Nelson Griswold

As employers start to understand compensation structures, an opportunity will be created for forward-thinking advisers to deliver valuable results and win business.

Innovative advisers are driving two disruptive benefits trends that both improve the quality of care and reduce year-over-year healthcare costs.

Small business units can help you reduce your workload, improve your service and increase profitability.

Advanced next-generation benefits strategies require time and effort to master, but here are some simple steps to implement your plan.

Brokers and advisers must choose either to actively disrupt the status quo or to support it. There’s no middle ground, columnist argues.

Moving to the C-suite is imperative if you want to become one of the advisers winning bigger groups from bigger competitors.

While healthcare admin costs are fixed, claims costs are variable. And with careful management, you can reduce this second bucket by 15% or more.

Brokers can generate client savings by focusing on frequency and severity of claims.

Independent Davids are winning accounts by using strategies and techniques they call NextGen benefits. Here’s how it works.

With absurd price disparities in healthcare costs, smart employers are refusing to accept disgraceful aspects of the benefits and healthcare status quo.

With absurd price disparities in healthcare costs, smart employers are refusing to accept disgraceful aspects of the benefits and healthcare status quo.

What does the future hold? At the very least, it’s the beginning of the end for some of these dinosaurs.

What does the future hold? At the very least, it’s the beginning of the end for some of these dinosaurs.

To provide real cost savings for their employer clients, next-generation benefits advisers are casting off the health insurance carriers and abandoning the traditional way of procuring healthcare.

Advisers paid on commission often have conflicting interests. Performance-based pay resolves them in the clients’ favor.

Leading advisers are able to reduce the cost of employee healthcare by taking a vested interest in the quality and expense of medical treatment.

Small firms win letters of record by speaking the language of the CFO and putting their compensation on the line, explains columnist Nelson Griswold.

Smart agency leaders are reworking their strategy to stop contending with other firms in their market.

One key point on the journey toward success is to avoid operational HR leaders and track down prospects’ CFOs first, says columnist Nelson Griswold.

There are three key components to this type of thinking, says Nelson Griswold: innovation, investment and implementation.