LaMarsh Insights

A global industry leader set out to simplify its operations and drive growth across 100+ countries. With LaMarsh Global’s support and the Managed Change™ methodology, the organization aligned leadership, structured its transformation, and achieved 93% of its KPI targets—while building lasting internal change capability.

LaMarsh Global led a seamless integration for a Fortune 500 company, aligning leadership, managing risk, and building change capability across two complex organizations. The result: 94.3% satisfaction and a unified team ready for future transformation.

The LaMarsh Managed Change™ Methodology stands out for its people-centered, risk-aware, and results-driven approach to organizational change. Unlike traditional models, it treats resistance as valuable insight into adoption risks and focuses first on understanding stakeholder concerns.

Change doesn’t fail because people resist—it fails when the process doesn’t support them. In this post, we explore 10 common pitfalls that derail change efforts and share practical fixes grounded in the Managed Change™ methodology.

In the ebb and flow of business life, it’s easy to reserve gratitude for the holiday season—the time of year traditionally earmarked for giving thanks. But what if we were to extend this spirit of gratitude throughout the year, making it a cornerstone of our daily work culture?

The victim mentality at work manifests as a feeling of helplessness, borne from the belief that change is something that happens to us, not with us. It's a passive state where individuals feel they have little control over their circumstances, leading to stress and a decrease in job satisfaction.

In the complex world of change management, the significance of acknowledging and addressing emotional responses cannot be overstated. Often, in the pursuit of strategic objectives and operational efficiencies, the emotional dimension of change is overlooked, to the detriment of the process. This blog delves into the intricacies of emotional responses to change and offers a comprehensive guide for leaders and managers on navigating these waters effectively.

Every organization is a living history book, with pages filled with the tales of change. These stories are not just relics of the past; they shape the culture and resilience of a company as it faces new challenges. Understanding your organization's change history is crucial as it offers rich lessons that can guide current and future initiatives.

Discover how assessing structure, process, people, and culture in January can align your organization for a year of growth and innovation.

In the corporate world, the term 'Sponsors of Change' resonates with a significant impact. These individuals are not just the figureheads of transformation but the pivotal forces that drive it. Sponsors of Change are typically senior leaders who command the authority to define roles, set performance metrics, and, most crucially, endorse organizational changes.