We asked our readers what term or word had them running for a dictionary (or Google search) the first time they heard it. How many of these would stump you?

Alphabet soup

I almost chose COBRA, as my nickname became "snake charmer" after conducting COBRA seminars for 18 years.

Years ago, I was an acronym junkie. I wanted to know as many as possible (those who know me will not question that) and set out on a quest to do so. I went onto a government site that listed all of the non-secret acronyms and printed it off to study on the plane. I was shocked when the printer spool hit over 300 pages, using size 8 font and four columns to a page. I quickly cancelled the print job.

My quest for that level of knowledge was short-lived, to say the least, but the term/acronym that has stayed with me is consumer-driven health care (CDHC). Originally, we all bought into the grandiose notion that consumers could actually be in charge of health care purchasing and that if we increased deductibles and/or gave them special accounts such as MSAs, FSAs, HRAs and HSAs, they would magically be able to know the prices and call the shots regarding their purchasing decisions and the subsequent cost.

Now we know from experience that we have seen nothing like the results we expected from these accounts/plans. I won't get into the pros and cons of these things here, but I do know this: Until we see pricing transparency from all players, as this administration has advocated, and individuals are educated about price and quality transparency, and until employers and employees are able to share in the beneficial results of this education, we will not really see true consumer-driven health care. Simplifying the purchasing process throughout the entire supply chain and distribution channels will create a definition of CDHC that I see as a worthy quest.

Karen L. Kirkpatrick, Owner, On Your Mark Consulting

Temporary detour

The term "behavioral heuristics" sent me running for the dictionary when it came up in the context of applying Thaler and Sunstein's "nudge concept" to voluntary benefit enrollment. I had heard the word "heuristics" before, and it always seemed a bit mysterious because dictionaries seem to have a difficult time coming up with a sensible definition. In fact, the best definition I found was in Psychology Today: "A heuristic is a mental shortcut that allows an individual to make a decision, pass judgment, or solve a problem quickly and with minimal mental effort."

Once I understood that, it was clear that application of behavioral heuristics during the voluntary benefit enrollment process could lead to both increased participation and better decision-making by employees. Finding ways to help employees make important financial security decisions well is at the core of the best enrollments. Using heuristics, this decision-making is both relevant and easy for employees.

Marty Traynor, benefits consultant

Lost in translation

Back when we were just starting out, I was preparing to present a 401(k) plan to a group of Spanish speakers. I came across the term "vesting" on one of the slides and, even in context, had no idea what it meant. I looked it up and was still unclear, so I called our client at Wells Fargo. It took about 10 minutes on the phone with him before I was comfortable explaining it to the Spanish speakers, and I'm still not sure they got it.

"Compounded interest" was a lot easier—and more inspiring! Translation can be tough, especially when you are not just getting a box checked but rather want the audience actually to understand the material. Videos help a lot!

Melissa Burkhart, founder and president, Futuro Solido USA

Navel gazing

My first time talking to a broker, I was asked about our system's "belly buttons." I couldn't help but laugh and ask what he meant.

Mark Vinch, account executive, EverythingBenefits

Words matter

"Voluntary" benefits! After all, isn't everything already voluntary? Voluntary is such a negative and illogical word to use when we're looking to describe an employee "benefit." From the start, using the word "voluntary" indicates to employee's that they're extra and not quite as important as other benefits. The only term that throws me over the edge more than "voluntary" is "ancillary"—sounds like some awful medicine your parents would give you as a kid. Would you like to pay for some voluntary ancillary benefits? "Sure, I'd love to!" said no employee ever.

As an industry, let's commit to using words that make actual sense. Words that show value and importance, while supporting the overarching mission that employer's and their health insurance benefits adviser work so tirelessly to put together. Remember, your clients' perception is reality, so when you replace all of these negative words with a more proper definition of what you're trying to do for your clients' benefits package, you'll no doubt have much greater success than ever before.

Eric Silverman, founder, Voluntary Disruption

A house divided?

How about agencies that refer to "The other side of the house?" That is a common term and, as a rookie, I was told to go see one of our P&C producers on "the other side of the house." I'm still amazed to hear brokers use the term.

Brad O'Neill, director of benefits strategies, Beyond Insurance

Just smile and nod

I spent a long time nodding along and pretending I knew what the acronym meant when other people referred to "the BUCAHs" or "the big BUCAHs." From context, I knew that my conversation partners meant traditional fully insured carriers/coverage, but it took a shockingly long time for me to figure out that it stood for the Blues, United, Cigna, Aetna and Humana!

Jessica Waltman, principal, Forward Health Consulting

That's not even a word!

The first time I heard the term "spaggregate," I remember thinking, "Did I hear that term wrong?" Turns out, no, it wasn't my hearing and they weren't saying it wrong, I just had never heard the term before!

Creating a more consistent health benefits budget is pretty important, especially for smaller employers. Under a more traditional self-funded model, paying "as you go" can potentially create a significant cash flow problem, so we really like this hybrid model for smaller employers. We have been able to help many smaller employers reduce their costs while improving the quality of the benefits plan simultaneously with this model. Employers really seem to enjoy the refund components of these types of plan designs, where unpaid claim dollars are returned to the plan in the event their claims run well during the year. Now, I've come to really just enjoy saying the word "spaggregate."

Josh Butler, president, Butler Benefits

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