Change Rollout Planner
Plans how one reorg, tool switch, or pivot lands: impact by group, who hears what first, resistance diagnosis, and follow-through.
Before & after
Same prompt, same agent — the only difference is the skill.
Change can be tricky to communicate well. You might want to think about how people perceive the shift, what you're asking them to do differently, and how to address concerns. It helps to be clear about the 'why' and give people time to adjust. I could help you draft a message or think through the rollout if you want. What specific changes are you announcing?
ADKAR MODEL BREAKDOWN: AWARENESS → Day 1-3: Send memo explaining financial pressure + competitive landscape shift driving reorg. Frame as adaptation, not crisis. DESIRE → Day 4-7: Host town halls addressing "what's in it for me" per role (career growth, tooling, clearer scope). Surface early adopters as peer champions. KNOWLEDGE → Week 2-3: Role-specific training on new reporting lines, decision rights, systems access. Pair each person with a buddy. ABILITY → Week 4-6: Supervised ramp on new workflows. Measure velocity, not just task completion. REINFORCEMENT → Week 7+: Monthly check-ins on team stability. Celebrate one small win per week. Reward people who helped peers adapt. COMMON TRAPS: • Announcing without manager prep → 48h early briefing required • Vague timelines → specify "new structure live Friday" not "soon" • Forgetting losers → dedicated 1-1 for demoted/displaced roles RESISTANCE PATTERNS: Early skeptics are often your best advocates if heard first.
About this skill
Most rollouts fail after the announcement: managers heard it with everyone else, nobody said what stops, and the old way stayed on. This skill plans how one specific change lands with each group it affects, and what keeps it from sliding back.
What it does
- Maps what changes and what is lost for each affected group, not one message for everyone
- Sequences the announcement: sponsor, managers, affected people, company, external, all within 24-48 hours
- Diagnoses resistance by where people are stuck (ADKAR used as a tool, not a ritual)
- Flags layoffs, pay changes, and role eliminations for counsel review before any message is drafted
- Sets decommission dates, adoption measures, and 2 and 6 week check-ins
What you get
A quick answer for a single question, one piece on request (announcement, FAQ, manager talking points), or a full rollout plan: impact map, stakeholder briefings, dated sequence, what stops, expected resistance, and reinforcement measures.
Best for
Founders, ops leads, and people leaders announcing a reorg, tool migration, process change, product kill, or leadership change.
SKILL.md preview
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name: change-management
description: Plan the rollout of one organizational change - a reorg, tool migration, process change, strategy pivot, product kill, or leadership change - with a change impact map by group, a stakeholder map, a sequenced announcement plan (who hears what, from whom, in what order), resistance diagnosis, and reinforcement so the change sticks. Use when the user says "we're announcing a reorg next week", "how do I roll out this new tool without a revolt", "people are pushing back on the change", "plan the comms for killing product X", "change management plan", or "nobody is using the new process".
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# Change Rollout Planner
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