GOALS: Our Division’s goal is to increase production in 2005 by at least 20 percent. I see this goal as one that is not only within our grasp, but will be far exceeded - you’ll see why below. To have more sales, you need more distribution too; so to reach our goal, we must increase recruiting by no less than 30 percent over 2004. That means increasing our average number of recruits to a minimum of 500 each month nationwide. With 85 active Branches and many more coming, we need only appoint six new Agents each month. But, as seen in the weekly recruiting reports, recruiting is skyrocketing as some BMs see that six is far too low with new product opportunities unfolding. They are exceeding 12 to 20 recruits in only 2-3 weeks!

MANY NEW BRANCHES: To keep in line with the increase in Agent recruitment, the Home Office also will increase the number of Branch Managers by no less than 20 percent in 2005. I believe we’ll exceed this goal as well, because most of these new Branches are now being opened in existing Branch cities, without requiring the new BM to uproot spouses from valued jobs and remove children from schools. Why can we do this in current areas? Because UA now has so many more lead and recruiting resources for each product line, as well as expansion opportunities within UA’s four primary markets: Medicare, Underage, Worksite and Life. These extra markets, leads and RMS recruiting access affords tremendous opportunity in professional growth for Unit Managers and Agents, who are moving up in the ranks to accept new and exciting income and marketing opportunities. For those who want to get ahead in renewals, there’s definitely never been a better time to be a United American, Unit Manager or Branch Manager!

PROMOTERS PROMOTING: Those who attended the recent Branch Managers’ Meeting in Dallas had the opportunity to hear Orlando Branch Manager, Ron Seroka, share his ideas and goals about recruiting. Ron has a dynamic philosophy about recruiting and promoting people, and his presentation was so impressive, we asked him to share his thoughts again this month in Vision. For those who missed him at the meeting, now’s your chance to be inspired! Recently, Ron has promoted 3 Branch Managers in his area and set a personal goal to promote 5 BMs by year’s end. What’s great is that his new Branch Managers see things the same way – one is already promoting a UM to BM close to his branch, and the others have new ones under development. How goes the parent, so go the offspring.

Atlanta Branch Manager, Autry Freeman, is another recruiting and promotion champion, who has inspired so many BMs, including Ron. Autry also has some inspiring and humorous words to share. Autry just promoted his 13th Branch Manager and has just promoted another BM into his area, with his sights set on another. Just as in the examples set by other Managers, these two men provide the best possible examples of the recruiting mindset needed to grow your Branch, by promoting the interests of Agents and UMs who want their own branch.

Houston Branch Manager Dennis Mitchell is just as enthusiastic about our new HDF. According to Dennis, “HDF is the best thing since “Automatic” Claims Filing® (ACF). We are sending brand new Agents into the field, and they are coming back with apps and making money.” The UM Dennis promoted to BM, Justin White of Houston West, has turned his new Branch into an HDF “Beehive of Activity”, with Agents coming in to get their checks at 10:00 at night! Many others are in motion too, even before approval. In Atlanta and Roanoke, since their states aren’t approved for HDF yet, the BMs are appointing Agents in adjoining states to write HDF, just as Baltimore did! These Managers have recognized HDF as their single most important sales opportunity since the advent of ACF 19 years ago.

HDF MARKETING OPPORTUNITES: Why are Managers so excited? With Seniors’ COLA income increases so small for several years (2.5% per year), drug costs climbing (55% in 4 years), Med-Supp premiums up (7.5% per year), Part B premiums up (17.5% this year alone), and basic housing expenses and energy costs dramatically higher too, many Seniors now find themselves in a mad scramble to quickly locate supplemental coverage that is comprehensive and affordable, so they don’t outlive their savings. HDF is a simple and cost-effective way for Seniors to find the coverage they need at a price they can easily afford. In just the first few weeks, UA has sold nearly 500 HDFs and the volume is increasing rapidly as Agents have begun setting seminars for Senior groups. Some are even hosting events in town restaurants, inviting Seniors to see how they can address their high premium/low income concerns. For example, our Dallas team has set up a 50-member Senior auxiliary in a small town; they are fixing breakfast themselves at a total cost of only $120 ($2.40 each, eggs are cheap). They set up another in a Senior retirement community that promises no less than 1000 attendees! There’s no doubt that HDF has tremendous potential for Seniors, Agents and Managers, as well as for shareholders – everyone is winning!

THE GOLDEN AGE OF INCOME EXPANSION: Remember to always be certain that the HDF meets the suitability criteria for your customers. As you can see, recent activity in these Branches has set the bar high for UA’s HDF sales. There is no doubt in my mind, that we will all reach unheard heights, as organization is applied to these activities, just like Henry Ford dominated the auto industry with his novel approach – an assembly line – as we have in our other marketing successes. All new Agents deserve the opportunity to learn to sell this new product in the same increasing high volume as those in the Branches mentioned above, so be sure to utilize the success we’re experiencing with HDF when recruiting. In our HMO dis-enrollments a few years ago recruiting went through the roof as we tripled our Division’s production overnight. New Agents and veterans alike wrote as many as 10-17 apps per day, with Seniors inviting their neighbors over for presentations. But, at that time, dis-enrollments were limited to the last several months of the year, and not all Branch states could participate. This time it is much bigger. We find ourselves engaged in an All-Year-Long, Nationwide, 24/7, Multi-Year, Voluntary Med-Supp Purchasing Opportunity, the likes of which we’ve never seen! We have a dead-cinch winner in HDF and, as you know, nothing attracts winners like a winner, whether they be customers or new Agents. Welcome to the Golden Age of HDF! Hang on tight to this bucking bronco, because you are all in for a wild income ride again!