When a portion of your workforce adopts the change while others lag, it’s tempting to think it’s time to get tough. But using punitive measures to force change can backfire—damaging trust, increasing resistance, and harming long-term adoption. Here’s why a more strategic approach pays off.

Contracting with sponsors isn’t a formality—it’s the foundation of successful change. In this article, we outline a practical guide for creating effective sponsor contracts that align leadership actions with change success. 

Strong sponsorship is the cornerstone of successful change. Yet, organizations often overlook the importance of recognizing leaders who do it well. When great sponsorship goes unacknowledged, momentum fades—and so does motivation. 

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.

Reimagining Change Management in the Age of Intelligent Tools

Artificial Intelligence (AI) is transforming how organizations operate — and that includes how we lead change. For change professionals, AI is not a replacement for human judgment, empathy, or sponsorship—it’s a set of tools that can amplify our insight, speed, and impact. When used effectively, AI enables us to allocate less time to data collection and more to guiding people through the human aspects of change.

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.