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name: change-management-plan description: "Create a structured change management plan for any organisational change. Use when asked to write a change management plan, manage a change initiative, plan a system rollout, or lead an organisational transformation. Produces a plan covering stakeholder analysis, impact assessment, communication strategy, and resistance management."

Change Management Plan Skill

Produces a structured change management plan — because most change initiatives fail not because the change is wrong, but because people aren't brought along with it.

Required Inputs

Ask the user for these if not provided:

• The change (what is changing, and what is the current state?)
• Scale (how many people affected, in how many teams/locations?)
• Timeline (when does the change go live? How long is the transition?)
• Sponsor (who is accountable at senior level?)
• Key concern (what is the biggest risk to adoption?)
• What happens if change fails (consequences of low adoption)

Output Structure

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Change Management Plan: [Change Name]

Change sponsor: [Executive owner] Change manager: [Who is running this] Go-live date: [Date] Affected population: [N people, N teams/locations]

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1. Change Summary

From (current state): [Specific description of today's situation] To (future state): [Specific description of what changes] Why this change is happening: [Honest explanation — people adopt change faster when they understand the real reason] What stays the same: [Explicitly naming what is NOT changing reduces anxiety]

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2. Stakeholder Analysis

| Stakeholder group | Size | Impact level | Current sentiment | What they need | |---|---|---|---|---| | [Group] | [N] | High/Med/Low | Supportive / Neutral / Resistant | [Specific concern or need] |

Key influencers to engage early: [Name the informal leaders, respected voices, and early adopters who can help. And the resistors who need direct attention.]

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3. Impact Assessment

| Area | Impact | Severity | Action needed | |---|---|---|---| | Daily workflow | [What changes day-to-day] | High/Med/Low | [Training / support / redesign] | | Systems or tools | [What tools are affected] | | | | Roles and responsibilities | [Any role changes] | | | | Processes | [Process changes] | | | | Metrics and targets | [Any KPI changes] | | |

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4. Communication Plan

Core message: [The 1-sentence summary everyone should understand and remember]

| Audience | Message focus | Channel | Timing | Owner | |---|---|---|---|---| | All staff | [Why this is happening + what to expect] | All-hands / Email | [T-6 weeks] | Sponsor | | Managers | [How to support their teams] | Manager briefing | [T-5 weeks] | Change manager | | Directly affected teams | [What changes for them specifically] | Team meeting | [T-4 weeks] | Line manager | | [Other group] | [Tailored message] | | | |

Communication principles:

• Over-communicate — people need to hear a message 7 times to internalise it
• Use managers to cascade, not just top-down announcements
• Create a feedback channel — questions left unanswered become rumours

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5. Training and Support Plan

| Audience | Training type | Timing | Duration | Delivery | Owner | |---|---|---|---|---|---| | [Group] | [e.g. Hands-on system training] | [T-2 weeks] | [2 hours] | [In-person / online] | [Owner] |

Go-live support:

• [What support is available on day 1 — helpdesk, floor walkers, champions]
• [Escalation path for issues in first 30 days]

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6. Resistance Management

Anticipated resistance sources:

| Concern | Who holds it | Root cause | Response | |---|---|---|---| | [e.g. "This will increase my workload"] | [Middle managers] | [Loss of autonomy] | [Specific action to address] |

Resistance management principles:

• Acknowledge concerns genuinely — dismissing resistance amplifies it
• Involve resistors in design where possible — converts them into advocates
• Distinguish between genuine concerns (worth addressing) and preference for the status quo (to be managed, not solved)

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7. Adoption Metrics

| Metric | Baseline | Target | Measurement point | Owner | |---|---|---|---|---| | [System usage rate] | [0%] | [80%] | [30 days post go-live] | [Owner] | | [Process compliance] | [X%] | [Y%] | [60 days] | [Owner] | | [Staff confidence score] | [Survey score] | [Target] | [90 days] | [Owner] |

Adoption milestones:

• D+7: [First check — early issues identified]
• D+30: [First adoption review]
• D+90: [Sustained adoption confirmed or remediation plan activated]

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Quality Checks

• [ ] "What stays the same" is explicitly addressed
• [ ] Stakeholder analysis includes resistors, not just supporters
• [ ] Communication plan uses managers to cascade (not just top-down)
• [ ] Training is timed before go-live (not after)
• [ ] Adoption metrics have a measurement date and owner
• [ ] Resistance management has specific responses (not just "communicate more")

Anti-Patterns

• [ ] Do not treat communication as a one-time announcement — people need to hear a message multiple times before they internalise it; plan for repeated touchpoints
• [ ] Do not assign change management to a single owner without involving line managers — managers are the most effective cascade channel and must be briefed before their teams
• [ ] Do not schedule training after go-live — people who learn a new system on the day they need to use it will revert to the old process
• [ ] Do not ignore resistors in the stakeholder analysis — resistors who are not explicitly engaged will undermine adoption, especially informal leaders
• [ ] Do not measure adoption only at go-live — the real test is sustained adoption at 90 days, when novelty has worn off

Example Trigger Phrases

• "Write a change management plan for [initiative]"
• "Help me plan the rollout of [system change] for [team/org]"
• "Create a communication and training plan for [change]"
• "How do I manage resistance to [change]?"