Change Management

What the source does

• FilesystemNone observedNo reads or writes in the source
• NetworkNone observedNo outbound calls in the source
• ShellNone observedNo commands run in the source
• DependenciesPinnedNothing floats
• SecretsNone foundNo keys in source

Five audit layers

Gates applied: no behavioural pass.

.codex/skills/a11y-audit

.codex/skills/ab-test-setup

.codex/skills/account-executive

.codex/skills/ad-creative

.codex/skills/aeo

Audit 0.4.1 · source sha 6e3fcbdbb5cf · 19 Oct 2026Report an issue or request a re-scan

• Publisherborghei GitHub userOwner of the repository this skill is read from
• Source folderborghei/Claude-Skills/c-level-advisor/change-managementThe exact folder we audited
• LicenceNOASSERTIONAs the repository states it
• Commit pinned for this verdict6e3fcbdbb5cfA new audit runs when the source changes
• Repository statusNot archivedLast push 12 days ago
• Sandboxed runNot runSkills are read, not executed; layer L4 is skipped

Its description: Framework for rolling out organizational changes without chaos, using ADKAR adapted for startups. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, or managing change resistance.

---
name: change-management
description: >
  Framework for rolling out organizational changes without chaos, using ADKAR
  adapted for startups. Use when announcing a reorg, switching tools, pivoting
  strategy, killing a product, or managing change resistance.
license: MIT + Commons Clause
metadata:
  version: 2.0.0
  author: borghei
  category: c-level
  domain: change-management
  updated: 2026-03-09
  frameworks:
    - adkar-startup
    - change-communication
    - resistance-management
    - change-fatigue
    - change-playbooks
    - adoption-measurement
  triggers:
    - change management
    - ADKAR
    - organizational change
    - reorg
    - restructure
    - process change
    - tool migration
    - strategy pivot
    - change resistance
    - change fatigue
    - change communication
    - stakeholder management
    - adoption
    - compliance
    - change rollout
    - transition
    - new process
    - announce change
    - manage resistance
---
# Change Management Playbook

Most changes fail at implementation, not design. This skill provides the complete framework for rolling out organizational changes -- from process tweaks to full strategic pivots -- with minimal disruption and maximum adoption.

## Keywords

change management, ADKAR, organizational change, reorg, process change, tool migration, strategy pivot, change resistance, change fatigue, change communication, stakeholder management, adoption, compliance, change rollout, transition

---

## Clarify First

Before generating, confirm these inputs. If any is unknown or vague, ASK — do not assume:

- [ ] **The change type** (process, org/reorg, strategy pivot, or culture) — selects the playbook, timeline, and which ADKAR phase is hardest
- [ ] **What is changing and the honest business WHY** — the WHY anchors every communication; without it the rollout reads as arbitrary and breeds resistance
- [ ] **Who is affected and how** (directly affected vs. broader org) — drives communication sequencing and the order in which audiences hear it
- [ ] **How many other changes are already active** — if 3+ changes are running and under-absorbed, the plan must address change fatigue before adding more

Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.

---

## Change Type Selection

```
START: Change is needed
  |
  v
[What type of change?]
  |
  +-- Process Change (new tools, workflows)
  |     Timeline: 4-8 weeks
  |     Hardest phase: Ability
  |     See: Process Change Playbook
  |
  +-- Org Change (reorg, new leader, team restructure)
  |     Timeline: 3-6 months
  |     Hardest phase: Desire
  |     See: Org Change Playbook
  |
  +-- Strategy Pivot (new direction, killed products)
  |     Timeline: 3-12 months
  |     Hardest phase: Awareness
  |     See: Strategy Pivot Playbook
  |
  +-- Culture Change (values refresh, behavior expectations)
        Timeline: 12-24 months
        Hardest phase: Reinforcement
        See: Culture Change Playbook
```

---

## Core Model: ADKAR (Startup-Adapted)

### Overview

| Phase | What It Is | Failure Symptom |
|-------|-----------|----------------|
| **A**wareness | People understand WHY the change is happening | "Nobody told me why" |
| **D**esire | People want to participate (or at least don't resist) | "I understand but I don't agree" |
| **K**nowledge | People know HOW to do things the new way | "I want to but I don't know how" |
| **A**bility | People have time, tools, and support to change | "I know how but I can't do it yet" |
| **R**einforcement | The change sticks as the new default | "We tried but went back to the old way" |

### ADKAR Diagnostic

When a change is struggling, identify which phase is broken:

| Symptom | Broken Phase | Fix |
|---------|-------------|-----|
| "Why are we doing this?" | Awareness | Re-communicate the WHY with data |
| "This is a bad idea" | Desire | Address concerns, involve in HOW |
| "I don't know how to do this" | Knowledge | Training, documentation, office hours |
| "I keep reverting to old habits" | Ability | Practice time, reduce workload, support |
| "We started but stopped" | Reinforcement | Measurement, recognition, remove old way |

### ADKAR Implementation Timeline

| Week | Phase | Key Activities |
|------|-------|---------------|
| -4 | Awareness prep | Identify stakeholders, draft communication |
| -2 | Awareness launch | CEO/leader video explaining WHY |
| -1 | Desire building | Concerns session, address fears, involve in HOW |
| 0 | Knowledge + Go-live | Training, documentation, launch |
| 1-2 | Ability support | Office hours, help desk, reduced load |
| 3-4 | Ability + early Reinforcement | Adoption check, public wins, feedback |
| 6-8 | Full Reinforcement | Old way deprecated, adoption measured, recognized |

---

## Resistance Patterns and Responses

### Resistance Diagnostic Matrix

| Pattern | What They Say | What It Signals | Response |
|---------|-------------|-----------------|---------|
| Vocal opposition | "This won't work" | Awareness or credibility gap | Present evidence, acknowledge concern |
| Timing challenge | "Why now?" | Awareness gap | Explain urgency and cost of delay |
| Process complaint | "I wasn't consulted" | Desire gap | Acknowledge, involve in the HOW now |
| Capacity excuse | "I don't have time" | Ability gap | Reduce load or extend timeline |
| Historical reference | "We tried this before" | Trust gap | Name what is different this time |
| Silent non-compliance | [No verbal pushback, just doesn't change] | Could be any phase | 1:1 conversation to diagnose |
| Malicious compliance | [Does it technically but undermines] | Deep desire gap | Direct conversation about real concern |

### Resistance Response Decision Tree

```
START: Resistance detected
  |
  v
[Is it vocal or silent?]
  |
  +-- VOCAL --> Good. They care enough to push back.
  |              |
  |              v
  |            [Is the conce

Excerpt, first 6,000 characters of SKILL.md, verbatim from the audited commit. It is text from someone else’s repository, quoted so you can judge it before your agent reads it.

git clone https://github.com/borghei/Claude-Skills
git -C Claude-Skills checkout 6e3fcbdbb5cf

Works in

1. 2026-10-19
   !CAUTION B 89 / 100

   first audit · source 6e3fcbdbb5cf

Questions about Change Management

• github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chang — the audited source at commit 6e3fcbdbb5cf and every finding aboveObserved · 19 Oct 2026

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