Years at company: 2.5 years
College and graduating year: Iowa StateUniversity, BS '06, MBA '11. 
Organizations: National CPCU Society, CPCU SocietyNew Designee Committee, Columbus CPCU Society Director of GoodWorks, Nationwide's Gen Y Associate ­Resource Group CommunicationsChair. 

What was the biggest challenge you faced as ayoung agent?
It was difficult to learn thatthis is a relationship-based business. It's not about being thesmartest person in the room, but rather about knowing how to createconnections and make the most out of them. Once I figured that out,I started asking myself, “What can I do for this person orcompany?” and my career just took off.

What skills do young agents need nextyear?
A strong technical knowledge will become moreimportant as personal lines become more standardized and largelywritten without an agent. Commercial lines is where the agents willlikely remain in demand, and for that you need to have a lot oftechnical education to serve your more sophisticated customers.CPCU and CLU will become even more important. Networking skills arealso absolutely vital.

What are your future goals in this industry? 
My dream is to someday make it topresident of the National CPCU Society and to run acarrier. 

How did you determine that insurance was a viable careerchoice?
I always had a passing interest in insuranceand financial services. I went to school in central Iowa wherethere is a large cluster of insurers, and you constantly see thejob postings at the school's career services website. OnceI found my way to my first job in insurance, I fell inlove with the industry and how we help people every day. I quicklyrealized that this was an industry for growth and I loveeducation and knowing that my day-to-day work has helped people puttheir lives together after misfortune.

What's your mantra for success?
If you'regoing to work 40 years of your life, commit to giving it your allfrom the start. This allows you more flexibility in the laterstages of your career. Manage your personal brand because itprecedes you and will open or close doors. Finally, be a lifelonglearner; the day you stop learning your skills, you startdecaying. 

How can employers retain youngtalent?
This is where the real problem lies.Understand that Gen Y wants to work hard, but theyneed a combination of challenging work and constantfeedback. A yearly review is not enough for a generationthat grew up under intense guidance from parents, teachers andcoaches. Companies should consider mentoring programs and rotationprograms, along with really pushing their young employees tofurther their education with programs such as CPCU and CLU. Once ayoung professional has made such an investment in theindustry, he or she will be much less likelyto leave.