Common Mistake: Assuming Change Management Expertise Will “Just Happen”
Common Challenge: Lack of Structured Development for Change Leaders
Quick Summary
Organizations often expect employees to manage change without giving them the tools, frameworks, or practice to do it well. This article highlights why intentional capability-building is essential—and how to develop real change management expertise using the LaMarsh Managed Change™ Model.
The Challenge
Change responsibilities are frequently assigned to leaders, project managers, or HR professionals with the assumption they’ll “figure it out.” While many bring strong leadership and communication skills, few have formal training in change management as a discipline. Without a consistent method or shared language, change efforts become inconsistent and reactive.
Why It Matters
When change efforts are poorly managed, organizations experience increased resistance, delays, and a loss of trust. Investing in structured learning not only improves outcomes, but it also builds a sustainable capability across the business.
The LaMarsh Perspective
At LaMarsh Global, we believe change management is a skillset, not a soft skill. The Managed Change™ Model provides a repeatable, scalable framework for understanding and mitigating the risks of change from a people-first perspective. Building expertise means more than attending a training—it requires application, coaching, and reinforcement.
How to Build Expertise in Change Management
Start with Foundational Training
Educate your team in a proven methodology. Ensure they understand both the theory
and application.
- Provide Hands-On Practice
Create space for real-time application of tools and techniques on active projects. - Pair with Coaching
Support learners with coaching to deepen understanding and provide real-time
feedback. - Certify and Advance
Offer structured certification paths and advanced programs like the Masters of
Managed Change™. - Embed in Culture
Make change capability a business standard, not a one-off initiative. Promote a shared
language, expectations, and accountability.
Pro Tip
Expertise grows through use. Prioritize ongoing opportunities for teams to practice, reflect,
and evolve their approach to change.
Wrap-Up & CTA
Change doesn’t manage itself—and neither does change expertise. By investing in structured capability-building, you can create a team of confident, consistent change leaders. Want to develop change expertise at scale? Explore our Learning Programs or Contact Us.
