Common Challenge: Big Goals, No Fuel to Reach Them 

A well-designed change initiative can still fail if it’s under-resourced. Whether it’s time, people, tools, or budget, insufficient support creates friction and signals that the change isn’t truly a priority. This article outlines how to resource change realistically and strategically using the LaMarsh Managed Change™ Model.

Common Mistake: Too Many Tasks, Not Enough Impact

With limited time and resources, it’s tempting to focus on what’s most visible—communication plans, slide decks, or stakeholder meetings. But without a clear way to prioritize based on impact, urgent work often overtakes important work.

Common Mistake: Underestimating the Role of Leaders as Storytellers 

In the rush to drive change, many organizations overlook one of their most powerful tools: leadership storytelling. When leaders fail to tell the story of change in a way that connects, inspires, and explains, adoption falters, even when everything else is done well.

One of the most overlooked aspects of effective change leadership is ongoing evaluation. Many change plans are developed and then left to run, without regular check-ins to assess whether they’re working. This article explores how often, how deeply, and how strategically to evaluate a change plan using the LaMarsh Managed Change™ Model. 

Change messages often fall flat—not because the content is wrong, but because it’s delivered in a way that doesn’t resonate with the audience. This article explores how to craft communication that speaks directly to the needs, risks, and priorities of your stakeholders. 

Not every change needs 100% enthusiastic buy-in, but some do. Failing to define what level of acceptance is truly required can result in wasted effort, poor adoption, or avoidable resistance. This article explores how to determine the right threshold of acceptance using the LaMarsh Managed Change™ Model. 

A detailed change plan doesn’t automatically lead to successful adoption. The real difference between an average and a great change plan is not how many boxes are checked, but how well the plan enables people to shift behaviors and achieve results. This article breaks down the elements that elevate your plan from tactical to transformational.