Director of Growth and Engagement

5 days ago

Downers Grove, Illinois, United States Northwestern Mutual Full time
About the Role

The Director of Growth and Engagement for Northwestern Mutual will be an integral member of the leadership team, responsible for coaching, developing, and supporting new financial representatives to achieve a fast start in their careers. This individual will also manage the communication and execution of the Core 4 performance standards (Internship, Recruiting, Development, and Leadership) within the district office through a partnership with the Managing Director.

Key Responsibilities
  • District Leadership
    • Partner with the Managing Director to lead the district office and serve as a leader in the district team.
    • Strategize, manage, and track CORE 4 success metrics (Internship, Recruiting, Development, Leadership).
    • Facilitate Development Meetings alongside the MD (PACE, 1x1s, Weekly Clientbuilder, etc.).
    • Collaborate with the MD to lead the office's planning processes.
    • Ensure all district leaders have accurate and timely reports to perform their work.
    • Work with the MD to improve holistic performance metrics.
    • Communicate CORE 4 Results to leadership.
    • Oversee office infrastructure (Technology, Operations, HR, SET, etc.).
    • Facilitate all district leadership meetings (Calendaring, Agendas).
    • Culture driver (Philanthropy, Culture Events).
    • Liaison with the Network Office for firmwide initiatives and communication.
    • Coordinate with mentors and SET members as needed and retain case consultation information for each new FR.
    • Partner with the Technology Productivity Coach or other leadership team members in preparing for Weekly and Monthly Client Builder meetings as needed.
  • Advisor Development
    • Help new FRs maintain focus on high activity and effective sales habits; encourage FRs to build the daily activity habits needed for continued success in their career and help FRs hold themselves accountable to their daily activity goals.
    • Build and maintain high morale and positive energy/momentum toward high performance (e.g., Pacesetter 40).
    • Hold individual, 15-minute activity coaching meetings with each new FR at least 3 days per week for approximately the first six months of their career or until habits have been firmly established.
    • Help new FRs develop accountability to consistently and accurately track their activity in CRM so that they have the data needed to continually analyze their practice and adjust actions to achieve success.
    • Oversee joint work that new FRs engage in with veteran FRs to ensure optimum learning and value are achieved; track joint work activities to show progress over time.
    • Meet with FRs at 1-month, 3-months & 6-month check-points to revisit and coach to their business plans.
    • Participate in Board of Review meetings to provide perspective on activity.
  • Ideal Characteristics
    • High level of coaching skills, e.g., empathy paired with honesty, listening, supportive, trustworthy, goal-oriented.
    • High level of credibility with the leadership team and representatives in the office.
    • Ability to work effectively in a fast-paced and ever-changing environment.
    • Ability to maintain confidentiality and build high-trust relationships.
    • Ability to coach new representatives and inspire confidence and growth through a healthy balance of challenge and support.
    • Strong ability to multitask through effective time management skills and the ability to set priorities and meet deadlines.
    • Strong attention to detail with the ability to work with a high degree of accuracy.

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