People Sustained Organizational Change Management (PSCOM®)
PSOCM® is a 3-Phase, 10-Step, 40-Action comprehensive, life-cycle series, change management model based on a systematic literature review, and meta-analysis of the top 22 change management processes.
One important distinction to keep in mind when considering using PSOCM is that it is free. In the high-tech world, there are numerous open-source software programs from which the original source code is made freely available and may be redistributed and modified. That is the beauty of PSOCM®. You can use it or modify it to fit your specific organizational needs. Indeed, when you find improvements, then please contact me about your experience – positive or negative. Over time I will be adding information about such experience here on the website.
People Sustained Organizational Change Management or PSOCM® was developed as part of the doctorate research at Washington State University’s Interdisciplinary Doctorate Program by Richard H. Carson. The model is the most comprehensive change management models available today. It presents the first complete life-cycle series of steps that can be utilized in total, in phases or as discrete activities.
This is important because all of the models that followed Lewin’s model are basically the same formula. My model follows him with its Initiate, Implement, and Maintain phases. The difference between my model and all the others is the level of 40 Actions that it generates. You are not left to wonder what to do now! In the past, you needed to hire a consultant to bridge the gap. Now you can use your own internal change management specialist to accomplish this on a routine basis.
Every large organization has a risk management specialist. His or her job is to keep you from making costly mistakes. This is essentially a reactive function. The change management function is proactive. It works almost like having an organizational radar to anticipate change and in some cases initiate change. I want to note that this model is more than a theory. In the latter part of my 30-year management experience, I implemented various organizational change management projects. I followed this with another 10 years as an organizational change management consultant. I did this first with a national company and then through my own company Carson & Associates. So, I learned the hard way what works and what does not.
You, the change agent, need to present this to your client for their approval before you can move on to the diagnosis phase. This may or may not present a problem. One of the advantages of hiring a consultant is that the consultant brings with them the patina of professional/subject matter expert (SME) objectiveness.
However, let us assume stalking horse scenario is this is not the case. In which case you are faced with advising you client that their premise was wholly or partially correct, or incorrect. With any luck your client will realize that addressing the issues embedded in the final problem is paramount and will benefit their organizational mission statement. That being said, the problem statement will either be found to be correct or modified in order for the diagnosis phase to begin. You create the final problem statement for diagnosis.
I have developed a ground-breaking diagnostic tool for use in getting to the root of the organizational health problem. You can check this out in my new diagnostic section. This is the most advanced problem-solving process available to the change management agent. Finally, there is a process that makes sense and is sufficiently detailed, in terms of instructions, to meet the challenge facing your organization!
The 40 step model can be found on the Book of Change® website!