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SURVIVAL - How Will Health and Life Insurance Brokers and Carriers Survive in 2013 and Beyond!

The days of slowly and reluctantly accepting change are over for Brokers and Carriers in the Health, Life, and Voluntary Benefit Markets. Forces that are out of their control have taken over!

For decades the Health and Life (H&L) Insurance Markets - Including the Insurance Carriers, Brokers/Agents, and Service Providers - have reluctantly accepted change on an Evolutionary Basis. While competition was stiff, most parties were enjoying a stable and profitable marketplace utilizing the same basic: Plans, Programs and Services; Product Designs; and Marketing Strategies. Their Target Markets - Employers, Employees, and Individuals - were relatively complacent and satisfied with the limited information they were provided through Carrier's Media Promotions and the Brokers and Agents Knocking at their Doors.

Here is a sample of the Evolutionary changes that were reluctantly accepted by the Carriers and Brokers/Agents over the years:

• HMOs - Originally focused on promoting early detection and wellness.

• Cafeteria Plans - Employers offering Employees workplace Benefit Choices.

• Voluntary/Worksite Benefit Choices - Providing Employees the freedom of "Choice" at the own Discretion and Cost on a Payroll Deducted Basis.

• Section 125 of the IRSC - Pre-Taxing Qualified Benefits making the Plans more affordable by reducing the bite of Income and Payroll Taxes.

• Reimbursement Accounts - Medical, Dependent Care, and Transportation/Parking Plans that assist in reducing the cost of essential Plans, Products and Services for Employees. These are tax-advantaged plans.

• Consumer Driven Heath Plans (CDHPs) - Health Insurance Plans that Promote and Support Employees and Individuals in becoming better "Consumers" of Health Care.

• HRAs and HSAs - To Implement with the HDHPs providing a savings component to promote Consumerism.

• HDHPs - High Deductible Health Plans that support the HSAs and HRAs.

• Gap Plans - To assist in off-setting the Risk of High Deductible Health Plans.

• Ancillary Benefits - Non-Insurance Based Employee Benefits that provide additional Employee "Choices" and often Reduce the Costs of Goods and Services for the Employees.

• Wellness Plans - That benefit the Employers and Employees by improving Individual Health and in Reducing Health Care Costs.

For a number of reasons the days of Evolutionary Change are giving way to Revolutionary Upheaval! These include:

> Skyrocketing Costs for Health Care!

> Skyrocketing Increases in Health Insurance Plan Premiums for Employers, Employees, and Individuals!

> Disruptive Change promoted by Entrepreneurs and a Competitive Marketplace!

> The Internet and Search Engines providing Employers, Employees, and Individuals expanded access to Plans, Programs, and Services - as well as their Providers - on a more competitive basis.

> Social/Business Media Driven by the Internet is being utilized by Brokers and Carriers to cost-effectively reach Employers, Employees, and Individuals with information about and access to their Plans, Programs, and Services.