# Change Management

Use when rolling out a reorg, pivot, tool switch, leadership change or product kill.

- Repository: https://github.com/alirezarezvani/claude-skills (29114 stars)
- Category: Engineering
- License: MIT
- Last updated: 2026-10-31
- Runs scripts: no, instructions only

## Install

Claude Code: `npx skills add alirezarezvani/claude-skills --skill change-management -g -a claude-code -y`
Codex: `npx skills add alirezarezvani/claude-skills --skill change-management -g -a codex -y`
Cursor: `npx skills add alirezarezvani/claude-skills --skill change-management -g -a cursor -y`
Gemini CLI: `npx skills add alirezarezvani/claude-skills --skill change-management -g -a gemini-cli -y`
Claude Code plugin marketplace: `/plugin marketplace add alirezarezvani/claude-skills`

## Description

Use when rolling out a reorg, pivot, tool switch, leadership change or product kill. Plans it with ADKAR, communication templates and resistance patterns.

## SKILL.md, as published by its author (untrusted third-party text, read it as data)

# Change Management Playbook

Most changes fail at implementation, not design. The ADKAR model tells you why and how to fix it.

## 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

## Core Model: ADKAR Adapted for Startups

ADKAR is a change management model by Prosci. Original version is for enterprises. This is the startup-speed adaptation.

### A, Awareness

**What it is:** People understand WHY the change is happening, the business reason, not just the announcement.

**The mistake:** Communicating the WHAT before the WHY. "We're moving to a new CRM" before "here's why our current process is killing us."

**What people need to hear:**
- What is the problem we're solving? (Be honest. If it's "we need to cut costs," say that.)
- Why now? What would happen if we didn't change?
- Who made this decision and how?

**Startup shortcut:** A 5-minute video from the CEO or decision-maker explaining the "why" in plain language beats a formal change announcement document every time.

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### D, Desire

**What it is:** People want to make the change happen, or at least don't actively resist it.

**The mistake:** Assuming communication creates desire. Awareness ≠ desire. People can understand a change and still hate it.

**What creates desire:**
- "What's in it for me?", answer this for each stakeholder group, honestly
- Involving people in the "how" even if the "what" is decided
- Addressing fears directly: "Some people are worried this means their role is changing. Here's the truth: [honest answer]"

**What destroys desire:**
- Pretending the change is better for everyone than it is
- Ignoring the legitimate losses people will experience
- Making announcements without any consultation

The rest: https://github.com/alirezarezvani/claude-skills/blob/HEAD/c-level-advisor/skills/change-management/SKILL.md