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Change is inevitable, right? But it's not always easy to manage, especially when it affects how your people feel and react. That's where the LaMarsh Managed Change Model comes in. This model is all about helping organizations manage change in a way that puts people first, focusing on the emotional and psychological impacts, not just the logistics of the transition. It’s designed to guide you through the process and ensure that your team stays engaged and motivated every step of the way.
What is the LaMarsh Model?
The LaMarsh Model isn’t just about changing processes or systems. It’s about helping people adapt, feel supported, and ultimately get on board with the change. It’s a structured approach with four clear stages that guide your team through the emotional rollercoaster that comes with any kind of transformation.
So, what makes it stand out? Well, it’s built on the idea that people's reactions to change are emotional—and managing those emotions can make all the difference in whether the change sticks or not.
The Four Key Stages of the LaMarsh Model
1. Awareness: Let’s Talk About the Why
- What’s happening? This is where you get your team to understand why the change is happening in the first place. It's about opening the conversation and explaining the reasoning behind the shift. When people get the bigger picture, they’re more likely to see the value.
- Challenges to watch for: Fear of the unknown can kick in here. People will have questions like, “How does this affect me?” and “Is this change necessary?”. It’s important to address those head-on and set the tone.
2. Understanding: Breaking It Down
- What’s happening? Once everyone gets the "why," it’s time to dive into the details. This is where you explain how the change will happen and what it means for people on a personal level. Training sessions, workshops, or one-on-one meetings might come into play here.
- Challenges to watch for: People might still feel confused or uncertain. Clear, consistent communication is key. The goal here is for your team to feel confident in what’s coming next and in their role within it.
3. Commitment: Getting Buy-In
- What’s happening? This is where you need to get your people emotionally committed to the change. It’s about helping them see how this change benefits them, the team, and the organization as a whole. When people feel like they have a stake in the outcome, they’re more likely to embrace the shift.
- Challenges to watch for: If people don’t feel they’ve been adequately involved or if they can’t see the personal benefits, it might be tough to get full buy-in. Engagement here is critical.
4. Execution: The Change Happens
- What’s happening? Now comes the fun part, putting the plan into action. Your team is now integrating the change into their day-to-day. It’s about following through, tracking progress, and providing continued support. Change doesn’t stop at execution; you need to keep it alive with feedback and regular check-ins.
- Challenges to watch for: Even after the change is implemented, some people may slip back into old habits. You’ll need to keep reinforcing the new ways to make sure the change sticks.
Why Choose the LaMarsh Model?
Let’s be real, no one likes change when it feels abrupt or forced. The LaMarsh Model helps soften the blow by focusing on people first. Here’s why it might be the perfect fit for your organization:
- People-Centered: The model’s biggest strength is that it’s not just about managing the process—it’s about managing how people feel. The goal is to reduce resistance by addressing their emotional responses.
- Clear and Structured: Change can feel chaotic, but the LaMarsh Model gives you a roadmap to follow. It makes the whole process more predictable and gives your team the guidance they need.
- Leadership-Driven: Leaders play a huge role in setting the tone. The model calls on leadership to be hands-on, communicate openly, and lead by example. It’s not just a “top-down” process; leaders should be in the trenches, engaging with the team and supporting the transition.
- Sustained Change: It’s not enough to just launch the change. The LaMarsh Model emphasizes feedback loops and continuous support to ensure the change becomes part of your organization’s culture.
What Are the Challenges?
No change process is perfect, and the LaMarsh Model is no exception. Here are a couple of things to keep in mind:
- Resource-Heavy: It does require time, effort, and resources, especially in larger organizations. Keeping communication clear and consistent can be a challenge if you're spread thin.
- Resistance is Inevitable: Change is tough for everyone, even when you’re doing your best to make it smooth. Some resistance is natural, but the model’s structure helps you deal with it effectively.
- Requires Monitoring: The work doesn't stop once the change has been implemented. Keeping tabs on how things are going and adjusting as necessary is a big part of making sure the change sticks.
When Should Enterprise Use the LaMarsh Model?
This model works best when:
- There’s significant change happening: Whether it’s a new system, leadership shift, or organizational transformation, the LaMarsh Model helps people transition smoothly.
- You want to ensure buy-in at all levels: It’s perfect if you’re looking to engage your people, get them on board, and make them feel like they’re part of the process.
You need sustained change: If you’re after long-term success rather than a quick fix, this model is designed to help you embed change into your culture over time.
Conclusion
The LaMarsh Managed Change Model isn’t just about making change happen; it’s about making change work—for your people, your team, and your organization. By focusing on communication, engagement, and emotional support, this model gives you the tools to help your team feel confident and committed throughout the change process.
Change might be inevitable, but with the right approach, it can also be smooth, strategic, and even empowering.
