# Change Management

Framework for rolling out organizational changes without chaos, using ADKAR adapted for...

- Repository: https://github.com/borghei/Claude-Skills (1026 stars)
- Category: Engineering
- License: MIT + Commons Clause
- Last updated: 2026-10-23
- Runs scripts: yes, review before use

## Install

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

## 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.

## 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. 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

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## Clarify First

Before generating, settle the inputs below. When one is missing or vague and would change the result, ask about it; when it wouldn't, use a sensible default and say which one you used.

- **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.

Ask about the two or three inputs that matter most for this request, not the whole list. If the user wants a result straight away, produce it and state your assumptions at the top.

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## Change Type Selection

The rest: https://github.com/borghei/Claude-Skills/blob/HEAD/c-level-advisor/change-management/SKILL.md