Chaos Engineer
Jeffallan/claude-skills
Designs chaos experiments, failure injection and game days for distributed systems, with blast radius limits, rollback plans and written learnings.
Framework for rolling out organizational changes without chaos.
MITAuto-check passed
Install Change Management
$ npx skills add alirezarezvani/claude-skills --skill change-management -a claude-codeProject install by default; add -g for ~/.claude/skills/.
$ gh skill install alirezarezvani/claude-skills change-management --agent claude-codeProject scope by default; add --scope user for a personal install. Needs GitHub CLI 2.90.0 or later (public preview).
$ git clone --depth 1 https://github.com/alirezarezvani/claude-skills.git skills-src && mkdir -p .claude/skills && cp -r skills-src/c-level-advisor/skills/change-management .claude/skills/change-management && rm -rf skills-srcUse ~/.claude/skills/ instead of .claude/skills for a personal install. The folder must contain SKILL.md.
Claude Code skills documentation · loads skills from .claude/skills/
Install the "change-management" agent skill from https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-management into .claude/skills/change-management/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "change-management", then confirm the skill loads.Claude Code copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$skill-installer install https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-managementType this inside Codex. $skill-installer <name> installs a curated skill from openai/skills. The installer writes to $CODEX_HOME/skills (default ~/.codex/skills). Restart Codex if the skill does not show up.
$ npx skills add alirezarezvani/claude-skills --skill change-management -a codexProject install goes to .agents/skills/; add -g for ~/.codex/skills/.
$ gh skill install alirezarezvani/claude-skills change-management --agent codexProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/alirezarezvani/claude-skills.git skills-src && mkdir -p .agents/skills && cp -r skills-src/c-level-advisor/skills/change-management .agents/skills/change-management && rm -rf skills-srcUse ~/.agents/skills/ instead of .agents/skills for a personal install.
Codex skills documentation · loads skills from .agents/skills/
Install the "change-management" agent skill from https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-management into .agents/skills/change-management/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "change-management", then confirm the skill loads.Codex copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ npx skills add alirezarezvani/claude-skills --skill change-management -a cursorProject install goes to .agents/skills/; add -g for ~/.cursor/skills/.
$ gh skill install alirezarezvani/claude-skills change-management --agent cursorProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/alirezarezvani/claude-skills.git skills-src && mkdir -p .cursor/skills && cp -r skills-src/c-level-advisor/skills/change-management .cursor/skills/change-management && rm -rf skills-srcUse ~/.cursor/skills/ instead of .cursor/skills for a personal install.
Cursor skills documentation · loads skills from .cursor/skills/, .agents/skills/, .claude/skills/, .codex/skills/
Install the "change-management" agent skill from https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-management into .cursor/skills/change-management/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "change-management", then confirm the skill loads.Cursor copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ gemini skills install https://github.com/alirezarezvani/claude-skills.git --path c-level-advisor/skills/change-management--scope user (default) or --scope workspace; --path is the subfolder of the repo that holds the skill; --consent skips the security confirmation prompt.
$ npx skills add alirezarezvani/claude-skills --skill change-management -a gemini-cliProject install goes to .agents/skills/; add -g for ~/.gemini/skills/.
$ gh skill install alirezarezvani/claude-skills change-management --agent gemini-cliProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/alirezarezvani/claude-skills.git skills-src && mkdir -p .gemini/skills && cp -r skills-src/c-level-advisor/skills/change-management .gemini/skills/change-management && rm -rf skills-srcUse ~/.gemini/skills/ instead of .gemini/skills for a personal install, then run /skills reload.
Gemini CLI skills documentation · loads skills from .gemini/skills/, .agents/skills/
Install the "change-management" agent skill from https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-management into .gemini/skills/change-management/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "change-management", then confirm the skill loads.Gemini CLI copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ gh skill install alirezarezvani/claude-skills change-managementInstalls for Copilot at project scope by default; add --scope user for a personal install. Preview a skill first with gh skill preview. Needs GitHub CLI 2.90.0 or later (public preview).
$ npx skills add alirezarezvani/claude-skills --skill change-management -a github-copilotProject install goes to .agents/skills/; add -g for ~/.copilot/skills/.
$ git clone --depth 1 https://github.com/alirezarezvani/claude-skills.git skills-src && mkdir -p .github/skills && cp -r skills-src/c-level-advisor/skills/change-management .github/skills/change-management && rm -rf skills-srcUse ~/.copilot/skills/ instead of .github/skills for a personal install. Commit .github/skills so cloud agent and code review can use it.
GitHub Copilot skills documentation · loads skills from .github/skills/, .claude/skills/, .agents/skills/
Install the "change-management" agent skill from https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-management into .github/skills/change-management/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "change-management", then confirm the skill loads.GitHub Copilot copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ npx skills add alirezarezvani/claude-skills --skill change-management -a opencodeOpenCode documents no install command of its own. Project install goes to .agents/skills/; add -g for ~/.config/opencode/skills/.
$ gh skill install alirezarezvani/claude-skills change-management --agent opencodeProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/alirezarezvani/claude-skills.git skills-src && mkdir -p .opencode/skills && cp -r skills-src/c-level-advisor/skills/change-management .opencode/skills/change-management && rm -rf skills-srcUse ~/.config/opencode/skills/ instead of .opencode/skills for a personal install.
OpenCode skills documentation · loads skills from .opencode/skills/, .claude/skills/, .agents/skills/
Install the "change-management" agent skill from https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/skills/change-management into .opencode/skills/change-management/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "change-management", then confirm the skill loads.OpenCode copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
Facts
- Skill name
change-management- GitHub stars
- 28k
- Used in
- 1 other repo
- Token cost
- ~2.9k tokens
- SKILL.md length
- 1,529 words
- Files
- 2 (incl. references)
- Skills in repo
- 342
- Repo updated
- First seen
- Licence
- MIT
At a glance
Framework for rolling out organizational changes without chaos.
- Works in 6 steps: Week -2: Announce the why + go-live date → Week -1: Training sessions available → Week 0 (go-live): Launch + point person… → …
- Announcing a reorg
- SKILL.md covers Keywords, Core Model: ADKAR Adapted for…, Change Types and ADKAR… and Resistance Patterns, plus 4 more sections
- Instructions only: no scripts, shell commands, URLs or credentials in SKILL.md
What it does
Change Management is an agent skill from alirezarezvani/claude-skills. Framework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.
Its SKILL.md is about 2.9k tokens, which your agent loads only when the skill is triggered. The skill folder holds 2 other files, including reference files (for example `references/change-playbook.md`).
The repository describes itself as: 380 Claude Code skills & agent skills & plugins (30+ Agents, 70+ custom commands, 380+ skills, customizable references, scripts)for Claude Code, Codex, Gemini CLI, Cursor, and 8… The licence is MIT.
When your agent uses it
- Announcing a reorg
- Switching tools
- Pivoting strategy
- Killing a product
Example prompts
- “/change-management”
Workflow steps
6 steps, taken from the first numbered list in SKILL.md.
- Week -2: Announce the why + go-live date
- Week -1: Training sessions available
- Week 0 (go-live): Launch + point person available
- Week 2: Adoption check-in (who's using it? Who isn't?)
- Week 4: Feedback collection + public wins
- Week 8: Old system deprecated
What it can do on your machine
Read from SKILL.md and the folder at commit 19392f7. It shows what the files ask for, not the result of running them.
Tool permissions
Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.
From allowed-tools in the SKILL.md frontmatter.
Runs code
No scripts in the folder and no shell commands in SKILL.md.
From the folder's file list and the shell code blocks in SKILL.md.
Network
No URLs in SKILL.md.
From URLs in SKILL.md, links to its own repository left out.
Credentials
Names no API keys, tokens, secrets or passwords.
From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.
Context cost
Change Management loads about 2.9k tokens when it runs, and up to ~5.9k if it reads all its reference files. Until then it costs about 128 tokens; SKILL.md has 1,529 words of instructions outside code blocks.
Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.
Safety
Auto-check passed
The automated check found no risky patterns in SKILL.md.
Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); files beside SKILL.md are not scanned.
SKILL.md
The full file from alirezarezvani/claude-skills at commit 19392f7, republished under its MIT licence (© alirezarezvani). 1,529 words, ~2,860 tokens.
Download SKILL.mdSave it as
.claude/skills/change-management/SKILL.md (or your agent's skills folder). This skill also uses 1 other file; get the full folder from GitHub.- name
- change-management
- description
- Framework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.
- license
- MIT
- metadata.version
- 1.0.0
- metadata.author
- Alireza Rezvani
- metadata.category
- c-level
- metadata.domain
- change-management
- metadata.updated
- 2026-03-05
- metadata.frameworks
- change-playbook
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.
K — Knowledge
What it is: People know HOW to operate in the new world — the specific skills, behaviors, and processes.
The mistake: Announcing the change and assuming people will figure it out.
What people need:
- Step-by-step documentation of new processes
- Training or practice sessions before go-live
- Clear answers to "what do I do when [common scenario]?"
- Who to ask when they're stuck
Types of knowledge transfer:
| Method | Best for | When |
|---|---|---|
| Live training | Skill-based changes, complex tools | Before go-live |
| Documentation | Process changes, reference material | Always |
| Video walkthroughs | Tool migrations | Available 24/7, self-paced |
| Shadowing / peer learning | Behavior changes | Weeks 2–4 after launch |
| Office hours | Any change with many edge cases | First 4–6 weeks |
A — Ability
What it is: People have the time, tools, and support to actually do things differently.
The mistake: "We've trained everyone" ≠ "everyone can now do it." Training is knowledge. Ability is practice.
What creates ability:
- Time to practice before being evaluated
- A safe environment to make mistakes (no public shaming for early struggles)
- Reduced load during transition (if you're asking people to learn new skills, don't simultaneously pile on new work)
- Access to help (a Slack channel, a point person, documentation)
Signs of ability gap:
- People revert to old behavior under pressure
- Workarounds emerge (people invent their own way around the new system)
- Training scores are high but actual behavior hasn't changed
R — Reinforcement
What it is: The change sticks. The new behavior becomes the default.
The mistake: Declaring victory at go-live. Changes fail because they're never reinforced.
What creates reinforcement:
- Visible measurement (are we tracking adoption?)
- Recognition of early adopters ("Sarah fully migrated to the new workflow in week 2 — ask her how")
- Leader modeling (if the CEO uses the old way, everyone will)
- Removing the old option (when possible — eliminate the path of least resistance)
- Consequences for non-adoption (stated clearly, applied consistently)
Adoption vs. compliance:
- Compliance: People do it when watched, revert when not
- Adoption: People do it because they believe it's better
Only reinforcement creates adoption. Compliance is the result of enforcement. Aim for adoption.
Change Types and ADKAR Application
Process Change (new tools, new workflows)
Timeline: 4–8 weeks for full adoption Hardest phase: Ability (people know what to do but haven't built the habit) Critical reinforcement: Remove or deprecate the old tool/process
Communication sequence:
- Week -2: Announce the why + go-live date
- Week -1: Training sessions available
- Week 0 (go-live): Launch + point person available
- Week 2: Adoption check-in (who's using it? Who isn't?)
- Week 4: Feedback collection + public wins
- Week 8: Old system deprecated
Org Change (reorg, new leader, team splits/merges)
Timeline: 3–6 months for full stabilization Hardest phase: Desire (people fear for their roles and relationships) Critical reinforcement: Consistent behavior from new leadership
Communication sequence:
- Day 0: Announce the change with the "why" — in person or synchronous video
- Day 1: 1:1s with most affected team members by their manager
- Week 1: FAQ published with honest answers to the 10 most common concerns
- Week 2–4: New structure is operating (don't delay implementation)
- Month 2: First retrospective — what's working, what needs adjustment
- Month 3–6: Regular check-ins on team health and morale
What to say when a leader is leaving or being replaced: Be honest about what you can share. Never: "We can't share the reasons." Always: either a truthful explanation or "we're not able to share the specifics, but I can tell you [what this means for you]."
Show full SKILL.md (649 more words)Show less
Strategy Pivot (new direction, killed products)
Timeline: 3–12 months for full alignment Hardest phase: Awareness (people don't believe the pivot is real) Critical reinforcement: Resource reallocation that visibly proves the pivot is happening
Communication sequence:
- Internal first, always. Employees should never hear about a pivot from a press release.
- All-hands with full context: what changed in the market, what you're doing, what it means for teams
- Each team leader runs a "what does this mean for us?" conversation with their team
- Resource reallocation announced within 2 weeks (if the money doesn't move, people won't believe the pivot)
- First milestone of the new direction celebrated publicly
What kills pivots: Announcing a new direction while still funding the old one at the same level.
Culture Change (values refresh, behavior expectations)
Timeline: 12–24 months for genuine behavior change Hardest phase: Reinforcement (behavior doesn't change just because values were announced) Critical reinforcement: Visible decisions that reflect the new values
Communication sequence:
- Build with input: involve a representative sample of the company in defining the change
- Announce with story: "Here's what we observed, here's what we're changing and why"
- Behavior anchors: for each culture change, state the specific behavior in observable terms
- Leader behavior: leadership team must visibly model the new behavior first
- Performance integration: new expected behaviors appear in reviews within one cycle
- Celebrate the right behaviors: when someone exemplifies the new culture, name it publicly
Resistance Patterns
Resistance is information, not defiance. Diagnose before responding.
| Resistance pattern | What it signals | Response |
|---|---|---|
| "This won't work" | Awareness gap or credibility gap | Explain the evidence base for the change |
| "Why now?" | Awareness gap | Explain urgency — what happens if we don't change |
| "I wasn't consulted" | Desire gap | Acknowledge the gap; involve them in the "how" now |
| "I don't have time for this" | Ability gap | Reduce their load or push the timeline |
| "We tried this before" | Trust gap | Acknowledge what's different this time. Be specific. |
| Silent non-compliance | Could be any gap | 1:1 conversation to diagnose |
The worst response to resistance: Dismissing it. "Some people are resistant to change" as if resistance is a personality flaw rather than a signal.
Change Fatigue
When organizations change too fast, people stop believing any change will stick.
Signals
- Eye-rolls during change announcements ("here we go again")
- Low attendance at change-related sessions
- Fast compliance on paper, slow adoption in practice
- "Last month we were doing X, now we're doing Y" comments
Prevention
- Finish what you start. Don't announce a new change while the last one is still being absorbed.
- Space changes. One significant change at a time. Give 2–3 months of stability between major changes.
- Announce what's NOT changing. People in change-fatigue need to know what's stable.
- Show results. Publish what the previous change achieved before launching the next.
When you're already in change fatigue
- Pause non-critical changes
- Run a "change inventory": how many changes are in progress simultaneously?
- Prioritize ruthlessly: which changes are essential now? Which can wait?
- Communicate stability: "Here's what is NOT changing this quarter"
Key Questions for Change Management
- "Who are the most skeptical people about this change? Have we talked to them directly?"
- "Do people understand why we're doing this, or just what we're doing?"
- "Have we given people time to practice before we measure performance on the new way?"
- "Is the old way still available? If so, people will use it."
- "Are leaders modeling the new behavior themselves?"
- "How many changes are we running simultaneously right now?"
Red Flags
- Change announced on Friday afternoon (people stew over the weekend)
- "This is final, questions are not welcome" framing
- No published FAQ or way to ask questions safely
- Old system/process still running 6 weeks after "go-live"
- Leaders exempted from the change they're asking everyone else to make
- No measurement of adoption — assuming go-live = success
Detailed References
references/change-playbook.md— ADKAR deep dive, resistance counter-strategies, communication templates, change fatigue management
© alirezarezvani, MIT. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file
Files
SKILL.md and 1 other file (references) in c-level-advisor/skills/change-management of alirezarezvani/claude-skills.
- SKILL.md
- references/change-playbook.md
Open the folder on GitHubat commit 19392f7
Used in 1 other repository
We found 2 copies of this SKILL.md (exact, near-identical or edited) in other folders, from 1 other GitHub owner. This page covers the copy in alirezarezvani/claude-skills, which our catalogue first saw on October 7, 2026.
Compare with similar skills
Change Management next to the 5 skills that share the most tags, products or categories with it. Stars are the repository's; “used in” counts other GitHub owners with a copy.
| Skill | Stars | Used in | Tokens | Auto-check | Licence | Repo updated |
|---|---|---|---|---|---|---|
| Change Management this skillalirezarezvani/claude-skills | 28k | 1 repos | ~2.9k | Automated safety check: Pass | MIT | |
| Chaos EngineerJeffallan/claude-skills | 12k | — | ~1.8k | Automated safety check: Pass | MIT | |
| Implementing Security Chaos Engineeringmukul975/Anthropic-Cybersecurity-Skills | 34k | — | ~650 | Automated safety check: Pass | Apache-2.0 | |
| Running Chaos Testsjeremylongshore/tons-of-skills-marketplace | 2.8k | — | ~1.7k | Automated safety check: Pass | MIT | |
| Chaos Engineeringborghei/Claude-Skills | 891 | — | ~1.6k | Automated safety check: Pass | MIT | |
| Chaossoftspark/ai-toolkit | 179 | — | ~579 | Automated safety check: Notes | Apache-2.0 |
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Questions about Change Management
What does Change Management do?
Framework for rolling out organizational changes without chaos. Change Management is an agent skill from alirezarezvani/claude-skills. Framework for rolling out organizational changes without chaos.
When should I use Change Management?
Change Management fits situations like: announcing a reorg; switching tools; pivoting strategy; killing a product.
How do I install Change Management in Claude Code?
Run `npx skills add alirezarezvani/claude-skills --skill change-management -a claude-code`. Or copy the skill folder (c-level-advisor/skills/change-management in alirezarezvani/claude-skills) into .claude/skills/change-management in your project. Claude Code loads it when a task matches its description.
How do I install Change Management in Codex?
Run `npx skills add alirezarezvani/claude-skills --skill change-management -a codex`. Or copy the skill folder (c-level-advisor/skills/change-management in alirezarezvani/claude-skills) into .agents/skills/change-management in your project. Codex loads it when a task matches its description.
Can I use Change Management in Cursor, Gemini CLI or GitHub Copilot?
Cursor, Gemini CLI, GitHub Copilot and OpenCode also load SKILL.md folders. With the skills CLI, run `npx skills add alirezarezvani/claude-skills --skill change-management -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/change-management, .gemini/skills/change-management, .github/skills/change-management and .opencode/skills/change-management in your project.
What does Change Management need to run?
SKILL.md names no scripts, command-line tools or credentials: Change Management is instructions for the agent only.
Does Change Management access the network?
SKILL.md contains no URLs. Any network use would come from the scripts or tools the agent runs. This is read from the text; nothing was executed.
Is Change Management safe to install?
Our automated static check of SKILL.md found no risky patterns, such as piping downloads into a shell, reading credential files or hidden Unicode. It is not a guarantee. Review the folder before installing.
What licence does Change Management use?
Change Management is published under the MIT licence (declared in SKILL.md). It allows redistribution, so the full SKILL.md is shown on this page.
How many tokens does Change Management use?
About 2.9k tokens (SKILL.md is roughly 11k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full. Its references folder adds about 3k tokens, read only when the agent opens those files.
What are the alternatives to Change Management?
Skills that share tags, products or a category with Change Management: Chaos Engineer (Jeffallan/claude-skills, 12k stars), Implementing Security Chaos Engineering (mukul975/Anthropic-Cybersecurity-Skills, 34k stars), Running Chaos Tests (jeremylongshore/tons-of-skills-marketplace, 2.8k stars) and Chaos Engineering (borghei/Claude-Skills, 891 stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.
Who maintains Change Management?
alirezarezvani (a GitHub user) maintains it in alirezarezvani/claude-skills, which has 27,938 GitHub stars. The repository holds 342 skills in this directory. The repository was last updated on August 30, 2026.
Source: alirezarezvani/claude-skills on GitHub. Facts on this page come from the repository at the commit we read; the author's words are quoted as theirs.