May 12, 2025 • 27 mins
"We're creating that room for people to be in the right place, to meet the right people, to grow their career."
From accidental beginnings to intentional leadership – that's the journey so many of us take in the insurance industry. This fascinating conversation with Amy Cooper, founder of RISE and VP of Carrier Practices at Gallagher Bassett, reveals how one organization is transforming the future of insurance talent development.
Like most professionals, Amy stumbled into insurance by chance. But what she found was an industry full of opportunity paired with a looming talent crisis. Her response? Creating RISE – now a thriving community of over 7,000 members across 14 countries dedicated to developing the next generation of insurance leaders.
The timing couldn't be more critical. As Amy explains, the industry faces a perfect storm: mass retirements accelerated by COVID-19 combined with remote work environments that eliminate organic mentoring opportunities. RISE addresses these challenges by providing free membership and structured development programs that complement technical training with crucial "human skills" development.
What makes this conversation particularly valuable is the practical advice for both early-career professionals and companies looking to attract top talent. Amy outlines specific strategies for getting involved with RISE's mentorship programs, educational series, and committees. She also shares insights on how companies can better attract Gen Z through mission-driven storytelling, technological innovation, and meaningful workplace flexibility.
The passion behind RISE shines through in Amy's gratitude for the volunteer mentors and board members who make the organization's work possible. Their collective commitment reminds us that while insurance might be an "accidental" career for many, developing the next generation of leaders requires intentional effort from everyone in the industry.
Whether you're just starting your insurance journey or looking to give back after years in the field, this episode offers valuable perspective on how we can collectively shape the future of our industry through meaningful connection and growth.
Season 9 is brought to you by Berkley Industrial Comp. This episode is hosted by Greg Hamlin and Mike Gilmartin.
Visit the Berkley Industrial Comp blog for more!
Got questions? Send them to marketing@berkleyindustrial.com
For music inquiries, contact Cameron Runyan at camrunyan9@gmail.com
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Greg Hamlin (00:10):
Hello everybody and welcome to Adjusted.
I'm your host, Greg Hamlin,coming at you from beautiful
Birmingham, Alabama, in BerkeleyIndustrial Comp, where the
skies are not blue today, it's alittle bit rainy.
And then with me is my co-hostfor the day, Mike Martin.
Mike, if you'd like tointroduce yourself to everybody,
yeah, how's it going?
Mike Gilmartin (00:29):
Mike Gilmartin, I am over at Key Risk in.
Well now, high Point, northCarolina, not Greensboro.
I always say Greensboro, we'reright next to each other.
Yeah, weather here is beautifulas well.
Greg Hamlin (00:45):
Hopefully the pollen is stopping for you, greg
, because it has been ridiculousup here.
Yeah, it's pretty bad.
My car's been like yellow everyday from the pine, all the pine
pollen.
I bet you didn't buy a yellowcar.
I did not, so question Mike.
Has the baseball season startedin High Point?
Mike Gilmartin (00:54):
It did.
Yeah, I think it started likeApril 4th maybe, okay.
So yeah, it is off and kickingman.
I've not been to a game, butthey are playing.
They're the rocking chairs,they're the high point rockers.
So close, good enough.
Greg Hamlin (01:08):
Okay.
So yeah, for those who don'tknow, mike's office is pretty
cool.
It like overlooks the minorleague baseball field there in
high point.
So I need to sometime make itout there when there's a game,
because I've only ever come onthe off season so they don't
want to invite me for any fun,mike.
Mike Gilmartin (01:22):
You know, greg, you go where fun goes to die.
That's your moniker.
I guess I don't know, man.
That should tell you somethingabout yourself.
You're still on claims Right.
Greg Hamlin (01:31):
I know I'm a lifer Well super excited for this
episode.
We're going to talk today aboutbuilding the future of
insurance professionals and wehave a special guest and friend
of mine, Amy Cooper, who is thefounder of RISE and also vice
president of carrier practicesat Gallagher Bassett.
So, Amy, if you could say helloto everybody.
Amy Cooper (01:52):
Hey everyone and thank you so much, Greg, for
having me on.
It's awesome to be here today,Well.
Greg Hamlin (01:56):
I'm glad to have you, amy and I've had the chance
to meet up at differentconferences over probably the
last five or so years and I wasthinking about RISE recently
done some work to help out themfrom time to time on their
trainings that they do andthought this would be a good
opportunity to highlighteverything you've been doing in
the industry.
So, amy, I know this wasprobably your dream to end up in
(02:19):
the insurance industry when youwere in elementary school, on
career day, so tell me how yougot into it.
Amy Cooper (02:25):
Well, like most people, it's by accident, but I
am glad that I'm here.
I was with a legal tech startupthat had pivoted over into the
insurance industry and I justremember showing up and seeing
the opportunity and being reallyexcited actually, because I
kind of felt like I hit aceiling in my career at that
point.
And then I showed up ininsurance and really excited
actually, because I kind of feltlike I hit a ceiling in my
career at that point and then Ishowed up in insurance and was
(02:48):
like wow, look at all thisopportunity.
I am definitely going to buildmy career here.
So it was by accident, but itwas a happy accident and very
happy that my CEO at the timehad the foresight to want to
move into the insurance industrybecause it worked out so great
and I just kind of startednetworking and built my career
here from there.
Greg Hamlin (03:08):
So talking about Rise a little bit when did you
decide that there were?
How did you get inspired tostart Rise?
I know you've been in theinsurance industry for a while,
but what made you go thatdirection and how did you start
that?
Amy Cooper (03:21):
It was almost right.
After that pivot into insurancewith my former company and we
showed up together at a biginsurance conference.
My first one saw theopportunity, but also heard
people talking about this talentgap that was coming in like
five years or so and we'reliving that today.
(03:42):
But they basically were talkingabout how there's a lack of
young people in the industry.
There was obviously a hugefocus on it and so I started
looking around for a youngprofessionals group or where are
, where is everybody?
And try to figure that out andI couldn't find one.
So I decided to start Rise andit took me maybe nine months or
(04:05):
so to polish the idea and bounceit off a bunch of people before
I finally pulled the trigger.
But we just had our eight-yearbirthday at Rise so that was
eight years ago.
And then everyone that I talkedwith about the idea of Rise was
very excited about what itcould be and what it can mean
for the industry.
So I took a chance and invitedmy friends, built the first
(04:28):
website, decided that we neededto recognize young professionals
.
So I launched the group byannouncing the first Rise Awards
and we were going to recognizerising stars in the industry.
That's how it got started somuch bigger.
Today we have over 7,000members.
Now We've got 12 or 14different countries that are
represented in our membership,even though we're pretty heavy
(04:50):
US still and growing and quicklygrowing, with four committees.
We have an ambassador program,a huge mentorship program, our
annual leadership summit, lotsof education series and training
and certificates, and it justkeeps growing.
Mike Gilmartin (05:06):
That's exciting.
I think had that been aroundwhen I was starting in insurance
it would have been helpful.
But for those who don't know, Imean, I know what RISE is, but
for those who don't know, canyou kind of walk through what it
is, what its purpose is and whyyou?
Amy Cooper (05:17):
created it.
Yeah, we are an insurancecommunity that's dedicated to
helping young and risinginsurance professionals, so we
focus on the early career.
We also help attract studentsto the industry.
But we're really meant to bethis aggregator of resources and
network to support peoplethrough their career in
insurance and help keep them ininsurance.
(05:38):
So it's networking, it'seducational resources, it's our
mentorship program plays a hugepiece of that.
It's offering all of the humanskill development side of the
industry, where a lot oforganizations are there to
support you in your technicalskills or what you actually need
to do in your job.
We focus on emotionalintelligence.
We focus on moving from peer tomanager or supporting you
(06:02):
through transitions of what youneed to do to help make better
decisions or how do you work onyour public speaking skills,
your presentation skills.
So the other skill set that youneed that's what RISE is for,
plus the network, because youneed to be in the right room to
meet the right people to growyour career.
So we're creating that room forpeople too.
Mike Gilmartin (06:21):
That's really cool.
I wish this was around whenGreg was younger because he
would have done better in hiscareer.
Sorry, greg, but that's cool.
Right.
And I think we talk aboutinsurance because we're all in
insurance but, like, thisapplies to any industry and I
don't want to broaden yourbusiness because it's really
really good.
I think the reason it hits homeso much at least for me in
insurance is a lot of peoplekind of stumble into insurance
and I think that's less nowbecause you see some of the
(06:43):
majors and different things fromcolleges that offer insurance
programs but frankly, some ofthose don't talk about claims,
they don't talk about riskmanagement, it's mainly
underwriting.
So I think this is a reallycool ability for people to have
like-minded people around themand to kind of challenge
themselves and have a community,because I know when I started I
was the youngest person on myteam by far.
We all came from differentplaces and different areas and
(07:05):
kind of I don't want to saymaking friends, but getting to
know people and having thosementors is a tough thing to do
and it's a tough thing forcompanies to do.
I don't think all companies doit well.
So this is a really coolprogram.
I commend you on it.
Amy Cooper (07:15):
Thank you.
It's even especially toughnowadays that a lot of jobs are
remote or hybrid and you justlack the opportunity to
organically meet people.
So Rise is creating that space.
Like you need to meet people,you need to get mentors, you
need to find out about otherthings going on, so we're trying
to fill that gap.
Mike Gilmartin (07:34):
Yeah, learning by osmosis, sitting in a cube
next to somebody and hearing howthey talk to people and what
they do and how they interact intheir conversations.
A lot of that is missed thisday and age and it's a shame
because that's a big way thatpeople learn.
So, yeah, your point's veryvalid.
Greg Hamlin (07:47):
So how do folks get involved?
Amy in RISE, if they'relistening to this episode and
maybe they started at adifferent carrier, how would
they get involved and what aresome of the resources that they
can get through yourorganization that will help them
grow their career?
I think you've touched on a fewof those, but what are the next
steps?
Amy Cooper (08:06):
Yeah.
So if you want to join Rise,you go to riseprofessionalscom
and you click join and it's freefor you to join, which is
amazing.
So once you're there, you canclick on online community, you
can get into the community, youcan chat with other people, you
can check out what brands aregoing.
There's different space groupsfor different interests.
(08:26):
But then, in terms of like,really getting involved outside
of just starting and getting inthe community is joining the
mentorship program.
Applications are open everyfall and spring the spring
program is getting ready to end.
The fall program will be open.
Apply for the mentorshipprogram.
It's a great resource.
It's only a three-monthcommitment.
It's only six meetings.
(08:47):
We pair you, we give you guidedquestions, you get training.
You go through the program.
A lot of people continue onafter on their own, but it's
just a great way to teach youhow to start a mentorship
relationship and if you'relooking for one, you can get one
.
Then we've got tons ofeducational series.
We've got Wisdom Wednesdays youcan tune into.
We've got oh, we also do aMentorship Monday series.
(09:10):
So even if you're not in theprogram, you can listen in on
our guest speaker for that withthe theme of mentorship.
And then we've got webinarsthat are coming out all the time
.
You can apply to be part of acommittee.
We have innovation education, astudent committee and a DEI
committee.
They all have their member run.
They all have their own agendasand different cool things that
(09:31):
they're putting out.
You can also get involved inour ambassador program.
You can show up at some of ournetworking events.
We do pop-up events around thecountry.
But really, if you're justgetting started, or even if
you've been part of RISE, thebig annual leadership summit is
coming up in June coming up inJune and so I would highly
(09:53):
recommend, if you have any wayto get down to that it is in
sunny Fort Lauderdale on thebeach, but that would be the
best way to dive in if you'relooking to get started, because
that's two solid days ofleadership training, two
different tracks to pick from,and you get all the networking
and the in-person pool surprisesthat we have planned.
Greg Hamlin (10:10):
That's great, amy.
I feel like this is one of theareas that there's a huge gap,
especially since COVID.
I think you know we saw inCOVID two things happen.
One was we had a wholegeneration of people who were
like I don't want to do thisanymore, I'm just going to
retire, and maybe they werehanging on, you know, but COVID
kind of was like a reevaluationof their life priorities.
But COVID kind of was like areevaluation of their life
(10:31):
priorities and so we saw a lotof people who had not retired
suddenly retire.
And then on top of that we sawall the remote work happening.
At the same time, a lot ofpeople closed offices that never
reopened and so a lot of thoseorganic opportunities to grow,
like Mike was talking about,disappeared.
Have you noticed from yourperspective at GB, at Gallagher
Bassett, have you?
Amy Cooper (10:57):
noticed some of the same issues as far as finding
talent that Rise maybe can helpsupport.
I think everyone's kind of hadthat challenge in terms of the
perception of the industry andlike the awareness of what
insurance is and what is the jobthat you know like.
Where could I fit in?
Even if you get somebodyconvinced on working in
insurance, sometimes it's hardto figure out where to start.
I think at GB they've done agood job with bringing back
(11:19):
their trainee program, so that'sa great feeder of okay, it's
hard to find good talent but wecan create our own.
So they do a good job of that.
So do a lot of other insurancecarriers have brought back these
trainee programs, which I love.
I think most of them are prettysuccessful.
There's rotational ones,there's apprenticeship programs
coming back.
I love Tokyo Marines program.
(11:40):
There's a few different onesthat are like pretty standout in
our industry that I think havedone a great job.
I think RISE aims to be anaggregator of these resources
that exist.
So, yes, we want to help polishand train professionalism, but
also we want to funnelprofessionals and rising stars
into some of these opportunitiesthat the industry is putting
(12:02):
out and maybe help just amplifywhat programs are out there,
what are the cool things beingdone?
You know you're interested inunderwriting.
Okay cool, here's five programsthat you can get involved with.
And those are some of theresources that we're trying to
post in our community.
So if somebody is a student, Igo to the student center and I
go find out what are some ofthese entry-level programs I can
(12:23):
get involved with.
Or where's an internship list?
We publish a list of the top 50internships the elite 50 every
year we put internships and jobson our job board.
So we're trying to be like thisaggregator of resources and
help anyone who's looking forstuff find out about the good
stuff that's happening.
Mike Gilmartin (12:41):
Do you guys work with and just because I brought
it up earlier, I don't know theanswer to this question, so
sorry if it's a loaded questionDo you guys work with any of the
universities that have like therisk management programs or the
insurance programs, so like getkids who are interested in
insurance but still not thereyet?
Is that an area you guys workwith?
Amy Cooper (12:56):
We do so.
We send out the elite 50, thattop internships list, to a whole
huge, long list of professorsand universities and colleges we
have relationships with.
So we're constantly sendingthat to go out to their students
.
We also send out scholarshipopportunities and so we've
gotten to build some goodrelationships with different
(13:16):
schools because they like totell their students.
I also have a good relationshipwith there's a professor over
at St John's and he has hisentire class join our mentorship
program as part of their course.
I mean so it's pretty cool tosee the students because every
year they're graduating and nowthey're in the workforce and now
they need RISE.
We are right there, basicallyat the base of the tree.
(13:39):
For the rest of the growth ofthe industry, they're going to
come in through school.
They're going to start withRISE.
We're going to help them growand then we're going to show
them all the different ways theycan go.
Oh, you're interested in SIU?
Here, here's a scholarship tothis conference that focuses on
that.
Go learn about it.
Make connections, see if you'reinterested.
Or you're interested in tech?
Cool, here's a partnership withITC.
(14:00):
Here's a scholarship.
Go find out.
Go get excited about what'scool and new and exciting in
insurance.
Mike Gilmartin (14:07):
No, that's really cool.
I think you make a lot ofreally good points.
Hiring talent is like thenumber one thing any company can
do right, whether it'sinsurance or anybody else.
Hiring the right people andfinding the right talent is one
of the hardest things you can dobut beneficially you can do for
your company.
And I feel like in insurancehistorically we were so I don't
want to say bad, but we, likeyou, hired someone for
underwriting and that's all they.
And it was like, frankly, outof college you learn more about
(14:30):
what you don't like to do thanwhat you do like to do in your
first position.
I've always said that to peoplethat are interviewing is like go
in and realize what you're goodat, what you like, what your
strengths are, what yourweaknesses are, what you want to
work on.
And it's cool that there'ssomething like Rise that can
help them see different trackswithin the industry, different
avenues, different things to do,because I feel like too often
it's like well, I hired you as aclaims person, so you're a
(14:51):
claims person, that's what youdo, and I feel like that's
detrimental to people and that'sdetrimental to continuing a
career when you're either toldthat's all you can do or you're
like this is where you are and Idon't want to lose you to this
group or this group.
It's finding the right talentand putting people in the right
seat to be successful, and so itsounds like you guys are doing
a lot of that, which is prettyawesome, because I think,
historically, we have not done agreat job of that.
(15:14):
Greg, I don't know if you agree.
Greg Hamlin (15:16):
Yeah, I think people sort of find their way
into the industry.
Like Amy had said at thebeginning, we all sort of
accidentally ended up ininsurance and I think that the
industry could do a lot betterjob being intentional.
A lot of companies could do abetter job being intentional on
just getting folks into theindustry, helping recruit,
helping give them opportunitiesto figure out where they really
(15:36):
can shine.
Amy, when you're looking atdifferent companies out there,
what would be some of the adviceyou would give them when
they're looking to add the nextgeneration of talent to the
industry?
What are some things they coulddo that would really help them
find those people?
Amy Cooper (15:51):
along with connecting to Rise, so I think
one of the biggest things and itapplies to anyone is
mission-driven storytelling likereally getting behind why what
we do matters, why this is agood industry, and then telling
our story.
So if you're a company andyou've got your personal lines
focused, talk about how itrelates back to their life.
(16:11):
And if you're a company andyou've got your personal lines
focused, talk about how itrelates back to their life and
how you're trying to make theirlife better, or their family's
life better and easier, or howyou're there to support them
through different incidents.
So figure out a way to tellthat story and I think that we
can get more people on boardwith the industry.
I think leveraging whateveryou're doing in tech as a cool
(16:33):
way to attract talent isdefinitely important.
I mean, ai is what everyone'stalking about now, but if people
are excited about that and yourcompany is one of those like oh
, we haven't upgraded anythingsince 1965, you're going to have
a hard time.
So figuring out how to leverageor give people the autonomy to
make suggestions for innovationor let them use tools that are
(16:57):
going to help them in their joband keep them moving quickly.
I think companies that embracethat kind of innovation and
forward thinking are definitelygoing to have a better time,
flexibility and work schedules.
Most of Gen Z for the most, mostpart actually want to be in
person.
As a generalization from whatwe've seen or what we hear, even
like on the rise team, we gettogether once a week in person
(17:19):
because people want to betogether because of that whole
learning through osmosis andhaving camaraderie.
But being flexible and notforcing people like you must be
here five days a week, you'regoing to not be able to attract
the top people, because the toppeople want to be trusted.
They want to be treated withrespect and be able to create
their life around what makes themost sense.
(17:40):
Most of the future leaders.
They're focused on I want to beimpactful, so don't have me
come to the office and sit onZoom calls all day Now.
I just have to have a moreinconvenient day.
If you're going to be in theoffice, make the interactions
meaningful.
Create team days or createreasons why people should be
(18:01):
there so that we can collaborate.
Like let's put time together sothat we're actually talking and
working together while we're in.
There's a lot of things.
And then, in terms of likepartnering with Rise, we have
corporate membership.
Companies that partner with uspartner with us for a lot of
different reasons.
It's for getting their brand infront of these rising stars and
creating that visibility.
(18:22):
They also partner with us forthought leadership, for creating
opportunities, for developingtheir own staff and creating
loyalty.
I've got all of these employeesthat want growth and want
opportunities.
Well, what if my opportunitiesare only so limited?
I can get them involved withRise and I can give them the
ability to grow, to learnleadership, invest in them
(18:45):
without having to give them apromotion every six months to
keep them interested and engagedand loyal.
Greg Hamlin (18:52):
I think those are really good points, amy, and I
think that's something that wecould do.
You point at something that'sreally easy to do, which is
giving people opportunities togrow, and a lot of times we get
caught on that.
Well, it has to be a promotionwhich is giving people
opportunities to grow, and a lotof times we get caught on that,
well, it has to be a promotion.
But there's so many ways togrow and learn different things,
and some of the positions thatI've been in throughout my
(19:12):
career even some of the ones onetime I was switched over to GL
for a little bit during a reorgthose were growth opportunities.
And it probably wasn't myspecialty right, but I learned a
lot from that and it stretchedme.
So I think anything we can doto help stretch and grow our
people is great.
It really helps them find whatthey're good at and where their
passion is.
(19:33):
You had mentioned some aboutthis leadership summit coming up
in June.
If you could talk a little bitabout what's going to happen
there and who is that for?
What's the right person to goto that?
Amy Cooper (19:44):
So the Leadership Summit is June 16th through the
19th in Fort Lauderdale, florida.
It is a two full days ofleadership training.
I think I mentioned beforethere's two different tracks, so
who should be coming?
We have one track made for,like, more entry level.
So if you're less than 10 yearsin the industry, or you're just
started, or you're focused moreon your professional
(20:06):
development personally, like mypresentation skills or manage a
team, you could be a director,an AVP, vp, whatever.
(20:27):
We've got this management track.
That's a higher level trackthat's made to focus for how
you're leading your team throughchange management, through
different pieces that arerelational to someone managing a
team.
So it's not just for youngprofessionals per se.
There really is something foreveryone.
Because leadership you could bea leader without the title Like
, leaders come in all shapes andsizes, but the conference is
(20:49):
really meant to pull togetherthe top rising leaders of our
industry have happened.
The companies that are sendingfolks like we have a lot of
carriers and even brokers thatare sending groups of like five
or 10 of their employees.
They're doing contests andsending their top people.
So it's basically you want tobe in the room with all the top
(21:12):
people in the industry, all therising leaders.
That is the place to be.
Greg Hamlin (21:16):
That's awesome.
I feel like that's how we learn.
At least for me, is a lot ofthe different people that I've
had the chance to meet that Iwould have never known.
I even think about this podcast.
I've met so many cool peoplethat have given me new ideas.
Then we have the opportunity totry some of them out and see
how they work for us, and Ithink when you are with a group
like that of people who aretalented and are young and come
(21:40):
from different places, there'sso much growth that can happen.
So it sounds like a really coolopportunity.
That makes a lot of sense.
Amy Cooper (21:47):
Oh, you guys are invited.
You better be.
Mike Gilmartin (21:50):
Amy, I have a quick question for you.
It's not on this list, but ifyou've been in the industry a
long time, how do you come to bea mentor for Rise?
You have a lot of mentees, I'msure.
But, like, how do you ifsomeone's listening to this?
Like man, I'd be interested inworking with somebody.
How do you become a mentor?
Amy Cooper (22:03):
You go online to riseprofessionalscom, go to
mentorship at the top and theapplication will open again, I
believe in July, for the fallprogram.
We train our mentors, so youhave to go through our mentor
training.
But if you're looking for a wayto give back, that is a perfect
thing to do is go apply to be amentor.
People continue to grow theircareers, Like we've been around
(22:25):
for eight years and, while itwas slow taking off, you know
people are getting promoted.
They are now more senior asthey are members of rise.
Their roles with us change.
So maybe you start off being amentee but then you know it's
been five years and now you wantto give back and be a mentor
and maybe you're mentoringsomeone who's brand new or a
student.
So there's a lot of ways tointeract with us.
(22:47):
I think, yeah, that's theperception.
It's like, okay, well, Rise isonly for young professionals.
Well, we focus on that.
But we need everyone involvedand maybe your role with us is
being a mentor, maybe yourspeaker, maybe you're one of our
Wisdom Wednesday speakers,sharing lessons that you have
from your career or just evenskills, and giving back.
(23:09):
In that way.
It's going to take everyone topull this industry forward.
We together are shaping thenext generation of leaders.
It's not like Rise doing a.
Rise is all of you, Everyonevolunteering, giving back,
making it happen.
Greg Hamlin (23:23):
That's fantastic.
That's very cool.
Yeah, I would just encouragefolks to take a look at what
Rise has going on and look forhow you could get involved.
Amy, on your end, what'ssomething you're most excited
about with Rise upcoming?
I assume the leadershipconference is the most upfront
thing.
But what are you excited as youlook forward for Rise's future?
Amy Cooper (23:44):
Definitely the leadership summit this year,
because it's just less than twomonths away.
But I also would have to sayour growing corporate membership
is what I'm really excitedabout.
We have over a thousandcompanies that are involved with
Rise and last year we launchedcorporate membership, which is
giving companies a way to joinand get involved in a more
(24:05):
meaningful way.
And because that just startedand it's just taking off, I'm
really excited to see where thatgoes, because, having so many
big companies that aresupporting our mission, I really
think it's going to give us themomentum boost to make big
changes.
Greg Hamlin (24:19):
That's awesome.
Really appreciate having you onthis episode, Amy.
I've known you for severalyears and you're just an amazing
person and I appreciate yourpassion for helping move the
industry forward.
One thing that we've been doing, or I've been doing on every
episode for several years now,is ending with asking every one
of our guests something they'regrateful for, and the main
(24:39):
reason for that I feel likethere's just especially during
COVID, I felt like there wasjust a lot of darkness, a lot of
people who are struggling, andfor me anyway, one of the ways I
stay positive is to think aboutall the things that are going
well and the things I'm reallygrateful for.
So I would love to ask thatquestion to you, Amy what's
something you're grateful for?
Amy Cooper (24:58):
When you first started asking, the first thing
that came to mind is I was justthinking about all of these
mentors, board members,supportive people that have been
helping me.
I am so grateful to have allthe support, and it's for RISE
and for our mission, but also mepersonally.
I think you're right.
Things can get dark sometimesit can be challenging and
(25:21):
focusing on that can get darksometimes it can be challenging
and focusing on that.
I could not do any of thiswithout the support of the RISE
team, my partner, all of ourboard members, all these people
that have taken the leap with meand jumped and believe and give
their time.
I mean, when I think about thenumber of hours of volunteer
time that goes into makingeverything that I just talked
(25:41):
about with Rise happen.
Greg Hamlin (25:49):
Wow, I'm so grateful.
That is awesome.
It really is.
It's amazing how many amazingpeople there are in this
industry who give their time upto help others, and that's for
sure where it's at, and I reallyappreciate you sharing that
with us.
I know, like I said, gratitudeis huge.
Man, I'm on a mission to make apart of my life and everything
I do.
I was driving to work yesterdaymorning and I was stopped at a
light and just you know nonormal morning traffic and I
(26:10):
looked over at the median whichhad all this grass that hadn't
been mowed and there were like abunch of wildflowers that just
had popped up there and Ithought you know what?
That is something really small.
It's like the smallest thingever, but I was like that's
actually really beautiful thismorning and I'm just coming into
work and thinking about all thethings I need to do on a Monday
morning and it was a gift.
So I love you sharing aboutpeople.
(26:31):
I think that's where it's at isthe people who we work around,
the people in our Rise, and Iwould encourage folks to take a
look at the Leadership Summit,take a look at how you could get
involved, whether that'swanting to be mentored or being
a mentor or taking part in someof the resources that they have
available and trainings thatthey offer, and just remind our
(26:53):
folks to do right, thinkdifferently and don't forget to
care.
And we'll be releasing episodesevery two weeks.
We always release on Mondays.
We hope you'll join us and wealso hope that, if you like this
episode, that you'll take acouple of minutes and leave us a
rating, a five-star rating, andshare this so that other people
can find their way here, justlike folks are finding their way
(27:15):
to rise.
So with that, we'll catch younext week.
Thanks, everybody.
Hello everybody and welcome to Adjusted.
I'm your host, Greg Hamlin,coming at you from beautiful
Birmingham, Alabama, in BerkeleyIndustrial Comp, where the
skies are not blue today, it's alittle bit rainy.
And then with me is my co-hostfor the day, Mike Martin.
Mike, if you'd like tointroduce yourself to everybody,
yeah, how's it going?
Mike Gilmartin (00:29):
Mike Gilmartin, I am over at Key Risk in.
Well now, high Point, northCarolina, not Greensboro.
I always say Greensboro, we'reright next to each other.
Yeah, weather here is beautifulas well.
Greg Hamlin (00:45):
Hopefully the pollen is stopping for you, greg
, because it has been ridiculousup here.
Yeah, it's pretty bad.
My car's been like yellow everyday from the pine, all the pine
pollen.
I bet you didn't buy a yellowcar.
I did not, so question Mike.
Has the baseball season startedin High Point?
Mike Gilmartin (00:54):
It did.
Yeah, I think it started likeApril 4th maybe, okay.
So yeah, it is off and kickingman.
I've not been to a game, butthey are playing.
They're the rocking chairs,they're the high point rockers.
So close, good enough.
Greg Hamlin (01:08):
Okay.
So yeah, for those who don'tknow, mike's office is pretty
cool.
It like overlooks the minorleague baseball field there in
high point.
So I need to sometime make itout there when there's a game,
because I've only ever come onthe off season so they don't
want to invite me for any fun,mike.
Mike Gilmartin (01:22):
You know, greg, you go where fun goes to die.
That's your moniker.
I guess I don't know, man.
That should tell you somethingabout yourself.
You're still on claims Right.
Greg Hamlin (01:31):
I know I'm a lifer Well super excited for this
episode.
We're going to talk today aboutbuilding the future of
insurance professionals and wehave a special guest and friend
of mine, Amy Cooper, who is thefounder of RISE and also vice
president of carrier practicesat Gallagher Bassett.
So, Amy, if you could say helloto everybody.
Amy Cooper (01:52):
Hey everyone and thank you so much, Greg, for
having me on.
It's awesome to be here today,Well.
Greg Hamlin (01:56):
I'm glad to have you, amy and I've had the chance
to meet up at differentconferences over probably the
last five or so years and I wasthinking about RISE recently
done some work to help out themfrom time to time on their
trainings that they do andthought this would be a good
opportunity to highlighteverything you've been doing in
the industry.
So, amy, I know this wasprobably your dream to end up in
(02:19):
the insurance industry when youwere in elementary school, on
career day, so tell me how yougot into it.
Amy Cooper (02:25):
Well, like most people, it's by accident, but I
am glad that I'm here.
I was with a legal tech startupthat had pivoted over into the
insurance industry and I justremember showing up and seeing
the opportunity and being reallyexcited actually, because I
kind of felt like I hit aceiling in my career at that
point.
And then I showed up ininsurance and really excited
actually, because I kind of feltlike I hit a ceiling in my
career at that point and then Ishowed up in insurance and was
(02:48):
like wow, look at all thisopportunity.
I am definitely going to buildmy career here.
So it was by accident, but itwas a happy accident and very
happy that my CEO at the timehad the foresight to want to
move into the insurance industrybecause it worked out so great
and I just kind of startednetworking and built my career
here from there.
Greg Hamlin (03:08):
So talking about Rise a little bit when did you
decide that there were?
How did you get inspired tostart Rise?
I know you've been in theinsurance industry for a while,
but what made you go thatdirection and how did you start
that?
Amy Cooper (03:21):
It was almost right.
After that pivot into insurancewith my former company and we
showed up together at a biginsurance conference.
My first one saw theopportunity, but also heard
people talking about this talentgap that was coming in like
five years or so and we'reliving that today.
(03:42):
But they basically were talkingabout how there's a lack of
young people in the industry.
There was obviously a hugefocus on it and so I started
looking around for a youngprofessionals group or where are
, where is everybody?
And try to figure that out andI couldn't find one.
So I decided to start Rise andit took me maybe nine months or
(04:05):
so to polish the idea and bounceit off a bunch of people before
I finally pulled the trigger.
But we just had our eight-yearbirthday at Rise so that was
eight years ago.
And then everyone that I talkedwith about the idea of Rise was
very excited about what itcould be and what it can mean
for the industry.
So I took a chance and invitedmy friends, built the first
(04:28):
website, decided that we neededto recognize young professionals
.
So I launched the group byannouncing the first Rise Awards
and we were going to recognizerising stars in the industry.
That's how it got started somuch bigger.
Today we have over 7,000members.
Now We've got 12 or 14different countries that are
represented in our membership,even though we're pretty heavy
(04:50):
US still and growing and quicklygrowing, with four committees.
We have an ambassador program,a huge mentorship program, our
annual leadership summit, lotsof education series and training
and certificates, and it justkeeps growing.
Mike Gilmartin (05:06):
That's exciting.
I think had that been aroundwhen I was starting in insurance
it would have been helpful.
But for those who don't know, Imean, I know what RISE is, but
for those who don't know, canyou kind of walk through what it
is, what its purpose is and whyyou?
Amy Cooper (05:17):
created it.
Yeah, we are an insurancecommunity that's dedicated to
helping young and risinginsurance professionals, so we
focus on the early career.
We also help attract studentsto the industry.
But we're really meant to bethis aggregator of resources and
network to support peoplethrough their career in
insurance and help keep them ininsurance.
(05:38):
So it's networking, it'seducational resources, it's our
mentorship program plays a hugepiece of that.
It's offering all of the humanskill development side of the
industry, where a lot oforganizations are there to
support you in your technicalskills or what you actually need
to do in your job.
We focus on emotionalintelligence.
We focus on moving from peer tomanager or supporting you
(06:02):
through transitions of what youneed to do to help make better
decisions or how do you work onyour public speaking skills,
your presentation skills.
So the other skill set that youneed that's what RISE is for,
plus the network, because youneed to be in the right room to
meet the right people to growyour career.
So we're creating that room forpeople too.
Mike Gilmartin (06:21):
That's really cool.
I wish this was around whenGreg was younger because he
would have done better in hiscareer.
Sorry, greg, but that's cool.
Right.
And I think we talk aboutinsurance because we're all in
insurance but, like, thisapplies to any industry and I
don't want to broaden yourbusiness because it's really
really good.
I think the reason it hits homeso much at least for me in
insurance is a lot of peoplekind of stumble into insurance
and I think that's less nowbecause you see some of the
(06:43):
majors and different things fromcolleges that offer insurance
programs but frankly, some ofthose don't talk about claims,
they don't talk about riskmanagement, it's mainly
underwriting.
So I think this is a reallycool ability for people to have
like-minded people around themand to kind of challenge
themselves and have a community,because I know when I started I
was the youngest person on myteam by far.
We all came from differentplaces and different areas and
(07:05):
kind of I don't want to saymaking friends, but getting to
know people and having thosementors is a tough thing to do
and it's a tough thing forcompanies to do.
I don't think all companies doit well.
So this is a really coolprogram.
I commend you on it.
Amy Cooper (07:15):
Thank you.
It's even especially toughnowadays that a lot of jobs are
remote or hybrid and you justlack the opportunity to
organically meet people.
So Rise is creating that space.
Like you need to meet people,you need to get mentors, you
need to find out about otherthings going on, so we're trying
to fill that gap.
Mike Gilmartin (07:34):
Yeah, learning by osmosis, sitting in a cube
next to somebody and hearing howthey talk to people and what
they do and how they interact intheir conversations.
A lot of that is missed thisday and age and it's a shame
because that's a big way thatpeople learn.
So, yeah, your point's veryvalid.
Greg Hamlin (07:47):
So how do folks get involved?
Amy in RISE, if they'relistening to this episode and
maybe they started at adifferent carrier, how would
they get involved and what aresome of the resources that they
can get through yourorganization that will help them
grow their career?
I think you've touched on a fewof those, but what are the next
steps?
Amy Cooper (08:06):
Yeah.
So if you want to join Rise,you go to riseprofessionalscom
and you click join and it's freefor you to join, which is
amazing.
So once you're there, you canclick on online community, you
can get into the community, youcan chat with other people, you
can check out what brands aregoing.
There's different space groupsfor different interests.
(08:26):
But then, in terms of like,really getting involved outside
of just starting and getting inthe community is joining the
mentorship program.
Applications are open everyfall and spring the spring
program is getting ready to end.
The fall program will be open.
Apply for the mentorshipprogram.
It's a great resource.
It's only a three-monthcommitment.
It's only six meetings.
(08:47):
We pair you, we give you guidedquestions, you get training.
You go through the program.
A lot of people continue onafter on their own, but it's
just a great way to teach youhow to start a mentorship
relationship and if you'relooking for one, you can get one
.
Then we've got tons ofeducational series.
We've got Wisdom Wednesdays youcan tune into.
We've got oh, we also do aMentorship Monday series.
(09:10):
So even if you're not in theprogram, you can listen in on
our guest speaker for that withthe theme of mentorship.
And then we've got webinarsthat are coming out all the time
.
You can apply to be part of acommittee.
We have innovation education, astudent committee and a DEI
committee.
They all have their member run.
They all have their own agendasand different cool things that
(09:31):
they're putting out.
You can also get involved inour ambassador program.
You can show up at some of ournetworking events.
We do pop-up events around thecountry.
But really, if you're justgetting started, or even if
you've been part of RISE, thebig annual leadership summit is
coming up in June coming up inJune and so I would highly
(09:53):
recommend, if you have any wayto get down to that it is in
sunny Fort Lauderdale on thebeach, but that would be the
best way to dive in if you'relooking to get started, because
that's two solid days ofleadership training, two
different tracks to pick from,and you get all the networking
and the in-person pool surprisesthat we have planned.
Greg Hamlin (10:10):
That's great, amy.
I feel like this is one of theareas that there's a huge gap,
especially since COVID.
I think you know we saw inCOVID two things happen.
One was we had a wholegeneration of people who were
like I don't want to do thisanymore, I'm just going to
retire, and maybe they werehanging on, you know, but COVID
kind of was like a reevaluationof their life priorities.
But COVID kind of was like areevaluation of their life
(10:31):
priorities and so we saw a lotof people who had not retired
suddenly retire.
And then on top of that we sawall the remote work happening.
At the same time, a lot ofpeople closed offices that never
reopened and so a lot of thoseorganic opportunities to grow,
like Mike was talking about,disappeared.
Have you noticed from yourperspective at GB, at Gallagher
Bassett, have you?
Amy Cooper (10:57):
noticed some of the same issues as far as finding
talent that Rise maybe can helpsupport.
I think everyone's kind of hadthat challenge in terms of the
perception of the industry andlike the awareness of what
insurance is and what is the jobthat you know like.
Where could I fit in?
Even if you get somebodyconvinced on working in
insurance, sometimes it's hardto figure out where to start.
I think at GB they've done agood job with bringing back
(11:19):
their trainee program, so that'sa great feeder of okay, it's
hard to find good talent but wecan create our own.
So they do a good job of that.
So do a lot of other insurancecarriers have brought back these
trainee programs, which I love.
I think most of them are prettysuccessful.
There's rotational ones,there's apprenticeship programs
coming back.
I love Tokyo Marines program.
(11:40):
There's a few different onesthat are like pretty standout in
our industry that I think havedone a great job.
I think RISE aims to be anaggregator of these resources
that exist.
So, yes, we want to help polishand train professionalism, but
also we want to funnelprofessionals and rising stars
into some of these opportunitiesthat the industry is putting
(12:02):
out and maybe help just amplifywhat programs are out there,
what are the cool things beingdone?
You know you're interested inunderwriting.
Okay cool, here's five programsthat you can get involved with.
And those are some of theresources that we're trying to
post in our community.
So if somebody is a student, Igo to the student center and I
go find out what are some ofthese entry-level programs I can
(12:23):
get involved with.
Or where's an internship list?
We publish a list of the top 50internships the elite 50 every
year we put internships and jobson our job board.
So we're trying to be like thisaggregator of resources and
help anyone who's looking forstuff find out about the good
stuff that's happening.
Mike Gilmartin (12:41):
Do you guys work with and just because I brought
it up earlier, I don't know theanswer to this question, so
sorry if it's a loaded questionDo you guys work with any of the
universities that have like therisk management programs or the
insurance programs, so like getkids who are interested in
insurance but still not thereyet?
Is that an area you guys workwith?
Amy Cooper (12:56):
We do so.
We send out the elite 50, thattop internships list, to a whole
huge, long list of professorsand universities and colleges we
have relationships with.
So we're constantly sendingthat to go out to their students
.
We also send out scholarshipopportunities and so we've
gotten to build some goodrelationships with different
(13:16):
schools because they like totell their students.
I also have a good relationshipwith there's a professor over
at St John's and he has hisentire class join our mentorship
program as part of their course.
I mean so it's pretty cool tosee the students because every
year they're graduating and nowthey're in the workforce and now
they need RISE.
We are right there, basicallyat the base of the tree.
(13:39):
For the rest of the growth ofthe industry, they're going to
come in through school.
They're going to start withRISE.
We're going to help them growand then we're going to show
them all the different ways theycan go.
Oh, you're interested in SIU?
Here, here's a scholarship tothis conference that focuses on
that.
Go learn about it.
Make connections, see if you'reinterested.
Or you're interested in tech?
Cool, here's a partnership withITC.
(14:00):
Here's a scholarship.
Go find out.
Go get excited about what'scool and new and exciting in
insurance.
Mike Gilmartin (14:07):
No, that's really cool.
I think you make a lot ofreally good points.
Hiring talent is like thenumber one thing any company can
do right, whether it'sinsurance or anybody else.
Hiring the right people andfinding the right talent is one
of the hardest things you can dobut beneficially you can do for
your company.
And I feel like in insurancehistorically we were so I don't
want to say bad, but we, likeyou, hired someone for
underwriting and that's all they.
And it was like, frankly, outof college you learn more about
(14:30):
what you don't like to do thanwhat you do like to do in your
first position.
I've always said that to peoplethat are interviewing is like go
in and realize what you're goodat, what you like, what your
strengths are, what yourweaknesses are, what you want to
work on.
And it's cool that there'ssomething like Rise that can
help them see different trackswithin the industry, different
avenues, different things to do,because I feel like too often
it's like well, I hired you as aclaims person, so you're a
(14:51):
claims person, that's what youdo, and I feel like that's
detrimental to people and that'sdetrimental to continuing a
career when you're either toldthat's all you can do or you're
like this is where you are and Idon't want to lose you to this
group or this group.
It's finding the right talentand putting people in the right
seat to be successful, and so itsounds like you guys are doing
a lot of that, which is prettyawesome, because I think,
historically, we have not done agreat job of that.
(15:14):
Greg, I don't know if you agree.
Greg Hamlin (15:16):
Yeah, I think people sort of find their way
into the industry.
Like Amy had said at thebeginning, we all sort of
accidentally ended up ininsurance and I think that the
industry could do a lot betterjob being intentional.
A lot of companies could do abetter job being intentional on
just getting folks into theindustry, helping recruit,
helping give them opportunitiesto figure out where they really
(15:36):
can shine.
Amy, when you're looking atdifferent companies out there,
what would be some of the adviceyou would give them when
they're looking to add the nextgeneration of talent to the
industry?
What are some things they coulddo that would really help them
find those people?
Amy Cooper (15:51):
along with connecting to Rise, so I think
one of the biggest things and itapplies to anyone is
mission-driven storytelling likereally getting behind why what
we do matters, why this is agood industry, and then telling
our story.
So if you're a company andyou've got your personal lines
focused, talk about how itrelates back to their life.
(16:11):
And if you're a company andyou've got your personal lines
focused, talk about how itrelates back to their life and
how you're trying to make theirlife better, or their family's
life better and easier, or howyou're there to support them
through different incidents.
So figure out a way to tellthat story and I think that we
can get more people on boardwith the industry.
I think leveraging whateveryou're doing in tech as a cool
(16:33):
way to attract talent isdefinitely important.
I mean, ai is what everyone'stalking about now, but if people
are excited about that and yourcompany is one of those like oh
, we haven't upgraded anythingsince 1965, you're going to have
a hard time.
So figuring out how to leverageor give people the autonomy to
make suggestions for innovationor let them use tools that are
(16:57):
going to help them in their joband keep them moving quickly.
I think companies that embracethat kind of innovation and
forward thinking are definitelygoing to have a better time,
flexibility and work schedules.
Most of Gen Z for the most, mostpart actually want to be in
person.
As a generalization from whatwe've seen or what we hear, even
like on the rise team, we gettogether once a week in person
(17:19):
because people want to betogether because of that whole
learning through osmosis andhaving camaraderie.
But being flexible and notforcing people like you must be
here five days a week, you'regoing to not be able to attract
the top people, because the toppeople want to be trusted.
They want to be treated withrespect and be able to create
their life around what makes themost sense.
(17:40):
Most of the future leaders.
They're focused on I want to beimpactful, so don't have me
come to the office and sit onZoom calls all day Now.
I just have to have a moreinconvenient day.
If you're going to be in theoffice, make the interactions
meaningful.
Create team days or createreasons why people should be
(18:01):
there so that we can collaborate.
Like let's put time together sothat we're actually talking and
working together while we're in.
There's a lot of things.
And then, in terms of likepartnering with Rise, we have
corporate membership.
Companies that partner with uspartner with us for a lot of
different reasons.
It's for getting their brand infront of these rising stars and
creating that visibility.
(18:22):
They also partner with us forthought leadership, for creating
opportunities, for developingtheir own staff and creating
loyalty.
I've got all of these employeesthat want growth and want
opportunities.
Well, what if my opportunitiesare only so limited?
I can get them involved withRise and I can give them the
ability to grow, to learnleadership, invest in them
(18:45):
without having to give them apromotion every six months to
keep them interested and engagedand loyal.
Greg Hamlin (18:52):
I think those are really good points, amy, and I
think that's something that wecould do.
You point at something that'sreally easy to do, which is
giving people opportunities togrow, and a lot of times we get
caught on that.
Well, it has to be a promotionwhich is giving people
opportunities to grow, and a lotof times we get caught on that,
well, it has to be a promotion.
But there's so many ways togrow and learn different things,
and some of the positions thatI've been in throughout my
(19:12):
career even some of the ones onetime I was switched over to GL
for a little bit during a reorgthose were growth opportunities.
And it probably wasn't myspecialty right, but I learned a
lot from that and it stretchedme.
So I think anything we can doto help stretch and grow our
people is great.
It really helps them find whatthey're good at and where their
passion is.
(19:33):
You had mentioned some aboutthis leadership summit coming up
in June.
If you could talk a little bitabout what's going to happen
there and who is that for?
What's the right person to goto that?
Amy Cooper (19:44):
So the Leadership Summit is June 16th through the
19th in Fort Lauderdale, florida.
It is a two full days ofleadership training.
I think I mentioned beforethere's two different tracks, so
who should be coming?
We have one track made for,like, more entry level.
So if you're less than 10 yearsin the industry, or you're just
started, or you're focused moreon your professional
(20:06):
development personally, like mypresentation skills or manage a
team, you could be a director,an AVP, vp, whatever.
(20:27):
We've got this management track.
That's a higher level trackthat's made to focus for how
you're leading your team throughchange management, through
different pieces that arerelational to someone managing a
team.
So it's not just for youngprofessionals per se.
There really is something foreveryone.
Because leadership you could bea leader without the title Like
, leaders come in all shapes andsizes, but the conference is
(20:49):
really meant to pull togetherthe top rising leaders of our
industry have happened.
The companies that are sendingfolks like we have a lot of
carriers and even brokers thatare sending groups of like five
or 10 of their employees.
They're doing contests andsending their top people.
So it's basically you want tobe in the room with all the top
(21:12):
people in the industry, all therising leaders.
That is the place to be.
Greg Hamlin (21:16):
That's awesome.
I feel like that's how we learn.
At least for me, is a lot ofthe different people that I've
had the chance to meet that Iwould have never known.
I even think about this podcast.
I've met so many cool peoplethat have given me new ideas.
Then we have the opportunity totry some of them out and see
how they work for us, and Ithink when you are with a group
like that of people who aretalented and are young and come
(21:40):
from different places, there'sso much growth that can happen.
So it sounds like a really coolopportunity.
That makes a lot of sense.
Amy Cooper (21:47):
Oh, you guys are invited.
You better be.
Mike Gilmartin (21:50):
Amy, I have a quick question for you.
It's not on this list, but ifyou've been in the industry a
long time, how do you come to bea mentor for Rise?
You have a lot of mentees, I'msure.
But, like, how do you ifsomeone's listening to this?
Like man, I'd be interested inworking with somebody.
How do you become a mentor?
Amy Cooper (22:03):
You go online to riseprofessionalscom, go to
mentorship at the top and theapplication will open again, I
believe in July, for the fallprogram.
We train our mentors, so youhave to go through our mentor
training.
But if you're looking for a wayto give back, that is a perfect
thing to do is go apply to be amentor.
People continue to grow theircareers, Like we've been around
(22:25):
for eight years and, while itwas slow taking off, you know
people are getting promoted.
They are now more senior asthey are members of rise.
Their roles with us change.
So maybe you start off being amentee but then you know it's
been five years and now you wantto give back and be a mentor
and maybe you're mentoringsomeone who's brand new or a
student.
So there's a lot of ways tointeract with us.
(22:47):
I think, yeah, that's theperception.
It's like, okay, well, Rise isonly for young professionals.
Well, we focus on that.
But we need everyone involvedand maybe your role with us is
being a mentor, maybe yourspeaker, maybe you're one of our
Wisdom Wednesday speakers,sharing lessons that you have
from your career or just evenskills, and giving back.
(23:09):
In that way.
It's going to take everyone topull this industry forward.
We together are shaping thenext generation of leaders.
It's not like Rise doing a.
Rise is all of you, Everyonevolunteering, giving back,
making it happen.
Greg Hamlin (23:23):
That's fantastic.
That's very cool.
Yeah, I would just encouragefolks to take a look at what
Rise has going on and look forhow you could get involved.
Amy, on your end, what'ssomething you're most excited
about with Rise upcoming?
I assume the leadershipconference is the most upfront
thing.
But what are you excited as youlook forward for Rise's future?
Amy Cooper (23:44):
Definitely the leadership summit this year,
because it's just less than twomonths away.
But I also would have to sayour growing corporate membership
is what I'm really excitedabout.
We have over a thousandcompanies that are involved with
Rise and last year we launchedcorporate membership, which is
giving companies a way to joinand get involved in a more
(24:05):
meaningful way.
And because that just startedand it's just taking off, I'm
really excited to see where thatgoes, because, having so many
big companies that aresupporting our mission, I really
think it's going to give us themomentum boost to make big
changes.
Greg Hamlin (24:19):
That's awesome.
Really appreciate having you onthis episode, Amy.
I've known you for severalyears and you're just an amazing
person and I appreciate yourpassion for helping move the
industry forward.
One thing that we've been doing, or I've been doing on every
episode for several years now,is ending with asking every one
of our guests something they'regrateful for, and the main
(24:39):
reason for that I feel likethere's just especially during
COVID, I felt like there wasjust a lot of darkness, a lot of
people who are struggling, andfor me anyway, one of the ways I
stay positive is to think aboutall the things that are going
well and the things I'm reallygrateful for.
So I would love to ask thatquestion to you, Amy what's
something you're grateful for?
Amy Cooper (24:58):
When you first started asking, the first thing
that came to mind is I was justthinking about all of these
mentors, board members,supportive people that have been
helping me.
I am so grateful to have allthe support, and it's for RISE
and for our mission, but also mepersonally.
I think you're right.
Things can get dark sometimesit can be challenging and
(25:21):
focusing on that can get darksometimes it can be challenging
and focusing on that.
I could not do any of thiswithout the support of the RISE
team, my partner, all of ourboard members, all these people
that have taken the leap with meand jumped and believe and give
their time.
I mean, when I think about thenumber of hours of volunteer
time that goes into makingeverything that I just talked
(25:41):
about with Rise happen.
Greg Hamlin (25:49):
Wow, I'm so grateful.
That is awesome.
It really is.
It's amazing how many amazingpeople there are in this
industry who give their time upto help others, and that's for
sure where it's at, and I reallyappreciate you sharing that
with us.
I know, like I said, gratitudeis huge.
Man, I'm on a mission to make apart of my life and everything
I do.
I was driving to work yesterdaymorning and I was stopped at a
light and just you know nonormal morning traffic and I
(26:10):
looked over at the median whichhad all this grass that hadn't
been mowed and there were like abunch of wildflowers that just
had popped up there and Ithought you know what?
That is something really small.
It's like the smallest thingever, but I was like that's
actually really beautiful thismorning and I'm just coming into
work and thinking about all thethings I need to do on a Monday
morning and it was a gift.
So I love you sharing aboutpeople.
(26:31):
I think that's where it's at isthe people who we work around,
the people in our Rise, and Iwould encourage folks to take a
look at the Leadership Summit,take a look at how you could get
involved, whether that'swanting to be mentored or being
a mentor or taking part in someof the resources that they have
available and trainings thatthey offer, and just remind our
(26:53):
folks to do right, thinkdifferently and don't forget to
care.
And we'll be releasing episodesevery two weeks.
We always release on Mondays.
We hope you'll join us and wealso hope that, if you like this
episode, that you'll take acouple of minutes and leave us a
rating, a five-star rating, andshare this so that other people
can find their way here, justlike folks are finding their way
(27:15):
to rise.
So with that, we'll catch younext week.
Thanks, everybody.
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