Natalyn Lewis

They'll come back and sue them that they didn't handle their health circumstances well.

And because mental health is such a hot topic, they're going to lose.

And they're often afraid of these people because they aren't them.

People who are leading and running companies tend to have a little bit more resilience and a little higher natural level of EQ and grit.

And because they don't understand how this person could even walk in their office and have a conversation, like my job is to get on the phone every day and it's giving me anxiety, so do you think that maybe I don't have to get on the phone today?

Like it would never cross this leader's mind to ever have that conversation.

So now they don't understand the person, they don't understand the ramifications, they don't understand the consequences, and they don't know what happens if they just say no.

Minuscule concern.

Minuscule.

The reality is if they don't handle it well, like if you didn't handle it well, could you get sued?

Sure.

If you didn't handle it well, could something happen?

Sure.

And again, it comes back to, well, that is why I feel like so much of it is a lack of confidence on the side of the leaders in understanding these emotions and understanding the difference.

Because right now they just deal in fear and frustration.

It's super frustrating to have employees that have zero emotional resilience.

That they, you know, I see in every company I've worked with, Ryan, in every insurance agency I have worked with, it's 100% true.

in every agency I have worked with personally, if you go look at their retention numbers, they start to change if you actually time out the calls

with timing in the day after 2.30 in the afternoon, because these people have taken calls all morning.

They don't, there's not an understanding of how to actually handle this or how to deal with the emotions coming up.