LaSalle Network

An org chart is only useful if it actually reflects how responsibilities flow. When it doesn’t… Work starts to build up in roles that were never designed to carry it. Accountability gets harder to define because ownership lives in practice, but not on paper, and performance conversations start circling around individuals when the real issue sits at the structural level. These are often early signs that an organization has grown faster than its operating model. If left unchecked, it starts showing up in morale and retention. For leadership teams, noticing these signs early can make the difference between a future-proofed, resilient business and teams that continue to absorb the strain until something breaks.

Technology continues to change and influence how teams hire, onboard, and manage work. We’re curious, what's delivered the most value for you? 👇

Only 12% of business transformations achieve their original objectives. That's around the same odds as winning a championship in a competitive sports league. Yet, many organizations treat transformations as routine operating work rather than elite performance under pressure. In our latest article, we unpack the four execution breakdowns that derail business transformations most often. If a major shift is on your agenda this year, it’s worth a read. The full article is linked in the comments. 🔗👇 

Most careers don’t follow a straight path, even if resumes try to make them look that way. There are lateral moves that teach more than promotions, and roles that don’t work out but provide valuable information on what to look for next. Growth often shows up sideways before it shows up upward. When those moments start to signal that something new might be on the horizon, having a partner who understands that careers evolve and won’t force them into a linear box can make the process feel smoother. Whenever you’re ready to explore what's next for your organization, our specialized teams are here to help you think it through.

Talent decisions can act like a mirror to how well an organization’s leadership decisions are made. These decisions surface questions of internal tradeoffs, decision ownership, future planning, and business growth priorities.  When the pieces are well understood, teams and partners can move predictably and consistently. When they aren’t, good execution struggles to gain traction. We’re breaking down the top areas where those decisions tend to matter most, and make the difference between bad, just good, or great talent outcomes.

When a business priority is translated into a list of requirements that looks like a CVS receipt, it’s usually a symptom of a deeper problem: a disconnect between company vision and workforce reality. In the rush to avoid risk and "cover every base," leadership teams often inadvertently stall their own transformation efforts. Piling on "nice-to-have" requirements doesn't create precision; it creates a bottleneck that impacts your ROI. At LaSalle, we partner with leaders to move past the "unicorn" search and focus on outcomes-driven expertise: - Define the Essential: We identify the core skills required to drive business outcomes on day one. - Strategic Advisory: We provide the data-driven planning needed to determine if you need an individual, a specialized team, or an entirely new delivery model. - Build for Tomorrow: We help you hire for the foundation, then build the roadmap for that leader to grow alongside your organization. Don't let a "perfect" list get in the way of your business acceleration. #BusinessTransformation #BuildingTeams #LongTermGrowth

A newly created role. A high bar. A strong outcome. Thank you to Melody and team for the opportunity to partner on making an impact for your core business. #LaSalleNetwork #ClientPartnership #TrustMatters #PeopleFirst

After more than two decades in this industry, a few things have become very clear: - Relationships matter more than transactions, especially when timelines are tight and stakes are high. - Speed only works when it’s paired with clear planning; one without the other creates more work later. - The best outcomes come from listening first, not assuming you already know the problem. - Talent decisions ripple far beyond a single role, shaping teams, culture, and ultimately business transformation in ways that aren’t always obvious at the start. - Consistency builds trust, and trust is what turns a one-time engagement into a long-term partnership. These lessons weren’t learned overnight. They’ve come from years of working alongside clients and candidates, adapting to change, and staying committed to doing the work the right way, despite an ever-changing industry. What lessons have you learned that you would add? #LongTermPartnerships #BusinessRelationships #TalentLeadership

Dr. King’s work centered on progress built through intention, courage, and a willingness to challenge systems that limit opportunity. His vision continues to influence conversations around equity, dignity, and access in the everyday choices organizations and leaders continue to make. At LaSalle, we commit today to reflect on the responsibility to listen more closely, act more thoughtfully, and contribute to workplaces and communities where people are seen, supported, and given the chance to thrive. #MLKDay #EquityAndOpportunity #PeopleFirst #CommunityImpact

Urgency can quickly become the default inside organizations that care deeply about performance and outcomes. When every request arrives with the same level of pressure, it becomes harder to decide what needs immediate attention from what hasn’t been clearly prioritized yet. Over time, that high-pressure environment can blur judgment, strain efficiency, and make it more difficult for teams to stay aligned on what matters next. When urgency is applied intentionally, it can create focus, alignment, and momentum around the right work, rather than just spreading the same high priority across every request or need that happens to be loudest in the moment. The approach of everything being a fire puts you at risk of burning your best people out. #LeadershipPerspective #WorkplaceClarity #DecisionMaking #OrganizationalEffectiveness