LaMarsh Change Management Model 

LaMarsh Global is a specialized change management training and consulting firm. It offers a well-structured and strategic approach to implementing change management by analyzing the five key areas; introducing the change, recognizing the risk factors, executing the change process, achieving results, and sustaining the change. Today, we’ll discuss the LaMarsh change management model; key building blocks, real-life application of the model; steps involved in the process; benefits, and challenges.

Rick R. LaMarsh introduced the LaMarsh change management model in the 1970s. He offers a systematic and well-structured approach to amplify the success rate. He analyzed that the change initiatives were failing because of the following reasons;

• Cost overruns
• Delays
• Employee resistance
• Limited planning
• No structured approach

Key Building Blocks of the LaMarsh Change Management Model

• Change is a continuous process relevant to the changing and evolving circumstances
• Requires systematic and structured approach
• Leadership support plays a key role in achieving and sustaining the change
• Feedback, participation, and concerns of employees are highly cautious
• Analyzing the feedback of employees and making adjustments to the plan

Real-Life Application of LaMarsh Change Management Model

• Adapting the latest technological tools, software, applications, and other equipment
• Restructuring the organization in terms of job roles, responsibilities, and other reporting system
• Mergers and acquisitions bring process, system, and cultural changes
• Transforming organizational culture is a complicated process and it requires a system approach
• Improving the company’s existing process with the latest practices and strategies
• Launching strategic changes like new business or marketing strategy and onboarding

Key Steps Involved in LaMarsh Change Management Model 

Some of the main steps involved in the LaMarsh change management model and they’re as follows;

Introducing the Change

The first step comprises of outlining the problem or issue that needs change, envisioning the change, and getting the support of employees, partners, and stakeholders for the change project. Without defining and comprehending the exact problem; it is highly difficult to earn the support of stakeholders, recognize the risk factors, and implement the change.

The role of the company’s leadership is very significant here; they should effectively communicate the change plan, and give stakeholders and employees sufficient time to adapt to the changes. They should allocate resources, develop success metrics, and sense of urgency to launch the changes. It comprises of following activities and processes;

• Recognizing the problem that needs changing
• Envision the change
• Communicating the change with partners and stakeholders
• Developing a sense of urgency
• Getting support from team members, partners, and stakeholders
• Allocating resources
• Developing success metrics

Recognizing Risk Factors

As the name implies, it comprises of recognizing the risk factors and roadblocks that would potentially impact the change project. They should recognize the potential risk factors before time and develop a comprehensive change plan to reduce the risk factors. Some of the main activities and processes involved in this stage are as follows;

• Conducting risk analysis
• Connecting with team members and stakeholders to recognize the risk factors
• Analyzing the previous change projects to know the issues
• Crafting a contingency plan to deal with the risk factors
• Allocating resources to decrease the risk factors

Executing the Change

It is the stage where you execute and implement the change plan that you have developed in the previous stage. Effective execution of the change plan plays a key role in achieving the desired results that the company plans to achieve. The change leaders should allocate sufficient resources, set up the timeline, and analyze the progress in every step to deal with the changes. Some of the main activities and processes involved in this stage are as follows;

• Setting up the timeline and allocating resources for the change plan
• Discussing the change progress with team members and stakeholders
• Dealing with unexpected issues and challenges
• Making adjustments to your plans
• Analyzing the growth and progress consistently

Achieving Results

Here you measure and analyze the results of the change project to determine whether you have achieved the desired results or not. Achieving the results plays a key role because it helps you to know whether you are on the right track or not. The company’s leadership should establish success metrics at the start of the change project and analyze the progress throughout the execution process. Some of the main activities and processes involved in this stage are as follows;

• Setting up success metrics and measures
• Analyzing growth and progress throughout the change process
• Monitoring the result of the change project
• Recognizing areas that need improvement
• Developing a plan for the change project

Sustaining the Outcome

The final stage of LaMarsh’s change management model comprises embedding the changes and making sure to sustain them over time. Some of the main activities and processes involved in this stage are as follows;

• Embedding changes in the company’s operations and culture
• Discussing the significance of the change results with partners and stakeholders
• Resource allocation to deal with changes over time
• Continuous evaluation of the growth and progress

Benefits of LaMarsh Change Management Model

Some of the main benefits and advantages of the LaMarsh Change Management Model are as follows;

• Follows the flexibility to stratify the organizational needs and requirements and make adjustments relevant to the changing circumstances
• Engages with team members and partners and brings them on board about the change program
• Maintaining and sustaining the changes over time by making sure that the change has a lasting impact on the company
• Recognizing and decreasing the potential risk factors to make sure the company’s growth and success rate
• Offers a systematic approach and clear framework to execute and sustain the changes over time

Challenges of LaMarsh Change Management Model

Some of the main challenges and disadvantages of the LaMarsh Change Management Model are as follows;

• Limited focus on the personal growth and development of the team members for the change project
• Over-dependence on the project management for the change management doesn’t ensure the success of the change program
• No focus on communication that is highly significant for the change initiative
• Difficult to implement LaMarsh model for companies that have limited expertise or resources

Conclusion: LaMarsh Change Management Model

After an in-depth study of the LaMarsh change management model; we have realized that the LaMarsh model plays a key role in the change program. If you are learning about the LaMarsh change management model; then you should keep in mind the abovementioned advantages and disadvantages; stages involved in the process, and key elements.