FOCUS ON SUITABILITY!FOCUS ON SUITABILITY!
The News aNd Ideas MagazINe for The ageNTs of LIberTy NaTIoNaL aNd UNITed aMerIcaN
Edition iii - 2010www.libnat.com
GoinG thE Extra MilE … Liberty Agents Who CAre› PAge 8
SECond Six-Month diViSional ContEStCostA riCA here We CoMe!› PAge 9
SEnior SEMinarStiPs For sUCCess With seniors› PAge 11
› PAgeS 6 & 7
liBErtY nationalsince 1900, we’ve grown into
one of the nation’s leading insurers with more than
200 locations and thousands of representatives in locations
nationwide. We believe in personal, one-on-one
hometown service for insurance. And that’s the
way it ought to be.
www.libnat.com
UnitEd aMEriCansince 1947, United American insurance Company has been
meeting the public’s life and health insurance needs.
We are a leader in individual life and supplemental health
protection. We are totally committed to meeting
customer needs through personal,one-on-one
Agent service and complete home office customer
support. you can count on UA to do what it says it will do.
www.unitedamerican.com
torCh StaFFEditor
roberta boyd [email protected]
Staff WriterChristie gibson
Staff WriterJaime Jones
Graphic designerCal slayton
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edITor’s NoTes Published by Liberty national Life insurance Company for the dissemination of information to its Agents.
Prior permission must be obtained from Liberty national and United American insurance Companies
for reproduction or other use of material herein.
UA RATE APPROVALS United American has received approval for a 3.00 percent premium rate increase for new business and renewals for Freedom Signature Series (GSP3) and Independence Signature Series (GSP3A) in the following states:
Freedom Signature Series (GSP3): Arizona, Colorado, Delaware, District of Columbia, Iowa, Illinois, Louisiana, Michigan, Mississippi, Missouri, Nebraska, Oklahoma, South Carolina, Tennessee, Texas, West Virginia, Wisconsin, and Wyoming.
Independence Signature Series (GSP3A): Arizona, Colorado, Delaware, District of Columbia, Iowa, Louisiana, Michigan, Mississippi, Missouri, Nebraska, Oklahoma, Texas, Wisconsin, and Wyoming.
The new business effective date was July 1, 2010.
REMINDER: GSP3 and GSP3A are only available for sale prior to Sept. 1, 2010.
ATTN: UA KENTUCKY AGENTS United American has received new rate approvals for the Common Sense Plan (CS1) in Kentucky.
Go to www.unitedamerican.com/logon at UAOnline to access and download the new rate card.
The new business effective date was August 1, 2010.
Reminder: CS1 is only available for sale prior to Sept. 1, 2010.
NEW BUSINESS TRANSMITTAL FORM Effective immediately for converted Liberty and UA Branches, Agents selling Platinum PLUS™ Medicare Supplements must submit the Liberty National New Business Transmittal Form (L1080) with new Platinum PLUS Medicare Supplement applications. This new form is required for data processing and accounting purposes, as well as to keep Liberty and United American new business separate. All Platinum PLUS Medicare Supplement applications must be sent to the McKinney Home Office.
When submitting other UA health business, continue to use the Branch Office New Business Submission (BO-NBCL), which can be downloaded at UAOnline at www.unitedamerican.com/logon.
Agents can download an Excel version of the Liberty National New Business Transmittal Form (L1080) by going to www.libnat.com, ‘Agent Services’, and clicking on ‘Medicare Supplement’.
Contact [email protected] with any questions.
GUIDE TO GROWTH The Guides to Growth and Informational Booklets for Agents, Unit Managers, and Branch Managers have been updated and are available at www.libnat.com, ‘Agent Services’.
The updates address recent changes in compensation. These include the addition of health premium to the bonus calculation, new blended DCN and QOB tables, and the change in the Unit Manager’s production bonus, reflecting the move to an eight-week rolling average.
ATTN: LIBERTY BRANCH MANAGERS A new recruiting management tool is available to help you track and manage your Branch’s recruiting efforts at a glance. The Branch Pipeline Form allows you to track recruits’ progress from the date of first contact through eligibility for employee status, and important milestones in between.
To access and download the Excel spreadsheet, go to www.libnat.com, ‘Agent Services’. In the left column under ‘Recruiting’, click ‘Recruit Tracker’.
WORKSITE SALES Our products are exempt from compliance with certain requirements mandated by the Employee Retirement Income Security Act (ERISA) because they fall under ERISA ‘safe harbor’. However, in order to maintain that exemption, we must comply with the safe harbor rules, one of which is that the employer cannot purchase or pay for the employees’ coverage.
Remember, employers cannot pay premiums through bank draft or payroll deduction.
ATTN: LNL FLORIDA AGENTS Platinum Savers™, Liberty’s optional, noninsurance discount medical plan has been approved for sale in Florida. This plan is available to Medicare Supplement policyholders for a separate monthly fee of $6.95 and affords the primary plan member access to “Automatic” Claims Filing® PLUS (ACF PLUS). Go to www.libnat.com, ‘Agent Services’, ‘Medicare Supplement’, ‘Other Related Products’ to access the Platinum Savers Marketplace Bulletin and other related material.
torCh edITIoN III - 2010 3
edITor’s NoTes Published by Liberty national Life insurance Company for the dissemination of information to its Agents.
Prior permission must be obtained from Liberty national and United American insurance Companies
for reproduction or other use of material herein.
ADVERTISING GUIDELINES Although an individual has the best intentions, anything he or she places on the World Wide Web can be viewed on the Internet in ALL states, which could violate laws in states with which you may not be familiar. Such an action would result in a liability risk for our Companies, which might lead to substantial fines or other legal action.
Our Companies prohibit the use of individual Agent and/or Branch websites. If you or any Agent have a personal website (including a page on MySpace, Facebook, etc.,) for your Branch, you must discontinue using it – IMMEDIATELY. Use of any personal Internet sites could result in a liability risk for our Companies and be grounds for immediate termination.
As a Liberty National or UA Agent, you must get Company approval before using any advertisements, letters, postcards, brochures, etc., not already approved and provided by the Company. Company approved TV, newspaper, radio ads, and preapproach letters are available for immediate use at www.libnat.com, under ‘Agent Services’ and at UAOnline.
Before submission to the Home Office for review and approval:
• Submit a clear copy of the ad with a completed Advertising Submission Form (F5985) to your Branch Manager for review. If the ad adheres to Company Advertising Guidelines, the Branch Manager signs the Advertising Submission Form and faxes the material to the Compliance Department at 972-569-3728. The Submission Form, which can be downloaded under ‘Agent Services’ and at UAOnline can also be scanned and e-mailed with the material to Compliance at [email protected]. If the ad does not adhere to Advertising Guidelines, the Branch Manager returns it to the Agent for revision before he/she submits it to the Home Office.
• All ad submissions must include the approved Liberty or UA Logo. It is available for download at www.libnat.com under ‘Agent Services’ and at UAOnline.
• The full Company name, – Liberty National Life Insurance Company or United American Insurance Company – must be included in the ad, preferably near the top.
• Medicare Supplement advertisements must include the Medicare disclaimer in no smaller than 10-point type: Liberty National
Life Insurance Company is not connected with or endorsed by the U.S. government, federal Medicare program. Social Security, or any other government agency.
• All ads must include the standard solicitation statement: This is a solicitation for insurance. You may be contacted by an Agent representing Liberty National Life Insurance Company or United American Insurance Company.
• Charts or lists of product rates are prohibited. If you include specific references to rates, you must include the product, state, age, gender, and payment mode to which the rate applies.
• Ads must not include or infer comparisons of Liberty National or United American to other companies, competitors’ products, ratings, benefits, services, etc.
• Clearly identify products you mention and include policy type and policy form number.
• Avoid industry terms and acronyms the average person doesn’t know. Avoid vague or misleading terms like ‘the best’, ‘the only’, and ‘comprehensive’, which is often used in reference to major medical coverage.
• Statistics must be no more than two years old and must be referenced at the bottom of the ad or within the body of the copy.
• Use the most current ratings. Find them at www.libnat.com, under ‘Agent Services’, ‘Advertising Guidelines’ and at UAOnline.
• Optional, noninsurance discount medical plans, like Savers Plus® and UA Partners®, are offered for a separate fee. These discount medical plans are not insurance and are not a part of any insurance policy. If you mention them within your ad copy, always put them last, refer to them as optional noninsurance discount medical plans, and make it clear they are not part of any insurance policy.
• Advertising review is every Wednesday at the Home Office; an ad must be received by Monday at noon to be reviewed that same week. Please allow two to three weeks for review and decision.
• All communication concerning ad submission and approval is between the Home Office and the Branch Manager.
• If state approval is required, ad approval can take up to 90 days.
• WHY WAIT? USE ALREADY APPROVED MATERIALS!!
Change Creates opportunity!Reform means change. The new Medical Loss Ratio (MLR) requirement of 80 percent for the individual and small business market and 85 percent for big business coverage put in place by healthcare reform will have increasingly far-flung implications for many insurers. Because of this requirement, United American can no longer profitably offer several of its under age 65 supplemental health products. As previously announced, UA’s Common Sense Plan (CS1), Good Sense Plan (GSP1), FLEXguard Plus (GSP2), Freedom Signature Series (GSP3), Independence Signature Series (GSP3A), HSXC, MMXC, MSXC, SHXC, SMXC, and SSXC will not be available for sale as of Sept. 1, 2010.
What does our portfolio change mean to Medicare Supplement sales? Medicare Supplement sales have traditionally played a prominent role for United American. With UA’s portfolio change, the recent introduction of Platinum PLUS for Liberty National, and the steadily growing Senior population, Medicare Supplement sales will have great significance for Company growth and profitability.
Approximately 47 million people in the United States are enrolled in Medicare, and about 25 percent of those are enrolled in Medicare Advantage plans. MA plans were hit hard by healthcare reform. Beginning in 2011, the federal government will substantially cut funding for MA plans to try to bring expenses in line with traditional Medicare. According to a recent government survey of Medicare Advantage insurers by the Energy and Commerce Committee, two-thirds of MA plans fall short of the newly required 85 percent loss ratio, which means more than 15 percent of their premium dollars went to profit, marketing, and other corporate and administrative expenses – not to medical expenses. In contrast, 98 percent of traditional Medicare’s money is spent directly on medical care. According to committee chairman, Henry Waxman, “This report shows Medicare Advantage insurers are squandering billions of dollars on overhead costs – in fact, they spend ten times the amount per beneficiary as traditional Medicare.”
Another problem for MA insurers is the 5-Star Rating System. A few years ago, the federal government began rating Medicare Advantage plans using a scale of one to five, with five being the best. The system was created to help Seniors make more informed choices. Under healthcare reform, the rating system will be used to award bonuses to the best plans, and MA companies will have an incentive
to shed areas with low satisfaction and high complaint ratios, spurring even more disenrollments. But the rating system means little, if anything, to most Seniors, who choose their Medicare Advantage plan based on cost and access, not ratings. The vast majority of MA members are not in highly rated plans because the plans are not available in their areas, so bonuses make little sense and do not benefit Seniors. They only add to the cost of MA plans. MA plans’ gross overspending and inability to meet the 85 percent MLR means many more Medicare Advantage insurers will continue leaving the marketplace as several have already. That means millions of Seniors may be turning back to Original Medicare and looking for a traditional Medicare Supplement.
Our Platinum PLUS High Deductible Plan F (HDF) may be the right fit for many former MA plan members who are healthy and want to maintain a highly affordable premium. It is also particularly attractive to Seniors turning 65 who are coming off major medical plans with high deductibles. If they spend money on a Plan F and have few claims, they have, nonetheless, still paid a higher premium. With an HDF lower premium, they have an opportunity to keep the difference in premium and contribute some part of these savings to our optional Reserve Fund Annuity at a three percent interest rate, which exceeds the return on most bank accounts and CDs.
When you sell an HDF plan (instead of a Plan F) with an optional Reserve Fund Annuity, it allows the customer to fund their annual deductible amount through a Company vehicle, while earning a very competitive three percent interest rate on their deposits. The RFA allows the Company to pay the policyholder’s medical expenses before their policy benefits take affect, using customer funds from the RFA. Even with the $50 minimum monthly allocation to the RFA, the customer spends less overall than if they had purchased a plan F by itself. That frees up money for them to purchase additional coverage they may need. And that can result in additional commission for you, not to mention a well-cared-for customer! Be sure to see the article on pages 6 and 7 that elaborates on the value of HDF and the RFA.
What’s ahead for Liberty’s Worksite sales? The U.S. economy still may be struggling, but employers’ interest in voluntary benefits isn’t. According to Eastbridge Consulting Group, leading consultants in the worksite marketplace, “As employers’ budgets have been squeezed and health insurance costs have continued to rise, the role of
andrew W. KingPresident and
Chief Marketing officer
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PersPecTIve
continued ...
Change Creates opportunity!voluntary benefits has grown. We have heard from employers who believe in the importance of voluntary benefits, and these employers expect 2010 to be a good year.”
In a survey of more than 500 benefit managers in businesses ranging from 10 employees to thousands of employees, Eastbridge found the percentage of employers offering at least one voluntary benefit increased during the last three years. Today, 66 percent of all employers offer at least one voluntary benefit, and employers with 10 to 100 employees (Liberty’s target audience) have seen the most growth in recent years. The Eastbridge survey showed the average number of products offered by an employer is three to four, but some employers surveyed offered as many as 12.
For many companies, employer-sponsored benefits are hanging by a thread. Year after year, employers of all sizes have watched their employer-sponsored benefit costs skyrocket. Although cost increases have lessened the past few years, the cost and anxiety level is still high. With uncertainties generated by healthcare reform, many employers remain skeptical about their future benefit programs. How will healthcare reform affect them? Will they be fined if they don’t provide benefits? How much will they be fined? Do their current benefit offerings meet federal requirements? What are their obligations under the new law?
Most of the government healthcare reform regulations for primary health plans apply to companies with 50 employees or more. Many of the employers with whom we work don’t fall into that category. Yet, concern is high among all employers regarding employer-sponsored benefits. As a result, due to potential tax savings, more employers than ever are drawn to voluntary benefits’ variety of plans that enhance employees’ coverage at no cost to the employer. A voluntary benefit offering can give their employees some degree of benefit stability, regardless of what happens in the future. In the Eastbridge year-end 2009 Confidence Index Survey, 84 percent of those who responded thought voluntary benefit sales would increase in 2010. And, as fantastic news for all of us at Liberty, according to a recent survey by a New York-based human resources consultant, life insurance is still the most popular voluntary benefit offered – and all of us agree that our Group Term Life product is unique in its structure as compared to competitors’ products.
Get your foot in the door with the $3,000 Accidental Death Policy, and our Group Term Life will practically sell itself. We offer many products on a pretax basis … Cancer, Hospital Income, Hospital Intensive Care, Accident Protector Plus … the list goes on. Purchasing benefits pretax creates tax savings for both employers and employees. And selling voluntary benefits creates financial rewards for Agents. But, all our sales, both individual and worksite can have an added dimension. Please read the article on page 8 that reflects the selflessness of our Agents and the value of our Company to the community.
Source: http://www.kaiserhealthnews.org/Stories/2010/June/15/Rating-System-For-Medicare-Advantage-Plans-Slated-For-Upgrade.aspx
andrew W. KingPresident and
Chief Marketing officer
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PersPecTIve
Focus on suITABILITY!
WHAT’S THE BEST FIT FOR YOUR CUSTOMER?
High Deductible Plan F (HDF) is an excellent supplement for prospects who:
• Are relatively healthy
• Do not anticipate high-dollar claims
• Have financial resources to cover the annual deductible
WHY DOES AN HDF POLICY MAKE GREAT SENSE FOR YOUR HEALTHY CUSTOMERS?
• After they pay the annual deductible ($2,000 in 2010), they receive the quality benefits of a standard Plan F, but at a substantially reduced premium.
WHY DOES A RESERVE FUND ANNUITY (RFA) MAKE GREAT SENSE FOR YOUR HEALTHY CUSTOMERS WHO PURCHASE AN HDF POLICY?
• Money deposited into an RFA can simplify medical expense payments for customers before they meet their annual deductible.
• If they open and fund an optional RFA with a guaranteed three percent interest rate – superior to most certificates of deposit – the Company will use these funds to pay medical expenses before their policy benefits take effect.
• The Reserve Fund Annuity can be a financial growth vehicle if customers have no medical expenses or only a few small ones.
• Few, if any, other insurers offer a Reserve Fund Annuity that can be used with a high deductible plan to pay medical expenses before plan benefits take effect. It’s one more way to enhance the Company’s value to your customers.
The most important question to ask when selling a Medicare Supplement is, “Is this product the most suitable for the needs, lifestyle, and financial situation of my prospect?” Do they travel frequently? Do they anticipate frequent hospitalizations? What out-of-pocket medical expenses have they had in the recent past? Do they see specialists frequently for chronic health issues? What is their current financial situation?
The answers you receive from your prospect to these and other questions will determine which Medicare Supplement best suits their needs. Because suitability for the prospect is the most important factor in the sale, take time to determine which policy best fits their lifestyle and pocketbook. When the customer purchases the right policy for their needs, they keep it. As a result, your persistency climbs and that residual income keeps rolling in year after year. Suitability and persistency go hand in hand.
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hIgh dedUcTIbLe PLaN f
Purchasing an HDF policy and funding an RFA can be a great fit for the right customer, but what about the Agent? It’s important to consider the big picture. When you sell an HDF plan instead of a Plan F, the customer saves premium dollars. That money can be reallocated to buy additional coverage, and that means additional commission for you. Depending on what additional coverage you sell the customer, you can end up making more commission dollars selling the HDF and allocating saved premium dollars to other valuable products your customer needs. For example, when you add a whole life policy to the HDF sale, you potentially could earn up to 50 percent more in total commission.
Purchasing an HDF policy and opening an optional Reserve Fund Annuity to fund and pay medical expenses makes great sense for customers for whom the policy is a suitable fit. Consider the following example:
A healthy, female nonsmoker in Texas turning 65 purchases a Plan F for a $183 monthly premium (area 2, attained-age pricing). If the same female instead purchases a Plan HDF for a $57 monthly premium, she saves $126 a month in premium.
$183 Plan F premium
- $57 Plan HDF premium
$126 monthly premium savings
What can she do with that money? She can keep it, or she can open and fund a Reserve Fund Annuity to help pay her medical expenses before her HDF policy benefits take effect! After she makes the minimum monthly deposit of $50 to the RFA, she still has money left.
$126 monthly premium savings
- $50 minimum monthly deposit in RFA
$76 remaining savings
What can she do with that money? She can keep it, or she can put additional money into her Reserve Fund Annuity to fund her $2,000 annual deductible more quickly, or she could purchase additional coverage, such as a whole life policy to help pay her final expenses, and potentially still have money left.
$76 remaining savings
- $41 monthly premium for Liberty $5,000 Whole Life policy *
$35 remaining savings
What can she do with that money? She can keep the remaining $35 each month for an additional $420 of spendable annual income!
When it’s a good fit, selling a Plan HDF rather than a Plan F is a no-brainer:
• Once the deductible is paid, the customer has the quality benefits of a Plan F at a substantially reduced premium.
• She has the added value and convenience of the optional Reserve Fund Annuity to help pay her medical expenses before benefits kick in.
• She can choose to purchase additional insurance if she needs it.
• She even has a little left over each month.
• And you have one very satisfied customer!
When an HDF Plan is not appropriate for the customer, offer other quality Platinum PLUS Medicare Supplements that may be more suitable to your prospect’s needs.
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* Rounded to nearest dollar
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recogNITIoN
GoinG thE Extra MilE …
Branch 49 Agents Corey Hulsey and Yoly Dale worked with hundreds of employees at Koch Foods in Gadsen, Alabama. But one face sticks in their minds … Jonathon Soto, a bright and energetic 26-year-old, who, despite the language barrier, always made a point to stop and say hello to them. After a few months of bright smiles and short conversations, Corey and Yoly learned that Jonathon had been diagnosed with terminal brain cancer.
The disease quickly took a toll on both Jonathon and Jose, Jonathon’s uncle and caretaker. Financial problems piled up, and Jose was in over his head. One day in March, Corey and Yoly were at the plant when they learned the employees at Koch Foods had collected donations for Jonathon and his family. When Jonathon’s boss came in with the brown envelope of donations, Corey knew why he was at the plant that day. Corey quickly contributed, not hesitating for a minute. “I’m a firm believer that everything happens for a reason,” Corey says. “I know if I were in that situation, I would greatly appreciate the help.”
Later that night, Corey and Yoly visited Jonathon’s house and saw the hardship first-hand. Jose had quit his job to care for his nephew, but the day-to-day tasks of caring for Jonathon had worn him down and left him both sad and exhausted. Noticing empty kitchen cabinets and a bare refrigerator, Corey and Yoly went to the store and bought food for Jonathon and his uncle. “That was the least we could do,” Corey says humbly. Confirming Corey’s belief that everything happens for a reason, Yoly luckily was there that night to translate for the hospice workers. Fluent in Spanish, she was able to tell Jonathon’s uncle what hospice had been trying to communicate to him for days. Sadly, Jonathon passed away the next morning. But Corey and Yoly will
always remember Jonathon’s valiant fight against this insidious disease. “I tell people all the time how hard it is to deal with a loved one who is sick, but I was in awe seeing it first-hand,” Corey says.
Corey and Yoly’s simple acts of kindness surprised Jonathon’s family and employees at Koch Foods. But, for Corey and Yoly, it was simply the right thing to do. “If we insure someone, we are going to take care of them,” Corey says. “That’s the kind of people and Company we are.”
Branch 24 Agent Mildred Jackson received notice in 2001 that her longtime policyholder, Mr. Daniel, was planning to cancel his cancer policy. After losing his wife, Mr. Daniel was grief stricken and forced to reevaluate his finances. In his eyes, the policy that his wife had purchased for them was no longer necessary. Mildred quickly penned a letter to Mr. Daniel, telling him the importance of his policy and how it could benefit him. “I tried to make him understand that if something happens to him, he won’t have his wife to fall back on,” Mildred says. After several phone calls, Mildred convinced Mr. Daniel to keep his coverage. This was a blessing in disguise because a few years later, Mr. Daniel received some devastating news. On December 23, 2006, Mr. Daniel and his family learned that he had stage-three lung cancer. He fought the disease for three years before passing away December 22, 2009.
Mildred’s determination allowed Mr. Daniel’s family to focus on him and not worry so much about finances during their difficult time. Mr. Daniel’s daughter, Karen Snider, credits Mildred for convincing her father to keep the cancer policy at a time when he needed it most. Mildred says one-on-one customer service has always been important to her. “That’s the way I came into this Company, and that’s the way I will go out,” Mildred says.
Through these Agents’ selflessness and determination, they were able to help their policyholders in a way few Agents have the chance to experience. In a world where ‘talk is cheap’, these acts of kindness and concern meant so much to those who received them. Agents like Corey, Yoly, and Mildred make us all proud to be part of Liberty National.
At Liberty National, we know the support and sense of family we get from being part of such a great Company. But compassion and caring extends beyond our Branches. Whether it’s our favorite policyholder or the stranger at the grocery store, we strive to help. It’s part of the job description at Liberty National, and we wouldn’t have it any other way. We want to recognize a few members of our Liberty family for their acts of kindness and concern. Let their stories be reminders of why we do what we do.
Yoly Dale Corey Hulsey Mildred Jackson
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Imagine clear, blue skies that go on forever; lush, tropical foliage mixed with vibrant shades of pink and orange blossoms; warm white sands and shimmering, crystalline water. Sound like Paradise?
It’s Costa Rica, possibly the closet thing to Paradise here on earth and destination for the winners of the Second Six-Month Divisional Contest. Whether or not you are accustomed to world-class standards of service and luxury, you’ll feel right at home at Paradisus Playa Conchal. The staff is superbly trained and multilingual, providing a level of service that is unsurpassed.
The beach at Paradisus Playa Conchal is a unique stretch of seashells and volcanic sand and is a magnet for sun worshippers. It stretches in wide areas along the bay, also providing easy access to kayaks, wave runners, diving, and sport fishing. For pool lovers, the Resort features one of the largest free-form pools in Central America. Lined with lounge chairs, the spectacular lagoon-shaped swimming area with center Jacuzzi meanders among lush foliage and swaying palms.
At the end of the day, relax completely. Enjoy a superb dinner in one of the Resort’s fabulous restaurants, sip a glass of wine with your special someone, and be entertained by professional performers with live music in a variety of different shows.
Production dates for Liberty National Branches are July 2 - Dec. 31, 2010, and for current and converted United American Branches July 5 - Jan. 3, 2011. Get started, ‘cause time is going by! We want you to join us for this luxurious escape to the lush rain forests of Costa Rica.
Get ready … Paradise is waiting!March 31 - April 3, 2011
secoNd sIx-MoNTh coNTesTParadisus Playa Conchal “Where enchanting MoMents aWait You”
www.paradisus-playa-conchal.com
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ageNT ProfILe
IS THERE LIFE AFTER FOOTBALL? YOU BET!!For many NFL players, life after football is about rest and relaxation. However, this is not the case for Corey Hulsey, an Agent in Liberty National’s Branch 49 and former NFL guard.
Corey was born in Lula, Georgia July 26, 1977. Growing up in the country as one of five children, there was always something for Corey to do. Corey says that in between sports, hunting, camping,
and fishing, he would do anything to make a little extra money. He learned the value of hard work at a young age when he helped out on his uncle’s farm.
Sports played a big role in Corey’s life from the beginning, but it wasn’t until high school that football caught his attention. Active in both wrestling and track and field, Corey credits the balance he learned in both sports to his success on the football field. Recruitment letters to play college football began filling his mailbox his sophomore year, but Corey says he was too young for that reality to set in. “It was funny, until my senior year, it never dawned on me to go to college,” Corey says.
Corey signed with Clemson University and was a Fighting Tiger for three years until he was drafted to the NFL. Corey headed north and entered the professional arena as a Buffalo Bill. Three years later, Corey moved to the golden state and was an Oakland Raider for four years. “Before I was in the NFL, I thought everybody liked everyone,” Corey says. “But there is always a guy right behind you who’s pushing for your spot.” Corey says it’s the work ethic he learned in football that has helped him reach the success he enjoys today. “Insurance and football are very similar,” Corey says, “except it doesn’t hurt anymore when I wake up.”
While Corey can see the similarities now, he wasn’t sure he was the right fit for the insurance industry. “Man, you’ve lost your mind if you think I can sell insurance,” Corey said to his neighbor when the neighbor tried to get Corey to break into the business. But, his neighbor was right. Corey joined Liberty in February 2009, and in his first year with the Company shattered records by earning almost twice the amount of normal earnings for a first-year Agent.
“In football, you couldn’t say no … you did what you had to do to get the job done,” Corey says. “It’s the same with insurance. If you don’t get out of bed and find your next
client, you don’t get a paycheck.” Corey now has traded early morning practices for early morning meetings at his Branch, and his ‘get the job done’ attitude on the football field easily transferred to his career at Liberty National.
Corey says this mindset has always been second nature to him, and his love of helping others is in his genes. Corey’s grandfather was a preacher and visited members of his church when they were sick. “I guess I got that from him,” Corey says. “I’m not a preacher, but I’m walking in my grandpa’s shoes. It makes me feel good, and my clients like to see me. That’s why I love it.” Corey’s love for people is evident from the self-proclaimed guy who can “talk to a stop sign all day.” Says Corey, “My favorite part of the job is reaching that comfort level when you sit down with the customer. I want to get to know the family and learn how I can help.”
Because Corey has made the transition from protecting the quarterback in the NFL to protecting and preparing families for the unexpected, his future shines bright! Corey works hard to provide for his family and says they are his motivation to succeed.
IS THERE LIFE AFTER FOOTBALL? YOU BET!!
SENIOR SEMINARS WoRK!
Practice: If you are new to the seminar circuit, practice at home or in front of colleagues first. The bathroom mirror is an excellent audience for an untried seminar leader!
Look professional: You can never look too professional when speaking in front of a group of Seniors. Even if their background is not professional, they will give your presentation more credence if you look like you are.
Prepare: Make sure your equipment and materials are organized and in working order, whether you’re using the Laptop Presentation, a PowerPoint presentation, or simple handouts. And always have a backup plan in case something goes wrong. Keep slides and presentation materials simple and easy to read. Forget slides with complicated numbers, large tables, or complex graphs. KISS is the formula for the day (Keep It Simple, Salesperson!).
State objectives and goals: Make it clear that you are there to help attendees gain a better understanding of the new 2010 Medicare plans, to answer questions they have, and to set up individual meetings to give them more detail and personal one-on-one attention.
Speak clearly at a comfortable pace: When you start speaking, always ask if the people in the back of the room can hear you clearly. Remember, some Seniors have hearing issues, and you don’t want to lose someone’s attention because they can’t hear you.
Don’t read anything verbatim: Know your material well enough that you can talk directly to your audience most of the time.
Don’t make distracting gestures: Fidgeting with a pointer, rocking back and forth, scratching your forehead, or flipping imaginary lint off your sport coat can be distracting.
Make eye contact: If you speak directly to an individual, it will help to create a feeling of trust and intimacy. But, be sure to visually target many different individuals throughout the course of the seminar.
Use humor sparingly: Humor has a place in almost every situation, but you want participants to remember the information you presented, not the jokes you told.
Relax: Whether you’re a novice or a veteran speaker, try to stay calm and relaxed during the presentation. If it helps, use the buddy system. Ask a fellow Agent to work with you. If you’re male, ask a female, and vice versa. Presenting both a male and a female perspective may make your audience more receptive to what you offer.
Use only preapproved materials: Presenting material to Seniors is considered advertising, and, in most states, requires approval from the Company and the state’s Department of Insurance. If the material you are planning to use has not been preapproved, submit it early to the Compliance Department so it can be approved before use.
Source: http://home.sandiego.edu/~kaufmann/envi_mars495/envi_mars495_handout.html
Senior seminars are a great opportunity to reach many prospects at one time. But the conclusion of the seminar is when selling really begins. That’s the time to create your one-on-one contacts and set up appointments for home visits. Here are a few ‘Do’s to make your seminar more successful and improve your chances of taking the next step toward making the sale:
torCh edITIoN III - 2010 11
seNIor seMINars
Qualifiers and/or torch Club honorees must meet applicable Company Minimum standards and Qualifications for Production, Qob/DCn, and recruiting to attend torch Club and/or be recognized in our Company magazine.
liBErtY lEadErS - top pErForMErS in total apthe following producers represent the top 20 branch Managers, Unit Managers, and Agents
in year-to-date total annual premium production through June 2010.
top 3
BranCh ManaGErS Unit ManaGErS aGEntS1. Tim Aderholt #49 $1,057,541
1. Craig Wilson #49 $392,399
1. Corey Hulsey #49 $212,559
2. Howard Ralston #86 $939,816
2. David Brooks #117 $259,985
2. Jeff Lones #9 $123,591
3. Brian Cannington #40 $722,032
3. Bradley Gray #129 $224,538
3. Serge Clouatre #49 $97,632
torCh edITIoN III - 2010 12
ToP ProdUcers
4-10
11-20
BranCh ManaGErS Unit ManaGErS aGEntS 4. Jason Everett, #170 ................ $660,533 5. Ricky Beard, #129 ................... $575,337 6. Angela Hanson, #15 ............... $538,732 7. Jason Adams, #176 ................ $468,774 8. Lonell Plyler, #117 .................. $444,483 9. John Brooks, #5 ...................... $407,782 10. John Hadder, #140 ................. $382,675
4. Billy Yeomans, #40 ................$224,089 5. Rachel Fenz, #670 .................$219,897 6. Melissa Nuckolls, #170 .........$219,572 7. Brandon Herndon, #86 .........$210,072 8. Chris Camp, #144 .................$207,485 9. Charlie Rush, #32 ..................$206,876 10. Justin Ferguson, #74 ............$204,703
4. Yoly Dale, #49 ..............................$96,997 5. Kenny West, #49 .........................$89,084 6. William Hammons, Jr., #165 ......$87,497 7. Daniel Hunter, #28 ......................$80,042 8. Douglas Lavender, #17 ...............$75,212 9. Pam Stanton, #170 .....................$72,295 10. Alan Goforth, #10 .......................$69,954
BranCh ManaGErS Unit ManaGErS aGEntS 11. Owen WIlson, #46 ....................$355,332 12. Jason Perry, #117......................$337,743 13. Alan Spafford, #674 ..................$331,569 14. Tony Carter, #9 ..........................$328,456 15. Jeffrey Miller, #178 ...................$312,946 16. Eddie Milner, #2 ....................... $310,608 17. Keith Mitchell, #58 ....................$300,941 18. Tom Botts, #645 .......................$288,195 19. Sherri Young, #77 ....................$285,324 20. Tony Lindsey, #48 ....................$279,305
11. Chad Essary, #129 ....................$198,983 12. DeWayne Hilliard, #139 ............$195,163 13. Spring Redner, #57 ...................$193,032 14. Catherine Meinecke, #176........$189,720 15. Deborah Sanders, #165 ............$189,118 16. Philip Nichols, #10 ....................$188,792 17. Mark Russell, #46 ......................$183,440 18. Kirk Butler, #18 .........................$181,904 19. Julie Henson, #7 ........................$179,303 20. Tonya Woodson, #46 ................$172,718
11. Andrew Good, #692 .................... $69,385 12. Jerry Crowell, #18 ....................... $67,853 13. Bill Lacount, #49 .......................... $67,725 14. John Gardner, #5 ........................ $67,433 15. Asthon McKelvy, #77 .................. $66,405 16. Tammy Casteel, #9 ...................... $61,690 17. Benny Bowman #41 .................... $60,624 18. Joe Campus IV, #117 .................. $60,530 19. Nick Bouzios, #117 ...................... $59,990 20. John Hamilton, #18 ..................... $58,571
rooKiE BranCh ManaGErThe Top Rookie Branch Manager has been a Branch Manager for less than one year and is recognized by Liberty National for the total annual premium produced.
Nathaniel Fairconnetue of Branch 687 is the Rookie Branch Manager of the Month for June. Nathaniel’s team produced $60,477 of annual premium in June.
Nathaniel, you’re on a roll. That new Branch Manager training is working!
rooKiE Unit ManaGErThe Top Rookie Unit Manager has been a Unit Manager for less than one year and is recognized by Liberty National for the total annual premium produced.
Ashley Rabon of Branch 645 is the Rookie Unit Manager of the Month for June. Ashley’s team produced $46,055 of annual premium in June.
Way to go, Ashley! Make it a great year!
TOP 5 - BRANCH MANAGER
1. Jason Everett, #170 ..........$597,292
2. Tim Aderholt, #49 ..............$563,854
3. Brian Cannington, #40 ......$552,797
4. Howard Ralston, #86 ........$492,790
5. Ricky Beard, #129 ..............$407,494
TOP 5 - UNIT MANAGER
1. Craig Wilson, #49 .............. $316,595
2. Rachel Fenz, #670 .............. $219,995
3. Catherine Meinecke, #176 ...$181,436
4. Bradley Gray, #129 ............ $178,606
5. Melissa Nuckolls, #170 ..... $177,310
ConGratUlationS and WElCoME to oUr nEWlY appointEd BranCh ManaGErS:
FirSt YEar aGEnt prodUCtionThe following represent the Top Five Branch and Unit Managers with the highest year-to-date First Year Agent Production through June.
torCh edITIoN III - 2010 13
achIeveMeNT
We’re halfway to Las Vegas. Keep pushing to make 2010 an amazing year!
Donna Powell – Branch 688
Terry Watson – Branch 683
Michael Gibson – Branch 82
Joshua McBride – Branch 69201
Robb Park – Branch 92
Patrick Knowles – Branch 26
Jamie Phillips – Branch 67
Robert Hicks – Branch 152
Paul Mikell – Branch 79
on SChEdUlE in JUnE For thE 2011 ConVEntion in laS VEGaS
#1 JOHNNY GOSS
#2 MIRANDA HARRISLISA MCCLENDON
#3 ARCHIE TERRYWAYMON WALLACE
#5 DAVID BASSJOHN GARDNERJOEY HOLLEY
#7 JULIE HENSON
#8 GARY DOBBSBRANDY VICKERS
#9 TAMMY M CASTEELJEFF LONES
#10 ALAN GOFORTH DANNY MCSPADDENPHILIP NICHOLS
#15 KENNY BUCKTERESA GRUBBSTERRY ROBBINSANDY SHOEMAKERJEFF STEWART
#16DAVID MILLER
#17 WALLY BEDWELLDOUGLAS LAVENDERMARVIN ODELL
#18 KIRK BUTLERREGINA BUTLERJERRY CROWELLBRAD GRAYJOHN HAMILTONTIM RIPPEY
#20KRISTI TAYLOR
#26PATRICK KNOWLES
#28SCOTT JACKSON
#29JAMAL FIELDSMICHAEL MCEACHERN
#32DOUG BARRETTDOUG MAINESCHARLIE RUSH
#33JAMES DEBTERCHARLES SMITH
#38LORI JEWETT
#40 BECKY BATTENBRIAN CANNINGTONSTANLEY JOHNSONMICHAEL MOORECHRIS O’BERRYFRED REESEMICHAEL SIMMONSBRAD WYNNBILLY YEOMANS
#41 BENNY BOWMAN
#42 TROY DEWTOMMY SMITH
#45 GARY HIXSON
#46 JULIE PALIUCAOWEN WILSONELENA WILSONTONYA WOODSON
#48DEBORAH DAY
#49 DARREN ALEXANDERTIM BUCKNERMICHAEL BULLOCKYOLY DALEJIM FLANDERSCOREY HULSEYKENNY WESTCRAIG WILSON
#50 KAR LYMANVANESSA TROTTER
56 JOHAN BLANCO
#57SPRING REDNER
#58 JANE HARWELLJASON TERRELL
#63 WILLY SENEQUENATALIE WATSON
#69 CHRIS COLLAZO
#70 BUTCH SCHNEIDER
#74 JUSTIN FERGUSON
#76 IKE MUONELO
#77 STEPHANIE CREWSLISA DONALDSONASHTON MCKELVY
#81KELSEA BRIGHTREUBEN BYRD
#86 MITCHELL BLAIRMARK CHANDLERBRANDON HERNDONMICHEAL LYNNWANDA SEARDAVID TAYLOR
#87 JOHN LOVE
#88 JOHNNIE LACEY JR
#89ROBBIE RICHARDS
#99CORRIE HILL
#108AARON DAVIS
#111DEBBIE BUTLERRONNIE HALLKRISTIE TATE
#115 VICKIE KETRON
#116 RICHARD CRABTREE
#117 NICK BOUZIOSDAVID BROOKSJOE CAMPUS IVLEO COLLINSWAYNE FISHER
#129 JAMIE BARNESRICKY BEARDMARC CORNELIUSROGER DAVISCHAD ESSARYBRADLEY GRAYDONNY HOWARDWILLIE MCGEEJOSEPH STREVEL
#134LOU ROLLER
#139DEWAYNE HILLIARD
#140CHRIS CREEKROBBIE DAVISJOHN HADDERHEATH RAY
#141KAY FORDHAMSTACY JUSTICE
#142NANCY GALE
#144BRAD BASSCHRIS CAMPCHRIS MILLERKELLY MILLER
#147SAMUEL KNISELEY
#165WILLIAM HAMMONS JRANDY HAMMONSDEBORAH SANDERS
#169MARK SCHWARTZ
#170CHRISTIAN CARTERMALISSA HENDERSONWILL HOGANMELISSA NUCKOLLSPAM STANTON
#175CHRIS REESERAYMOND SMITH
#176JASON ADAMSMICHAEL CHAMBERSFELICIA GIRDLEYCATHERINE MEINECKEKURT SURBERWENDI THORNTONANDREW WALKER
#178TONY DIFILIPPODAVID GRAHAMJEFFREY MILLERTOMMY RECTORMARK WOFFORD
#636E KISER II
#645TOM BOTTSCHRIS CASTLEBERRYMITCHELL PHELPSSTEPHEN RABON
#657DARLA WATERS
#658LISA CAVINESSKEITH CLEVELANDPHILLIP RASPBERRY JR
#670RACHEL FENZANGELA GLASSSALLY TAGGART
#671KRYSTAL GREENMARIAN KEITHLOWELL MAYO
#674ELIDORA LOVELESSLIZBETH WHITAKERALAN SPAFFORD
#675DANIEL HUNTEREDWARD QUINTARDRON TADLE
#680SCOTT SMITH
#682HALEY CONNERROBERT GILES
#684DARIN CHRISTENSEN
#687JOE ARAIZANATHANI FAIRCONNETUE
#688REGINA GREEN
#69212MELISSA A BAILEYKEITH D BEGLYJAMES GOODWINKAREN J ROSSMISTY WATTS
#69211KIMBERLY DAWSONTIMOTHY DIVENSMARION PARKER SR
#69214ALICE WESTON-SHERWOOD
#69201JOSHUA MCBRIDE
#69215ANDREW GOODAUSTIN HESS
liberty national recognizes agents, Unit Managers, and Branch Managers, who are on schedule as of 06.28.10 for the 2011 Convention to be held July 7-10, 2011. Qualifiers and/or Torch club honorees must meet applicable company Minimum standards and Qualifications for Production, Qob/dcN, and recruiting to attend and/or be recognized
in our company magazine. (Qualifiers as of 06.28.10)
