In this episode, Dr. Danny Seidman, a Direct Primary Care (DPC) physician and founder of DHS Advisors, shares his transition from traditional hospital employment to pioneering a more sustainable, patient-centered model of care. He begins by recounting his early career frustrations with fee-for-service medicine, including cramming patients into 15-minute slots, restrictive contracts, and incentives that prioritized volume over quality. These experiences led him to DPC, where he found the freedom to practice medicine on his terms while building deeper relationships with patients.

Dr. Seidman discusses the rapid growth of DPC, particularly among younger physicians. Where once medical residents were unfamiliar with the model, many now enter training with plans to launch their own practices. He highlights the stark contrast between DPC’s 30- to 60-minute appointments and the seven-minute average visit time in traditional settings, emphasizing how DPC reduces burnout while improving outcomes.

A significant portion of the conversation focuses on DPC’s role in employer health plans. Dr. Seidman explains how employers can integrate DPC as a standalone benefit, often at a cost comparable to a cell phone bill, typically $70 to $90 per employee per month. He breaks down the logistics, including on-site clinics for urgent needs, community-based practices for continuity, and plan designs that lower deductibles or eliminate prior authorizations. The recent legislative change allowing HSA funds to cover DPC memberships is noted as a major step forward.

The discussion shifts to Dr. Seidman’s new venture, DHS Advisors, where he serves as a “fractional Chief Health Plan Officer” for self-funded employers. He outlines a vision for transparent, locally tailored health plans, which includes replacing opaque PBMs with cost-effective alternatives, negotiating direct contracts for surgeries and imaging, and redesigning EAPs to actually meet employees’ mental health needs. His ideal plan dismantles the belief that a “Blue Cross card” equals quality care, instead prioritizing data-driven decisions that align incentives across the system.

For physicians, this episode is a roadmap to escaping bureaucratic medicine. For employers, it’s a case study in cutting costs while improving care. And for patients, it’s a reminder that better healthcare—unhurried, accessible, and affordable—is possible.

In this episode of Healthy Savings, we dive deep into the multifaceted world of women's health, moving beyond the conventional focus on reproductive health to explore the broader spectrum of issues that uniquely affect women. I’m your host, Gotham, co-founder of Milu Health, and I'm joined by Gretchen Day and Lindsay Humphries from Alera Group. Together, we unpack the profound impacts that conditions like autoimmune diseases, osteoporosis, and mental health challenges have on women's well-being. We emphasize that women's health encompasses a holistic view that goes beyond clinical health, including critical areas like caregiving responsibilities and financial well-being.

Gretchen and Lindsay share their personal journeys into the world of employee benefits and health consulting, illustrating the diverse paths that have led them to this important work. Gretchen comes from a strong public health background, having transitioned from veterinary medicine to focus on population health strategies. Lindsay, with nearly two decades of HR consulting experience, brings a fresh perspective to the intricacies of benefits consulting, driven by her passion for understanding and improving the healthcare system. Together, they highlight the need for tailored health and benefits strategies that align with the unique needs of women in today's workforce.

The conversation delves into the historical lack of representation of women in the benefits space, discussing how this has shaped the dialogue around health and wellness in corporate environments. Both Gretchen and Lindsay emphasize the vital role that advocacy for women's health plays within employer benefit strategies, touching on innovative ideas such as mentorship programs and women-focused benefits that resonate with the evolving landscape of workforce demographics.

As we transition into the core of the discussion, we explore the significant gaps in knowledge and awareness surrounding women's health issues. There’s a clear acknowledgment that education and empowerment are essential to helping women navigate their healthcare options effectively. A recurring theme is the necessity for open dialogues and the breakdown of stigmas around topics like menopause, autoimmune diseases, and caregiving. By addressing these barriers, we can foster a healthcare environment that supports women's needs throughout their life stages.

Our conversation also examines the importance of data in shaping effective health strategies. Both Gretchen and Lindsay remind us that the absence of data can often indicate a gap in care and emphasize the need for employers to harness all available data—both clinical and nonclinical—to better understand and address the unique challenges faced by their employees. Successful case studies illustrate how progressive employers are starting to prioritize innovative benefits to enhance support for women, including offerings for midwifery, IVF services, and menopause care options.

Throughout the episode, we keep a keen focus on the future of women's health within the workplace. As generational shifts continue to reshape the workforce, the need for a strategic, inclusive approach to benefits becomes ever more critical. Employers must consider the long-term implications of their health and wellness strategies to stay relevant and supportive of their diverse employee populations.

In conclusion, our discussion encapsulates the critical need for continued dialogue and proactive measures in women's health advocacy within the corporate landscape. We leave our listeners with a clear understanding that while progress is being made, there is still significant work to be done—both in terms of awareness and the implementation of comprehensive, empathetic health strategies that meet the diverse needs of women in the workplace.

The current healthcare system is plagued by inefficiencies, rising costs, and a lack of transparency. Nick Lease, founder of NextGen Benefit Solutions, shared his journey into employer-sponsored healthcare and his mission to challenge the status quo. His approach centers on empowering communities to break away from traditional health plans that prioritize profits over patient care and adopt innovative models that focus on cost containment, quality care, and better outcomes.

Nick highlighted the misaligned incentives created by existing structures, such as the Affordable Care Act (ACA). He explained how these frameworks inadvertently encourage rising costs while limiting competition. By leveraging independent third-party administrators, direct contracts, and reference-based pricing, he has helped employers save significantly while ensuring employees receive high-quality care. Additionally, Nick emphasized the value of transparency and education, advocating for systems that make healthcare navigation easier for employees while fostering a more competitive and equitable market for providers. His forward-thinking strategies showcase a way to achieve meaningful change in healthcare, benefiting both businesses and employees alike.

Celeste Parker, the Benefits and Relocation Director at Costco, shares insights from her 24-year journey with the company, highlighting the evolving landscape of employee benefits. Initially drawn to Costco for its commitment to staff welfare, Celeste transitioned from a temporary job during her studies in HR management to a dedicated position within the company’s HR department, ultimately developing a passion for employee benefits. Over the years, she’s witnessed significant shifts in what employee benefits entail, moving beyond traditional offerings like medical and dental coverage to include a more holistic approach encompassing mental, emotional, and social well-being.

Celeste discusses how the perception of employee benefits has transformed over the years. While Costco still prides itself on providing excellent medical and retirement plans, there’s now an essential focus on ensuring employees actively use these benefits. She emphasizes the need to not only provide comprehensive benefits but also effectively communicate their value to employees so they can fully utilize them. This involves understanding the unique needs and preferences of the workforce, where communication strategies are tailored to resonate with diverse employee demographics.

Communication is a significant part of Celeste’s role, with about 50% of her team's effort dedicated to this area. She emphasizes the need for constant adaptation in communication strategies to keep them relevant and appealing to employees. By gathering feedback directly from employees and employing team members who have frontline experience, Costco strives to understand the most effective ways to reach its diverse workforce. Celeste also highlights the importance of consistency in messaging and the effectiveness of managers acting as direct points of contact for benefits-related inquiries, contributing to a continued culture of trust and open communication.

As for the effectiveness of various communication channels, Celeste contends that engagement rates vary based on the employee demographic, and she advocates for using a multi-channel approach. The leadership team’s role in conveying information about benefits is crucial; direct supervisors can facilitate discussions about available resources, fostering a culture where employees feel comfortable seeking assistance for personal and health-related challenges. Costco’s philosophy promotes a comprehensive open-door policy, enabling employees to escalate issues through the hierarchy if needed.

Reflecting on the successful implementation of new programs, Celeste cites an unexpected rise in participation in a gastrointestinal issues program introduced recently, simply due to the critical nature and commonality of the issue. It illustrates the importance of making specific and targeted solutions available to employees. Additionally, she shares that a coaching partnership for chronic conditions, such as hypertension and diabetes, has shown high engagement over the years, validating Costco’s focus on addressing prevalent health concerns.

Looking at future trends, Celeste is interested in the potential role of artificial intelligence (AI) in transforming the healthcare landscape. While she acknowledges that some jobs may be replaced through automation, she anticipates that AI can enhance operational efficiencies, especially in areas like claims processing. However, she stresses the need for a human element in healthcare, advocating that the education and proactive engagement of employees concerning their health benefits remain an ongoing challenge, especially as generational workforce dynamics shift.

Jimmy Martinelli, an employee benefits advisor at the Baldwin Group, shares his insights on the changing landscape of employee benefits and how innovative solutions are reshaping health and wellness strategies for businesses. Drawing from his experience transitioning from the startup world, Jimmy discusses how his firm has strategically expanded in the Midwest by acquiring high-performing agencies and offering unique resources to clients. He highlights the growing interest in alternatives to traditional health insurance models, such as level funding, self-funding, and Individual Coverage Health Reimbursement Arrangements (ICHRAs), as employers grapple with rising healthcare costs.

Jimmy also emphasizes the importance of tailored health plans and employee education in improving outcomes. He explains his collaborative approach, working with HR leaders and executives to develop effective benefits strategies that address issues like medical debt and preventative care. With a focus on trends such as onsite clinics and workplace health challenges, he expresses optimism about the future of benefits management, particularly with the increasing adoption of innovative models like ICHRAs in response to market demands and legislative shifts.

In this conversation with Justin Futrell, a self-funded benefits advisor at True North Companies, we explore how innovative strategies in healthcare can drive down costs and improve outcomes. Justin shares real-world examples of how employers are transforming their healthcare offerings by leveraging data, direct contracting, and creative incentives. From reducing gaps in care to finding more affordable treatment options, these practical solutions empower both employers and employees.

Listeners will gain actionable takeaways on how to create a more cost-effective and impactful healthcare plan. Whether you're a business leader looking to save millions or simply curious about the future of employee benefits, this episode offers a fresh perspective on managing healthcare and creating meaningful change in the workplace.

This week Sasha delves into the complexities of the healthcare system, particularly focusing on employer-sponsored healthcare. Brian Klepper, highlights the challenges faced by employers in leveraging their collective purchasing power to drive better deals and hold the healthcare industry accountable. He explores the dire state of healthcare economics and the need for collaboration to improve outcomes and lower costs.

Brian points out the emergence of high-performing healthcare organizations that offer innovative solutions in various niches, such as chronic disease management and pharmacogenetic testing. He emphasizes the importance of identifying and supporting these organizations to drive significant cost savings and better health outcomes. The discussion also touches on the need for advanced primary care models and the integration of various healthcare solutions to streamline patient care and improve engagement.

The conversation covers the obstacles in the current fee-for-service healthcare model, where new technologies and solutions struggle to gain traction without aligning with billing practices. Brian discusses examples of groundbreaking healthcare innovations, such as a blood test for predicting preterm births and a circulating DNA test for colorectal cancer screening. He emphasizes the importance of data-driven decision-making and vetting high-performing companies to drive positive results in healthcare.

The interview concludes with insights on the challenges ahead in reforming the healthcare system, particularly in the face of dominant healthcare conglomerates and evolving market dynamics. Brian and the host discuss the need for employers to adopt innovative solutions and work collaboratively to drive change in the industry. The interview provides a detailed and nuanced exploration of the current healthcare landscape and the potential paths forward to improve quality, reduce costs, and enhance patient outcomes.

Stephanie Koch, the director of HR at Hendry Marine, shares her 25-year journey in HR and how she transitioned into becoming an expert in healthcare benefits. Starting as an executive assistant, she discovered her passion for HR and the impact she could make in company culture. Stephanie delves into the shift to self-funded healthcare plans and the introduction of reference-based pricing, which initially was met with skepticism but proved to be a game-changer in reducing costs and providing better benefits for employees.

She highlights the importance of continuous education and communication with employees to ensure understanding and engagement with the new healthcare plans. Stephanie emphasizes the need for companies to be strategic in managing their healthcare costs and view it as an opportunity to contribute to the bottom line rather than just a routine expense. She shares the success story of implementing a walk-in clinic at Hendry Marine, which led to early detection of health issues and improved employee wellness.

Stephanie stresses the significance of utilizing data to identify gaps in preventative care and make informed decisions. She discusses the collaborative effort between brokers, advisors, and the Imagine360 team in analyzing data and devising strategies for improving healthcare outcomes. Stephanie encourages other employers to be open-minded and proactive in exploring innovative healthcare solutions to not only control costs but also enhance employee well-being and company profitability.

In this episode of the Healthy Savings Podcast, Lindsay Clarke Youngwerth, the founder of Keenly, shares her journey from meeting someone on an airplane who introduced her to the insurance industry to establishing her own business focused on transforming healthcare affordability and accessibility. Lindsay explains her transition from selling life insurance to specializing in employee benefits and the shift in her perspective towards creating meaningful change in healthcare. She discusses the importance of building new foundations in business practices and her engagement with Q4 for intelligence in enhancing her healthcare solutions.

Lindsay delves into the healthcare landscape in Boise, Idaho, highlighting the presence of two primary health systems and the diverse entrepreneurial spirit among employers in the community. She reflects on the changing dynamics of businesses in Boise, including the turnover from baby boomers selling their businesses to younger generations with innovative ideas. Lindsay shares a success story of a startup called Simply Eloped and emphasizes the need for accessible and affordable healthcare solutions tailored to individual employee health outcomes.

The conversation delves into the challenges faced by employers in offering impactful healthcare benefits, the reluctance to embrace new models like self-funding, and the importance of transparent communication with employees to build trust in healthcare plans. Lindsay discusses the significance of addressing preventive care, such as skin cancer screenings, within healthcare plans and the need for better education and coverage for such services to improve health outcomes. She also emphasizes the value of maintaining strong relationships with colleagues and vendors in business dealings and making decisions that prioritize fairness and the well-being of employees and patients.

In wrapping up the episode, Lindsay and Sasha express their mutual appreciation for the discussion and the potential for future collaborations. They touch on valuable lessons learned from past experiences, including the importance of handling professional relationships with integrity and respect, making prompt decisions for the benefit of all parties involved, and maintaining a balance between assertiveness and compassion in business interactions. Lindsay and Sasha conclude with a shared commitment to creating meaningful changes in healthcare and fostering positive relationships in the business world.

In this episode, Sasha Gribov hosts Christy Gupton, founder and president of Custom Benefit Solutions, to discuss the transformative potential of Direct Primary Care (DPC) in today’s healthcare environment. Christy emphasizes the necessity of moving primary care out of the fee-for-service model to improve patient outcomes and reduce unnecessary complexities. She shares her journey and insights on how employers can adopt innovative healthcare strategies, like DPC, to create more efficient, cost-effective, and patient-centered health plans.

Christy also addresses the challenges faced by small businesses in managing healthcare costs and the importance of making informed decisions about health plan structures. From advocating for transparent PBM practices to integrating care coordination and virtual primary care, Christy highlights actionable steps employers can take to enhance their employees' healthcare experiences. Tune in to learn how these strategies can lead to significant improvements in both employee satisfaction and overall healthcare savings.