Pitching Gen Z Perspectives with Campbell Bagshaw

What happens when a Division I athlete spends her summer interning in the insurance world? You get a fresh, insightful look at how Gen Z views our industry. Shane and Tonya talk with Campbell Bagshaw, University of Kansas softball player and Integra’s summer intern, to talk about what surprised her, what agency owners need to know about Gen Z, and why she thinks athletes are built for insurance. From marketing and communication to career potential and workplace culture, this episode is packed with new perspectives. 

Learn more at IntegraPartnerNetwork.com.

Transcript

Announcer: [00:00:00] This is IA forward your Playbook for Success as an independent insurance agent. Here to help you knock it outta the ballpark are your host, Shane Tatum and Tonya Lied.  

Tonya: Welcome to IA Forward and welcome to a very special episode with our amazing summer intern senior softball player at the University of Kansas. 

Ms. Campbell welcome  

Shane: Campbell.  

Tonya: Thank you for having me. We got to spend six incredible weeks with Campbell this summer and kind of a cleats to carriers experience learning about the insurance industry and what she would tell other student athletes about exploring the insurance world. What misconceptions did you have about the industry going into the internship this summer? 

Cambpell: Boring was the misconception. Everyone seems to [00:01:00] think that insurance is all serious and boring and everyone has to do it, but it's kind of a hassle. After talking with 20 to 25 people throughout this summer, I have learned that it is not boring. It's actually the opposite. Everybody I talked with had only great things to say. 

They kind of said the same thing coming into it. It's not the sexiest job. It's not something everybody wants to do outta college, but whenever they. Stepped into their role, they loved it, and they're able to thrive. I learned that you can be happy doing something that might be out of your comfort zone at first, but everybody that I spoke to spoke very highly of insurance. 

Shane: It's funny, that's how I felt. So I'm thinking back to when I started and it's like, I don't wanna be in insurance. I'm gonna look for something else. And I actually spent the first five years while I was in the insurance business looking for other things to do, like looking for other jobs and doing some actual interviews with other things from all kinds of different industries. 

And I was probably 26, 27 when I finally was like. No, [00:02:00] this is a really good industry. This is what I want to do. I'm gonna do this, and thank goodness, because it's been a great career and I love it, and I have no regrets for the industry.  

Cambpell: I think just on top of that, it's so cool to see the ability for growth within the insurance industry. 

You have millions of job opportunities, and not only that, but promotion wise and earning your way. It's truly amazing to see. The opportunities within insurance that I had no idea were even out there.  

Shane: It's like a subset of the entire economy. The insurance industry needs attorneys, accountants, the industry needs marketing, sales, actuaries, underwriters, and it's like so much. 

There's hr, I mean there's just so much that it brings to the table that it's a microcosm. It's a very large microcosm 'cause it's a huge industry. But you know, when you look at like the greater economy. Whether you're talking the us, whether you're talking globally, it's just [00:03:00] this microcosm of all that, and you've got all these different facets of it. 

Some of the people that I've watched on the insurance company side of things, started out in claims and then went into underwriting, and then they went into marketing. Sales and they're now a territory marketing rep for an insurance company. Maybe it was a couple of different companies as they went through that, who would ever have thought that somebody that started out in claims would end up in a sales and marketing role? 

But that's what's fascinating about the industry. Once you really get underneath the hood and learn about it, you get this knowledge, this experience. There's just something about. The opportunities to go in different directions, that experience within the industry is maybe more important or just as important as achieving a college degree or a master's degree. 

Tonya: Campbell, the majority of our listeners are either [00:04:00] insurance producers or insurance agency owners. As a member of Gen Z, what can you share with our listeners on how to market to you?  

Cambpell: The most common thing that we love is social media and instant gratification. So with that, after experiencing being around Gen Zers on a daily basis, if it's not right in front of us, we're probably not gonna look further into it. 

From an insurance standpoint, if I'm looking to work with a company, an online website is so important. If there's something right in front of me where I can see, okay, this is what we offer potentially, this is how much those things are gonna attract Gen Zers more than, okay, give us a call, email us, we'll get back to you later. 

They wanna know right then and there what it's gonna look like. Same thing with social media. Posting, right? They wanna see what you have to offer right there. If they have to dig super deep and look really in depth, they're probably not gonna do it unless they have set time aside to really sit down. 

They're looking for an insurance agency to work with. Then it doesn't have to be right in front of them because that's something that they're searching for. [00:05:00] They're willing to do a deeper dive into that. But if it's not right in front of them and they're just aimlessly scrolling, they're probably not gonna be that interested in it. 

Shane: So you said something that catches my attention, and I want to go deeper on this idea of. Instant information. I think about, you know, I'm an exer and we got the millennials between us. We'll pick on them a lot today. Probably. My view is we don't want to give away our secrets. We don't want to give away our secret sauce or how we do that. 

So then it becomes, we wanna have a conversation with you, or we wanna have a conversation with the prospect. We don't want to just give away information, but if I kind of bridge that gap from what you're saying. I'm never gonna get a chance to talk to you because you are looking for information and maybe my website doesn't provide enough information or maybe in the right format that you're wanting to consume it in. 

So. How do we bridge that gap? What are your thoughts on that?  

Cambpell: You shouldn't put how much you're charging [00:06:00] out there. You don't wanna put private information on social media or on the internet for everybody to see. So for me, something I think that would work is on your website you have, Hey, put your number in here and we'll contact you within three to five business days. 

You contact them and they're like, oh, I'm very interested in this. Let me just send them an email or respond. I totally agree, you shouldn't just have your information out there, but have a way of them. To get something accomplished within that time that they're willing to invest in looking for your business,  

Shane: do you think that Gen Z, if they message you, DM you, or DM the agency or email the agency or text the agency? 

Like is this one of those things where we in the distribution channel need to communicate with people how they communicate with us? If you DM. Integra and say, Hey, I'm interested in getting some insurance quotes, and I try to call you. Is that a turnoff or does that bother you? Would you rather be deed back?[00:07:00]  

Cambpell: Honestly, no, I would not say that's a turnoff at all, personally, that shows how invested you are in your clients. Some people would appreciate like a, Hey, I just called you, left you a voicemail. Contact me back at this number. But if I DM a company for any reason, especially insurance, and leave my number, and they call me back, I'm gonna be like, wow, they're very invested in me and I wanna have a conversation. 

Shane: See, I think that's interesting because I think the perception. Is that you don't wanna talk on the phone, you don't wanna tell, you know, and I understand you gave us your number, but the generation itself, the interesting thing is that we hear all the time inside the industry about communicating with people how they want to be communicated with. 

But yet I think that's a great perspective because if you call me. Then you are really investing in me that shows that you care and that is attractive to me as a consumer.  

Tonya: That goes back to the idea of Gen Z versus millennials. Millennials are known for avoiding phone [00:08:00] calls when possible, where Gen Z is surprisingly more open to phone calls because they get quick real time clarification. 

Uh, that's a true generational difference.  

Shane: Understanding the consumer. That's the moving target to circle back to your major marketing. I think that's what makes that interesting. We live in an age of not only the internet and things like search and SEO, which is kind of old stuff now, but needs to be there. 

But now we live in a world of social media. You're definitely a digital native, right? You don't know a world without. These things. Gen Z can't really say, Hey, do you remember when we used to do it this way? I think that's also something that we as an industry, need to continue to get better at understanding digital natives, where the reality of it is AI and things that are going on there. 

How long have you been using, or when was the first time you used something like a chat [00:09:00] GPT or some tool like that was AI based?  

Cambpell: I wanna say it would've been my sophomore year when chat GBT really blew up. Um, I don't really think my freshman year I ever utilized it. I think my sophomore year was when it became really popular to use, and I think that's when they started to create those systems within Canvas, which is our submission format for schooling to flag for ai because it started to become super popular. 

So my sophomore year,  

Shane: almost two years. We've got a lot of jokes about, well, what are you doing inside your agency Today we're doing a little bit of chat, GPT. We started using that. You and your peer group college students have been using things like chat GPT for a couple of years now. That's the point, right? 

Like we're starting to think about it and use it. You're coming into the workforce within the next year and. You've been using it for a couple of years. By the time you get fully into the workforce, you're gonna be [00:10:00] a three year veteran, which in AI time is probably like a hundred years. Like AI is moving so fast that you're a veteran of AI as a young adult entering the workforce. 

And so I think that's just a really good. Perspective for agency owners and insurance companies and hiring managers, you're going to bring something to the table. That's pretty cool.  

Tonya: Campbell, what advice do you have to give the agency owners when they're trying to recruit next generational talent  

Cambpell: To be transparent with our generation. 

That's something that as you're entering the workforce, especially in schooling now, we see people and students struggle the most. When professors, coaches are not transparent with what they're offering, whether that's what the culture's like or what they're gonna be paid, finances, benefits, everything like that. 

I think the most [00:11:00] frustration comes from companies, people being not transparent with the people that they're working with. So I would say if you're interested in somebody, go get them and offer them what you're gonna offer them. Don't. Lie or beat around the bush. Be transparent. I believe my generation works hard, but at the same time, they're gonna try to find shortcuts, not because they don't necessarily wanna do it, but because that's kind of how our generation is. 

We have chat, GBT, we have access to online. So just lay out what you expect. Be straightforward. I kind of goes with a transparent thing, but being straightforward, and for me, I am pretty disciplined. If somebody is telling me these are non-negotiables laying them out, then I'm gonna stick to those. A lot of people say That wasn't laid out for me. 

I didn't know that was a non-negotiable. Transparency is the biggest thing for my generation. Don't be afraid to set boundaries and lay out those non-negotiables because. [00:12:00] Some people will try to take shortcuts and beat her on the bush.  

Shane: That's an eye-opening statement, even though it sounds so normal to me. 

Like that sounds like, well, yeah, that's exactly what needs to happen. If I go back 20, 25 years, even 30 years, I think about just the way things happened, and it may have experiences here too. It hasn't been that long ago, I would say in the last seven or eight years that our organization. Intentionally moved to just, here's the salary range for this position that we're hiring for. 

The history on that is my generation, the boomers ahead of us. There was so much of, well, we need to hire someone. I wonder what they're making. I wonder what we can get 'em for. There was this almost like. Car lot negotiation, hiring process, and in hindsight it was terrible, but that was the culture. I think that's the thing that. 

Has been [00:13:00] really good for me personally, having been someone in that world for so long, the generation above me, the boomer generation, that's their norm. And then moving to this reality, wait a minute, transparency shouldn't be shocking. That should be like, okay, no, that's the right thing to do. That's the right way to go about this. 

It just wasn't cultural norms for so long that I think we've had to change. There's even commercials about, I think Indeed has a commercial and it's this kind of back and forth, and they're kind of making fun of this whole process. Like, so what's the salary or what's the pay? And they're like, well, it's competitive. 

What does that mean? I just think there's a lot that we can learn by, listen. Just that transparency, that comment. I think that's a great point. I actually learned that by being on our local school board and teacher pay was, you know, it's public, it's the PE salary [00:14:00] scale, and I'm talking to my good friend who was the finance manager at our local school district and. 

Even before Gen Z started getting into workforce age, that's what the public sector did. Information was available. And I'm talking to my buddy and I'm like, man, it's so hard to figure out what we're paying people and what we're doing. And this is like 10 years ago now. And he's like, not hard for us. 

That's the salary scale. That's what we're paying. You have five years experience. That's our pay scale. It took the pressure. Off of the hiring manager, it took the pressure off of the prospective employee because it's just like, okay, this is what I wanna do. And if someone wants to accept that, great. If somebody doesn't want to accept it, they don't have to. 

But that part of the conversation becomes a non-stress point.  

Tonya: I wanna go back to something Campbell said, talking about the ideas and tricks to make things work faster. That is something that [00:15:00] Campbell was so incredibly masterful at over the time that she spent with us this summer. I started out like, here's some projects. 

Give this a try. Let me know if you need any help. You know, here's training, here's some projects and things that I was used to taking two and three days from people in similar positions. Campbell came back in an hour and a half and she's like, okay, I'm done. And I'm going, you're done with what? And she was done with everything. 

She went in and did that training the evening before, and then she got to work the next day and got everything for the entire week done in an hour and a half. I am not one of those people that minds people finding ways to do things in the most expedient manner. There are some people that don't like the use of chat, GPT don't like the use of ai. 

I believe that is one of the things that our Boomer and Gen [00:16:00] X agency owners have to be willing to make some adjustments on. If somebody knows a more efficient way or can figure out a more efficient way. Let them do it. Embrace that.  

Shane: This is the thing, so much of the ownership level of the agency brokerage arena is in the Gen X boomer space right now, and it was a big deal to move from. 

We pay for time versus we pay for a job to be done. And that in and of itself. Sounds crazy when you say it out loud, but it's a big thing. It's still a big thing, like someone's not at their desk so they're not working. Working looks different than it looked. 30 years ago, certainly 40 years ago, and there's this idea that now we're in the post COVID world of, uh, people working remotely. 

In a lot of cases, you have the whole friction thing of people being pulled back to the office, people [00:17:00] wanting to be fully remote. It is all tied to this topic, like it's all tied to time versus. Getting the work done. I would say even as Gen Xers and Tonya's in that Gen X range, we are prepared that it's gonna take so much time. 

Just take your internship for a minute. I'm sure if I put words into Tonya's mouth, she's like, okay, these are the things that Campbell's gonna do this week. We're outlining this. What's gonna take her about this much time? And so then you're giving this task or giving these tasks, and then instead of it taking you 12 hours, it takes you two hours, and then you're like, okay, no. 

There's no way it's right. There's no way that you actually got that done. And I think that's part of the friction that is generational friction within the workforce. But an agency owner or a company owner, should I be upset? That I expected it to take you 12 hours, but it only took you two hours and I'm paying you the same. 

I [00:18:00] think that in and of itself is the issue I've moved to. I'm paying someone to do a job. I'm not paying them necessarily time for time. Now, am I willing to give them more? I thought that was gonna take you 12 hours, so it only took you two hours. So Well, congratulations. You're getting more work. So yeah, that's okay. 

Like I'm good with that, but it's almost like we have to deal with this generational friction point.  

Tonya: I just wanna say I rejoiced when she came back to me in 90 minutes and said that she was finished, because it helped me realize, okay, what is she doing? How is she doing it? What is she doing to make it so much faster and can we implement that in other parts of our system? 

Right. So I loved it, but I can see where that would be a question for some people for sure.  

Shane: And that. Campbell, does any of that feel odd to you? You probably didn't know that we expected that it was gonna take you 12 hours and it only took you two hours or 90 minutes. [00:19:00] When you hear that, what do you think about that? 

What's your perspective on that?  

Cambpell: I finished something and I sent it back, and I was like, did I do this right because I should have taken me longer. But at the same time, I think that all kind of goes back to two things for me personally, one. It's the athlete in me that will get things done efficiently and quickly, but two, I love it. 

Everything I did this summer, I love doing and I enjoyed it. When you have a passion for something you're doing, it's easier to get it done quickly. I didn't dread doing it. Every project that I was assigned, I wanted to get it done because I wanted it to look great, and I get feedback for my next project. 

Personally, I don't know any different because this was my first experience, truly working at the same time. I feel like thinking that it would take me 12 hours and only taking me two. I don't think that's a negative thing because it's something new to me. If I have been working for you for three, four years and there's the same project you send to me and you're like, Hey, this should take you 12 hours to take me two, and I'm like, okay, maybe you don't necessarily know your employees as [00:20:00] well because you've had experience with them, but for somebody like me who's new to marketing, new to. 

The business world knew the insurance world, all of those things, it's not necessarily like that would make sense that you would imagine it would've taken longer.  

Shane: Yeah, absolutely. So let's compare that to what we do know, what you do know, practice. Workout. What is the practice environment? Is it we're gonna practice for three hours or we're gonna practice until we get it done? 

And then you can do your own extra work or you don't own your time as a Power four athlete. Like that's an obvious thing in season for sure. You're almost down to, I'm sleeping this many hours. You just don't own your time as a Power four athlete. Is there a comparable here? Maybe in your mind?  

Cambpell: I think so. 

When it comes to working, practicing, yes, we're gonna practice for three hours no matter what in the fall because we have to get better. And there's always things you can improve on within softball, but at the same time, if we go drill to drill, say we're doing [00:21:00] this drill, we're doing a team drill, it's high intensity, a lot of energy, but if we do it right the first time, we're gonna be done. 

We're not gonna do the same drill 45 times. Just to do it. I don't wanna say quality over quantity because that's not necessarily always the case, especially in softball. More reps is obviously gonna make you better, but when it comes to drills, scrimmaging, things like that, if we're playing as a cohesive group and we're getting it done excellent in a efficient matter, like we're gonna be done with it. 

But at the same time, I'm gonna sit in the cage and take four buckets of balls and I do more because you can always work on that.  

Shane: Do we dare bring up 21 ounce?  

Cambpell: Do we dare? Exactly. That's a perfect point. If we get 21 ounce the first time, we're absolutely not gonna do it again.  

Shane: That's right. And then we're gonna be so excited about our day. 

Right?  

Tonya: Exactly. Exactly. As someone who worked with Campbell all summer, I want to point out that she was so open for feedback. She [00:22:00] wanted to constantly know how to improve. She knew how to apply that to the next project. She wasn't afraid of asking for correction and taking it and making herself better. 

Do you think that is something attributed to you being an athlete or do you think that's generational or  

Cambpell: both? I think a little bit of both athletically, absolutely. If you're not looking for feedback, if you're not looking to be coached, you're really not. Trying to be better is partially how I was raised. 

My dad also coached me growing up and I was always, you know, wanting him to coach me, teach me new things. I always was looking for feedback 'cause I always wanted to improve, whether that was in academics or athletically. But as I've grown older, definitely can compare that to. My athletics just, you know, trying to make it to the next level. 

You have to be willing to take criticism and feedback. I do wanna say the people that I'm around on a daily basis aren't always the best at getting feedback, so I don't [00:23:00] wanna say it would necessarily be a generational thing, but that's definitely something you could work on is taking feedback,  

Shane: especially constructive criticism, feedback. 

Would that be fair? Yeah,  

Tonya: absolutely. Yeah. So what lessons and takeaways from this summer at the Integral Partner Network  

Cambpell: will you carry forward? Number one, new opportunities. Just how I mentioned in the beginning, I didn't think insurance was something I was interested in at all, but after doing this internship, it has truly opened my eyes to the amazing opportunities in the insurance industry. 

Be willing to put yourself out there. I had to speak with. People I have never met and be willing to have conversations and ask questions, and it really did deepen my knowledge of not only insurance, but people skills. So I really enjoyed it. If next  

Tonya: summer you had the opportunity to mentor our next intern, what would you tell 'em? 

Cambpell: I would first tell them that it's gonna be a very fun experience. [00:24:00] But the second thing I would say is just don't be afraid to ask questions. Don't be afraid to try something, and if it doesn't work, try again. Also, take on any project that might be given to you and give it your best shot.  

Shane: We have a phrase, get comfortable being uncomfortable, which is really hard for some people to maybe get their head around. 

'cause hey look, it's not fun being uncomfortable. Some people just like to be in their groove and you know, everything be kind of perfect and everything go well. But there is some. Really awesome experiences when you put yourself out there, when you get way out of your comfort zone. Tonya talks about so many years that she would say yes to things. 

You know, it was kind of like, well, I say yes because I, it lead, it's always led me to other things, right? And it might've made me uncomfortable, but I had to get out there. I had to experience those new things. And by experiencing those new things I grew, I think there's a lot to being willing. To be uncomfortable is a huge thing.[00:25:00]  

If anyone, gen Z specifically would be willing to put themselves out there and be uncomfortable, then I think it would shock them what they would experience specifically for the insurance industry. So Tonya, what have you learned from Campbell and our Gen Z mindset?  

Tonya: Campbell really reminded me that our industry looks complicated from the outside. 

Seven years ago when I joined Integra, it looks really complicated to me then and a little bit boring, let's just say it, and we are the people inside the channel responsible for changing that perception, figuring out how to do that. I really went into this summer hoping that what we would be teaching Campbell would be. 

Useful for her. And what I left the internship with was feeling inspired and hopeful about the future of our channel. Working with Campbell reminded me that we [00:26:00] need to find people that are teachable and that people that are teachable are out there. And then most of all, something that Shane and I have been talking about for a few years now is that athletes are built for insurance. 

Spending the six weeks with her, seeing firsthand how a competitive mindset, time management, and resilient just translates beautifully into agency life. And I mean, if you can manage that class load and D one softball, then you can manage a book of business.  

Shane: I think that's spot on. I don't know that I would've said that 10 years ago or 15 years ago, and that's not a jab at any generation. 

What's happened specifically within college athletics, title ix, what's happened with female athletics? I just see such an opportunity there. Maybe it's a little bias on my end. I don't know that I would see it the same way if I didn't have such a close view of what's going on within [00:27:00] NIL space and the Power five now. 

Power four conference setting. I played baseball at Oklahoma State, the big eight, and the, the mid, mid nineties was not the same thing that it is today on any level, it was great and an incredible experience comparably at the time. What's happening today? Within the college athletics space translates beautifully to the insurance industry. 

It translates wonderfully to the independent agency space and channel and, and it translates to the agency ownership, the future agency ownership opportunities of building a business, running a business, having the opportunity to have a career in a family that gets really just. Bottled up into this wonderful thing. 

And so that's what I see. And I think Campbell this summer has shown that it's kind of validating to watch her experience this summer.  

Tonya: One thing that made [00:28:00] Campbell's internship with us unique this summer is that it was split into two different segments because she had an extraordinary experience right in the middle. 

Cambpell: Halfway through my internship, I had the amazing opportunity to play in a pro series in Kansas City. They put together a team called the Kansas City Diamonds, made up of all star college players from the Midwest, and we played against two professional softball teams with the ultimate goal of bringing a professional team permanently to Kansas City. 

With that, I had the ability to be coached by former Kansas City Royal Billy Butler. Monica Abbott, who is a phenom pitcher who really has paved the way for softball in many ways. I also got to be on the Royals Pregame show, which was such an amazing opportunity. I was a little nervous going into that, but. 

Saying yes to that was an amazing opportunity and I'm so grateful that I agreed to do that because [00:29:00] it got me outta my comfort zone and it was also just an incredible experience. But with that, it is truly awesome to see softball growing as well as women's sports with NIL Women's sports, specifically softball have been growing. 

And you know, being able to have an internship where I was able to work on myself professionally, but then also work on athletics was a great opportunity.  

Shane: Our internship is virtual. We're home based in Texas. Tonya's in Pensacola. You're in Topeka, Lawrence, Kansas City area. And so you're kind of in all of those places this past summer, right? 

Because of the reality of it. It still worked. I think that's really cool. That kind of speaks to the nature of work today. How did that feel, the virtualness? You know, we, we could probably go a whole nother podcast about. You know the value of being in an office with your peer group, with your team, with people versus virtual. 

Speak to that a little bit. What's your thoughts on that?  

Cambpell: I really appreciated being able to be [00:30:00] virtual. Being virtual this summer has been awesome because I was able to have opportunities like the Pro series and being able to work out, be with my trainers and all of that throughout the summer. At the same time, it would've been awesome to be in person, work one-on-one with people face to face, because that's something you can't replace with being online all the time. 

It just depends where you're at in life. Right now. Over the summer, I needed to be here, working out, working on softball. When I enter the workforce, I might change and I might be more face to face.  

Shane: I think it's a great perspective and we question that, right? We just, we look at it and we're like, okay, is virtual, is it giving? 

Is it giving you the right experience? Is it giving the intern the right experience but does give so much opportunity? That is also back to that, especially if the intern is college athlete as you are. It just makes more sense because you're still in it. You want to have a great. Senior year. You want to win. 

You want to be as good as you can be, and that comes with work, and you need to be able to stay with that commitment [00:31:00] while getting ready for your future career.  

Tonya: Going back to the idea of project work versus time work, there were some times when Campbell was scheduled to be working with us where she was at the doctor or working with the trainer due to an injury that she had this summer. 

So we were able to give her the flexibility to get all the projects done when she needed to get them done, what she needed to do. With her wrist. Right. We knew how important her rehab was to getting back to where she needed to be for her senior year. That goes back to the idea of being open to hiring someone to get a job done versus hiring someone specifically for time. 

Shane: Yeah, and I think it also is another testament to the industry as a whole and this ability to have some balance around career. You spend a lot of years working and a lot of time that you put into [00:32:00] your career and you know, you also wanna have family, you wanna have all kinds of things in the future. 

Getting a little glimpse into, hey. This is possible. This really is possible. I had a conversation with a young man the other day and it was like, yeah, I just wanna make sure that the career gives me the best opportunity to be a father, to be a husband, to be present when I need to be present. I just think that's so important. 

And I was an eighties kid and I come through the. You're supposed to work 80 hours a day or you're worthless. Kind of generational thing. Let's find a better way. I love seeing how this is playing out and cheers to us. That's awesome.  

Tonya: Well, Campbell, thank you so much for joining us today. Thank you for the fantastic job you did for us this summer. 

We really appreciate you. Shout out to the KU softball team. We're gonna be in the College World Series this summer, right?  

Shane: Why not? Why not? Absolutely. Why not us Campbell?  

Cambpell: I'm gonna let you leave us [00:33:00] today with your favorite quote. I don't necessarily know if this is a quote from somebody directly, but my favorite saying is, you cannot be anxious and grateful at the same time. 

So that really has altered my mindset in every single aspect of my life.  

Shane: Attitude's a choice. Make a great one.  

Announcer: Bye y'all. At the Integra Partner Network, we understand that carrier access is the key to your agency's success. That's why Integra offers direct access to top rated personal and commercial carriers, ensuring your agency thrives in today's challenging market. 

And with our comprehensive resources, profit sharing and bonus opportunities, technology and peer support, all while you retain a hundred percent of your book with no penalties to exit Integra, it's ready to empower you and your agency To find sustained growth, find your way to Integra. Visit integra of partner network.com today. 

That's integra partner network.com.