Agent skill · product strategy · alirezarezvani
change-management
Use when rolling out a reorg, pivot, tool switch, leadership change or product kill. Plans it with ADKAR, communication templates and resistance patterns.
Why this skill is useful
Provides a structured framework for managing organizational change that includes specific communication strategies and resistance management techniques not commonly found in general resources.
What it needs
About 7k tokens when loaded. Last updated 2026-08-05. 23,939 stars on the source repository.
What this skill does
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. --- 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 Startup shortcut: Run a short "concerns and questions" session within 48 hours of announcement. Not to reverse the decision — to address the fears and show you're listening. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills alirezarezvani/change-management--7b9ccf