by Jason D Murry:
A Tale of Two New Agents
Meet Alex and Jordan, two freshly licensed professionals entering financial services. Alex earned his life & health license and dives into selling insurance, but he carries over his employee mindset. He’s laser-focused on making sales fast – maybe a little too focused. From day one, he chases every prospect with hungry eyes and a hard pitch. Colleagues whisper that he has “commission breath” – that whiff of desperation when a salesperson is more interested in their quota than the client’s needs . Alex expects that simply showing up and doing the minimum will bring success (a classic W-2 employee mindset), but in this entrepreneurial business his early efforts fall flat. Clients sense his urgency to close deals, and one by one, they back away. Within months, Alex is already looking for a way out.
Jordan, on the other hand, starts with a different attitude. He’s coachable, humble, and disciplined – approaching this career like a martial arts student training for a black belt. When his manager says, “Here’s a script and a proven system; practice it 100 times,” Jordan replies, “Okay,” and does it. When told to “watch, listen, learn, and do,” he says “Okay” – and keeps doing it. In the military or martial arts, they’d call Jordan an “okay person,” meaning someone who trusts the process: Do this and you’ll get that – okay! He soaks up mentorship like a sponge, shadowing experienced colleagues and practicing presentations daily. Rather than pushing policies on people right away, Jordan’s first goal is to learn and to help. He believes the business will reward him if he does the right things the right way – and he’s right. By year’s end, Jordan has built a reputation for genuinely caring about clients. He hasn’t broken records yet, but he’s still standing strong with a growing base of trust and referrals – while Alex is long gone.
The Reality Behind Success and Failure (Data & Mindset)
The story of Alex and Jordan reflects a hard truth in U.S. financial services. Most new entrants flame out quickly, and the difference often comes down to mindset and approach.
- According to LIMRA, only about 15% of full-time financial professionals were still with their company after four years . That means roughly 85% drop out by year four, with the biggest exodus in year one.
- Industry veterans openly acknowledge a 90% first-year failure rate for new life insurance agents .
Why so many failures? It’s rarely a lack of knowledge. The culprit is often attitude, focus, and resilience. One major killer is commission breath – that desperation clients can “smell” when an agent is focused more on earning a check than solving a problem .
Kaplan research confirmed it: the #1 reason insurance agents fail is they don’t listen to their customers or put the customers’ needs first . A rookie who chases commissions reinforces the worst stereotypes of our industry. They might close a policy or two, but they won’t build a loyal client base. In contrast, those who listen, educate, and solve for the client build trust – and trust pays long-term.
Another killer? The W-2 mindset in a 1099 world. Many new agents come from hourly or salaried jobs and assume “showing up is enough.” But in financial services, you’re running your own business. No one pays you just for being present. Those who wait for instructions or expect quick rewards soon burn out. As one industry leader put it: “You’ll never succeed in this industry if you’re not willing to work for it.”
Why Coachability Wins
Research shows that personal characteristics drive success more than credentials alone. LIMRA found traits like drive, grit, self-discipline, and willingness to be coached strongly correlated with retention .
Even outside financial services, a study of 5,000 hires revealed 89% of new-hire failures were due to attitude (especially lack of coachability), while only 11% were due to lack of skill .
And in financial services specifically, agencies that provide joint field work, strong mentorship, and structured training retain significantly more agents . Translation: the teachable ones who embrace training thrive, while those who think they already know everything crash fast.
Commission Structures & Reality Check
Let’s clear up a common rookie misunderstanding.
- Insurance agents earn high first-year commissions (often 40–100% of the premium) but renewals drop dramatically – typically to 1–10%, often closer to 1–2%【blog.xoxoday.com】【orsfinancialgroup.com】.
- Registered Investment Advisors (RIAs) holding a Series 65 or CFP® designation operate differently: they usually charge assets under management (AUM) fees, typically around 1% annually of assets managed, providing recurring revenue.
This means the “quick commission check” mindset is toxic. Long-term success comes from serving clients so well that renewals, referrals, and recurring fees compound year after year.
From “Just Show Up” to “Just Do It”
Being new – whether as a licensed insurance agent or a registered investment advisor – is tough. The first year tests whether you’re in it for the long haul. But here’s the key question: Will you do what it takes, for as long as it takes?
Be like the military or martial arts student who says “Okay” and executes without excuses. When your mentor says make 10 calls, you make 20. When the script says practice until it’s second nature, you don’t quit halfway. You do it.
Legendary coach Art Williams nailed it: “The winners do it. They do it, and do it, and do it, and do it, until the job gets done.”
In other words: Don’t stop at talking about success. Don’t stop at planning. Don’t stop when it gets hard. Just do it. Keep doing it until the job is done.
The Commanding Finish
So ask yourself: Which will you be?
- The uncoachable, desperate rookie with commission breath?
- Or the disciplined professional who listens, learns, and executes with integrity?
The first path ends in burnout and another failed statistic. The second builds a career of service, ownership, and legacy.
In this business, success isn’t about being slick or chasing shortcuts. It’s about character, consistency, and commitment. Develop the heart of a servant, the discipline of a soldier, and the perseverance of a warrior. Then do what winners do: Just do it, and do it, and do it, until the mission is accomplished.
Ready to Prove You’ve Got What It Takes?
Here’s the truth: most people who read this won’t take action. They’ll nod their heads, agree with the message, and then go right back to the same W-2, commission-breath mindset that’s kept them stuck. But if you’ve read this far, I believe you might be different.
Eszylfie Taylor teaches us that success isn’t about what you say—it’s about who you become in the process. Tom Hopkins would tell you, “Don’t ask if they’re interested, ask if they’re ready.” So let me ask you:
If you had the right mentorship, the right systems, and a team committed to your growth—would you finally step into the career you’ve been looking for?
Because here’s the deal: I’m looking for serious people. Not talkers. Doers. People who will watch, listen, learn, and then do—again and again—until the job gets done.
If that sounds like you, then the next step is simple: set an interview with me. Let’s see if you’ve got what it takes to run with us.
“Winners find a way. Losers make excuses.“
If you’re serious about building a lasting career in financial services—schedule your interview today. 📅 Schedule Your Interview Now
Sources: LIMRA & Finseca retention studies ; Kaplan Insurance research ; failure rate data ; commission structure references【blog.xoxoday.com】【orsfinancialgroup.com】【accountinginsights.org】; Art Williams speech .
Financial Durability 