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The healthcare system will not change itself. Progress will come from employers and advisers choosing to break old habits and build something better together.

Inclusive benefit design builds trust, drives preventive utilization and replaces reactive cost-shifting with proactive value creation. 

The companies that thrive will be those that treat layoffs as a last resort, embrace pay transparency and balance fairness with flexibility.

The opportunity ahead is about building the same kind of thoughtful, documented, process-driven governance in health care that transformed retirement plans.

Treasury deposits into Trump Accounts held by today's newborns until retirement could grow to $799.5 billion in total incremental retirement savings.

Forward-thinking advisers are embracing self-insurance, supply-chain management and a more consultative approach as they align benefits with overall business strategy.

Medical plan cost increases or adjustments will require increased employee education, providing an opportunity to reinforce health literacy.

Savvy brokers are building scalable, strategic momentum with coordinated, high-performing blocks that feature the right employers.

Understanding employee sentiment allows leaders to set realistic goals that match the current moment and build a foundation for future trust.

Helping clients define what constitutes top talent can set the stage for shifting the best employees to better roles.