J U L Y 3 1 , 2 0 1 3 V O L U M E 6 , I S S U E 2 9

LOOK WHAT ’ S INS IDE :

Randy’s Roundup...

Welcome New Agents

Calendar

Information

President’s/Leaders Conference

Good News! Group Disability is approved in Indiana. Our

kickoff meeting will be held on August 21 in the 1st floor

conference room located at the Territory Office. Please

make sure you’ve RSVP’d to Julie so we have a spot for

you. It is important that you complete your product mastery

prior to the kickoff so you can receive the materials

pertaining to this important product.

Summer Attire: I realize we are in the middle of summer;

I’ve also noticed that some of you are coming to the office

for classes, etc. very casual. I would ask that when coming

to the office that you maintain at least a business casual

appearance. No t-shirts, shorts, flip flops or jeans please.

We have people coming and going for interviews, brokers

coming in, etc. I believe that business dress also helps

keep you in a business mindset. The Territory Office

Guidelines have been updated and inserted in this week’s

newsletter. You can find them on page 6.

Let’s continue to keep the activity high so all of you can take

advantage of the Ca$h for Ca$e$ bonus program.

Remember it runs through August 30.

Have a great selling week.

Randy

Sunset in July, time is flying by….

2 The Rising Sun

Welcome to Colonial Life! We are glad you have chosen a career path that will prove to be successful!

All of us at the Territory Office are here to help you in any way we can to get you started on the right

foot! Our main phone number is 317-456-0501. The following employees are based out of the Territory

Office:

Randy Yurczyk—Territory Sales Manager—317-456-0502

Julie Pruitt—Territory Exec. Asst.—317-456-0501

Jeremy Johnson– Regional Instructor —317-417-2457

Jeff Luxenberg—Territory Recruiter—765-437-2451

Fax— 317-575-9177

Please don’t hesitate to contact any of us!

Propr Webinar for New Salespeople

Get the hang of our website

Every Monday and Thursday at 2 p.m. ET, the Onboarding Services Team conducts a webinar to help our new salespeople get

familiar with the My Colonial Life Propr website.

If you would like to join:

Call: 888.238.7803 / Access Code: 2136933#

3 The Rising Sun

Week 29:

Ryan Ogle

Week 30:

Ryan Ogle

Dwight Gossett

Jeff Brindle

4 The Rising Sun

August 2013 Sun Mon Tue Wed Thu Fri Sat

1 Colonial

College

2 3rd Qtr.

Mgrs.

Meeting

3

4 5 6 Registra-

tion deadline

for CC

7 8 9 10

11 12 Registra-

tion deadline

for Group DI

Rollout

13 14 15 16 17

18 19 20 21 Group

Disability

Rollout 10-

3:30

22 Colonial

College—143

Benefits Coun-

selor Cert.

23 24

25 26 27 28 29 30 31

Colonial College –140 Benefits Counseling

What’s happenin’ in August?

Every Monday and Friday– Prospecting Phone Labs—Monday’s 1:00-3:00; Friday’s 9:45-11:45—888-238-

7803/8275130#

Every Friday—DGA Conference Call—9:00 a.m. 888-238-7803/612656#; ADM Conference Call—Noon— 888-238-

7803/8275130#

August 1—Colonial College—161 Selling to the Employer

August 2—3rd Quarter Managers Meeting—DGAs—9:00 a.m.; DGAs and ADMs—Noon-3:00

August 13-15—Colonial College—140 Benefits Counseling

August 21—Group Disability Rollout/HCR Workshop—10:00-3:30; 1st Floor Conference Room

August 22— Colonial College—143 Benefits Counselor Certification Workshop

PLEASE NOTE: All training, meetings, call clinics, etc held at

the Territory Office are Business Appropriate Attire at all times

unless otherwise stated. Please make a note of this.

5 The Rising Sun

Territory Overview W E E K 3 0 T O P A C H I E V E R S

Territory Week 30:

1 New Case

1 New Contract

Production: $48,644

Territory Quarter to Date:

4 New Cases

7 New Contracts

Production: $102,184

Territory YTD:

33 New Cases

74 New Contracts

Production: $1,126,383

Dwight Gossett

DDM Brindle District

$11,552

Ruth Plant

DGA

$11,272

Jeff Brindle

DGA

$11,103

Ryan Ogle

ADM Brindle District

$5,495

Brenda Bowling-Morrow

ASR Plant District

$3,191

Kris Norton

ASR Brindle District

$1,002

Top District for week 30—Jeff Brindle—$30,197. Way to go Team Brindle!

Those are the kind of week’s we like! Keep ‘em coming!

Top ADM: Ryan Ogle—$5,495. NICE!!!

Ruth Plant—$14,689. Very nice Team Plant! Keep up the solid work!

It is only as we develop others

that we permanently succeed.

-Harvey S. Firestone

6 The Rising Sun

The Colonial Life Territory Office is intended to be a central support hub for new and existing Career Agencies dedicated to the sale of Colonial Life products and services. A training center, prospecting hub, conference room and equipment and technology is maintained for this purpose under the direction of the Territory Sales Manager and support staff. This document provides a set of general guidelines to help Agency Managers and their teams understand the acceptable use of this valuable resource. Failure to cooperate with these guidelines can result in the removal of any Territory Office privileges. In order to maintain Territory office privilege, the following expected habits, patterns and commitments must be agreed upon:

1. DGAs, ADMs and Sales Reps must adhere to all Colonial Life and Territory Policies and

Procedures, including but not limited to: a. Proper professional behavior and a positive attitude displayed b. Appropriate business attire at all times c. Weekly District Reports submitted on time every week d. Other reports submitted timely as requested by the territory e. Weekly conference call participation (DGAs/ADMs) f. Quarterly Management Meeting (DGAs/ADMs) and Territory Event attendance. g. All account and personnel files should be kept secured in a locked room or cabinet. h. Maintain a clean and neat office environment. i. Use of any office resource (i.e., Conference Room, Training Room, and Prospecting

Hub, Table Top Display, Table Cloth and Loaner Laptops) must be reserved through the Territory Executive Assistant, subject to availability. Territory events and training will take priority.

j. DGA/ADM is responsible to supply all product and marketing materials for his/her district.

2. Agency Culture Expectations- Calendared activities to include: a. District Monday Morning Meeting conducted weekly. b. Agent PEP sessions conducted every week c. District sponsored prospecting sessions (business drops) conducted each week d. District sponsored recruiting call clinic and Recruiting Attraction Event conducted weekly e. Participation in Territory sponsored prospecting events, contests, etc.

3. Phone lines and Ethernet cables are not to be unplugged or taken from the office. The kitchen and refrigerator are available to store lunches, drinks, etc. However, it is your responsibility to keep the kitchen area clean and neat (i.e. please wash and put away all kitchen utensils that you use.)

4. Managers will be expected to establish their own office after 6-12 months. Use of the Territory Office is intended to help managers get themselves and their teams on-boarded.

5. Use of the Colonial Life Territory office is exclusively to be used for conducting Colonial Life business solely.

6. Territory office is not able to support unlimited amount of copies made on the Lexmark copier. If more than 50 copies are needed, it will be your responsibility to find outside services such as Kinko’s, etc.

Territory Office Use Guidelines

7 The Rising Sun

DEADLINE TO REGISTER: AUGUST 12

8 The Rising Sun

The Changing Landscape of Voluntary Employee Benefits

Jay M. Jaffe

Jul 12, 2013

One of the fallouts from the Affordable Care Act (ACA) is the increased interest by insurance agents and companies to become more

active in the voluntary employee benefits market. Some of this interest is the recognition that the health insurance landscape has

changed and that one of the natural places to replace health insurance business or expand sales is the voluntary employee benefits

market

But even without the ACA it is likely that the voluntary employee benefits business was destined to change. Briefly, here are some of

the reasons:

∗ Technology

∗ Competition

∗ Market maturity

∗ Predictability

The pace of change in technology is not going to slow down anytime in the future. Paper processing is a thing of the past. The ability

of employees and employers to utilize direct communication devices rather than rely on face-to-face meetings is becoming ubiquitous.

If the voluntary employee benefit business has not already become a self-service industry, it will be soon. Moreover, everyone now

wants to be able to purchase and maintain products from the variety of devices and sources provided by emerging technologies.

Recent announcements highlight the importance of the other three change factors. The increased competition in the voluntary em-

ployee benefits field at least partially results from the maturation of this market, the desires of insurers for more predictable premium

and profit streams as compared to their traditional markets (such as health insurance) and agents’ need to replace lost revenues.

Looking to the near term, it is clear is that The Duck (aka Aflac) is going to face competition from Snoopy (aka MET), The Rock (aka

Prudential) and others. While the entrance of additional carriers may provide some new products for the voluntary employee benefit

market, it may not make much of an impact on the business as a whole because new voluntary employee benefit production is nearly

50 percent takeover cases as reported recently by Eastbridge Consulting. This statistic means that it will be difficult to grow a block of

voluntary employee benefits business if agents and carriers strictly rely on offering products which are basically clones of those of-

fered by competitors and trading blocks of business.

So what is it going to take to grow an employee benefits business? Of course, growth can come from many sources but it is more than

likely that the areas covered next in this article will drive a large portion of future growth in the voluntary employee benefits business.

Moreover, all of these areas are probably intertwined in the sense that anyone of them may be mixed or matched with one or more of

the others.

Regulations: Increased regulations are going to impact affect how employers run their businesses and it is more than likely that US

companies will face a continuing increase in regulations in the future. This doesn’t mean that the formation of new businesses will

decline or that old business will cease, but rather that managers will change how they operate. Third party servicers are going to be-

come more important, particularly for smaller businesses, because they assume the burden for complying with the increasingly com-

plex regulations and requirements of managing employees. These third party managers will also become more of a factor in the vol-

untary employee benefits offered because they can easily reach the employees.

Demonstrable Value: Probably for a long time to come the emphasis for employers will be to handle employees’ health insurance

needs rather than thinking about adding new employee benefits --- even if they are voluntary. Put another way, in order to get busi-

nesses to offer new voluntary benefits it is going to be necessary to be able to demonstrate that such benefits are valuable to employ-

ees and/or employers rather than being just presented as convenient. The criteria to pick products to be offered and then which prod-

ucts from among those in the market place will increasingly hinge on there being a reason for the employers to offer such products.

For example, can a voluntary benefit product help retain employees or reduce employee absenteeism? To the extent possible, em-

9 The Rising Sun

ployers may even want to see quantifiable evidence that the particular product produces results. While this is not always possible, at

least there should be a logical scenario which the employer can see that the product offers value.

Technology: There is a fine line between excessive technology and lack of technology. If a product uses technology which is unproven

or unfamiliar to employees, the product will probably not sell. On the other hand a product which uses outdated technology for delivery

and servicing will probably be shunned by all involved with voluntary employee benefits. Everyone expects that products will take ad-

vantage of new technologies but it is important to select those technology features which add value to the entire process.

Existing Products: Some existing products now being used in the voluntary employee benefits world will be needed regardless of

whether they are described as “like you father’s Oldsmobile.” Life insurance is a good example of such a product. But products can

easily become stale. Freshening up existing old products with something new often will excite employees, employers, and, yes, even

the marketers to stimulate sales of existing products. The need is to modernize traditional insurance products with a new benefit, a

better issue process, improved servicing or something else.

New Products: And, finally, completely new products are going to shape how everyone views voluntary employee benefit programs.

However, new products just don’t mean slightly modifying existing products (which is a good way to describe most new product offer-

ings.) A few disruptive new products are needed if the voluntary employee benefits business is to expand. By definition a disruptive

product is a new product which has a major positive impact on the market. The problem is that most new products don’t work so more

risk takers are needed to invest in new product development to ensure that at least a few disruptive new products emerge from time-to

-time. More than likely, disruptive new products for the voluntary employee benefit market will emerge but these will come from new

entrants and outsiders rather than current major players in this business.

Given the factors likely to influence the direction of the voluntary employee benefits field, an example of the changing landscape for

the voluntary employee benefits business might look as follows. First, a product will be sold, enrolled and serviced electronically and

all of this can be done without much interaction at the place of work. Second, the likely seller will not be a traditional insurance agent

but probably a third party such as a PEO, which already has an established relationship with each employee. Third, the products will

offer tangible and demonstrable benefits which employees can use regularly and not just when they have crises. And, fourth, the new

products will include many non-insurance products or insurance feeling products which will not be formally classified as insurance

which are designed to provide a wider range of benefits as well as avoiding the cumbersome insurance regulatory environment.

In closing, it also needs to be mentioned that the voluntary employee benefits business remains as one of the very few options avail-

able for average workers who need and/or want to have insurance protection. The availability of personal insurance agents to average

workers is rapidly declining. If there is a flow of new insurance agents, it is often people sitting at call centers rather than producers

who have face-to-face contact with prospects. Fortunately, the voluntary employee benefits distribution system and product portfolios

can help to fill this void both in terms of making products available to average workers as well as making the products appropriate and

affordable.

Source: Voluntary Benefits Magazine

10 The Rising Sun

11 The Rising Sun

1st Quarter Winners:

�Jeff Brindle—Gold

�Ryan Ogle—Silver

2nd Quarter Winners:

�Mark Lubbs—Silver

3rd Quarter Winners: 4th Quarter Winners:

12 The Rising Sun

2014 President's Club and Leaders Conference

Show off your Italian shoes

Elegance, craftsmanship and beauty

Step into Italy, and you'll see some of the most beautiful and

elegant shoes in the world. Ladies, your closet won't be the same

after you bring home some Italian shoes. And, men, your suits will

look much more stylish when you wear a pair of Ferragamos.

Walk into a designer shoe store, smell the leather and marvel at

the craftsmanship of a well-made pair of shoes you can only find in Italy.

The Italian word for shoe is scarpa, a word that sounds like the scuff of

leather on pavement.

But you have to qualify for the 2014 President's Club and Leaders

Conference trips to enjoy this experience. Check out the standings on

Propr to make sure you'll be in Italy next year.