March 17, 2025 • 39 mins
In this rebroadcasted episode of ADJUSTED, we explore the transformative power of internships in the workers' compensation insurance industry through conversations with current and former interns and their manager. The episode reveals how internship programs address the industry's talent crisis while providing students with valuable career exploration opportunities and pathways to full-time employment.
Season 9 is proudly sponsored by Berkley Industrial Comp and our host, Greg Hamlin. If you're interested in learning more about leveraging internships as a student or employer, this episode provides valuable insights from multiple perspectives. Remember to like and share this episode and leave us a five-star review.
For more insights, visit the Berkley Industrial Comp blog. Have questions? Email us at marketing@berkleyindustrial.com. For music inquiries, contact Cameron Runyan at camrunyan9@gmail.com.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:11):
Hello everybody and welcome to Adjusted.
I'm your host, greg Hamlin,coming at you from beautiful
Birmingham, Alabama and BerkeleyIndustrial Comp.
And I'm excited to share withyou this rebroadcast.
This episode is one of myfavorites.
It's the power of internships,and this is something I
discovered later on in my careerin management as I was building
(00:36):
a department.
This is the second time thatI've had the opportunity to
rebuild a department, and one ofthe things that has made a huge
impact is bringing ininternships, and so this was a
great episode because we got achance to talk to several of
those who have had internshipshere and also talk about how
(00:56):
their career has changed asthey've had the opportunity to
gain experiences and apply foreven for permanent jobs within
the company.
So I hope that you enjoy thisone.
There's definitely a desperateneed in the industry to bring
people into insurance, and whata great opportunity.
So if you're interested inlearning more about how to
(01:17):
leverage internships either ifyou're a student, or if you're
in leadership, or if you'recurrently in one I think this is
the episode for you, and, asalways, remind our listeners to
like and share this episode aswell, as leave us a five-star
review so that others can findtheir way to the podcast and, of
(01:37):
course, remember to do right,think differently and don't
forget to care, enjoy, welcometo Adjusted.
I'm your host, greg Hamlin,coming at you from beautiful
Birmingham, alabama, in BerkeleyIndustrial Comp, and with me
today are a whole host of guests, so we have three guests today,
so it's going to be a funpodcast episode.
(02:00):
We'll start with you, luella,do you want to introduce
yourself?
Speaker 2 (02:03):
Yes, luella Alcorn, I am out of our Lexington
Kentucky office.
I am business operationsmanager here at Berkeley
Industrial Comp.
Speaker 1 (02:11):
Excellent.
And then next up, we have Luke.
Luke, do you want to introduceyourself?
Speaker 3 (02:15):
Yes, hi everyone.
Happy New Year.
I'm as Greg said.
My name is Luke Lenahan.
I'm an associate underwriter inthe Lexington office and
started as an intern lastJanuary.
Excellent.
Speaker 1 (02:27):
And I won't hold it against you, luke, that you
graduated from University ofKentucky, since I'm an Indiana
grad, but we're both having verydifficult basketball years
right now.
Yes, definitely, we can sharein our misery, right?
Yes, absolutely, and the onlydifference is we don't have a
lifetime contract on our coach,so, unfortunately, hopefully
they get things turned aroundthere for you guys.
Yeah, all right.
(02:47):
And finally, our next guest,tristan.
You want to introduce yourself?
Speaker 4 (02:51):
Yeah, I'm glad to be here today, greg.
I'm Tristan King out of theBirmingham office.
I'm currently a finance studentat UAB and I've been with
Berkeley Industrial Comp for alittle over a year now.
Speaker 1 (03:00):
Excellent, Well, I wanted to get this group
together.
One thing we have not talkedabout in any of the episodes is
the power of internships, andthis is something that's really
near and dear to my heart.
I started my career at IndianaUniversity and actually was a
student manager of a telefund.
So I started actually doingfundraising over the phone and
(03:24):
then became a student manager,much like both of their stories.
I don't think it was labeled asan internship, but really it
worked the same way.
And I remember in my interviewprocess, the time when I was
getting ready to start my careerafter graduation, they had
interviewed me and said weinterviewed four business majors
.
You're the only criminaljustice major.
Why should we hire you?
(03:44):
And I said well, easy One is Ialready have work experience in
the business world doingfundraising over the phone and I
understand statistics and Iknow how to run metrics in
computer systems and I know howto manage a room and I've had
leadership experience.
So all those things.
And I said I have a differentbackground in criminal justice,
which gives me a differentbackground going into claims.
(04:06):
So I don't know if that's nowan associate underwriter and the
manager that's trying to managea department that is made up of
(04:30):
many interns, because I thinkthose are three different
stories that people might beinterested in One why do
internships, how do you managethat and how can it help you?
So I thought I'd start with you, luella, though let's talk a
little bit about how you gotinto workers' compensation.
Speaker 2 (04:50):
I've got a transcription and a medical
coding background, so that seemskind of strange.
However, the first workers'compensation carrier I went to,
they processed their own medicalbills, and so my coding
background then qualified me forthat position.
And then I came to BerkeleyIndustrial Comp Comp and one
step has led to the next, andthen we're not.
We now have business engagement, so kind of a roundabout way,
but I love where I am today.
Speaker 1 (05:12):
We love having you as part of our team, lala, so I
feel very fortunate, veryfortunate, thank you.
So, luke, let's move over toyou.
How did you end up with aninternship at Berkeley
Industrial Comp?
I'm sure, as you were atUniversity of Kentucky Business
School, the first thing youthought is I want to get into
workers' compensation and I'mgoing to go find an internship
in that field.
Am I right?
(05:32):
Yes, you're totally totallyright.
Speaker 3 (05:35):
No, I mean I got my double major in accounting and
finance and I really had neverheard of workers' compensation
Insurance, did not know reallyanything about insurance in
general.
But Jeremy Morrison, thedirector of underwriting,
reached out to me on my senioryear Christmas break and he had
an opportunity for me, thoughtI'd be a great fit and I
(05:56):
connected with him and had agreat first meeting with him and
from there I started interningwith the business engagement
team under Luella and had agreat experience with that and
then got hired full-time as anassociate underwriter in June.
That's awesome.
I started interning with thebusiness engagement team under
Luella and had a greatexperience with that.
Speaker 1 (06:09):
And then got hired full-time as an associate
underwriter in June.
That's awesome.
So you are what?
Six months in now, maybe alittle more than that Yep, just
about that's awesome.
That's awesome.
And almost a year here with usat Berkeley?
Yes, excellent, excellent.
Well, I guess there's a lessonto be learned there that if
you're on LinkedIn, make sureyou check your messages, because
I know in the past, I think,we've reached out to people and
(06:29):
then, like four months go by andthey're like I'm just seeing
this message about an internshipand they're like well, now it's
full.
It's a great way to get yourname out there.
So, tristan, let's talk alittle bit about you.
How did you end up with aninternship here at Berkeley?
Speaker 4 (06:49):
Well, it was in November of 2021.
I was sitting outside of aMoe's eating my free college
lunch and I'd gotten a text fromyou, greg, about this
opportunity and I saw it and Ithought you know insurance and I
was a finance major at the timein an investment group, so my
mind was either in hospitaladministration or investment
management, and so I thoughtinsurance, is this something I
really want to do?
But what I appreciated the mostwas having someone that I
(07:10):
respected and a leader in thecompany reach out to me and say
that they think I'd be a greatfit for it.
I think that's what motivatedme the most and that really
helped me to get my feet wet ininsurance, as I've been in it
and I've gotten to learn alittle more about underwriting.
I learned that investmentanalysis is a lot like
underwriting you look at a risk,you price it and you do a
(07:34):
little analysis on it, and therest is history there, and so
that's what really interested meand that's kind of how I got
started here at Berkeley.
Speaker 1 (07:39):
That's awesome.
Well, I think one of thechallenges and I think we've
talked about this in otherpodcast episodes is there aren't
many people one that are evenaware of the opportunities in
insurance and two that get theexperience in it and would
pursue a career in it, eventhough it's a great career that
so many different backgroundscan feed into.
When I was in college, I thinkthe only thing I ever thought
(08:01):
about when I thought aboutinsurance was sales, like some
guy trying to sell you autoinsurance or something, or life
insurance, and I didn't reallyknow anything else about it.
I just kind of thought likeit's that grimy sales guy that's
like trying to tell yousomething, and really like our
organization.
We have a couple businessdevelopment professionals, but
the vast majority of our companyare people who are evaluating
(08:24):
risks in underwriting, like Luke, or people on the claim side
who are handling the injuries asthey come in.
So there's so manyopportunities that I think the
industry needs to do a betterjob of exposing people to if we
want to develop talent, becausethat's the big talk right now is
that we're facing a talentcrisis.
(08:44):
So I want to just to talk alittle bit about Luke your
initial thoughts as you startedyour internship on the
opportunity, you had mentionedthat you didn't know a whole lot
about workers comp orunderwriting.
So what did you think, as youstarted learning more through
business engagement, about whatthis industry could offer?
Speaker 3 (09:02):
I mean I felt the opportunity was great, it was
totally there.
But yeah, like you're saying,no experience, no real knowledge
of insurance.
I was pretty nervous about whatI was getting myself into.
But Luella and Stephanie andthe rest of the business
engagement team made me feelvery welcome and they knew that
I didn't really know much.
So everything was just kind oftraining from the start and as I
(09:25):
started to learn more I feltlike I could be good at this and
yeah, so for you, one of thethings when you're an intern is
you're taking classes and you'regoing to school at the same
time.
Speaker 1 (09:38):
So how many credit hours were you taking that last
semester?
Speaker 3 (09:41):
I think I was taking 15.
So five classes.
Speaker 1 (09:44):
Okay, so 15 credit hours, and about how many hours
were you working?
Speaker 3 (09:48):
I'd say anywhere from maybe like 12 to 20, just
depending on whether or not Ihad a test that week or would be
out of town.
Speaker 1 (09:55):
Okay.
So how did you balance that?
Because I think that maybe, ifyou were a student right now, a
question that you'd want ananswer to is how do you balance
working 12 to 20 hours a week,plus taking 15 credit hours and
I'm assuming you had a prettygood GPA- yes.
Speaker 3 (10:11):
So really the work life balance and school balance
really wasn't that hard for me.
You know I would contact Luellausually on Sundays and kind of
let her know my schedule for theweek, let her know my schedule
for the week, and if somethingpopped up I could just shoot her
a text and say, hey, I can'tcome in Wednesday because I have
a big test on Thursday.
And she was so accepting of itand was like, hey, all she said
(10:33):
back would be hey, good luck onyour test, let me know when you
come in next.
Speaker 1 (10:38):
Awesome, awesome.
Well, I think for me, one of thethings I love to see when I'm
interviewing and this has beenno matter where I've been as a
hiring manager are I love to seepeople who can balance grades
and school, because the realityis, when you start adulting,
that's life right, like you endup having a family or a lot of
(10:58):
people.
Do you have interests outsideof work?
If you have kids, you got tofigure that out and you got to
balance your job, figure out howto make all those things work,
and so when I see a student whois getting great grades and they
can balance that work-lifebalance of a job, that's a huge
plus to me because it tells me alot about their time management
(11:18):
.
So I think it's a huge win forboth the employee that's
learning how to do that, or theintern, as well as the company
to have a chance to see that.
So, tristan, on your end, Ijust wanted to ask you the same
question.
So what were your initialthoughts when you started here,
not knowing a whole lot aboutinsurance?
Speaker 4 (11:37):
Yeah, my initial thoughts were a lot like yours,
greg.
When I thought of insurance, Ithought of brown suits, gray
walls and LED fixtures buzzingover you.
But I was completely mistaken.
The first time I came into theoffice here at Berkeley
Industrial Comp, I immediatelyknew it was different.
With the bright windows and thebright lights and just the
friendly faces and getting toknow everybody and you
(11:58):
introducing me to everybody onthe team, it felt really special
and very boutique, and so Iimmediately felt like a valued
member of the team, even thoughI had not even interviewed yet.
And that was really special tome to be here with Berkeley and
to be in the insurance industryand to learn a little bit more
about that.
Speaker 1 (12:20):
We're probably a little different than some in
that we're, as Tristan said,we're a little more boutique, in
that we have 60 employees, sowe're not siloed where you might
go to a different carrier.
And if you were where I startedmy career, we had 50 people on
a floor and they were all claimspeople and I never talked to an
underwriter the entire time Iworked there because it was so
(12:41):
siloed.
Here, obviously, we haveunderwriting, claims, finance,
audit, all these things movingaround and our interns touch a
lot of those things.
For you, luke, how did you likethat, having the opportunity?
Speaker 3 (12:57):
to experience different parts of the insurance
business.
Yeah, I really liked it, justbecause I really didn't know
what I wanted to do and juststicking with the business
engagement team really wouldn'thave shown me all parts of
insurance, so that really wasbeneficial.
And even with Luella, she makessure that when you're interning
you're seeing everything andyou also are learning how to do
(13:18):
each and everything.
Just in case, say, you didn'tlike what you started off doing,
she's like, okay, let's trythis, let's go somewhere else
and see if you like this alittle bit better.
So I thought that was verybeneficial.
Speaker 1 (13:29):
That's awesome.
So now, luella, this is myquestion for you.
So we talked about some of theflexibility I think Luke
mentioned he had a big test andhe needed to be off, or maybe he
tried one part of businessengagement and you gave him the
opportunity to try somethingdifferent.
How do you manage a unit thatmaybe I believe almost half your
unit is internships?
Speaker 3 (13:50):
So how do you?
Speaker 1 (13:51):
manage a unit where you've got work that has to get
done, but you have maybepart-time employees, student
employees, people who reallyneed the opportunity to try
different things, but you stillhave to figure out how to get
the work done.
So how do you manage that?
Speaker 2 (14:07):
Yeah, trial and error a little bit, but what I've
said to all interns that come isthat school comes first.
And then when I say that I meanit and I have to mean that.
So to Luke's point, I send outlike who's doing what for the
week and we take turns in thoseresponsibilities.
So everyone's getting exposureto everything we do setting up
planes, scanning the mail, doingunderwriting tasks.
(14:30):
There's so many things that wedo.
I want them to be exposed toall of that.
So I set that schedule and thenI have to be nimble and quick
as those things you know developand have the next person able
to step in.
So again, when I said schoolcomes first, I mean that and
it's not just school schedules,right, if, like Luke said, or
Tristan even now has said okay,I'm starting a new semester,
(14:52):
luella, here is my new schedule.
So last semester he was workingMonday, wednesday, friday.
Now I'm adapting to his newschedule and he tells me what
his schedule is.
I don't dictate that to him.
So now he's switching toTuesday, thursday, friday, I
think is a new schedule and sonow I adjust from that.
But let's say they were to evencall in sick or something,
(15:14):
right?
So business engagement, as allof them will attest I'm sure, is
an amazingly supportive teamthat I don't even have to half
the time say anything.
If let's say someone is notgoing to be able to come in,
they can look and see okay, well, tristan had a pipe stream
shift today, so I'll take hispipe stream shift and then he
could maybe swap with someoneelse another day.
(15:34):
So I say that and I mean it.
But the other thing to Luke'spoint is I want them to feel
fulfilled.
So if their goal is, hey, youknow what, luella, I just want
to work 16 hours a week, I'mjust going to pound out whatever
I can do and then I'm signingoff and I'm not really
interested because I've got somany other things I'm focusing
on, whether that's school orpersonal, then I can do that for
(15:56):
you.
Right, I'll give you work, youclock in, you clock out.
Thank you for your work andwe're good.
But if they're interested in anadditional opportunity or a
future here, I want them to beexposed to whatever their
interests are.
So we'll ask.
I mean, of course we haveunderwriting, we have resolution
, the claims department, we havefinance, we have marketing and
(16:17):
all of the people that are inbusiness engagement have
different interests and I wantto fulfill that because I want
it to be a win-win, that we havea win and having them as an
opportunity, giving them anopportunity, but then they feel
like they're being fulfilled,not just short-term and what
they're trying to do toaccomplish before they get done
with school, but then theirlong-term goals, and it's been
successful so far.
(16:38):
Luke stayed, tristan is staying, and I can list all the other
people that have stayed right.
Jacob is one, christina is one,justin's one right.
Our recipe that we've builthere is working for us and I'm
super proud of that.
Speaker 1 (16:52):
That's fantastic and I know what you're talking about
.
Can't be easy.
And if you went to a lot ofother organizations, even in the
insurance space, a lot of thesetasks they would have done by
full-time employees that mighteven be clerical.
And we took a differentapproach for a few reasons.
One is I believe very stronglythat the current generation of
(17:13):
students that are coming outhave new ideas and will think of
better ways to do some of thesetasks if we give them the
chance to take a look at it.
Two, I also think learning howto get exposure to the claim
side, the finance side, theaudit side, the underwriting
side, is going to help that, sothat when we, if we want to hire
(17:34):
that person, they know wherethey fit and they know what they
like and that way we're notgetting a year or two into the
training process and they'relike man, I hate claims.
Why did I do this?
And we've already poured allthose resources in right, so
lots of advantages.
Speaker 2 (17:50):
And if you talk to cause, I have you know those
that have gone on Jacobs, theChristinas right.
Their beginnings in businessengagement helps them in their
current position.
They understand how themailroom works, they understand
how the underwriting tasks goright Turnaround times, those
kinds of things.
So I feel all of them have saidthat they have benefited from
(18:11):
coming through businessengagement and learning all
those things for their next role.
Speaker 1 (18:15):
I agree, and some of the things that you have been
flexible with Luella that Ithink has been helpful is
allowing for mentoring to takeplace with some of the interns.
So, tristan, I know on your endyou're doing the tasks that
Luella assigns, but you're alsohaving some mentoring sessions
with Jeremy, who's our directorof underwriting, so can you talk
(18:37):
a little bit about those andthe kinds of things you guys
talk about how?
Speaker 4 (18:39):
often you meet and the value that's had for you.
Yeah, absolutely.
One of the coolest things aboutthis internship was that, you
know, close to my year mark, I'mtelling Luella, hey, I'm
interested in underwriting, youknow, and I'm looking for more
opportunities to learn about it.
And so she immediately helps meschedule meetings with Dustin,
our senior vice presidentunderwriting here at Berkeley
Industrial Comp, and with Jeremy, and so it's really cool to be
(19:03):
able to walk into the vicepresident's office of
underwriting and say, hey, Iwould like more opportunities to
learn about underwriting.
And immediately he sets you upwith your director of
underwriting to learn aboutunderwriting, and immediately he
sets you up with your directorof underwriting and Jeremy, the
director of underwriting, isright out the gate hey, I got
these renewals that need to bepriced.
Let me show you how to do them.
And I'd like you to do thisentire month of renewals and
(19:25):
immediately I'm just thrown intoit and I'm doing the work that
underwriters do and I get tolearn about it by being in the
process of it.
And I think that's reallyspecial, that when you've
created a culture where you cantalk with your leaders and say
this is where I want to grow,this is what I want to learn,
and immediately.
They're finding opportunitiesfor you.
Speaker 1 (19:44):
I think that's fantastic, and I'm such a big
fan of mentorships in general, Ithink they're really important.
We did a whole episode on that.
There are a couple of ourassociate claims resolution
specialists that I'm doingbiweekly sessions with to do
mentoring.
So I think it's important andit's how we learn is when we
have people who aren't maybe ourdirect supervisors, who can
(20:04):
step in and show us the way andgive us some ideas of things
that we can do to be successful.
So, luella, I know we talkedabout some of this, but maybe
talk a little bit more what aresome of the challenges of
running a department that'saugmented by interns and then
what are some of the benefits?
Speaker 2 (20:19):
I think a lot of those are both challenges and
wins.
So challenges are when Tristanand Luke have these
opportunities to be exposed toother departments.
Then they see how much theyshine and I want to house that
all internally with me and notlet anybody else know that,
because then the second they seethat they want to take them
from me.
So that is both a challenge andalso a win.
(20:43):
I mean and again that's what Iwant I'm super proud and I've
said to Tristan I want to sendyou off lovingly when that time
comes that you would go toanother department or be hired
or whatever.
And again, I've had thatexperience with other employees.
So I think the challenges onlycome with wanting to find out
(21:05):
how they can feel fulfilled.
You know, and so I haveone-on-ones with everyone in my
department, so I'm regularlyconversating with them.
Again, are you the one thatwants to work your 16 hours and
clock out and you just want todo the work?
I'll meet that need happily.
And then do you have otherneeds?
And I want to make sure that Iexpose them to those
opportunities to make thedecision Tristan had mentioned
(21:27):
when he first came to us.
That was not his focus in schooland because of this exposure
he's changed his major and couldpotentially want a real long
term opportunity here.
That is a wonderful testamentto how we've made him feel, the
opportunities we've provided forhim.
So, again, some of thechallenges of him being in
school are also the wins,because if he ends up staying on
(21:48):
with us, that's that's thebiggest compliment we could get.
Right.
A lot of times when you'relooking at a like, oh, I think
this person would be good.
One of the biggest compliments,greg, that you could give
Tristan is that you would vouchfor him right, and say, hey, we
have this opening and I think hewould be great.
That's a wonderful compliment,right, and then you know what
kind of quality candidate wehave.
(22:08):
So really, the only hard thingsI would say is just coming to
scheduling, when they would workand their availability.
But it's all aboutcommunication and so, again, in
those one-on-ones that I havewith them, they've got to
communicate with me, even ifthat's a text saying, hey,
something's changed, I'm notavailable this week, and then
them just wanting to befulfilled.
(22:29):
That's a challenge.
I really care to make sure thatthey're happy when they're here
and I'm giving them anyopportunity that they want that
they want.
Speaker 1 (22:36):
Those are great examples and you're right, and I
have said that multiple timesas we've managed our interns.
If they say, well, I think Iwant to be a veterinarian,
that's great, that's okay,that's okay, and things can
change and they might not change.
You know one of them, one ofour interns, went on and I think
she's doing graduate work inveterinary school and that's
(22:57):
fantastic.
We had another of our interns,jacob.
I'll highlight him.
He at the time was working atCracker Barrel and now he's a
full-time employee of ourresolution department and it's
fantastic and he'll end upediting this entire podcast and
has the technical skills to dothat.
So so many different talents canenter our department if we're
(23:17):
open-minded to the internshipprogram.
And I remember when I wasworking for Indiana University
Foundation, one of the thingsthey said to me early on was
we're not going to be able tocompensate you for the level of
work we're going to be doing andwe compensate our interns.
But my point was they paid me alittle more than what you would
get paid if you were workingsome hourly job while you were
(23:41):
going to school.
But what they did is they gaveme the skill sets and the
experiences that gave me theconfidence to be able to do so
much more with my career, and Ireally believe there's no way I
become a vice president of aninsurance company before I'm 40
if I hadn't had thoseexperiences early on.
So I do think they matter.
Speaker 2 (24:01):
Even some of the tasks like, let's say, scanning
the mail.
Right, that's not a celebratorything, you know, as he's over
there scanning the mail right.
However, later on down the road,when there has an issue of some
sort, we try to figure this out.
Because he started withscanning the mail.
He understands the process ofhow documents come in, how
(24:21):
they're labeled.
That is huge to understand that.
When you then are sitting in anadjuster's chair and say why
did this?
You know non-medical invoicecome in and it didn't create a
task to me.
He knows that because hescanned it at one point himself
and can understand that.
And then it also then says ifthey're willing to take the time
to do those things right, thenthey're absolutely willing to do
(24:44):
the other ones right.
So even taking the time to dothose small tasks in the
beginning really makes adifference later on for them.
Speaker 1 (24:51):
Great, great points.
So I wanted to go back to you,luke, and talk about as you
transitioned into your full-timeposition.
How was it different than yourinternship?
I?
Speaker 3 (25:03):
mean, really the only difference was that I was
moving from the businessengagement daily tests that I
was doing to more of learninghow to underwrite and evaluate
the risks of the new businessand renewals that we have.
And I guess another differencewould be the people that I'd be
working with.
So, instead of working withShannon and Stephanie and Luella
(25:24):
, I'm not working with Jeremyand Steve and Leslie and all the
other underwriters.
But I think one of the benefitsof working with all of the
underwriters is each underwriterhas a different way of doing
their accounts, so I can notonly see how Jeremy's doing, but
Leslie's doing and Steve'sdoing, and they all do it
differently and each of theirways is like it's not right or
(25:48):
wrong, but for me, I can seewhat I see myself doing and how
I see myself looking at theseaccounts and these risks.
Speaker 1 (25:55):
Great, great points.
I think there's a lot to belearned in that, and you
mentioned something and I don'tknow why it spurred my mind this
direction, but I know, luke,you're in Lexington, kentucky,
tristan is in Birmingham,alabama, and we have had interns
in our Las Vegas office.
So we've had interns in allthree of our offices.
Luella, you're located inLexington, kentucky.
Any issues with trying tomanage interns in multiple
(26:19):
locations?
Speaker 2 (26:22):
I see it as a pro.
Because of the differentlocations there's also different
time zones, so then thoseindividuals are available.
You know, if I'm Eastern time,so I'm, so let's say I'm done at
5 pm, okay, but then I have anintern working until 4 or 4.30
pm Pacific time that's 7.30 mytime that we still have new
(26:44):
business being entered, e-modsbeing pulled, loss run reports
being sent out, right, andthere's not a huge gap of time
when everyone clocks out at 4.30in one time zone and doesn't
come back until 8 am the nextmorning.
We get constant complimentsfrom the underwriting department
about how they're surprisedthat they'll send an email to
(27:05):
the new business workflow andthat it's entered into the
system 15 minutes later and it's5 pm.
Like, how does that even happen?
Well, it happens because wehave people in all of those
different locations.
So I see it as a pro.
Speaker 1 (27:17):
I think in today's world we're moving more and more
to a place where we have to beable to manage people remotely
in multiple locations.
The days of us all clockinginto the same office, those days
are probably done.
Not that we won't havelocations, but I think it's just
the world we live in has movedto that.
So figuring out how to managethat and seeing the advantages
(27:37):
instead of just the points whereyou're like, well, that's
difficult.
I can't just say hi to them atthe water cooler.
Speaker 2 (27:43):
Now some of the other things, though Greg is here at
Berkeley Industrial Comp.
Every phone call I have withthem is video.
So it's not, you know, and I'mold, right In the old days, you
know, when I'm calling them andthey can't see me, I can't see
them.
So even though I'm notphysically next to Tristan a lot
of the times, I really do feela connection with him because we
(28:03):
have the conversations.
He can see my facialexpressions, I can see his.
I've been to the office.
You know what I mean.
I have visited.
We do know each otherpersonally.
At this point he's even come toLexington.
So those interactions becausewe're through video are helpful.
And same thing, of course, withthe people in the Las Vegas
office.
I see them each time we're onthe phone and that's a personal
(28:23):
connection.
Speaker 1 (28:25):
Great points, great points, and we have to leverage
technology if we're going to besuccessful on that, and we have
so many things that we can dothat we couldn't do 10 years ago
.
That make things a lot easier.
So, switching gears, tristan, Iwanted to ask you that same
question about work-life balance.
I know for you, because I'veworked around you for a while,
that you are very involved inclubs at school, like a
(28:46):
financial club, correct?
Speaker 4 (28:48):
Yeah, I'm in an investment club at UAB called
the Green and Gold Fund.
We manage over a milliondollars.
Speaker 1 (28:59):
So very involved in an investment club, also
bragging on a little bit.
Scholarship student at UAB, soa certain level of dedication to
be able to maintain ascholarship at a school like UAB
and also very involved ingiving back in your community as
well.
As was recently married inDecember, so that's a lot to
juggle.
So how do you do that and aninternship and be successful at
all of it?
Speaker 4 (29:19):
I think it's interesting because about
work-life balance and how I'mjuggling it, because it's kind
of what I've grown up doingthroughout my entire time middle
school, high school I was goingto church, I was playing sports
, I was going to school and Iwas dating.
So this is things I'm prettyused to church, I was playing
sports, I was going to schooland I was dating, you know.
So this is, you know, this isthings I'm pretty used to
nowadays.
I'm, you know, I'm in schooland clubs.
I'm not playing sports, butthat's kind of where my working
(29:42):
is now.
And yeah, yeah, I got marriedand we're having our ceremony
this year, but I just I don't, Idon't see it for me as being
entirely difficult.
It kind of what I'm used to.
But, you know, I put out what'simportant to me.
You know, work is important tome, school is very important to
me, those clubs I'm involved in,you know, I've dedicated my
(30:02):
time to those things, and in myrelationships as well, and so
what's important to me is at theforefront, you know.
So I tend to focus on thosethings throughout my day.
I don't I don't like to spendtoo much time not doing anything
.
I'm always trying to dosomething.
So that's kind of how I balanceit.
It's just something I've grownup doing and very used to.
Speaker 1 (30:21):
Well, pro tip for somebody who's almost been
married 20 years now.
Keep the dating going.
You got to keep doing that,right.
Speaker 2 (30:29):
That's valid advice.
Speaker 1 (30:32):
Well, a couple of things.
I wanted to wrap up with One.
I want to ask both of you thesequestions.
So, starting with you, Luke, ifyou were talking to an incoming
college freshman, what advicewould you give them on
internships?
Speaker 3 (30:44):
I mean I'd say, have an open mind.
I mean I'm sure almost everycollege has those career fairs
monthly or whatever, a coupletimes a year.
I mean go to those and likewhat's the worst that can happen
by talking to somebody for 30minutes or an hour.
I mean the only thing you'regoing to get out of it is, yeah,
I like this type of company, orI didn't like it, and you lost
(31:06):
30 minutes, but at least youknow that you don't like what
that company is doing or wherethat company is going.
So yeah, keep an open mind,work hard in school and the
first job you may get orinternship you may get you might
not like, but you'll at leastlearn things that will kind of
help you in your future career.
Speaker 1 (31:26):
Great points.
A friend of mine actually ouractuary, matt Murphy, has said
to me that people talk all thetime about their success and boy
they got lucky.
And luck is part of it.
But if you don't put your sailup, you'll never catch the wind.
So going to the career fair,that's putting your sail up.
Getting an internship, that'sputting your sail up.
And the wind may or may notblow the direction you want it
(31:47):
to go, but if you don't go tothose things, you'll miss out on
those chances.
And I think that was a greatpoint to make.
Tristan, I'd ask you the samequestion If you were talking to
an incoming college freshman,what advice would you give them
about internships?
Speaker 4 (32:03):
The advice I would give to incoming college
freshmen about internships isnumber one interview.
Go into the workplace, meet theleaders and get to have a
little feel for them.
And number two, I think to meis the most important.
Like just, for example,throughout my college and the
clubs I'm in, these individuals,these students, are very
(32:25):
focused on getting the big nameinvestment banking, internships,
these big offices where they'rekind of under the shadow.
And what was always important tome was feeling valued in the
place that I work and feelingthat I'm important and that I'm
contributing something.
So my advice would be to findthat place, find that company
(32:46):
that you're able to perform yourinterests and skills and apply
them, but also a place that theyknow your name, that you feel
valued and that they understandwho you are and what your skills
are and where you can applythem.
And just finding a place thatyou feel valued at, because your
job is going to be yourlong-term You're going to spend
(33:07):
the majority of your time andlife in a career.
My advice would just be to finda place where they feel valued
and important.
Speaker 1 (33:15):
I think that's great advice and I also like what you
said about maybe the big nameisn't the first place that you
go.
There's nothing wrong with thebig names.
I started at one, but I canremember when I've worked a
career fair, when I was workingas a director for a state fund
and we would see a line, a hugeline, for a bank that was
(33:37):
nationally known, but the careerthat they had was a teller,
like just basically somebody atthe front desk, and we're right
next to them and nobody knowswho we are, and so there's
nobody talking to us and I'mlooking at going.
I know that our job pays morethan that job does and has more
opportunities, but people justdon't know who we are.
So I like what you said aboutbeing sure you get out there and
(33:59):
you just really do somehomework and check in on some of
those others that you might notknow about, because, again, if
you don't do the homework,you'll never know.
Everybody recognizes the bignames, but that doesn't
necessarily mean they're thebest place to start.
Could be so great points.
So I want to also ask you,luella, so switching gears, if
(34:19):
you were talking to employers,because there's probably a few
that are listening, that don'thave internship programs.
What would you tell them?
And then they're thinking aboutit.
What would you tell them of whythey should consider it?
Speaker 2 (34:30):
Here at Berkeley Industrial Comp.
We're a testament to what we'veproduced from starting that
internship program.
We've got again countlessexamples at this point that came
in as students stayed,graduated.
We hired them and now they'revalued employees here at
Berkeley Industrial Comp.
It would be sad to know that wewould miss out on that
opportunity and have those very,very important individuals that
(34:53):
are here with us today becauseof it.
I think it's an opportunity aswell to show that we're willing
to put in the time to peoplethat want the opportunities
right.
It would be easy to say I don'thave time to develop these
individuals and take the time totrain and mentor in those ways,
but we do value that and it'sbeen a win for us.
Speaker 1 (35:14):
I couldn't agree more .
Huge, huge, huge believer in it, and I would just encourage
other employers who haven'tthought about it to think about
it.
You're going to be able to getwork done with people who are
going to have a fresh look athow that work gets done, and you
have the opportunity to developand grow them and give them
exposure to an industry thatreally needs exposure.
So great, great advice.
Speaker 2 (35:37):
It's rewarding.
It's been very rewarding to seethat.
Speaker 1 (35:40):
Absolutely and finally, the last thing I wanted
to do this year is, each timeI've done one of these episodes
over the last few seasons, I'vewanted to put some good vibes in
the universe, because I justfeel like there's so much doom
and gloom and if there's onelittle thing I can do to put
some positivity out there, I'mgoing to do it.
(36:00):
So, for ending this season, Iwanted to ask each of you
something that you're gratefulfor.
So I'm going to start with Luke.
Speaker 3 (36:08):
Something you're grateful for Okay, I'm very
grateful for my friends andfamily and the health of kind of
all those who I love and I hopewe start off this new year
positive and just kind of gofrom there and hopefully
everything goes in a gooddirection and everything keeps
going well, awesome.
Speaker 1 (36:28):
Awesome, Luella.
What are you grateful?
Speaker 2 (36:30):
for Countless things.
I could go on and on.
The thing right now would bethe support of my husband.
So I'm super busy with my job.
He also has a full-timeposition as well, and then we
have kids and grandkids thathave lots of interests and we
lead a very, very busy life,kind of passing driving and his
(36:51):
support means a lot to me.
It's the extra stuff.
It's not the stuff that heneeds to do, it's the extra
stuff.
So last week one day it was awork from home day and he
happened to be off work and hebrought in breakfast to me and
that you know just an extrathing that he did.
Yes, so they had.
I'm now cookie manager so.
(37:20):
So I got voluntold on that andso I was running out the door to
learn how to do that, and itwas a cold day and I was running
around getting things done andI went out to the garage and he
had started my car for me tohave it warm.
So it's just those extra things.
That support means everythingto me and I'm super thankful for
that.
Speaker 1 (37:34):
What great examples.
Now I feel bad.
I'm going to have to go homeand be extra nice to my wife.
Speaker 2 (37:38):
Sorry, he's very good to me.
Speaker 1 (37:41):
I know I like Chris.
I'm not her husband.
He's a good guy.
He is so Tristan?
Same question what's somethingyou're grateful for?
Speaker 4 (37:58):
I'm very grateful for my wife.
There's been plenty of timesthroughout this past year where
I've said do I want to do this?
Is this what I want to do?
I'm very peculiar about mycareer choices and what I'd like
to do and it's been verydifficult trying to find a good
one, but she's been the personthat has provided that
perspective and reminded me ofwhat's important in my life and
my skills and my abilities thatI bring to the table, and she
just is a great person and agreat support and, like I said,
just that kind of person thatjust offers perspective to me.
Speaker 1 (38:20):
Fantastic.
Sounding boards are important.
If you don't have one, find oneA friend, a spouse, somebody.
I felt like most of the baddecisions I've made in life is
because I didn't have a soundingboard, and the ones that I've
avoided and the good ones thathave happened because I bounced
my ideas off of somebody.
So I think Simon Sinek who Ilove that's one of the things he
talks about all the time isfind a friend, find a spouse,
(38:42):
find somebody you can bounceyour ideas off of, because
you'll get a lot further whenyou do so.
Great, great thoughts, greatwords of wisdom.
Guys, I can't be more proud ofthis episode.
I love our interns, I love thework that they're doing.
I really hope that some peoplelisten to this and decide to go
out and pursue some internships.
I hope some employers consideradding internships so that they
(39:05):
can develop their folks.
And I would just end with ourmantra to do right, think
differently and don't forget tocare.
And that's it for this episode.
Thanks everyone, you.
Hello everybody and welcome to Adjusted.
I'm your host, greg Hamlin,coming at you from beautiful
Birmingham, Alabama and BerkeleyIndustrial Comp.
And I'm excited to share withyou this rebroadcast.
This episode is one of myfavorites.
It's the power of internships,and this is something I
discovered later on in my careerin management as I was building
(00:36):
a department.
This is the second time thatI've had the opportunity to
rebuild a department, and one ofthe things that has made a huge
impact is bringing ininternships, and so this was a
great episode because we got achance to talk to several of
those who have had internshipshere and also talk about how
(00:56):
their career has changed asthey've had the opportunity to
gain experiences and apply foreven for permanent jobs within
the company.
So I hope that you enjoy thisone.
There's definitely a desperateneed in the industry to bring
people into insurance, and whata great opportunity.
So if you're interested inlearning more about how to
(01:17):
leverage internships either ifyou're a student, or if you're
in leadership, or if you'recurrently in one I think this is
the episode for you, and, asalways, remind our listeners to
like and share this episode aswell, as leave us a five-star
review so that others can findtheir way to the podcast and, of
(01:37):
course, remember to do right,think differently and don't
forget to care, enjoy, welcometo Adjusted.
I'm your host, greg Hamlin,coming at you from beautiful
Birmingham, alabama, in BerkeleyIndustrial Comp, and with me
today are a whole host of guests, so we have three guests today,
so it's going to be a funpodcast episode.
(02:00):
We'll start with you, luella,do you want to introduce
yourself?
Speaker 2 (02:03):
Yes, luella Alcorn, I am out of our Lexington
Kentucky office.
I am business operationsmanager here at Berkeley
Industrial Comp.
Speaker 1 (02:11):
Excellent.
And then next up, we have Luke.
Luke, do you want to introduceyourself?
Speaker 3 (02:15):
Yes, hi everyone.
Happy New Year.
I'm as Greg said.
My name is Luke Lenahan.
I'm an associate underwriter inthe Lexington office and
started as an intern lastJanuary.
Excellent.
Speaker 1 (02:27):
And I won't hold it against you, luke, that you
graduated from University ofKentucky, since I'm an Indiana
grad, but we're both having verydifficult basketball years
right now.
Yes, definitely, we can sharein our misery, right?
Yes, absolutely, and the onlydifference is we don't have a
lifetime contract on our coach,so, unfortunately, hopefully
they get things turned aroundthere for you guys.
Yeah, all right.
(02:47):
And finally, our next guest,tristan.
You want to introduce yourself?
Speaker 4 (02:51):
Yeah, I'm glad to be here today, greg.
I'm Tristan King out of theBirmingham office.
I'm currently a finance studentat UAB and I've been with
Berkeley Industrial Comp for alittle over a year now.
Speaker 1 (03:00):
Excellent, Well, I wanted to get this group
together.
One thing we have not talkedabout in any of the episodes is
the power of internships, andthis is something that's really
near and dear to my heart.
I started my career at IndianaUniversity and actually was a
student manager of a telefund.
So I started actually doingfundraising over the phone and
(03:24):
then became a student manager,much like both of their stories.
I don't think it was labeled asan internship, but really it
worked the same way.
And I remember in my interviewprocess, the time when I was
getting ready to start my careerafter graduation, they had
interviewed me and said weinterviewed four business majors
.
You're the only criminaljustice major.
Why should we hire you?
(03:44):
And I said well, easy One is Ialready have work experience in
the business world doingfundraising over the phone and I
understand statistics and Iknow how to run metrics in
computer systems and I know howto manage a room and I've had
leadership experience.
So all those things.
And I said I have a differentbackground in criminal justice,
which gives me a differentbackground going into claims.
(04:06):
So I don't know if that's nowan associate underwriter and the
manager that's trying to managea department that is made up of
(04:30):
many interns, because I thinkthose are three different
stories that people might beinterested in One why do
internships, how do you managethat and how can it help you?
So I thought I'd start with you, luella, though let's talk a
little bit about how you gotinto workers' compensation.
Speaker 2 (04:50):
I've got a transcription and a medical
coding background, so that seemskind of strange.
However, the first workers'compensation carrier I went to,
they processed their own medicalbills, and so my coding
background then qualified me forthat position.
And then I came to BerkeleyIndustrial Comp Comp and one
step has led to the next, andthen we're not.
We now have business engagement, so kind of a roundabout way,
but I love where I am today.
Speaker 1 (05:12):
We love having you as part of our team, lala, so I
feel very fortunate, veryfortunate, thank you.
So, luke, let's move over toyou.
How did you end up with aninternship at Berkeley
Industrial Comp?
I'm sure, as you were atUniversity of Kentucky Business
School, the first thing youthought is I want to get into
workers' compensation and I'mgoing to go find an internship
in that field.
Am I right?
(05:32):
Yes, you're totally totallyright.
Speaker 3 (05:35):
No, I mean I got my double major in accounting and
finance and I really had neverheard of workers' compensation
Insurance, did not know reallyanything about insurance in
general.
But Jeremy Morrison, thedirector of underwriting,
reached out to me on my senioryear Christmas break and he had
an opportunity for me, thoughtI'd be a great fit and I
(05:56):
connected with him and had agreat first meeting with him and
from there I started interningwith the business engagement
team under Luella and had agreat experience with that and
then got hired full-time as anassociate underwriter in June.
That's awesome.
I started interning with thebusiness engagement team under
Luella and had a greatexperience with that.
Speaker 1 (06:09):
And then got hired full-time as an associate
underwriter in June.
That's awesome.
So you are what?
Six months in now, maybe alittle more than that Yep, just
about that's awesome.
That's awesome.
And almost a year here with usat Berkeley?
Yes, excellent, excellent.
Well, I guess there's a lessonto be learned there that if
you're on LinkedIn, make sureyou check your messages, because
I know in the past, I think,we've reached out to people and
(06:29):
then, like four months go by andthey're like I'm just seeing
this message about an internshipand they're like well, now it's
full.
It's a great way to get yourname out there.
So, tristan, let's talk alittle bit about you.
How did you end up with aninternship here at Berkeley?
Speaker 4 (06:49):
Well, it was in November of 2021.
I was sitting outside of aMoe's eating my free college
lunch and I'd gotten a text fromyou, greg, about this
opportunity and I saw it and Ithought you know insurance and I
was a finance major at the timein an investment group, so my
mind was either in hospitaladministration or investment
management, and so I thoughtinsurance, is this something I
really want to do?
But what I appreciated the mostwas having someone that I
(07:10):
respected and a leader in thecompany reach out to me and say
that they think I'd be a greatfit for it.
I think that's what motivatedme the most and that really
helped me to get my feet wet ininsurance, as I've been in it
and I've gotten to learn alittle more about underwriting.
I learned that investmentanalysis is a lot like
underwriting you look at a risk,you price it and you do a
(07:34):
little analysis on it, and therest is history there, and so
that's what really interested meand that's kind of how I got
started here at Berkeley.
Speaker 1 (07:39):
That's awesome.
Well, I think one of thechallenges and I think we've
talked about this in otherpodcast episodes is there aren't
many people one that are evenaware of the opportunities in
insurance and two that get theexperience in it and would
pursue a career in it, eventhough it's a great career that
so many different backgroundscan feed into.
When I was in college, I thinkthe only thing I ever thought
(08:01):
about when I thought aboutinsurance was sales, like some
guy trying to sell you autoinsurance or something, or life
insurance, and I didn't reallyknow anything else about it.
I just kind of thought likeit's that grimy sales guy that's
like trying to tell yousomething, and really like our
organization.
We have a couple businessdevelopment professionals, but
the vast majority of our companyare people who are evaluating
(08:24):
risks in underwriting, like Luke, or people on the claim side
who are handling the injuries asthey come in.
So there's so manyopportunities that I think the
industry needs to do a betterjob of exposing people to if we
want to develop talent, becausethat's the big talk right now is
that we're facing a talentcrisis.
(08:44):
So I want to just to talk alittle bit about Luke your
initial thoughts as you startedyour internship on the
opportunity, you had mentionedthat you didn't know a whole lot
about workers comp orunderwriting.
So what did you think, as youstarted learning more through
business engagement, about whatthis industry could offer?
Speaker 3 (09:02):
I mean I felt the opportunity was great, it was
totally there.
But yeah, like you're saying,no experience, no real knowledge
of insurance.
I was pretty nervous about whatI was getting myself into.
But Luella and Stephanie andthe rest of the business
engagement team made me feelvery welcome and they knew that
I didn't really know much.
So everything was just kind oftraining from the start and as I
(09:25):
started to learn more I feltlike I could be good at this and
yeah, so for you, one of thethings when you're an intern is
you're taking classes and you'regoing to school at the same
time.
Speaker 1 (09:38):
So how many credit hours were you taking that last
semester?
Speaker 3 (09:41):
I think I was taking 15.
So five classes.
Speaker 1 (09:44):
Okay, so 15 credit hours, and about how many hours
were you working?
Speaker 3 (09:48):
I'd say anywhere from maybe like 12 to 20, just
depending on whether or not Ihad a test that week or would be
out of town.
Speaker 1 (09:55):
Okay.
So how did you balance that?
Because I think that maybe, ifyou were a student right now, a
question that you'd want ananswer to is how do you balance
working 12 to 20 hours a week,plus taking 15 credit hours and
I'm assuming you had a prettygood GPA- yes.
Speaker 3 (10:11):
So really the work life balance and school balance
really wasn't that hard for me.
You know I would contact Luellausually on Sundays and kind of
let her know my schedule for theweek, let her know my schedule
for the week, and if somethingpopped up I could just shoot her
a text and say, hey, I can'tcome in Wednesday because I have
a big test on Thursday.
And she was so accepting of itand was like, hey, all she said
(10:33):
back would be hey, good luck onyour test, let me know when you
come in next.
Speaker 1 (10:38):
Awesome, awesome.
Well, I think for me, one of thethings I love to see when I'm
interviewing and this has beenno matter where I've been as a
hiring manager are I love to seepeople who can balance grades
and school, because the realityis, when you start adulting,
that's life right, like you endup having a family or a lot of
(10:58):
people.
Do you have interests outsideof work?
If you have kids, you got tofigure that out and you got to
balance your job, figure out howto make all those things work,
and so when I see a student whois getting great grades and they
can balance that work-lifebalance of a job, that's a huge
plus to me because it tells me alot about their time management
(11:18):
.
So I think it's a huge win forboth the employee that's
learning how to do that, or theintern, as well as the company
to have a chance to see that.
So, tristan, on your end, Ijust wanted to ask you the same
question.
So what were your initialthoughts when you started here,
not knowing a whole lot aboutinsurance?
Speaker 4 (11:37):
Yeah, my initial thoughts were a lot like yours,
greg.
When I thought of insurance, Ithought of brown suits, gray
walls and LED fixtures buzzingover you.
But I was completely mistaken.
The first time I came into theoffice here at Berkeley
Industrial Comp, I immediatelyknew it was different.
With the bright windows and thebright lights and just the
friendly faces and getting toknow everybody and you
(11:58):
introducing me to everybody onthe team, it felt really special
and very boutique, and so Iimmediately felt like a valued
member of the team, even thoughI had not even interviewed yet.
And that was really special tome to be here with Berkeley and
to be in the insurance industryand to learn a little bit more
about that.
Speaker 1 (12:20):
We're probably a little different than some in
that we're, as Tristan said,we're a little more boutique, in
that we have 60 employees, sowe're not siloed where you might
go to a different carrier.
And if you were where I startedmy career, we had 50 people on
a floor and they were all claimspeople and I never talked to an
underwriter the entire time Iworked there because it was so
(12:41):
siloed.
Here, obviously, we haveunderwriting, claims, finance,
audit, all these things movingaround and our interns touch a
lot of those things.
For you, luke, how did you likethat, having the opportunity?
Speaker 3 (12:57):
to experience different parts of the insurance
business.
Yeah, I really liked it, justbecause I really didn't know
what I wanted to do and juststicking with the business
engagement team really wouldn'thave shown me all parts of
insurance, so that really wasbeneficial.
And even with Luella, she makessure that when you're interning
you're seeing everything andyou also are learning how to do
(13:18):
each and everything.
Just in case, say, you didn'tlike what you started off doing,
she's like, okay, let's trythis, let's go somewhere else
and see if you like this alittle bit better.
So I thought that was verybeneficial.
Speaker 1 (13:29):
That's awesome.
So now, luella, this is myquestion for you.
So we talked about some of theflexibility I think Luke
mentioned he had a big test andhe needed to be off, or maybe he
tried one part of businessengagement and you gave him the
opportunity to try somethingdifferent.
How do you manage a unit thatmaybe I believe almost half your
unit is internships?
Speaker 3 (13:50):
So how do you?
Speaker 1 (13:51):
manage a unit where you've got work that has to get
done, but you have maybepart-time employees, student
employees, people who reallyneed the opportunity to try
different things, but you stillhave to figure out how to get
the work done.
So how do you manage that?
Speaker 2 (14:07):
Yeah, trial and error a little bit, but what I've
said to all interns that come isthat school comes first.
And then when I say that I meanit and I have to mean that.
So to Luke's point, I send outlike who's doing what for the
week and we take turns in thoseresponsibilities.
So everyone's getting exposureto everything we do setting up
planes, scanning the mail, doingunderwriting tasks.
(14:30):
There's so many things that wedo.
I want them to be exposed toall of that.
So I set that schedule and thenI have to be nimble and quick
as those things you know developand have the next person able
to step in.
So again, when I said schoolcomes first, I mean that and
it's not just school schedules,right, if, like Luke said, or
Tristan even now has said okay,I'm starting a new semester,
(14:52):
luella, here is my new schedule.
So last semester he was workingMonday, wednesday, friday.
Now I'm adapting to his newschedule and he tells me what
his schedule is.
I don't dictate that to him.
So now he's switching toTuesday, thursday, friday, I
think is a new schedule and sonow I adjust from that.
But let's say they were to evencall in sick or something,
(15:14):
right?
So business engagement, as allof them will attest I'm sure, is
an amazingly supportive teamthat I don't even have to half
the time say anything.
If let's say someone is notgoing to be able to come in,
they can look and see okay, well, tristan had a pipe stream
shift today, so I'll take hispipe stream shift and then he
could maybe swap with someoneelse another day.
(15:34):
So I say that and I mean it.
But the other thing to Luke'spoint is I want them to feel
fulfilled.
So if their goal is, hey, youknow what, luella, I just want
to work 16 hours a week, I'mjust going to pound out whatever
I can do and then I'm signingoff and I'm not really
interested because I've got somany other things I'm focusing
on, whether that's school orpersonal, then I can do that for
(15:56):
you.
Right, I'll give you work, youclock in, you clock out.
Thank you for your work andwe're good.
But if they're interested in anadditional opportunity or a
future here, I want them to beexposed to whatever their
interests are.
So we'll ask.
I mean, of course we haveunderwriting, we have resolution
, the claims department, we havefinance, we have marketing and
(16:17):
all of the people that are inbusiness engagement have
different interests and I wantto fulfill that because I want
it to be a win-win, that we havea win and having them as an
opportunity, giving them anopportunity, but then they feel
like they're being fulfilled,not just short-term and what
they're trying to do toaccomplish before they get done
with school, but then theirlong-term goals, and it's been
successful so far.
(16:38):
Luke stayed, tristan is staying, and I can list all the other
people that have stayed right.
Jacob is one, christina is one,justin's one right.
Our recipe that we've builthere is working for us and I'm
super proud of that.
Speaker 1 (16:52):
That's fantastic and I know what you're talking about
.
Can't be easy.
And if you went to a lot ofother organizations, even in the
insurance space, a lot of thesetasks they would have done by
full-time employees that mighteven be clerical.
And we took a differentapproach for a few reasons.
One is I believe very stronglythat the current generation of
(17:13):
students that are coming outhave new ideas and will think of
better ways to do some of thesetasks if we give them the
chance to take a look at it.
Two, I also think learning howto get exposure to the claim
side, the finance side, theaudit side, the underwriting
side, is going to help that, sothat when we, if we want to hire
(17:34):
that person, they know wherethey fit and they know what they
like and that way we're notgetting a year or two into the
training process and they'relike man, I hate claims.
Why did I do this?
And we've already poured allthose resources in right, so
lots of advantages.
Speaker 2 (17:50):
And if you talk to cause, I have you know those
that have gone on Jacobs, theChristinas right.
Their beginnings in businessengagement helps them in their
current position.
They understand how themailroom works, they understand
how the underwriting tasks goright Turnaround times, those
kinds of things.
So I feel all of them have saidthat they have benefited from
(18:11):
coming through businessengagement and learning all
those things for their next role.
Speaker 1 (18:15):
I agree, and some of the things that you have been
flexible with Luella that Ithink has been helpful is
allowing for mentoring to takeplace with some of the interns.
So, tristan, I know on your endyou're doing the tasks that
Luella assigns, but you're alsohaving some mentoring sessions
with Jeremy, who's our directorof underwriting, so can you talk
(18:37):
a little bit about those andthe kinds of things you guys
talk about how?
Speaker 4 (18:39):
often you meet and the value that's had for you.
Yeah, absolutely.
One of the coolest things aboutthis internship was that, you
know, close to my year mark, I'mtelling Luella, hey, I'm
interested in underwriting, youknow, and I'm looking for more
opportunities to learn about it.
And so she immediately helps meschedule meetings with Dustin,
our senior vice presidentunderwriting here at Berkeley
Industrial Comp, and with Jeremy, and so it's really cool to be
(19:03):
able to walk into the vicepresident's office of
underwriting and say, hey, Iwould like more opportunities to
learn about underwriting.
And immediately he sets you upwith your director of
underwriting to learn aboutunderwriting, and immediately he
sets you up with your directorof underwriting and Jeremy, the
director of underwriting, isright out the gate hey, I got
these renewals that need to bepriced.
Let me show you how to do them.
And I'd like you to do thisentire month of renewals and
(19:25):
immediately I'm just thrown intoit and I'm doing the work that
underwriters do and I get tolearn about it by being in the
process of it.
And I think that's reallyspecial, that when you've
created a culture where you cantalk with your leaders and say
this is where I want to grow,this is what I want to learn,
and immediately.
They're finding opportunitiesfor you.
Speaker 1 (19:44):
I think that's fantastic, and I'm such a big
fan of mentorships in general, Ithink they're really important.
We did a whole episode on that.
There are a couple of ourassociate claims resolution
specialists that I'm doingbiweekly sessions with to do
mentoring.
So I think it's important andit's how we learn is when we
have people who aren't maybe ourdirect supervisors, who can
(20:04):
step in and show us the way andgive us some ideas of things
that we can do to be successful.
So, luella, I know we talkedabout some of this, but maybe
talk a little bit more what aresome of the challenges of
running a department that'saugmented by interns and then
what are some of the benefits?
Speaker 2 (20:19):
I think a lot of those are both challenges and
wins.
So challenges are when Tristanand Luke have these
opportunities to be exposed toother departments.
Then they see how much theyshine and I want to house that
all internally with me and notlet anybody else know that,
because then the second they seethat they want to take them
from me.
So that is both a challenge andalso a win.
(20:43):
I mean and again that's what Iwant I'm super proud and I've
said to Tristan I want to sendyou off lovingly when that time
comes that you would go toanother department or be hired
or whatever.
And again, I've had thatexperience with other employees.
So I think the challenges onlycome with wanting to find out
(21:05):
how they can feel fulfilled.
You know, and so I haveone-on-ones with everyone in my
department, so I'm regularlyconversating with them.
Again, are you the one thatwants to work your 16 hours and
clock out and you just want todo the work?
I'll meet that need happily.
And then do you have otherneeds?
And I want to make sure that Iexpose them to those
opportunities to make thedecision Tristan had mentioned
(21:27):
when he first came to us.
That was not his focus in schooland because of this exposure
he's changed his major and couldpotentially want a real long
term opportunity here.
That is a wonderful testamentto how we've made him feel, the
opportunities we've provided forhim.
So, again, some of thechallenges of him being in
school are also the wins,because if he ends up staying on
(21:48):
with us, that's that's thebiggest compliment we could get.
Right.
A lot of times when you'relooking at a like, oh, I think
this person would be good.
One of the biggest compliments,greg, that you could give
Tristan is that you would vouchfor him right, and say, hey, we
have this opening and I think hewould be great.
That's a wonderful compliment,right, and then you know what
kind of quality candidate wehave.
(22:08):
So really, the only hard thingsI would say is just coming to
scheduling, when they would workand their availability.
But it's all aboutcommunication and so, again, in
those one-on-ones that I havewith them, they've got to
communicate with me, even ifthat's a text saying, hey,
something's changed, I'm notavailable this week, and then
them just wanting to befulfilled.
(22:29):
That's a challenge.
I really care to make sure thatthey're happy when they're here
and I'm giving them anyopportunity that they want that
they want.
Speaker 1 (22:36):
Those are great examples and you're right, and I
have said that multiple timesas we've managed our interns.
If they say, well, I think Iwant to be a veterinarian,
that's great, that's okay,that's okay, and things can
change and they might not change.
You know one of them, one ofour interns, went on and I think
she's doing graduate work inveterinary school and that's
(22:57):
fantastic.
We had another of our interns,jacob.
I'll highlight him.
He at the time was working atCracker Barrel and now he's a
full-time employee of ourresolution department and it's
fantastic and he'll end upediting this entire podcast and
has the technical skills to dothat.
So so many different talents canenter our department if we're
(23:17):
open-minded to the internshipprogram.
And I remember when I wasworking for Indiana University
Foundation, one of the thingsthey said to me early on was
we're not going to be able tocompensate you for the level of
work we're going to be doing andwe compensate our interns.
But my point was they paid me alittle more than what you would
get paid if you were workingsome hourly job while you were
(23:41):
going to school.
But what they did is they gaveme the skill sets and the
experiences that gave me theconfidence to be able to do so
much more with my career, and Ireally believe there's no way I
become a vice president of aninsurance company before I'm 40
if I hadn't had thoseexperiences early on.
So I do think they matter.
Speaker 2 (24:01):
Even some of the tasks like, let's say, scanning
the mail.
Right, that's not a celebratorything, you know, as he's over
there scanning the mail right.
However, later on down the road,when there has an issue of some
sort, we try to figure this out.
Because he started withscanning the mail.
He understands the process ofhow documents come in, how
(24:21):
they're labeled.
That is huge to understand that.
When you then are sitting in anadjuster's chair and say why
did this?
You know non-medical invoicecome in and it didn't create a
task to me.
He knows that because hescanned it at one point himself
and can understand that.
And then it also then says ifthey're willing to take the time
to do those things right, thenthey're absolutely willing to do
(24:44):
the other ones right.
So even taking the time to dothose small tasks in the
beginning really makes adifference later on for them.
Speaker 1 (24:51):
Great, great points.
So I wanted to go back to you,luke, and talk about as you
transitioned into your full-timeposition.
How was it different than yourinternship?
I?
Speaker 3 (25:03):
mean, really the only difference was that I was
moving from the businessengagement daily tests that I
was doing to more of learninghow to underwrite and evaluate
the risks of the new businessand renewals that we have.
And I guess another differencewould be the people that I'd be
working with.
So, instead of working withShannon and Stephanie and Luella
(25:24):
, I'm not working with Jeremyand Steve and Leslie and all the
other underwriters.
But I think one of the benefitsof working with all of the
underwriters is each underwriterhas a different way of doing
their accounts, so I can notonly see how Jeremy's doing, but
Leslie's doing and Steve'sdoing, and they all do it
differently and each of theirways is like it's not right or
(25:48):
wrong, but for me, I can seewhat I see myself doing and how
I see myself looking at theseaccounts and these risks.
Speaker 1 (25:55):
Great, great points.
I think there's a lot to belearned in that, and you
mentioned something and I don'tknow why it spurred my mind this
direction, but I know, luke,you're in Lexington, kentucky,
tristan is in Birmingham,alabama, and we have had interns
in our Las Vegas office.
So we've had interns in allthree of our offices.
Luella, you're located inLexington, kentucky.
Any issues with trying tomanage interns in multiple
(26:19):
locations?
Speaker 2 (26:22):
I see it as a pro.
Because of the differentlocations there's also different
time zones, so then thoseindividuals are available.
You know, if I'm Eastern time,so I'm, so let's say I'm done at
5 pm, okay, but then I have anintern working until 4 or 4.30
pm Pacific time that's 7.30 mytime that we still have new
(26:44):
business being entered, e-modsbeing pulled, loss run reports
being sent out, right, andthere's not a huge gap of time
when everyone clocks out at 4.30in one time zone and doesn't
come back until 8 am the nextmorning.
We get constant complimentsfrom the underwriting department
about how they're surprisedthat they'll send an email to
(27:05):
the new business workflow andthat it's entered into the
system 15 minutes later and it's5 pm.
Like, how does that even happen?
Well, it happens because wehave people in all of those
different locations.
So I see it as a pro.
Speaker 1 (27:17):
I think in today's world we're moving more and more
to a place where we have to beable to manage people remotely
in multiple locations.
The days of us all clockinginto the same office, those days
are probably done.
Not that we won't havelocations, but I think it's just
the world we live in has movedto that.
So figuring out how to managethat and seeing the advantages
(27:37):
instead of just the points whereyou're like, well, that's
difficult.
I can't just say hi to them atthe water cooler.
Speaker 2 (27:43):
Now some of the other things, though Greg is here at
Berkeley Industrial Comp.
Every phone call I have withthem is video.
So it's not, you know, and I'mold, right In the old days, you
know, when I'm calling them andthey can't see me, I can't see
them.
So even though I'm notphysically next to Tristan a lot
of the times, I really do feela connection with him because we
(28:03):
have the conversations.
He can see my facialexpressions, I can see his.
I've been to the office.
You know what I mean.
I have visited.
We do know each otherpersonally.
At this point he's even come toLexington.
So those interactions becausewe're through video are helpful.
And same thing, of course, withthe people in the Las Vegas
office.
I see them each time we're onthe phone and that's a personal
(28:23):
connection.
Speaker 1 (28:25):
Great points, great points, and we have to leverage
technology if we're going to besuccessful on that, and we have
so many things that we can dothat we couldn't do 10 years ago
.
That make things a lot easier.
So, switching gears, tristan, Iwanted to ask you that same
question about work-life balance.
I know for you, because I'veworked around you for a while,
that you are very involved inclubs at school, like a
(28:46):
financial club, correct?
Speaker 4 (28:48):
Yeah, I'm in an investment club at UAB called
the Green and Gold Fund.
We manage over a milliondollars.
Speaker 1 (28:59):
So very involved in an investment club, also
bragging on a little bit.
Scholarship student at UAB, soa certain level of dedication to
be able to maintain ascholarship at a school like UAB
and also very involved ingiving back in your community as
well.
As was recently married inDecember, so that's a lot to
juggle.
So how do you do that and aninternship and be successful at
all of it?
Speaker 4 (29:19):
I think it's interesting because about
work-life balance and how I'mjuggling it, because it's kind
of what I've grown up doingthroughout my entire time middle
school, high school I was goingto church, I was playing sports
, I was going to school and Iwas dating.
So this is things I'm prettyused to church, I was playing
sports, I was going to schooland I was dating, you know.
So this is, you know, this isthings I'm pretty used to
nowadays.
I'm, you know, I'm in schooland clubs.
I'm not playing sports, butthat's kind of where my working
(29:42):
is now.
And yeah, yeah, I got marriedand we're having our ceremony
this year, but I just I don't, Idon't see it for me as being
entirely difficult.
It kind of what I'm used to.
But, you know, I put out what'simportant to me.
You know, work is important tome, school is very important to
me, those clubs I'm involved in,you know, I've dedicated my
(30:02):
time to those things, and in myrelationships as well, and so
what's important to me is at theforefront, you know.
So I tend to focus on thosethings throughout my day.
I don't I don't like to spendtoo much time not doing anything
.
I'm always trying to dosomething.
So that's kind of how I balanceit.
It's just something I've grownup doing and very used to.
Speaker 1 (30:21):
Well, pro tip for somebody who's almost been
married 20 years now.
Keep the dating going.
You got to keep doing that,right.
Speaker 2 (30:29):
That's valid advice.
Speaker 1 (30:32):
Well, a couple of things.
I wanted to wrap up with One.
I want to ask both of you thesequestions.
So, starting with you, Luke, ifyou were talking to an incoming
college freshman, what advicewould you give them on
internships?
Speaker 3 (30:44):
I mean I'd say, have an open mind.
I mean I'm sure almost everycollege has those career fairs
monthly or whatever, a coupletimes a year.
I mean go to those and likewhat's the worst that can happen
by talking to somebody for 30minutes or an hour.
I mean the only thing you'regoing to get out of it is, yeah,
I like this type of company, orI didn't like it, and you lost
(31:06):
30 minutes, but at least youknow that you don't like what
that company is doing or wherethat company is going.
So yeah, keep an open mind,work hard in school and the
first job you may get orinternship you may get you might
not like, but you'll at leastlearn things that will kind of
help you in your future career.
Speaker 1 (31:26):
Great points.
A friend of mine actually ouractuary, matt Murphy, has said
to me that people talk all thetime about their success and boy
they got lucky.
And luck is part of it.
But if you don't put your sailup, you'll never catch the wind.
So going to the career fair,that's putting your sail up.
Getting an internship, that'sputting your sail up.
And the wind may or may notblow the direction you want it
(31:47):
to go, but if you don't go tothose things, you'll miss out on
those chances.
And I think that was a greatpoint to make.
Tristan, I'd ask you the samequestion If you were talking to
an incoming college freshman,what advice would you give them
about internships?
Speaker 4 (32:03):
The advice I would give to incoming college
freshmen about internships isnumber one interview.
Go into the workplace, meet theleaders and get to have a
little feel for them.
And number two, I think to meis the most important.
Like just, for example,throughout my college and the
clubs I'm in, these individuals,these students, are very
(32:25):
focused on getting the big nameinvestment banking, internships,
these big offices where they'rekind of under the shadow.
And what was always important tome was feeling valued in the
place that I work and feelingthat I'm important and that I'm
contributing something.
So my advice would be to findthat place, find that company
(32:46):
that you're able to perform yourinterests and skills and apply
them, but also a place that theyknow your name, that you feel
valued and that they understandwho you are and what your skills
are and where you can applythem.
And just finding a place thatyou feel valued at, because your
job is going to be yourlong-term You're going to spend
(33:07):
the majority of your time andlife in a career.
My advice would just be to finda place where they feel valued
and important.
Speaker 1 (33:15):
I think that's great advice and I also like what you
said about maybe the big nameisn't the first place that you
go.
There's nothing wrong with thebig names.
I started at one, but I canremember when I've worked a
career fair, when I was workingas a director for a state fund
and we would see a line, a hugeline, for a bank that was
(33:37):
nationally known, but the careerthat they had was a teller,
like just basically somebody atthe front desk, and we're right
next to them and nobody knowswho we are, and so there's
nobody talking to us and I'mlooking at going.
I know that our job pays morethan that job does and has more
opportunities, but people justdon't know who we are.
So I like what you said aboutbeing sure you get out there and
(33:59):
you just really do somehomework and check in on some of
those others that you might notknow about, because, again, if
you don't do the homework,you'll never know.
Everybody recognizes the bignames, but that doesn't
necessarily mean they're thebest place to start.
Could be so great points.
So I want to also ask you,luella, so switching gears, if
(34:19):
you were talking to employers,because there's probably a few
that are listening, that don'thave internship programs.
What would you tell them?
And then they're thinking aboutit.
What would you tell them of whythey should consider it?
Speaker 2 (34:30):
Here at Berkeley Industrial Comp.
We're a testament to what we'veproduced from starting that
internship program.
We've got again countlessexamples at this point that came
in as students stayed,graduated.
We hired them and now they'revalued employees here at
Berkeley Industrial Comp.
It would be sad to know that wewould miss out on that
opportunity and have those very,very important individuals that
(34:53):
are here with us today becauseof it.
I think it's an opportunity aswell to show that we're willing
to put in the time to peoplethat want the opportunities
right.
It would be easy to say I don'thave time to develop these
individuals and take the time totrain and mentor in those ways,
but we do value that and it'sbeen a win for us.
Speaker 1 (35:14):
I couldn't agree more .
Huge, huge, huge believer in it, and I would just encourage
other employers who haven'tthought about it to think about
it.
You're going to be able to getwork done with people who are
going to have a fresh look athow that work gets done, and you
have the opportunity to developand grow them and give them
exposure to an industry thatreally needs exposure.
So great, great advice.
Speaker 2 (35:37):
It's rewarding.
It's been very rewarding to seethat.
Speaker 1 (35:40):
Absolutely and finally, the last thing I wanted
to do this year is, each timeI've done one of these episodes
over the last few seasons, I'vewanted to put some good vibes in
the universe, because I justfeel like there's so much doom
and gloom and if there's onelittle thing I can do to put
some positivity out there, I'mgoing to do it.
(36:00):
So, for ending this season, Iwanted to ask each of you
something that you're gratefulfor.
So I'm going to start with Luke.
Speaker 3 (36:08):
Something you're grateful for Okay, I'm very
grateful for my friends andfamily and the health of kind of
all those who I love and I hopewe start off this new year
positive and just kind of gofrom there and hopefully
everything goes in a gooddirection and everything keeps
going well, awesome.
Speaker 1 (36:28):
Awesome, Luella.
What are you grateful?
Speaker 2 (36:30):
for Countless things.
I could go on and on.
The thing right now would bethe support of my husband.
So I'm super busy with my job.
He also has a full-timeposition as well, and then we
have kids and grandkids thathave lots of interests and we
lead a very, very busy life,kind of passing driving and his
(36:51):
support means a lot to me.
It's the extra stuff.
It's not the stuff that heneeds to do, it's the extra
stuff.
So last week one day it was awork from home day and he
happened to be off work and hebrought in breakfast to me and
that you know just an extrathing that he did.
Yes, so they had.
I'm now cookie manager so.
(37:20):
So I got voluntold on that andso I was running out the door to
learn how to do that, and itwas a cold day and I was running
around getting things done andI went out to the garage and he
had started my car for me tohave it warm.
So it's just those extra things.
That support means everythingto me and I'm super thankful for
that.
Speaker 1 (37:34):
What great examples.
Now I feel bad.
I'm going to have to go homeand be extra nice to my wife.
Speaker 2 (37:38):
Sorry, he's very good to me.
Speaker 1 (37:41):
I know I like Chris.
I'm not her husband.
He's a good guy.
He is so Tristan?
Same question what's somethingyou're grateful for?
Speaker 4 (37:58):
I'm very grateful for my wife.
There's been plenty of timesthroughout this past year where
I've said do I want to do this?
Is this what I want to do?
I'm very peculiar about mycareer choices and what I'd like
to do and it's been verydifficult trying to find a good
one, but she's been the personthat has provided that
perspective and reminded me ofwhat's important in my life and
my skills and my abilities thatI bring to the table, and she
just is a great person and agreat support and, like I said,
just that kind of person thatjust offers perspective to me.
Speaker 1 (38:20):
Fantastic.
Sounding boards are important.
If you don't have one, find oneA friend, a spouse, somebody.
I felt like most of the baddecisions I've made in life is
because I didn't have a soundingboard, and the ones that I've
avoided and the good ones thathave happened because I bounced
my ideas off of somebody.
So I think Simon Sinek who Ilove that's one of the things he
talks about all the time isfind a friend, find a spouse,
(38:42):
find somebody you can bounceyour ideas off of, because
you'll get a lot further whenyou do so.
Great, great thoughts, greatwords of wisdom.
Guys, I can't be more proud ofthis episode.
I love our interns, I love thework that they're doing.
I really hope that some peoplelisten to this and decide to go
out and pursue some internships.
I hope some employers consideradding internships so that they
(39:05):
can develop their folks.
And I would just end with ourmantra to do right, think
differently and don't forget tocare.
And that's it for this episode.
Thanks everyone, you.
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