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Voluntary disruption

I would argue that the most influential disrupter to our industry must be the willingness of the broker community at large to adjust, adapt, and embrace our ever-changing market.

By Eric Silverman, David Contorno | Updated on June 14, 2017
I would argue that the most influential disrupter to our industry must be the willingness of the broker community at large to adjust, adapt, and embrace our ever-changing market. Photo: Shutterstock

“Disrupter” is the term most often used to describe health care industry thought leaders like Mark Gaunya of Borislow Insurance in Boston, Massachusetts, and Andy Neary of VolkBell in Longmont, Colorado. These consultants, among many others, have developed and adopted some of the most cutting edge ideas and strategies to help transform how their employer clients view and fund health insurance. And they’ve done it in ways that I have yet to see anyone write about when it comes to voluntary benefits, or as industry veteran Nelson Griswold and I refer to them, enhanced benefits. 

How do you disrupt a side of the employee benefits industry that isn’t likely to see commissions disappear anytime soon? Where rising costs are not adding extreme pressure to a company’s bottom line or an employee’s paycheck? Sure, you could charge an employer a consulting fee to lessen employee cost and offset your reliance on commissions, but then you’re asking an employer to help fund the implementation, education, and enrollment of benefits that are purposely designed to be employee funded with no outlay of employer funds. 

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