The Talent Champions Council is the leading private membership community for innovative Talent Strategy and is for anyone who believes people are a company’s greatest asset.OUR COMMUNITY IS DESIGNED TO:Mobilize expertise in Talent Strategy from the best in corporations, the military and professional sports.Be a catalyst for ideas and action.Support professional development through thought-provoking unique content.Facilitate the sharing of best practices.Be an inviting place for making life-changing connections.Serve as a trusted private community where members can openly discuss critical business issues around Talent Strategy.Make personal development and connecting fun.OUR MEMBERS:Our membership consists of leaders (or those aspiring to become a leader) from the C-Suite to frontline managers who are involved in any way in Talent Strategy, from Talent Acquisition, Onboarding and Retention. We believe that is nearly everyone on the planet!Our membership includes leaders from some of the greatest organizations in the world including:Google, Microsoft, Amazon, Apple, Facebook, McKinsey, Nike, Netflix, Airbnb, NFL, MLB, NHL, NBA, Navy SEALs, Green Berets, USMC, Starbucks, Tesla, Ritz Carlton, Uber, Coca-Cola, and Goldman SachsJOIN THE TCC COMMUNITY TODAY!

dis-rup-tion, n. - a radical change in an industry [or] business strategy"Words are very powerful things that have incredibly intense meaning. By simply changing your verbiage, you're truly able to disrupt the status quo in amazing and unexpected ways."​~Eric Silverman, FounderVoluntary Disruption was born out of the desire to challenge the status quo - and change the way the industry views enhanced, employee-funded benefits - formerly known as "voluntary."​Word choice is paramount to ensuring clients understand the value that you, as your clients trusted benefits adviser, bring to the table. What message are you sending your clients when you use industry standard, status quo terminology, such as "voluntary,"​ "ancillary,"​ or "supplemental"​ to describe the benefits that are designed to enhance your client's total employee benefits package? Based on the actual dictionary definition of these improperly used words, the message your client hears insinuates that the products you're "recommending"​ are unimportant or non-essential, which couldn't be further from the truth.Eric Silverman, named the 2017 Voluntary Adviser of the Year by Employee Benefit Adviser (EBA), is one of the most recognized authorities and disruptive thought leaders in his industry.As the driving force leading the charge behind this industry paradigm change, Eric insists that referring to these types of benefits as "enhanced benefits,"​ speaks to the true value of the solution they provide in rounding out an employer's overall employee benefits package.Named by EBA Magazine as the "perfect partner"​ for broker advisers, small to large, all across the nation, Eric and his team, will form and become your enhanced benefits division handling everything from start to finish to help you strategically recommend, offer, and install a customized enhanced benefit solution for your clients and their employees - all accomplished with zero negative impact to your or your clients bottomline.

As a contributing Amazon Best Selling author, Eric, along with other NextGeneration Benefits Leaders, shares powerful cutting-edge strategies any organization can leverage to contain costs and create a happier, healthier, more loyal, and more productive workforce. In his game-changing book, Eric reveals…- How a well-designed employee funded program can meaningfully enhance any benefits plan- Why it's vital employer's don't let their adviser ignore the value of enhanced benefits- How to create a NextGeneration Benefits Program that strategically integrates enhanced benefits to avoid any redundancy and wasteful employee overspendStrategically designed and customized enhanced benefit solutions play a critical role in rounding out a company's total benefits package. Yet, far too often, enhanced benefits are ignored to the detriment of a company's valuable workforce.Eric provides a straightforward approach to incorporating such valuable benefits to create positive outcomes for employers and their valuable employees.If you're a full service health and life insurance adviser, broker, consultant, or an employer who is interested in receiving a free, no obligation copy of Eric's new book - contact us now!

The NextGen Benefits Mastermind Partnership (NBMP) is an exclusive invitation only executive level peer exchange network of like-minded, forward-thinking benefits practice leaders who understand the need and opportunity of transforming their employee benefits practice to adapt to the post-reform era. These top agency leaders work together and share best practices for the good of each partner firm. Through live meetings, private mastermind sessions (both in-person and conferencing), as well as direct access to the industry’s leading professionals on the topics of agency operations, prospecting, sales and management, participants are able to adopt the most worthwhile strategies without experiencing the setbacks, false starts and wasted resources of making these substantial changes by one’s self.

The World’s Most Trusted Network of C-Suite Leaders.C-Suite Network™ is the world’s most trusted network of C-Suite Leaders, with a focus on providing growth, development and networking opportunities for business executives with titles of Vice President and above from companies with annual revenues of $5 million or greater.

National Benefit Partners (NBP) is an independent marketing organization (IMO) specializing in voluntary benefits and delivering turn-key product and service platforms to their selected and preferred Allied Distributors (AD's).NBP's mission is to provide comprehensive benefit solutions to employees and their families through their AD partners across the country.NBP's national footprint provides leverage enabling their AD's to deliver the most competitive and affordable benefits that meet and exceed their customer's expectations.

I write a monthly in-print column for NAHU's national magazine - America's Benefit Specialist. My articles typically include advice, tips, opinions and stories revolving around all aspects within the insurance industry - focused mainly on the Enhanced Benefits industry (the industry formerly known as "voluntary") and they're written from my millennial perspective to better serve the new generation of benefit industry advisers and consultants.* Eric is not an employee of NAHU and does not receive compensation for writing and sharing content.

I write a regular blog for BenefitsPRO magazine. My commentaries typically include advice, tips, opinions and stories revolving around all aspects within the insurance industry - focused from my millennial perspective to better serve the new generation of benefit industry advisers and consultants. BenefitsPRO has a print and digital subscription base of more than 75,000 industry professionals.* Eric is not an employee of BenefitsPRO and does not receive compensation for writing and sharing content.

Serve on the advisory board for the Workplace Benefits Association. To serve on the advisory board, you must be nominated by a current advisory board officer and voted in by the advisory board officer group.This board is made up of dedicated agency owners and executives within the enhanced employee funded voluntary benefits industry. The mission of our organization is to share ideas and collaborate to help better the "voluntary benefits industry," all while engaging in the marketing of benefits that involve the relationship between an employer and their employees, a business and their customers, and an organization and their members. To learn more, please visit:http://www.workplacebenefits.org

Eric has received the 2017 “Voluntary Adviser of the Year” award by Employee Benefit Adviser magazine – the highest industrywide honor given to only one voluntary adviser annually.

I write a monthly blog for Employee Benefit Adviser Magazine. My commentaries typically include advice, tips, opinions and stories revolving around all aspects within the insurance industry - focused from my millennial perspective to better serve the new generation of benefit industry advisers and consultants. Employee Benefit Adviser has a print and digital subscription base of approximately 60,000 industry professionals.* Eric is not an employee of EBA and does not receive compensation for writing and sharing content.

• Have successfully and profitably owned and operated my independent insurance agency since graduating from college.• My agency model was originally set up very much like a “franchise”, however it was not technically, nor legally, considered a true franchise.• My main contract was originally with Aflac insurance, based out of Columbus GA, and their affiliates throughout the country.• My agency is currently appointed with multiple best in breed carriers and we serve as a carrier agnostic "brokers broker" for our broker partners throughout the country.• My day-to-day agency focus is to drive new sales and delight existing commercial and employee clients.• I've always employed no less than 3 W2 administrative employees, with up to 6 on staff at various times throughout the years.• Each year, I review and develop our agency's new business plan for personal accountability, broken down quarterly, to outline our mission, vision, goals, and stretch goals for where I project and anticipate our sales and growth to be at the end of each quarter and each year.• The business plan is my strategic ‘road-map’ and path to our success as a team. In it, it includes strategic ways to accomplish my projected vision and goals for the agency.• I am responsible for creating, developing, and operating successfully within my yearly budget, broken down by quarter.• I have and still do, provide leadership, coaching, mentoring and assistance to thousands of sales agents and managers.• I've created and developed multiple industry related transferable systems and procedures that allow new agents and managers the ability to adapt and learn quickly to become profitable within their first 3 to 5 weeks as an independent 1099 contractor.

Silverman Benefits Group has been partnering with Lowe-Tillson Insurance Associates since 2010 and has successful enrolled and serviced many of their largest commercial client accounts in enhanced employee funded benefits. Starting in January of 2016, Silverman Benefits Group has been selected as Lowe-Tillson's exclusive enhanced benefits arm to spearhead their newly created enhanced benefits division. Silverman Benefits Group is responsible for the successful implementation, enrollment coordination and fulfillment, as well as the administrative servicing of enhanced benefits for all of Lowe-Tillson's commercial client accounts.

• Recruited, interviewed, on-boarded, trained, developed, and managed more than 2,000 independent 1099 contractor sales agents, interns, managers, and broker partners.• The sales force that I recruited and developed has secured and closed more than 2,500 new commercial accounts.• The sales force that I recruited and developed has been responsible for generating sales revenues (annualized premium) exceeding $60,000,000 in the last 8 years alone.• Currently stand at more than 115% of our agency assigned career to date quota (2006 to 2014).• Oversee national and regional sales managers and their staff.• Recruit, on-board, train and develop new agents and managers.• Direct, train, coordinate, and manage sales pipeline activity for hundreds of sales agents and managers.• Sell/service various types of "voluntary" employee funded insurance benefits in the B2B/commercial market.• Prospect and acquire new clients and partners via networking, both in person and online through the use of social media.• Customize employee benefit programs to uniquely suit each client.• Develop marketing strategies to stay competitive in the marketplace.• Conduct weekly, monthly, quarterly, and yearly coaching and review sessions with each agent and manager to evaluate their performance, hold them accountable, and assist them in identifying their strengths and weaknesses to better attain their goals.

• Promoted to this position after demonstrating multiple years of sales agent success.• This position was essentially just a smaller scale version of the Regional Sales Coordinator position that I moved onto after only 1.5 years in this District Sales Coordinator role.• 2005 - Earned the Aflac “Best of the Best” award. Only 5 were given out at the time, out of more than 5,000 DSCs countrywide. This award was based on a culmination of success in every single measurable performance category, for example, recruiting, new agent development, new account growth, sales and revenue generation, percentage of quota, and client retention.• 2005 – National, State, and Regional convention qualifier – based solely on sales and revenue generation.• 2005 – ‘Career Builders Club’ award – based solely on recruiting and team building.

• Prospect, market, and sell Aflac insurance as a primary day-to-day job duty.• Learn and assist in recruiting efforts for my DSC and RSC to allow my growth into those positions, respectively, within 2 years.• Earned Aflac’s most prestigious and highest sales honor, ‘President’s Club’, for sales and revenue generation.• 2 time National, State, and Regional convention qualifier – based on sales, new accounts, and/or recruiting growth.

• Prospect, market, and sell Aflac insurance as a primary day-to-day internship/part-time agent job duty.• Assist in HR functions, such as recruiting and interviewing to help grow the Towson district office.• Associate/Intern National, State, and Regional convention qualifier – based on sales and new account growth.• Ranked, respectively at each position; the #1 sales, marketing, and HR intern in the mid-Atlantic area.