Organizational Development

Employee attitudes and behaviors can have both a positive or negative affect on your business.  That’s why any organization, especially one involved in a change initiative or a merger, must address the employee issues. LIMRA’s organizational development consultants can help.

Our organizational development process gives you insight into your work culture, helping you improve organizational effectiveness, achieve strategic objectives, and attain meaningful, sustainable changes.  You’ll have a deeper understanding of where you are today, where you need to go, and how to get there.

After reviewing and clarifying your unique strategic objectives, our process leads you through seven key steps that will help you:

1. Define your desired organizational culture, the culture you need to succeed
2. Understand your current work culture(s)
3. Analyze key gaps between your current and desired cultures — or between the cultures of merging organizations
4. Develop action plans to close these gaps
5. Prioritize and implement follow-up actions, including ways managers can encourage and reward behavior consistent with your desired culture
6. Communicate plans to your staff and create buy-in
7. Monitor progress as you close the gaps and build your new culture

This process can help you whenever you need to understand your existing or desired culture. Combining it with a focused consulting process can help you implement:

• Mergers and acquisitions
• Major reorganizations
• Strategic initiatives
• Demutualization
• Change initiatives
• New leadership
• New distribution channels
• Field consolidations

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