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5 min read

The Persistency Pathway

By NAIFA-Texas on 10/2/23 9:41 AM


Richard (Rick) Demko is a licensed life insurance agent who speaks nationally to associations, consumers, and producer groups regarding proper life insurance planning strategies. He holds the Chartered Life Underwriter (CLU), Chartered Financial Consultant (ChFC), Retirement Income Certified Professional (RICP), Life Underwriting Training Council Fellowship (LUTCF), Life and Annuity Certified Professional (LACP), and is currently challenging the CFP. Rick was Texas’ fourth Advisor Today national 4 Under 40 recipient, inaugural Texas Young Advisor of the Year, past NAIFA Houston President, and current State Director. 

Topics: #NAIFAProud Podcast Texas Rick Demko NAIFA Texas
2 min read

Welcome New NAIFA-Texas Members

By NAIFA-Texas on 10/2/23 8:55 AM

NAIFA-Texas is excited to welcome the following new members. We look forward to their involvement are honored for them to join our great network of financial professionals!

Topics: #NAIFAProud new members
3 min read

Connect With Clients While You Help NAIFA Get Out the Vote

By NAIFA-Texas on 9/18/23 11:29 AM


NAIFA encourages all insurance and financial professionals to vote in local, state, and federal elections and to encourage others to follow their example. Approximately 63 million Americans who are eligible are not even registered to vote. Encouraging your colleagues, team, and clients to register is a great first step and a way to show your dedication to participating in the democratic process.

Topics: Advocacy #NAIFAProud Get Out the Vote
2 min read

Welcome New NAIFA-Texas Members

By NAIFA-Texas on 8/31/23 1:36 PM

NAIFA-Texas is excited to welcome the following new members. We look forward to their involvement are honored for them to join our great network of financial professionals!

Topics: #NAIFAProud new members
3 min read

Preparing Now for the Challenges Ahead: Guiding Clients Through Tax & Estate Planning in 2023 & 2024

By NAIFA-Texas on 8/22/23 9:06 AM


Brought to you exclusively by NAIFA and the Society of FSP, this essential webinar delves deep into the time-sensitive implications of provisions in the Tax Cuts and Jobs Act (TCJA) of 2017 that are scheduled to sunset by 2025. The panel of industry experts will arm you with strategic insights, ensuring you capitalize on evolving planning opportunities and prepare your clients effectively for the imminent shifts in the tax landscape.

Topics: Financial Planning #NAIFAProud Legacy Planning Tools Taxes
4 min read

NAIFA's LACP Certification Sets You Apart

By NAIFA-Texas on 8/8/23 9:06 AM


Are you a successful producer, dedicated to your career and committed to providing knowledgeable, ethical client service? Let the world know by getting NAIFA’s Life and Annuity Certified Professional (LACP) certification.

Topics: Certifications & Designations #NAIFAProud LACP Life Annuity Certified Professional (LACP) Program
2 min read

NAIFA-Texas Sponsors, Capital Strategies & Mass Mutual form Brokerage Team

By NAIFA-Texas on 8/4/23 10:20 AM

This Article is Brought to you by NAIFA-Texas Sponsors, CAPITAL STRATEGIES and MASS MUTUAL BROKERAGE

As an insurance agent/financial adviser you are responsible for many things and must do a lot of research for your recommendations. The insurance world has products and specifications and to keep up with all of them can be daunting. You need trusted sources that you can rely on to help guide you through your insurance solutions and recommendations.

Partnering with a Brokerage Director at Mass Mutual can help you with:

  • Advanced Planning Strategies
  • Whole Life
  • Term
  • Disability
  • Fixed Annuity


And provide solutions for you and your clients insurance needs.

Please contact Rodney G. Mogen at 512-680-6851 or rmogen@massmutualbrokerage.com to learn more.

In addition you can contact other brokerage directors from Capital Strategies Todd Wilson toddwilson@massmutualbrokerage.com or Scott Wooley swoolley@csomtx.com




Topics: #NAIFAProud Mass Mutual Sponsor Capital Strategies
4 min read

August Is Awesome for NAIFA Advocacy

By NAIFA-Texas on 8/2/23 9:17 AM

August is In-District Meetings month at NAIFA.

Every August, Congress recesses, allowing Senators and Representatives to spend a few weeks working from their home states and districts. Things slow to a crawl in our nation’s capital but they really heat up in Congressional districts across the country. It’s an opportunity NAIFA does not pass up. Each August, we facilitate hundreds of In-District Meetings between insurance and financial advisors and their lawmakers and staff. Equally as important as more formal meetings in Washington, D.C., these In-District Meetings are critical to building and nurturing meaningful grassroots relationships. In fact, 98% of Congressional staff agree that attending events in the district is important to understanding constituents’ views and opinions.

Topics: #NAIFAProud Federal Advocacy Grassroots Congress
1 min read

Welcome New NAIFA-Texas Members

By NAIFA-Texas on 8/1/23 1:08 PM

NAIFA-Texas is excited to welcome the following new members. We look forward to their involvement are honored for them to join our great network of financial professionals!

Topics: #NAIFAProud new members
5 min read

Want to improve employee engagement and performance? Look at mental health support.

By NAIFA-Texas on 7/11/23 10:07 AM

This Article is Brought to you by NAIFA-Texas Gold Sponsor, Principal Financial Group


Employees equate their mental well-being to their productivity and performance. Here’s how you can offer more support.


When you think about mental health concerns in the workplace, you may immediately worry about managing signs of anxiety, stress, and depression. While valid, the No. 1 reason employees say it’s important for their employers to pay attention to mental well-being may surprise you: It affects their performance.

Compared to 13% of businesses, 40% of employees say that employers should be concerned about mental health due to the impact on productivity and performance, a 27-percentage point difference.1

It makes sense. If someone isn’t feeling their best—physically or mentally—they can’t bring their best self to work.

“We don’t magically leave our personal lives at the door when we enter our workplace or set them entirely aside when we log on to work from another location,” says Kara Hoogensen, senior vice president of Benefits and Protection at Principal®. “Employers are well-served to think about their team members as whole humans—people who will take care of business if the business takes care of them.”

As employee disengagement trends make headlines, better employee mental health could be one strong antidote. Here are three ideas to get started.


1. Provide financial tools and education.

Employers and employees agree that the top two contributors to worsening employee mental health are inflation/rising cost of living and concern about their personal financial situation.1

Compared to business leaders themselves, employees are significantly more worried about inflation, rising interest rates, and a recession, according to the Principal Financial Well-Being IndexSM.2

Worry about money isn’t something employees can typically compartmentalize to non-working hours. Financially stressed employees are six times more likely to have troubled relationships with coworkers and are three times less likely to stay with their current employer.3

This means financial stress is not only bad for workplace culture but retention as well.

Providing the building blocks to a sturdy financial foundation—livable, competitive wages and access to benefits—is the first step. When it comes to workplace benefits for their financial security, employees have three clear winners: health care, retirement, and paid vacation. Dental/vision and life insurance round out their top five.2

Beyond providing access to a benefits program, resources and education are key to helping employees get the most out of their money and benefits. A financial wellness program can help do this work for you, with most employees seeking help to save more and pay down or avoid costly debt.3


2. Offer workplace mental health benefits.

Employee mental health isn't all on you. Providing an avenue to professional, affordable resources and care is essential in helping to promote employee mental health and well-being. It’s also the No. 2 benefit workers want their employers to add this year.1

An employee assistance program (EAP), one common offering, provides a vast array of confidential services—from stress management coaching to substance use treatment to grief support—typically at no cost to the individual. Services are available by phone or online and often are included with some types of benefit coverages (e.g., disability or life insurance) at little-to-no additional cost.

"Be proactive about describing what an EAP is and what resources are available, Hoogensen says. “And stress the confidentiality of EAPs. It's not just about a crisis, but about the normal work-life stressors we all face, too.”

From there, consider how easily an employee could get more substantial therapy or treatment and how much it would cost under their health insurance options.

Clearing a path to mental health services not only saves precious (work) hours that employees would spend searching for a covered provider taking new clients but also demonstrates that you care about them holistically.

"Our employers are woven into our everyday lives. If someone has a death in the family, for example, who they work for and how they were treated during that time will stick with them."

Kara Hoogensen, senior vice president of Benefits and Protection


3. Ditch burnout culture in favor of work-life fit.

Though not the top concern, employees still report burnout drivers—inflexible, longer work hours, and excessive workloads—as major contributors to worsening mental health.2

But providing flexibility isn’t so simple when running a company that requires in-person work or customer service during open hours. What you can do is get more creative in how you show people you care about and respect their lives outside of work.

Gone are the days of family company picnics—many of today’s workers desire clearer boundaries between work and personal time and compensation for work-related activities. Some more attractive ideas may include a PTO gifting program, donating to employees’ charities of choice, or providing extra paid time off after completing a big project or busy season.

Access to and support from leadership also means a lot—especially to Gen Z and millennials.4 Schedule regular leader-employee touch bases that encompass job and life concerns. A few questions to help with the conversation:

  • What “filled your cup” last week?
  • What stressed you out more than usual?
  • What are you working on that I can help with? What barriers are you facing?

During these conversations, create a plan to address issues or offer additional support—all while gaining insight into how your team member is feeling.

“Be willing to gather feedback regularly and then act on it,” Hoogensen says. “If something can’t be acted upon, be transparent on why.”

1 Principal survey of small and midsize businesses (fewer than 500 employees), including 250 businesses and 250 employees, Jan. 25–Feb. 5, 2023.

2 The Principal Financial Well-Being IndexSM (Feb. 2–9, 2023) surveyed 500 business owners, decision makers, and leaders at companies with 2–10,000 employees and 200 full-time employees.

3 Inside the wallets of working Americans, The 4th Annual Report from Salary Finance, 2022.

4Principal Financial Well-Being Index℠, July 2022.

This article is intended to be educational in nature and is not intended to be taken as a recommendation.

Topics: #NAIFAProud Gold Sponsor Principal