Change is inevitable in the business world.
Organizations must adapt to the market, industry, and internal operations changes to remain relevant and competitive.
However, managing change is not always easy.
It requires careful planning, execution, and monitoring to ensure effective and sustainable change.
That’s where the LaMarsh Change Management Model comes in.
Developed by LaMarsh Global, this model is a structured approach to change management that focuses on five critical aspects: initiating the change, identifying risks, implementing, achieving results, and sustaining outcomes.
Let’s dig deeper and discuss the LaMarsh Change Management Model and its five aspects to help organizations successfully navigate change.
Brief History of LaMarsh Change Management Model
The LaMarsh Change Management Model is a structured approach to managing change developed by LaMarsh Global, a company specializing in change management consulting and training.
The model provides a framework for planning, executing, and monitoring organizational change initiatives.
It consists of five aspects: initiating the change, identifying risks, implementing, achieving results, and sustaining outcomes.
Each aspect is a critical step in the change management process, and all five must be executed effectively to ensure the success and sustainability of the change.
The LaMarsh Change Management Model was developed in the 1970s by Rick R. LaMarsh, a former executive at Procter & Gamble.
He observed that change initiatives often fail because of a lack of planning and structure, resulting in employee resistance, delays, and cost overruns.
He developed the LaMarsh Change Management Model to provide a structured approach to managing change that would increase the likelihood of success.
Since its inception, organizations worldwide have widely adopted the LaMarsh Change Management Model.
The model has been refined over the years to reflect changes in the business environment, but its core principles remain the same. The LaMarsh Global team continues to provide training and consulting services to help organizations successfully navigate change using the model.
5 Steps of the LaMarsh Change Management Model
1. Initiate the Change
Initiating the change is the first aspect of the LaMarsh Change Management Model. It involves defining the problem or opportunity that requires a change, articulating the vision for the change, and gaining support from stakeholders for the change initiative.
Initiating the change is crucial because it sets the stage for the rest of the change management process.
Without a clear understanding of the problem or opportunity and a shared vision for the change, gaining buy-in from stakeholders, identifying risks, and executing the change effectively is difficult.
Leadership plays a critical role in initiating change. Leaders must communicate the need for change, articulate the vision for the change, and gain buy-in from stakeholders, including employees, customers, and shareholders.
Leaders must also allocate resources, establish metrics for success, and create a sense of urgency around the change initiative.
Key activities involved in initiating the change include:
- Identifying the problem or opportunity that requires a change
- Developing a vision for the change
- Communicating the need for change to stakeholders
- Establishing a sense of urgency
- Securing buy-in from stakeholders
- Allocating resources
- Establishing metrics for success
2. Identify Risks
Identifying risks is the second aspect of the LaMarsh Change Management Model. It involves identifying potential obstacles that could impact the change initiative’s success and developing a plan to mitigate those risks.
Identifying risks is crucial because it allows organizations to anticipate and address potential challenges before they arise. By identifying risks early in the change management process, organizations can develop contingency plans and allocate resources to mitigate those risks, increasing the likelihood of a successful change initiative.
Key activities involved in identifying risks include:
- Conducting a risk assessment
- Engaging stakeholders to identify potential risks
- Analyzing past change initiatives for common obstacles
- Developing a contingency plan for each identified risk
- Allocating resources to mitigate identified risks
3. Implementation
Implementation is the third aspect of the LaMarsh Change Management Model. It involves executing the change initiative according to the plan developed in the previous aspects of the model.
Implementation is crucial because it is the stage where the change initiative takes place. It involves executing the plan developed in the previous stages, managing resources, and addressing unexpected challenges. Effective implementation is critical to achieving the desired outcomes of the change initiative.
Change leaders and managers plays a critical role in implementation. They must ensure that the change initiative is managed effectively, including establishing timelines, allocating resources, and monitoring progress.
Key activities involved in implementation include:
- Managing resources and timelines
- Communicating progress to stakeholders
- Addressing unexpected challenges
- Adjusting the plan as needed
- Monitoring progress and adjusting course if necessary
4. Achieve Results
Achieving results is the fourth aspect of the LaMarsh Change Management Model. It involves measuring the outcomes of the change initiative and evaluating its effectiveness in achieving the desired results.
Achieving results is crucial because it allows organizations to determine the change initiative’s success and identify improvement opportunities.
By measuring the outcomes of the change initiative and evaluating its effectiveness, organizations can learn from the experience and apply those insights to future change initiatives.
Measurement and evaluation play a critical role in achieving results. Leaders must establish metrics for success at the outset of the change initiative and monitor progress throughout the implementation process.
Key activities involved in achieving results include:
- Establishing metrics for success
- Monitoring progress throughout the change initiative
- Evaluating the outcomes of the change initiative
- Identifying opportunities for improvement
- Adjusting the plan as needed for future change initiatives
5. Sustain Outcomes
The fifth and final aspect of the LaMarsh Change Management Model is sustaining outcomes. It involves embedding the changes made during the change initiative into the organization’s culture and operations, ensuring that the desired outcomes are achieved and maintained over time.
Sustaining outcomes is crucial because it ensures that the change initiative’s benefits are realized over the long term. It also allows the organization to build on the change initiative’s success and continue to improve over time.
Leadership plays a critical role in sustaining outcomes. Leaders must ensure that the changes made during the change initiative are integrated into the organization’s culture and operations.
Key activities involved in sustaining outcomes include:
- Embedding the changes into the organization’s culture and operations
- Communicating the importance of sustaining outcomes to stakeholders
- Allocating resources as needed to maintain the changes over time
- Continuously monitoring progress and adjusting course as needed
Advantages of the LaMarsh Change Management Model
The LaMarsh Change Management Model offers several advantages to organizations seeking to manage change effectively. Some of the key advantages of the model include the following:
Comprehensive approach
The LaMarsh Change Management Model is a comprehensive approach to change management, providing a clear framework for organizations to follow, from initiating the change to sustaining the outcomes. This approach ensures that all aspects of the change initiative are considered and addressed, increasing the likelihood of success.
Emphasis on risk management
The model strongly emphasizes identifying and mitigating risks throughout the change initiative. This approach helps organizations anticipate and address potential obstacles, increasing the likelihood of a successful change initiative.
Focus on sustainability
The LaMarsh Change Management Model emphasizes the importance of sustaining outcomes over the long term. This approach ensures that the benefits of the change initiative are realized and maintained over time, providing lasting value to the organization.
Emphasis on stakeholder engagement
The model places a strong emphasis on stakeholder engagement throughout the change initiative. This approach ensures that all stakeholders are involved in the change process, increasing the likelihood of buy-in and support for the change initiative.
Flexibility
The LaMarsh Change Management Model is a flexible approach that can be adapted to meet each organization’s unique needs. This flexibility allows organizations to tailor the model to their specific circumstances, increasing the likelihood of success.
Disadvantages of the LaMarsh Change Management Model
While the LaMarsh Change Management Model offers several advantages, there are also some potential disadvantages. Some of the key disadvantages of the model include the following:
Complexity
The LaMarsh Change Management Model is a comprehensive approach to change management, which can make it complex and challenging to implement for organizations with limited resources or experience with change management.
Time-consuming: The model requires a significant investment of time and resources to implement effectively, which can be challenging for organizations with limited resources or competing priorities.
Limited focus on communication
While stakeholder engagement is emphasized in the LaMarsh Change Management Model, there is a narrow focus on communication as a key component of change management. This can be problematic for organizations where effective communication is critical to the change initiative’s success.
Heavy reliance on project management
The LaMarsh Change Management Model heavily emphasizes project management as a key component of change management. While project management is an important aspect of change management, it may not be sufficient to ensure the change initiative’s success.
Lack of focus on personal change
The model primarily focuses on managing organizational change and may not address the individual-level changes needed to support the overall change initiative.
Final Words
LaMarsh Change Management Model offers a comprehensive and effective approach to managing organizational change. Its emphasis on risk management, sustainability, stakeholder engagement, and flexibility makes it a valuable tool for organizations seeking to manage change effectively. While there are some potential disadvantages, the model’s advantages make it a strong option for many organizations.
To put this into action, organizations should consider implementing the LaMarsh Change Management Model for their next change initiative. By following the five key aspects of the model, organizations can increase the likelihood of success and realize the full benefits of the change initiative. It is also important to tailor the model to the specific needs of the organization and change initiative, ensuring that it is a good fit and effectively addresses the unique challenges and opportunities of the change initiative.
