5 Clever Tactics to Use When Dealing with an Insurance Company

5 Clever Tactics to Use When Dealing with an Insurance Company

The purpose of an insurance company is to provide financial compensation that will allow you to get on with life after an accident. However, these companies aren’t eager to meet their obligations, so they often resort to a variety of tactics in order to minimize or even deny your claim completely.

Please note that in some cases, a denied claim is considered an administrative problem and might be taken to court. There is an official appeal process you can follow that would force the insurer to respond. The company should provide you with a guide to the appeal procedure.

The state insurance department can consult you regarding how to behave in this situation. Usually, it’s best to hire a personal injury lawyer who would be able to get your settlement more effectively. Legal professionals have experience in dealing with insurance companies and have a counter for every tactic those use to deny claims.


5 Ways You to Deal with an Insurance Company

You should be aware of some commonly used tactics that insurance adjusters employ to reduce the size of your settlement. When you know what you are going to be dealing with, you’ll be able to fight for your rights (and money) more effectively.

1. Trying to be friends with you

An adjuster is usually a friendly and sympathetic person who can get the claimant to like them. This tactic is used for two purposes. One is that the insurance company’s representative is trying to fish out information they can later use to reduce the value of your case. The other is to talk you into accepting a smaller settlement.

How to deal: Maintain an impersonal, professional tone in all your interactions with the adjuster. Minimize personal meetings with the insurer and direct them to your lawyer.


2. Requiring a recorded statement

Never agree to have your statement recorded by an insurance adjuster, even if they claim this is necessary. Legally, they have no right to demand a recorded statement. However, if you do provide one, they would use it against you in court. Even the most innocuous questions from this ‘interview’ can look damning in the context the insurer would put them into before the judge.

How to deal: Refuse to give a statement and redirect their inquiries to your attorney.

3. Asking you to sign a blank medical authorization

Adjusters ‘sell’ this under the pretense of saving you the time and effort of getting your medical records and filing them yourself. However, it’s a nasty trick that can be used with a devastating effect. For example, the insurer can request your earlier medical statements and make a case that your health problems existed even before the accident.


How to deal: Either manage the records yourself or entrust this task to your lawyer.

4. Requiring unreasonable proof

Insurers often make unreasonable demands, especially regarding proof of wage loss. For example, they might require a mountain of paperwork that specified every single dime you lost due to an accident.

How to deal: Simply bring a legal professional to them and they would force the insurer to abide the actual laws regarding such matters.


5. Pressing for a quick settlement

In many cases, time might show that your injury is more serious than it occurred to be at first. For an insurer, quick settlements are always cheaper.

How to deal: Don’t agree to the first adjuster’s offer. Instead, go through the proper settlement process after your doctor gives you the ‘all clear’.

Hire a Personal Injury Lawyer to Get Your Rightful Settlement

Insurance companies use a variety of tricks to reduce settlements, but they can succeed only because people don’t know the laws well. Hiring an attorney will make it impossible for adjusters to prey on you.

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Melissa Burns


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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.


Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.


Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.


Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.


Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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