee needs.
þ Termination Procedures: Establish fair and consistent termination procedures that comply with relevant laws and protect the employer and employee.
United States:
þ Wage and Hour Compliance: Accurate timekeeping, proper calculation of overtime pay (if applicable), adherence to minimum wage laws, and compliance with the FLSA.
þ Clear Leave Policies: Clearly defined policies for sick, vacation, family/medical leave (FMLA), and other types of leave, compliant with federal, state, and local regulations.
þ Labor Law Posters Displayed: Prominently display required federal and state labor law posters in a location accessible to all employees.
þ Workers' Compensation Insurance: Obtain the necessary workers' compensation insurance to protect employees in case of work-related injuries or illnesses.
þ I-9 Compliance: Complete Form I-9 for all new hires to verify their eligibility to work in the United States.
þ Affordable Care Act (ACA) Compliance: If applicable, ensure compliance with the ACA requirements for providing health insurance coverage to eligible employees.
þ COBRA Compliance: If applicable, provide eligible employees with the option to continue their health insurance coverage after termination of employment under the Consolidated Omnibus Budget Reconciliation Act (COBRA).
þ Independent Contractor Classification: Review IRS guidelines to ensure proper classification of independent contractors, as misclassification can lead to significant penalties.
þ State and Local Laws: Research and comply with specific state and local laws, as they can differ significantly from federal regulations.
How to Create a Winning HR Compliance Strategy for Your Small Business
Having a checklist is great, but it's just the first step. It's time to turn those items into a cohesive strategy that empowers your business. Here's how to create an HR compliance plan that goes beyond mere compliance and drives real value for your company:
1. Align Compliance with Your Business Goals
Don't just check boxes. Instead, think about how HR compliance can support your overall business objectives. Does attracting top talent require showcasing your commitment to fair pay and equitable practices? Does reducing turnover depend on creating a safe and inclusive workplace? Tie your compliance efforts to tangible business outcomes.
2. Prioritize and Strategize
Not all compliance issues are created equal. Assess the risks associated with each area and prioritize those with the highest potential impact on your business. Focus your resources on the areas where non-compliance could be most damaging.
Develop a phased approach: You don't have to tackle everything at once. Create a realistic timeline for addressing each compliance area, starting with the most critical ones.
3. Build a Culture of Compliance
Compliance isn't just about rules; it's about values. Embed compliance into your company culture from the top down. Lead by example, communicate the importance of compliance to all employees, and create an environment where everyone feels responsible for upholding ethical standards.
Key Insights
Empower your managers: Provide them with the training and resources to identify and address compliance issues within their teams. Make it clear that they play a crucial role in maintaining a compliant workplace.
4. Leverage Technology
Refrain from drowning in paperwork. Embrace HR software and technology solutions to streamline processes, automate tasks, and improve record-keeping.
Use data to your advantage. Track key metrics like turnover rates, employee complaints, and training completion rates to measure your compliance efforts' effectiveness and identify improvement areas.
5. Seek Expert Guidance
You don't have to go it alone. Consult HR professionals, employment lawyers, or compliance consultants for expert advice and support. They can help you navigate complex regulations, identify potential risks, and develop tailored solutions for your business.
Stay informed. Subscribe to reputable HR newsletters, attend industry events, and join online communities to stay up to date on the latest compliance trends and best practices.
Hacking HR is the fastest-growing global community for people leaders and professionals exploring the future of work at the intersection of people, organizations, innovation, and transformation. For more information, visit hackinghrlab.io.
g HR Compliance as a Strategic Advantage: Far from being a mere burden, effective HR compliance can be a powerful tool for building a positive workplace culture, attracting and retaining top talent, and driving overall business growth.
g Proactive vs. Reactive Approach: Shifting from a reactive, fire-fighting approach to a proactive, strategic HR compliance plan can minimize legal risks, prevent costly mistakes, and create a more stable and productive work environment.
g Comprehensive and Customized Solutions: HR compliance is not a one-size-fits-all endeavor. Understanding and complying with federal laws and specific regulations relevant to your state, industry, and company size is crucial.
g Investing in Employee Well-being: A strong focus on employee well-being through clear communication, comprehensive training, fair practices, and a safe and supportive workplace is essential for maintaining a compliant and thriving business.
Where You Start Doesn’t Define Where You Finish
Forging Space in Insurance for Non-Traditional Talent
By Misty Carson
After 16 years working for car dealerships, I was ready for a change. I needed a career that offered financial security and the flexibility to spend more time with my kids. A LinkedIn job ad I stumbled across for an insurance producer role intrigued me. The position required no prior experience and would train me and get me licensed. The best part? It was selling to a market I already understood, auto dealerships.
The insurance industry has given me flexibility, purpose, financial security and most of all, the chance to serve others.
I never envisioned myself in a professional services career. Growing up in a small town in Michigan, I was raised by a teenage mother before becoming a teen mom myself and achieved emancipation at 16. This industry paved a new career path for me – one that helped me grow professionally and offered me work-life balance, while allowing me to work in service of others.
I’ve known poverty, especially in my early years, but I always had a sense of the importance of giving back to my community. I can’t explain the pull of this feeling other than to say it became a goal to give back to communities and families that looked and felt like my own, as soon as I could create some income for myself. Doing so began in very small ways. I started picking names off my local town’s Christmas tree with my kids, doing a small amount of holiday shopping for those without support to experience the joy of the season. My family and I made this a holiday tradition, and I was proud to see my kids embrace the spirit of giving during the holidays.
Today, I am an active member and corporate liaison for the Association of Professional Insurance Women, I sit on the board and serve as advisory chair of the PACE Center for Girls, hold a seat on the community advisory board for The Junior league of Tampa and recently co-founded the Florida Chapter of the Insurance Industry Charitable Foundation (IICF) alongside my good friend and colleague Maggie Potter. Insurance has served me well. This industry is about service and protection. The same principles that drive us to serve clients in their times of need should drive us to invest in and serve our communities as well.
If there is a lesson I’ve learned in my life and my career, it is to help others understand where you start does not define where you finish. I’m passionate about making sure others can pursue similar opportunities that I’ve found along my own journey.
Building Confidence Through Mentorship
I knew very little about insurance at the time I found that long-ago LinkedIn ad. But I did have a bold personality, and that helped endear me to a few incredible mentors who helped me along the way. In fact, mentorship has played a huge role in my career and still does. I have a mentor outside of the industry with whom I meet monthly for an outsider perspective as well as a mentor within insurance who helps me navigate professional growth. I also serve as a mentor to two women. We talk through their goals, challenges and perspectives, and where I can, I offer some advice and sometimes help connect them with additional resources.
Mentorship is crucial to professional and personal growth. In my role as business development executive at OneDigital, I am involved in our mentorship program for women interns. Many of these young professionals are still learning how to find their voice and speak up for fear they will be dismissed or misunderstood. We work on building executive presence, eliminating minimizing language and learning to communicate with confidence. Encouraging young professionals to make these small changes will improve their confidence in the workplace and help them make space to contribute to real change throughout the industry.
Finding a mentor, however, can be a challenging, especially for those just starting out in their careers working in companies who may not have a program set up. My experience as both a mentor and a mentee has proven you don’t need to wait for someone to offer their insights. You have to simply reach out and ask. I have even walked up to people after hearing them speak and asked if they would be willing to mentor me. If you’re not ready to advocate for yourself in person, a simple email or LinkedIn message is a great place to start. Doing so will build confidence, and people love to know they provide value. You may be surprised how willing people are to help when they know they are appreciated.
Opening Doors for Non-Traditional Talent
As insurance organizations grapple with ongoing retirements, expanding the talent pipeline is a top priority. While doing this, the industry could be opening doors for someone in search of the rewarding opportunities a career in insurance can offer. And there are so many ways this can take shape. Some brokerages, for example, are encouraging local brokers to hire interns straight out of high school. Insurance leaders don’t need to fill every intern slot this way, but even one spot can change a life and aid the industry in addressing its ongoing talent challenges. There are people who simply cannot or will not pursue a traditional four-year college program, but they still have the skills and drive to be successful in this industry.
I came to insurance from sales. With a background in the auto dealership space and strong client relationships, I was able to connect immediately with the businesses I served. Insurance leaders should consider the value of transferable skills and lived experience. The future of work will include fewer traditional paths, and if the industry wants to keep up with the changing workforce, leaders need to be creative in how they hire and who they invest in.
There is also a large, overlooked group of talented people who simply need access, exposure and encouragement. For insurance organizations looking to attract and retain individuals from non-traditional backgrounds, it is essential to foster welcoming environments that can support their success. Consider the following:
• Reinforce their value: Those entering the industry from unconventional paths may carry the same imposter syndrome many of us feel at some point in our careers. Insurance leaders and their team members would all benefit from building a culture that reinforces everyone’s unique contributions and encourages people to bring fresh perspectives and new ways of thinking.
• Meet them where they are: Do not wait for talent to come knocking. The industry should be intentional about building a talent pool that considers non-traditional candidates. This might result in welcoming high school students to apply for internships or attending events in communities or industry sectors where the organization has not yet built a presence.
• Invest in support: My access to the insurance industry came when the company I applied to offered to train and license me, requiring no prior experience. They invested in my professional growth and encouraged me to keep going. Insurance organizations should find ways to invest in the professional development of their team members. Whether providing mentorship or developing peer groups tailored to people new to the industry, when employees feel seen and supported, they are more likely to grow and thrive.
Expanding access to insurance careers is only part of the equation. To truly move the needle, the industry needs to unite in the collective service of the communities where we live and work.
Philanthropy With Purpose
Starting the Florida Chapter of IICF came from a desire I share with Maggie Potter to make a bigger impact. I was already involved in the incredible work of the PACE Center for Girls and the Junior League of Tampa. But Maggie and I saw an opportunity to leverage our networks and experience to create something that could benefit our larger communities through IICF. Our first IICF Florida event is a Harvest Meal Pack food initiative in Tampa on October 9, and the response has already been incredible. We aim to deliver 20,000 meals in the Greater Tampa region with the support of the insurance industry.
I recently spoke with a colleague involved with IICF’s Florida Chapter who told me he had been searching for more than a year to find an avenue to give back in a way that felt connected to his work in insurance. Doing so reinforces the drive of many insurance industry professionals to give back, and philanthropy is yet another natural progression of the industry’s impact.
Organizations like IICF help formalize and expand the industry’s charitable reach. They make it easier for insurance professionals to show up, get involved and support their communities alongside colleagues and competitors. And when the industry joins in collective action, the impact multiplies.
My professional journey to insurance was far from traditional. But it was deeply personal. I want people to understand that there’s a place for them in insurance, regardless of where they started. The future of this industry depends on the talent we bring in and the impact we make today. Let’s make sure we open doors wide enough for everyone to walk through and that we continue to give back along the way.
Risk Insiders are an unrivaled group of leading executives focused on the topic of Risk. They share their insights and opinions – and from time to time their pet peeves and gripes. Each Risk Insider is invited to publish based on their expertise, passion and/or the quality of their writing. The only rules are no selling and no competitor put-downs.
The views expressed in this article belong to the author and are not an editorial opinion of Risk & Insurance.
Misty Carson is a business development executive with over 13 years of experience in insurance. As Business Development Executive at OneDigital, she connects organizations with business optimization, health, wealth, and HR solutions.
ILLINOIS
Talent Events, Solutions, and Resources
IGNITE Talent
Big I Illinois and NAAIA Chicago have teamed up to provide best practices and resources to help agencies address their biggest challenges. This quarter, we’re focused on talent! Join us for these FREE virtual sessions:
Wednesday, September 17, 2025 - 10:00 am
Build a 4-step hiring process with Ideal Traits
In a competitive hiring landscape, the agencies that succeed are the ones that treat hiring like a growth strategy; leveraging the right tools, messaging, and processes to consistently bring in top talent. In this session, we’ll demonstrate how IdealTraits simplifies the hiring process and delivers the tools and insights your agency needs to attract top talent, drive growth, and consistently achieve your business goals.
Wednesday, October 1, 2025 – 10:00 am
Navigating the Future of Staffing: AI, Skills-Based Hiring, and Workforce Flexibility
2025 has seen the staffing landscape rapidly evolve, shaped by advancements in AI and shifting workforce expectations. To stay competitive, organizations must embrace technology, adopt skills-based hiring practices, and cultivate a culture of flexibility. This session will explore actionable strategies for attracting top talent - from new graduates to seasoned professionals - while retaining and developing existing employees to bridge the insurance talent gap. Join us to discover how to future-proof your workforce and build a thriving, adaptable team.
Visit go.ilbigi.org/Events to sign up and stay up to date on the next Ignite Sessions which will cover: Carrier Appointments, Technology and Funding.
CONNECT
Did you know there is an Agency Owner's group in CONNECT - our online community?
connect.ilbigi.org
This group is a great place to ask questions and seek advice from your peers!
INVEST Student Challenge – Coming in December!
Help us support the Invest program in its mission to educate students on careers in insurance by promoting the 2026 student challenge! Building on the success of the 2025 challenge, Invest has launched REAL WORLD READY: What Every 18-Year-Old Should Know Before Life Hits. Teams made up of 2-4 high school students are tasked with creating a video campaign to help young adults understand the realworld importance of insurance when it comes to getting their first job, buying a car, signing a lease and managing their own finances. The top three teams will win cash prizes and a pizza party for their classroom.
Big I Illinois members can help by sharing this challenge with your local high school, with any teachers you know, and with students who can team up to compete. The contest runs from December 10, 2025-February 6, 2026. Details online at www.investprogram.org/students/Student%20Challenge/ Student%20Challenge.aspx.
Check out the Members-Only Solution Center for more resources!
- Employee Onboarding Checklist
- Recent Employer Legislation
- Pre-Employment Forms & Required Postings
- Sample Producer Agreement - and More!
Big “I” Hires℠ has curated resources to help you find, hire, assess and engage your team. When it’s time to assemble your dream team, the Big “I” has your back with cutting-edge tools that make hiring easy!
WWW.BIGIHIRES.COM
Develop your agency’s talent into confident, connected future leaders.
Transform talented employees, whether new or experienced, through the dynamic Rising Insurance Professionals Program (RIPP). This distinctive program enhances employee confidence, fosters networking, and bolsters the overall performance of the next generation of leaders. The program framework emphasizes personal and professional development, community engagement, and valuable networking opportunities.
Over the course of the program, participants will take part in five immersive, in-person gatherings.
Session One - February - Springfield, IL
Insights and Connections
Session Two - April - - Springfield, IL
Advocacy and Government Relations
Session Three - May - St. Louis/Southern IL
ilbigi.org
Sales & Leadership
Session Four - August - St. Charles, IL
Behind the Carrier Curtain
Session Five - October - Peoria, IL
CONVO and Graduation
not fine print.
We believe insurance should sound like a conversation, not a contract. So, we skip the jargon and meet you where you are—with tools, insights, and people who know your customers’ industries inside and out, from manufacturers and contractors to breweries and wineries.
That’s how partnerships work. And that’s how we work. Because at EMC, we’re all about Keeping insurance human®
Let’s get to know each other at emcinsurance.com
ILLIN O I S
Spotlight on
Recognizing Bright Stars in the Industry.
Why did you choose to pursue a career in insurance?
I didn’t originally set out to pursue a career in insurance, it sort of found me. One of my first jobs after college was working at the home office of an insurance company. I quickly realized I enjoyed learning the ins and outs of the industry, and that interest eventually led me to become an agent during the COVID pandemic. Working from home during that time was a real eye-opener. I learned that the remote lifestyle wasn’t for me - I missed being around people and having a more personal connection in my work. That realization pushed me to leave the corporate side and pursue a career as an independent agent.
I ended up moving back to my hometown and am now heading into my fifth year as an independent agent. It just made sense - helping the people I grew up with, in a community I care about. Looking back, I wouldn’t change a thing. I made some great friends on the corporate side, but becoming an independent agent has opened more doors for me - both professionally and personally. I’m excited to see what the future holds.
What obstacles did you face when you first started, and how did you overcome them?
One of the biggest challenges I faced early on was navigating the generational gap in communication. As a Millennial (shout out to my fellow Millennials), I entered the workforce during a time when technology habits varied widely. Some clients and coworkers were fully comfortable using the internet and digital tools, while others weren’t - and we were all trying to do business together.
I grew up with technology being a daily part of life - computers were in my home, classroom, and college experience. So it was a bit of an adjustment learning how to effectively work with people who didn’t rely on tech the same way. But I quickly realized that flexibility was key. I learned to meet people where they are. Now, one of the first things I ask every new client is how they prefer to be contacted - whether that’s by phone, email, text, or even in person. The answers vary, but I’m happy to oblige either way. That small habit has gone a long way in building trust and providing better
What’s something people should know about your generation in the workplace?
As a Millennial in the workplace, I think it's important for people to understand that we grew up during a major transition - from analog to digital. That’s shaped the way we communicate, adapt, and approach our work. We’re used to navigating change, we value efficiency and purpose, and we often blend traditional values with new tools. In many cases, we’re the bridge between generations - able to connect with older clients who prefer phone calls and handwritten notes, while also leveraging tech and automation to serve the next generation. We’re not lazy or entitled - we just want to work smarter and make an impact.
How has this industry impacted your life?
The insurance industry has completely shaped my professional life - and honestly, a big part of my personal growth too. It’s given me a career where I get to help people every day, whether it's protecting their first home, their small business, or their family’s future. It’s also pushed me outside my comfort zone - learning how to communicate across generations, handle tough conversations, and build long-term relationships. I’ve gained confidence, independence, and a stronger sense of purpose through this work. It’s more than a job; it’s a community and a platform to really make a difference.
ILLIN O I S
Thank You
for your many years of service!
Board service is one of the toughest volunteer roles and these outgoing board members performed their responsibilities with dedication and tenacity. They have tirelessly given their time and resources to help make the association what it is today.
The Big I Illinois staff appreciates their contributions and wishes them nothing but the best in their future endeavors.
Amiri Curry
Assurance Agency, Ltd.
Schaumburg, IL
Amiri joined the Board of Directors as an At-Large Director in 2020 and also served on the Chicagoland Board as well as the Government Relations Committee.
Nick Gunn
Envision Insurance Morton, IL
Nick began his service as a regional director in 2019 and was a member of the Planning & Coordination Committee. He has served as Chairman of the P&C committee since 2021.
David Jenk
Northwest Insurance Brokers
Chicago, IL
David is a member of the Chicagoland Board and has served as a Director on the Big I Illinois Board since 2021. He will continue his service with the Big I as a member of the Agents Insurance Services (AIS) Board.
Bill
Lawrence P/L/R Insurance Services
Bloomington, IL
Bill Lawrence has previously served the Big I Illinois Board as Government Relations Committee Chair and now completes his service as President of the Agents Insurance Services Board.
Lisa Lukens
Saliba-Yewell Insurance Services, Inc. Herrin, IL
Lisa began her service to the association as a member of the Education Committee and as Region 1 Director in 2016. She became Chairperson of the Education Committee in 2021. During Lisa’s tenure as Chair, the committee began new partnerships with Insurance Journal Academy and The Institutes. They also introduced a 21-hour CE book for self-study. Lisa was presented with the Committee Chair of the Year Award at the Big I Board Meeting in August, recognizing her outstanding service.
Jeff McMillan
McMillan Insurance Services, Inc.
Gilman, IL
Jeff has served the Big I Board as a member of the Education Committee, as Farm Agents Council Representative and most recently, At-Large Director. Jeff will continue service to the association as President of the AIS Board.
Allyson Padilla
Blank's Insurance Agency Olney, IL
Allyson completes her service on the Big I Illinois Executive Committee after serving this past year as Chairperson of the Board. In this role she was responsible for overseeing the work of the Leadership Development and Succession Planning Committee which is responsible for filling the open seats on the Board of Directors for the coming year. Previously, Allyson served as a Regional Director and as Young Agents Committee Chair.
Lindsey Polzin
Acrisure Midwest
Naperville, IL
Lindsey completes her second round of service on the Big I Illinois Board. She previously completed terms as Young Agents Committee Chair, Education Committee Chair and served on the AIS Board. Lindsey’s 4-year term as a Director comes to a close this year.
James Sager
Sager Insurance Group, LLC Dahlgren, IL
James Sager has served Big I Illinois as a member of the Young Agents Committee, a Regional Director and an At-Large Director.
ILLINOIS
IAMIC Convention
Phil Lackman, Brett Gerger and Shannon Churchill all attended the IAMIC Annual Convention in August. Brett presented during the event, highlighted the pressures on Illinois’ insurance market and the risks of legislative overreach and explained some of the challenges the industry will be facing going into the veto session this fall. Check out CONNECT for details on these issues.
IGNITE Talent
Big I Illinois and NAAIA Chicago joined forces to host Ignite Talent in Oakbrook, a breakfast event focused on workforce and talent development. Participants connected with fellow professionals and heard best practices for attracting and retaining top talent from Halima Cegur of Worthy Insurance in Skokie and Kate Krebsbach with Scully Insurance Group in Oakbrook. Whitnee Dillard, Executive Director of the national Invest Program spoke to attendees about educating young people about careers in insurance through the Invest program and announced the 2026 student challenge – a video project to prompt high school students to consider the benefits of a career in insurance.
Southern Illinois Baseball Outing
August 8, St. Louis
Thanks to event sponsors: Arlington/Roe, PuroClean, and WA Schickedanz/Interstate Risk Placement.
IAAE Annual Conference
Phil Lackman and Shannon Churchill attended the annual Independent Agent Association Executive (IAAE) Conference in Asheville, NC in late July. The four-day event brings together Big I State Association Executives to discuss the real challenges our associations are facing, celebrate the successes of independent agents and provides a platform to discuss future initiatives and areas of focus. This year’s agenda focused on resiliency with sessions on
the role of independent agents and rebuilding of Western NC after recent flooding; the risk of mental health in the our industry, the changing landscape of the agency force; the future of AI and practical use cases; and strategies to help members elevate their value proposition in the changing market.
Building a foundation for growth and leadership are key elements of this event and I am thankful for the opportunity to have been at the table with these great peers and leaders.
- Churchill
Big I Illinois Fourth Quarterly Board Meeting
Big I Board Members met in Springfield for the 4th Quarterly meeting. They discussed the recent industry news on insurance rate increases and the background sheet Big I Illinois prepared and sent to members on the topic. Board members challenged each other to raise funds in their offices to support the Big I Illinois State Political Action Committee. They voted to approve the FY2025-2026 Budget. The Young Agents Committee announced that registration for the 2026 Rising Insurance Professionals program is open now. Staff members provided updates on the Agency 360 Compensation Study that will be conducted in September and October – results will be available at no cost to agency members that submit their data for the study. They also provided updates on the 2025 CONVO lineup and conducted a phone bank to remind members to register for the event.
Board Service Award
Allyson Padilla Chairman of the Board 2024-2025
Committee Chair of the Year
Lisa Lukens Education Committee
Director of the Year
2025 RIPP Program
The inaugural Rising Insurance Professionals Program (RIPP) participants met in Springfield for a behind the scenes look into the underwriting process and do's and don'ts of E&O. Special thanks to Kyle Shell and Todd Greer of IPMG and Nicole Broch of Bliss McKnight for sharing their expertise!
See how your agency can get involved in the 2026 RIPP program on page 23.
Sharon Waldvogel
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Thank you to our Associate Members.
Diamond Level
Platinum Level
Progressive
Surplus Line Association of Illinois
Silver Level
Bliss-McKnight IMT Insurance
Gold Level
Arlington/Roe
Blue Cross/Blue Shield of IL
CRC Group Pekin Insurance
Keystone Insurance Group, Inc. MEM Peoples Premium Finance
Bronze Level
1Fort
A. J. Wayne & Associates
AAA, The Auto Club Group
AMERISAFE
AmTrust Insurance
Apollo Brokers dba Limit
Auto-Owners Insurance Co.
Berkley Small Business Solutions
Berkshire Hathaway GUARD Insurance Companies
BlueSky Restoration Contractors, LLC
Boundless Rider
BriteCo
Central Illinois Mutual Insurance Company
Chubb
Columbia Insurance Group
Cowbell Cyber
Cray, Kaiser Ltd.
Donald Gaddis Company, Inc.
Donegal Insurance Group
EMC Insurance
Encova Insurance
Erie Insurance Group
Foremost Insurance
Forreston Mutual Insurance Company
Graham-Rogers
Grinnell Mutual Reinsurance Company
IA Valuations
Illinois Mine Subsidence Ins Fund
Illinois Public Risk Fund
Imperial PFS
Independent Mutual Fire Insurance Company
Indiana Farmers Insurance
Insurance Program Managers Group (IPMG)
J M Wilson
Levitate
Liberty Mutual/Safeco Insurance
Madison Mutual Insurance Company
Main Street America Insurance
Mercury Insurance Group
Midwest Insurance Company
Nationwide
Paychex HR and Payroll Solutions
Rockford Mutual Ins. Co.
SECURA Insurance
ServiceMaster DSI
Society Insurance
SPRISKA - Specialty Risk of America
Steadily
Summit Insurance
Travelers
W. A. Schickedanz Agency, Inc./Interstate Risk Placement
West Bend Insurance Company
Western National Insurance
Westfield
XPT Specialty
They’re not just workers. They’re people.
Injuries happen — even when a business does everything right. With West Bend workers’ compensation coverage, you not only help protect your client’s business, but you also give them peace of mind that their people are being cared for.
We help you deliver the coverage your clients need with the service they deserve.
That’s the power of The Silver Lining® . The Worst Brings Out Our Best®.
Learn how to help commercial clients navigate critical issues, such as cyberthreats and crime from both property and casualty perspectives. In the CIC Commercial Multiline course, learn how to identify Commercial Inland Marine, Crime, Cyber and Employment Practices exposures. The course will also help you learn about the types of coverage available to address these exposures as you develop insurance programs for your clients.
For information regarding Big I Illinois membership or company sponsorship, contact Lori Mahorney, Director of Membership Services, at (217) 321-3008, lmahorney@ilbigi.org.
LOOKING FOR AN EXIT STRATEGY?
23. Are you looking for an exit strategy while still continuing to produce for a few years or are you ready to sell now? Paczolt Insurance would like to talk with you! We are an independent agency dating back to the 1970s that is located in the western suburbs. Our focus is on mid-to-small commercial accounts and personal lines. Our companies include EMC, Badger Mutual, Safeco, Progressive, and Travelers. We have the flexibility and capital to get a deal done. Contact:
Susan Troppito
Paczolt Insurance susan@piaigroup.com (708) 215-5202
AGENCY WANTED
20. Since 2004, Central Illinois Agents Group LLC has been providing independent agents with a variety of markets with contingency opportunities. Agents have availability to several markets that they may not be able to sustain or maintain on their own. We have markets for personal, commercial, agricultural and crop insurance lines. Let us help you get to the next level.
Visit www.ciagonline.com for contact information.
AGENCY/AGENTS/PRODUCERS WANTED
02. Forest Park/Oak Park agency for over 60 years, will meet your needs by providing space, markets, marketing & sales support, automation, merging with or purchasing your agency. Perpetuation/ Succession Plans, Buy-Sell Agreements also available. We have experienced, educated and dedicated staff for you and your clients. Have access to our numerous companies, office services and many other resources. Please look closely at us- we are an agency you want to do business with! We’ve done it before, we know how- we make it easy! Visit our website at forestagency.com/agents.html, or call for a confidential discussion and a list of Agency benefits.
Dan Browne will provide an agency evaluation/appraisal at little cost to you. Please call:
Dan Browne or Cathy Hall Forest Insurance/Relation Insurance Services (708) 383-9000
www.forestinsured.com/mergers-acquisitions
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