Everyday (1)

Career Portfolio

EVERY DAY IS AN INTERVIEW

Lead
Lead and Inspire Others

Develop
Continuous Development

Expand
Go Beyond Current Job Description

Perform
Excel in Current Role

Excel in Current Role

-Regional Internal Consultant-
•130% over sales goal year to date
•257% over goal for Fixed Indexed Annuity sales
• Top 5 FIA producing territory 2015
•#2 Annuity RIC 2015 YTD
•4 Time Journey Award Winner
•Chosen for RIC+ pilot initiative

•Broaden territory relationships through advanced technology
•Utilizing Sales Navigator to source and strengthen relationships
•Averaging 8 Go to Meetings weekly throughout pilot

Perform

The best preparation for good work tomorrow is good work
today.

–Elbert Hubbard

Go Beyond Current Job Description

-Retirement Institute Specialist-
•Presenting Social Security for the Retirement Institute
•Attended and presented at 3 broker-dealer conferences
•Attended and presented at multiple client events
•Hosted webinar for Security Services Network
•Certified to present for Insurance CE

-Shark Tank-
•2 time overall winner
•Actively speaking at development groups for Shark Tank
•Individually mentoring participants

Expand

If you always put limits on everything you do, they will spread into
your work and into your life. There are no limits. There are only

plateaus, and you must not stay there, you must go beyond them.
– Bruce Lee

Continuous Development

-Ohio Dominican University-
•Completed undergraduate degree with 3.32 GPA

-The American College-
•Completed 5 courses towards ChFC
•Currently enrolled in 6th

-National Kidney Foundation-
•Cooking with the Stars Planning Committee

Develop

If I had eight hours to chop down a tree, I’d spend six sharpening
my ax.

Lead and Inspire Others

-NF Diversity & Inclusion Business Unit Council-
•Associate Committee Chair leading a team of 13
•Partner with Associate Resource Groups to drive goals
•Organize and execute meetings for 35 members
•Communicate status and lead across multiple levels of associates

-New Associate Peer Led Development Program-
•Incepted engagement driven group for surge of new associates to the team
•Sourced topics from the group to develop team unity and cohesiveness
•Tailored topics to drive sales activation on the channel

-RIC Mentoring Program-
•Committee for design and implementation of talent mining
•Tapped support from multiple departments to ensure success

Lead

Leadership is the capacity to translate vision into reality.
– Warren Bennis

Philosophy

Leadership is inspiration. It is about communicating in a
way that drives the audience to achieve. Being a leader
is about being malleable and firm at the same time.
One needs to be able to shift perspectives through
insightful questions, through avoiding assumptions, and
not allowing one’s ego to block the goal.

Development and engagement is at the heart of success
for every team. Whether that development results in
growth within position or new opportunities, individuals
thrive when they are challenged to better themselves.
I truly believe that no one comes to work to fail. People
may lose their motivation and their enthusiasm but it is
their leader’s role to work with them to find that spark.
Engagement is a wildfire that drives a team to provide
the best results. A leader kindles the fire of engagement
with their energy and also inspires others to lead that
movement. The visible spark that an individual has
when they grasp a concept or when their engagement
increases is what drives me within both my personal and
my work life.
.

: Come up with 3-5 compelling and differentiating attributes that
describe your leadership brand/style.

Inspiring Others- First and foremost, my peers would refer to my positive
attitude. I strive each day to bring light into the work environment. I
have always lived a certain mantra, but until recently had not defined the
system. Mark Hiltz’ presentation on gratitude gave that system form and
a more defined function. “Gratitude leads to happiness, happiness does
not necessarily lead to gratitude.” I hold this quote at the center of my
conscious actions. I am a fortunate individual in my personal, social, and
work life and I feel an obligation to share my excitement for existence
with others in all that I do.

I am both the first to volunteer for an action and to initiate
movement. I collaborated with another high performing team member
to create a peer led network to not only create an engaged environment
for new associates but also to ensure that the channel continued to
perform at a high level through a time of high turnover. The initiative
was considered to be a strong factor in a 30 point rise in our team’s
engagement score vs 2014 by leadership.

Building a Successful Team- I believe in “supported competition” and
utilizing that as a driver of direction and structure. Competition in a fun
and developed manner can encourage those that are struggling. It
creates dialogue amongst the team that communicates how individuals
are doing, where they are struggling and, more importantly, where they
are succeeding. Supported competition also provides teams with a
united message and purpose. This lays the foundation to Q1 in the
Gallup, “I know what is expected of me at work.”

: Come up with 3-5 compelling and differentiating attributes that
describe your leadership brand/style. (cont.)

I also actively work to involve others. On our team, we have
individuals that work from home and more reserved individuals. I
consciously work to incorporate the viewpoints of these people. For
the introverted, I seek their opinion and give them time to formulate
their thoughts. For individuals off site, I reach out to them regularly
both personally and professionally to ensure that they feel included.
When they are in the office, I try to create excitement about their
presence and if possible spend individualized time with them.

Leverages Diversity- As a chair for the NF Diversity & Inclusion
Council, I have gained a unique perspective on the benefits of
incorporating an inclusive and diverse culture. Homogeny is a
nearsighted attribute to a team and does not support a future
forward team. I have led my team to realize that inclusion is not only
limited to the concepts of “protected classes” (race, sex, religion, etc.)
but also to roles within the organization. I have partnered with my
team to reach out to our supporting partners to recognize and
celebrate the collaboration that we have.

In my experience working in a restaurant, I have
partnered with many different ages, cultures, and backgrounds. This
has taught me not only that there is benefit to multiple perspectives
but also that leaders need to lead to the audience. I strive to tailor
my message to the individual. My most comfortable method of
leadership may not have the best effect with an individual and it is up
to me to look in the mirror and ask if I am providing the correct
messaging for the recipient.

Action Item: Describe the vision that you have for the team that
you will be leading. What will I see?

Supported Competition- This is a major component of success on
teams that I have been on. The key to the competition is inclusion
and tailoring the competition to all individuals, not just the ones
with a competitive nature. This can be accomplished through
teaming individuals together, “atta-boy” incentives (trophies) and
tailored competition. Competition drives energy and engagement
and harnessing it in a positive manner drives results.
Development and Training- A team that is developing is a team that is
engaged. Associates that are working to better themselves feel a
sense of self worth and will drive the team towards the overall goals.
I will initiate individualized development plans for associates. These
plans do not necessarily need to culminate in promotions but can
simply result in improvement in position. Development can be
towards recognition in place and do not need to have monetary or
positional rewards. Training is the other vital component to the
team. Engagement is also driven on both sides by training. Those
receiving the information have more value to the enterprise and
those directing have a higher sense of self worth as well as a new
found skill set.

Action Item: Describe the competencies of the people that you
will recruit into your team.

MOPSS
Motivated- I am looking for individuals who have a track record of
leading change. They do not need to be the creators of the change;
they can be motivators of an initiative or champions of new
behaviors. The important attribute is the willingness to be energetic
to the important drivers of the organization.
Optimistic- Optimism is not necessarily defined as seeing the world
as great. Optimism is the ability to believe that you can impact a
positive change. Individuals need to come to work believing that
they can make continuous improvement happen. Optimistic
individuals realize the world that they can influence and work to
better that.
Punctual- If you’re not here, you can’t do the job. The first
competency that I look for is to arrive on time, really 5 minutes early.
That is a minimum qualifier. If you are not on time, you don’t respect
the job
Service-Individuals need to be service oriented. The experience of
the client or the advisor is paramount to the success of the
organization and a service mindset leads to that. Product knowledge
can be taught but manners and a desire to find a resolution are
innate behaviors that need to be demonstrated.
Star- The candidate needs to be able to communicate their
competencies in STAR format. Situation, Task, Action, and Result
need to provide the framework of the answer. We work in a
communication environment and being able to formulate and deliver
a process of thought is vital to success in the role.

Action Item: Describe in detail the development process that
you will utilize to further develop your team.

Assess

What Is vs
What Should

Be

Measure Set Goals

Quantify Define Success
Results

Implement Prepare

Define 'Hows'

Action Item: Tell me the results that I can expect from the team
that you will be leading.
Continuous Improvement- Metrics are a vital aspect of any team and
moving those measurables in a positive manner drive success. This is
a lesson from the underperforming stores I took over in the
restaurant industry. Tracking performance daily, weekly, monthly,
etc. allows the team to see trends and to improve and drive growth.
Management is taking metrics, translating them into behaviors

1st Team Meeting Introduction
Good Morning! My name is John McNamara it is my pleasure to be
meeting with you this morning. I just wanted to take a few minutes
to share a little bit about myself, my vision for the team, and learn
about you as well. Of course, I will be scheduling one on one time
with each one of you as well in the future to understand more in
depth what I can do to assist in your success but this will at least give
us a starting point.
I am the proud father of a rambunctious 2 and half year old named
Connor. I say this first because I think we are all too quick to lead
with our work life and also because I will subject you ad nauseum to
videos of what I think is the cutest man in the world. I have a lovely
wife of 4 years that is my muse, Kat. Two dogs and some sort of
rodent that I am unsure of the species that is more of my wife and
son’s territory.
I was a restaurant manager for 12 years with Wendy’s. There I
developed a love for working with people. I had the amazing
opportunity to partner with a diverse populous of individuals and
learned about incorporating the viewpoints of others and how that
can lead to success. Unfortunately, the culture of Wendy’s changed
over my tenure and the company moved away from an employee
centric environment to one of profit before people. They removed
health care and paid vacations for my employees and I felt that I
could no longer support that culture. At 5 AM on a Monday
morning, I called my wife and let her know that I was thinking about
putting in my notice. I will never forget what she said, “It’s 5 in the
morning, I can’t think right now. I love you. You aren’t happy. Find
your happiness.”

I took a substantial pay cut and through a couple of side steeps ended
up on the property and casualty side of NW. After 8 months there, I
had the opportunity to transition to the National Sales Desk on the
Annuity side and I haven’t looked back. I worked there for a year and
was promoted to RIC for Arizona and Las Vegas where I have spent
the last almost 2 years. I wake up every day elated that I made the
change to come here. I am excited to come to work. I don’t get the
Sunday night or the Monday morning blues. Nationwide might not
be the best company out there but we are head and shoulders above
the majority we work every day to get a little bit better.
That is a snapshot of what led me here. What I am more focused on
is where we are going. I have a passion for development and learning.
I have had the good fortune to work with a number of people who
have supported my development throughout this organization. I
know that development is important to Larry and I want to magnify
that message. I want to work with you to make sure that whatever
your goals are, I am helping to provide you the tools to get there.
The client and advisor experience is paramount to me. We keep the
lights on through the interactions that we have on the phones. I have
an expectation that we provide the best experience each and every
time. Resolution is the name of the game. If we don’t have a
resolution, we need to find a resolution. I have had a chance to travel
through my previous roles and across the country clients and
advisors see Nationwide as a brand that provides quality. Our team
will exceed that expectation.

Competition. I am big on fun, supported competition. I believe that
it helps create energy and shares good ideas. I can’t and won’t
promise grand prizes. We ran a competition on the Annuity Sales
Desk where the prize was random items out of my kitchen junk draw,
but we had fun with it.
Inclusion. I am a chair on the Diversity & Inclusion council and one
of the tenants of that council is listening to the opinions and the
feedback of individuals involved. This is vital to my vision of the
team. To say that I am limited in my knowledge of RP would be an
understatement. I need your feedback, I need your help for us all to
succeed. Please share your opinions, share what is working and let’s
use those successes or even those struggles to better the team.
Of course, I will be meeting with you all on a one on one basis in the
coming days and weeks to get to know you better. In the meantime,
please let me know what I can do to help you be excited to come to
work and provide the best experience not only for those you talk to
on the phone but for those you work with every day.