Chaos Engineering
alirezarezvani/claude-skills
A skill your agent uses when planning, running, or learning from chaos engineering experiments.
Framework for rolling out organizational changes without chaos, using ADKAR adapted for startups.
MITAuto-check passed
Install Change Management
$ npx skills add borghei/Claude-Skills --skill change-management -a claude-codeProject install by default; add -g for ~/.claude/skills/.
$ gh skill install borghei/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/borghei/Claude-Skills.git skills-src && mkdir -p .claude/skills && cp -r skills-src/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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 borghei/Claude-Skills --skill change-management -a codexProject install goes to .agents/skills/; add -g for ~/.codex/skills/.
$ gh skill install borghei/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/borghei/Claude-Skills.git skills-src && mkdir -p .agents/skills && cp -r skills-src/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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 borghei/Claude-Skills --skill change-management -a cursorProject install goes to .agents/skills/; add -g for ~/.cursor/skills/.
$ gh skill install borghei/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/borghei/Claude-Skills.git skills-src && mkdir -p .cursor/skills && cp -r skills-src/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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/borghei/Claude-Skills.git --path c-level-advisor/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 borghei/Claude-Skills --skill change-management -a gemini-cliProject install goes to .agents/skills/; add -g for ~/.gemini/skills/.
$ gh skill install borghei/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/borghei/Claude-Skills.git skills-src && mkdir -p .gemini/skills && cp -r skills-src/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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 borghei/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 borghei/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/borghei/Claude-Skills.git skills-src && mkdir -p .github/skills && cp -r skills-src/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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 borghei/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 borghei/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/borghei/Claude-Skills.git skills-src && mkdir -p .opencode/skills && cp -r skills-src/c-level-advisor/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/borghei/Claude-Skills/tree/main/c-level-advisor/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
- 881
- Token cost
- ~5k tokens
- SKILL.md length
- 1,963 words
- Files
- 4 (incl. scripts)
- Skills in repo
- 349
- Repo updated
- First seen
- Licence
- MIT
At a glance
Framework for rolling out organizational changes without chaos, using ADKAR adapted for startups.
- Announcing a reorg
- SKILL.md covers Keywords, Clarify First, Change Type Selection and Core Model: ADKAR…, plus 11 more sections
- Runs Python scripts from its folder; calls python
- Switching tools
What it does
Change Management is an agent skill from borghei/Claude-Skills. 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.
Its SKILL.md is about 5k tokens, which your agent loads only when the skill is triggered. The skill folder holds 4 other files, including scripts (for example `scripts/adoption_tracker.py`, `scripts/change_readiness_assessor.py` and `scripts/communication_planner.py`).
The repository describes itself as: 385 AI skills, 77 expert agents, and 900 stdlib Python tools for every team: engineering, PM, marketing, C-level, compliance, business ops, research, and a LinkedIn toolkit… The licence is MIT.
When your agent uses it
- Announcing a reorg
- Switching tools
- Pivoting strategy
- Killing a product
Example prompts
- “/change-management”
Requirements
- Python 3
What it can do on your machine
Read from SKILL.md and the folder at commit 4a698e8. 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
Ships 3 files in scripts/ (Python), which the agent can run.
Shell commands in SKILL.md call:
python
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 5k tokens when it runs. Until then it costs about 58 tokens; SKILL.md has 1,963 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); the scripts in this folder are not scanned.
SKILL.md
The full file from borghei/Claude-Skills at commit 4a698e8, republished under its MIT licence (© borghei). 1,963 words, ~4,993 tokens.
Download SKILL.mdSave it as
.claude/skills/change-management/SKILL.md (or your agent's skills folder). This skill also uses 3 other files; get the full folder from GitHub.- name
- change-management
- 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.
- license
- MIT + Commons Clause
- metadata.version
- 2.0.0
- metadata.author
- borghei
- metadata.category
- c-level
- metadata.domain
- change-management
- metadata.updated
- 2026-03-09
- metadata.frameworks
- adkar-startup, change-communication, resistance-management, change-fatigue, change-playbooks, adoption-measurement
- metadata.triggers
- change management, ADKAR, organizational change, reorg, restructure, process change, tool migration, strategy pivot, change resistance, change fatigue, change…
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
Clarify First
Before generating, confirm these inputs. If any is unknown or vague, ASK — do not assume:
- 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
Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.
Change Type Selection
START: Change is needed
|
v
[What type of change?]
|
+-- Process Change (new tools, workflows)
| Timeline: 4-8 weeks
| Hardest phase: Ability
| See: Process Change Playbook
|
+-- Org Change (reorg, new leader, team restructure)
| Timeline: 3-6 months
| Hardest phase: Desire
| See: Org Change Playbook
|
+-- Strategy Pivot (new direction, killed products)
| Timeline: 3-12 months
| Hardest phase: Awareness
| See: Strategy Pivot Playbook
|
+-- Culture Change (values refresh, behavior expectations)
Timeline: 12-24 months
Hardest phase: Reinforcement
See: Culture Change PlaybookCore Model: ADKAR (Startup-Adapted)
Overview
| Phase | What It Is | Failure Symptom |
|---|---|---|
| Awareness | People understand WHY the change is happening | "Nobody told me why" |
| Desire | People want to participate (or at least don't resist) | "I understand but I don't agree" |
| Knowledge | People know HOW to do things the new way | "I want to but I don't know how" |
| Ability | People have time, tools, and support to change | "I know how but I can't do it yet" |
| Reinforcement | The change sticks as the new default | "We tried but went back to the old way" |
ADKAR Diagnostic
When a change is struggling, identify which phase is broken:
| Symptom | Broken Phase | Fix |
|---|---|---|
| "Why are we doing this?" | Awareness | Re-communicate the WHY with data |
| "This is a bad idea" | Desire | Address concerns, involve in HOW |
| "I don't know how to do this" | Knowledge | Training, documentation, office hours |
| "I keep reverting to old habits" | Ability | Practice time, reduce workload, support |
| "We started but stopped" | Reinforcement | Measurement, recognition, remove old way |
ADKAR Implementation Timeline
| Week | Phase | Key Activities |
|---|---|---|
| -4 | Awareness prep | Identify stakeholders, draft communication |
| -2 | Awareness launch | CEO/leader video explaining WHY |
| -1 | Desire building | Concerns session, address fears, involve in HOW |
| 0 | Knowledge + Go-live | Training, documentation, launch |
| 1-2 | Ability support | Office hours, help desk, reduced load |
| 3-4 | Ability + early Reinforcement | Adoption check, public wins, feedback |
| 6-8 | Full Reinforcement | Old way deprecated, adoption measured, recognized |
Resistance Patterns and Responses
Resistance Diagnostic Matrix
| Pattern | What They Say | What It Signals | Response |
|---|---|---|---|
| Vocal opposition | "This won't work" | Awareness or credibility gap | Present evidence, acknowledge concern |
| Timing challenge | "Why now?" | Awareness gap | Explain urgency and cost of delay |
| Process complaint | "I wasn't consulted" | Desire gap | Acknowledge, involve in the HOW now |
| Capacity excuse | "I don't have time" | Ability gap | Reduce load or extend timeline |
| Historical reference | "We tried this before" | Trust gap | Name what is different this time |
| Silent non-compliance | [No verbal pushback, just doesn't change] | Could be any phase | 1:1 conversation to diagnose |
| Malicious compliance | [Does it technically but undermines] | Deep desire gap | Direct conversation about real concern |
Resistance Response Decision Tree
START: Resistance detected
|
v
[Is it vocal or silent?]
|
+-- VOCAL --> Good. They care enough to push back.
| |
| v
| [Is the concern valid?]
| |
| +-- YES --> Modify the change. Resistance is information.
| +-- NO --> Address with data and empathy. Do not dismiss.
|
+-- SILENT --> Dangerous. Could be any ADKAR phase.
|
v
[1:1 conversation with specific questions]
"What concerns you about this change?"
"What would need to be true for this to work for you?"
"What support would help?"The Worst Response to Resistance
"Some people are just resistant to change."
This treats resistance as a personality flaw rather than a signal. Every resistance pattern is information about which ADKAR phase is broken. Diagnose before responding.
Change Communication Framework
Communication Sequencing
| Audience | Order | Channel | Content |
|---|---|---|---|
| Leadership team | 1st | In-person/video meeting | Full context + their role in rollout |
| Directly affected employees | 2nd | Manager 1:1 or small group | Personal impact + support available |
| All employees | 3rd | All-hands or written + Q&A | WHY + WHAT + timeline + FAQ |
| External stakeholders | 4th (if applicable) | Appropriate channel | Need-to-know only |
Communication Template (CEO/Leader Announcement)
Structure:
1. What is changing (1-2 sentences, direct)
2. Why it is changing (the business reason -- honest)
3. What this means for you (practical impact)
4. What is NOT changing (stability anchor)
5. Timeline (specific dates)
6. How to ask questions (channel, person, office hours)
7. What happens next (first concrete step)Communication Cadence by Change Type
| Change Type | Pre-announcement | Launch Day | Week 1 | Month 1 | Month 3 |
|---|---|---|---|---|---|
| Process | Heads-up to leads | All-hands email | FAQ published | Adoption check | Old way removed |
| Org | 1:1s with affected | Synchronous meeting | FAQ + manager 1:1s | Retro | Health check |
| Strategy | Leadership alignment | All-hands with Q&A | Team-level "what does this mean" | Resource proof | First milestone |
| Culture | Input gathering | Story-based announcement | Behavior anchors | Reviews reflect it | Ongoing |
Change Fatigue
Fatigue Detection
| Signal | Severity | Response |
|---|---|---|
| Eye-rolls during announcements | Early | Acknowledge the pace, show results of previous changes |
| Low attendance at change sessions | Moderate | Make attendance optional but results visible |
| Fast paper compliance, slow real adoption | Significant | Pause non-critical changes |
| "Here we go again" comments | Significant | Audit change inventory, communicate stability |
| Complete disengagement | Critical | Freeze changes, rebuild trust |
Fatigue Prevention Rules
| Rule | Implementation |
|---|---|
| Finish what you start | Do not launch new change while previous is absorbing |
| One major change at a time | Space 2-3 months between significant changes |
| Announce stability | Explicitly state what is NOT changing |
| Show results | Publish what previous change achieved before launching next |
| Change budget | Treat organizational attention as a finite resource |
Change Inventory
Before launching any new change, inventory all active changes:
| Change | Phase | Start Date | Absorption % | Can It Pause? |
|---|---|---|---|---|
| New CRM rollout | Ability | 2 weeks ago | 60% | No |
| Engineering reorg | Desire | 1 month ago | 40% | Yes |
| Values refresh | Reinforcement | 3 months ago | 75% | No |
Rule: If 3+ changes are active and < 70% absorbed, do not add another.
Playbook 1: Process Change
Timeline: 4-8 weeks | Hardest Phase: Ability
| Week | Activity | Owner |
|---|---|---|
| -2 | Announce WHY + go-live date | Change sponsor |
| -1 | Training sessions available | Change team |
| 0 | Go-live + support person available | Change team |
| 2 | Adoption check: who is using it, who is not | Change team |
| 4 | Feedback collection + public wins | Change sponsor |
| 8 | Old system deprecated | IT + Change team |
Playbook 2: Org Change
Timeline: 3-6 months | Hardest Phase: Desire
| Timing | Activity | Owner |
|---|---|---|
| Day 0 | Announce with WHY -- synchronous, in-person preferred | CEO/leader |
| Day 1 | 1:1s with most affected by their manager | Managers |
| Week 1 | FAQ published with honest answers | HR + Change team |
| Week 2-4 | New structure operating (do not delay) | All leaders |
| Month 2 | First retrospective | Change team |
| Month 3-6 | Regular health check-ins | HR |
What to say about a leader departure: Be honest about what you can share. Never say "we can't share the reasons" without offering what you CAN say about what it means for the team.
Playbook 3: Strategy Pivot
Timeline: 3-12 months | Hardest Phase: Awareness
| Timing | Activity | Owner |
|---|---|---|
| Pre-announcement | Leadership alignment (everyone must be on same page) | CEO |
| Day 0 | Internal announcement first (employees BEFORE press) | CEO |
| Week 1 | Team-level "what does this mean for us" conversations | Team leads |
| Week 2 | Resource reallocation announced | CFO + COO |
| Month 1 | First milestone of new direction visible | Relevant leader |
| Ongoing | Regular updates on new direction progress | CEO |
What kills pivots: Announcing a new direction while still funding the old one at the same level. Move the resources or the pivot is not real.
Playbook 4: Culture Change
Timeline: 12-24 months | Hardest Phase: Reinforcement
| Phase | Activity | Timeline |
|---|---|---|
| Input | Involve representative sample in defining the change | Month 1-2 |
| Announce | Story-based announcement with observed behaviors | Month 2 |
| Anchor | Define observable behaviors for each culture change | Month 2-3 |
| Model | Leadership team visibly models new behavior first | Month 3+ |
| Integrate | New behaviors appear in performance reviews | Next review cycle |
| Celebrate | Publicly recognize new behavior when observed | Ongoing |
Show full SKILL.md (770 more words)Show less
Adoption Measurement
Adoption vs. Compliance
| Dimension | Compliance | Adoption |
|---|---|---|
| Behavior | Does it when watched | Does it because it is better |
| Duration | Reverts when enforcement relaxes | Sustained without enforcement |
| Attitude | Reluctant | Willing or enthusiastic |
| Source | External pressure | Internal belief |
Only reinforcement creates adoption. Compliance is the result of enforcement. Aim for adoption.
Adoption Metrics
| Metric | How to Measure | Target |
|---|---|---|
| Usage rate | % of people actively using new process/tool | > 80% by week 8 |
| Reversion rate | % reverting to old way | < 10% |
| Satisfaction | Survey: "Is the new way better?" | > 60% agree |
| Speed | Time to complete task old way vs. new way | New way faster by week 4 |
| Support requests | Volume of help requests | Declining week over week |
Red Flags
- Change announced on Friday afternoon -- people stew over the weekend
- "This is final, questions are not welcome" framing -- creates underground resistance
- No published FAQ or way to ask questions safely -- concerns go unaddressed
- Old system still running 6 weeks after go-live -- change is not real
- Leaders exempt from the change they are asking everyone to make -- destroys credibility
- No measurement of adoption -- assuming go-live equals success
- Multiple major changes running simultaneously -- change fatigue guaranteed
- No post-change retrospective -- missing the feedback loop
- Change announced without a named owner -- nobody is accountable for success
Integration with C-Suite
| When... | Change Management Works With... | To... |
|---|---|---|
| Process change | COO (coo-advisor) | Design new process before announcing |
| Org restructure | CHRO + CEO | People impact assessment, communication |
| Strategy pivot | CEO (ceo-advisor) | Alignment and narrative |
| Culture change | Culture Architect (culture-architect) | Values-to-behaviors translation |
| Tool migration | CTO (cto-advisor) | Technical rollout plan |
| Operating system change | Company OS (company-os) | New rhythms and cadences |
| Alignment after change | Strategic Alignment (strategic-alignment) | Verify cascade post-change |
Output Artifacts
| Request | Deliverable |
|---|---|
| "Plan a change rollout" | ADKAR-based change plan with timeline and owners |
| "We're doing a reorg" | Org change playbook with communication plan |
| "Manage resistance to [change]" | Resistance diagnosis + targeted responses |
| "Are we in change fatigue?" | Change inventory + fatigue assessment + recommendations |
| "Communication plan for [change]" | Sequenced communication with templates |
| "Measure adoption of [change]" | Adoption metrics dashboard with targets |
Tool Reference
change_readiness_assessor.py
Assesses organizational readiness using ADKAR model, identifies resistance patterns, measures change fatigue, and generates intervention plans.
# Run with demo data
python scripts/change_readiness_assessor.py
# Specify change type
python scripts/change_readiness_assessor.py --type org
# From JSON assessment data
python scripts/change_readiness_assessor.py --input assessment.json
# JSON output
python scripts/change_readiness_assessor.py --jsonadoption_tracker.py
Tracks usage rates, reversion rates, satisfaction, and support requests to distinguish real adoption from surface compliance.
# Run with demo data
python scripts/adoption_tracker.py
# From JSON with weekly data
python scripts/adoption_tracker.py --input adoption_data.json
# JSON output
python scripts/adoption_tracker.py --jsoncommunication_planner.py
Generates audience-sequenced communication plans with templates, channel recommendations, and timing.
# Generate for process change
python scripts/communication_planner.py --type process --name "New CRM Rollout" --date 2026-04-15
# Generate for org change
python scripts/communication_planner.py --type org --name "Engineering Restructure"
# From JSON
python scripts/communication_planner.py --input comm_plan.json
# JSON output
python scripts/communication_planner.py --type strategy --jsonTroubleshooting
| Problem | Likely Cause | Fix |
|---|---|---|
| Usage rate high but satisfaction low | Compliance without adoption -- people use it because forced to | Investigate satisfaction drivers; don't rely on enforcement alone; improve the tool/process itself |
| Adoption plateaus at 60-70% | Remaining 30% have unaddressed ADKAR gaps (often Ability) | Segment non-adopters; run 1:1 diagnostics; provide targeted support |
| Change reverts within weeks of go-live | Reinforcement phase skipped; old system still accessible | Remove old system access; measure and recognize new behavior; embed in performance reviews |
| Leaders exempt themselves from the change | "Do as I say, not as I do" pattern | Leaders must go first and visibly. No exceptions. This is the #1 credibility destroyer |
| Multiple changes running and all struggling | Change fatigue -- organizational attention exhausted | Inventory active changes; pause non-critical ones; space major changes 2-3 months apart |
| Communication plan exists but concerns persist | Communication was broadcast-only with no feedback channel | Add Q&A sessions, named contact person, anonymous feedback channel |
Success Criteria
- ADKAR readiness score above 70/100 before go-live (measured via change_readiness_assessor.py)
- Adoption rate exceeds 80% within 8 weeks of go-live (usage, not just compliance)
- Reversion rate below 10% by week 8 (measured by system usage data)
- Satisfaction survey shows 60%+ agreement that "the new way is better" by week 8
- Support requests decline week-over-week after week 2 (ability phase resolving)
- No change announced on Friday afternoon (measured by communication log timestamps)
- Post-change retrospective conducted within 90 days with documented lessons learned
Scope & Limitations
In Scope: ADKAR-based readiness assessment, resistance diagnosis and response, change fatigue measurement, communication planning and sequencing, adoption tracking, playbooks for process/org/strategy/culture changes.
Out of Scope: Specific tool migration execution (CRM, ERP configuration), legal compliance for workforce reductions, union negotiation, employment law, individual coaching or therapy.
Limitations: ADKAR scores are based on assessment inputs -- they reflect perception, not objective measurement. Adoption tracker requires manual data collection for most metrics. Communication planner provides templates but cannot account for company-specific political dynamics. Change fatigue assessment is directional; actual organizational capacity varies by company culture.
Integration Points
| Skill | Integration |
|---|---|
coo-advisor | Process change design before announcing; operational readiness |
chro-advisor | People impact assessment; communication sequencing for reorgs |
ceo-advisor | Strategy pivot narrative alignment; CEO as primary communicator |
culture-architect | Culture change playbook; values-to-behaviors translation |
company-os | New OS rollout follows ADKAR model; meeting rhythm changes |
chief-of-staff | Routes change management questions; orchestrates cross-functional alignment |
strategic-alignment | Verifies goal cascade post-change; validates new direction is reflected in OKRs |
© borghei, 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 3 other files (scripts) in c-level-advisor/change-management of borghei/Claude-Skills.
- SKILL.md
- scripts/adoption_tracker.py
- scripts/change_readiness_assessor.py
- scripts/communication_planner.py
Open the folder on GitHubat commit 4a698e8
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 skillborghei/Claude-Skills | 881 | — | ~5k | Automated safety check: Pass | MIT | |
| Chaos Engineeringalirezarezvani/claude-skills | 28k | — | ~2.7k | 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 | |
| Chaossoftspark/ai-toolkit | 179 | — | ~579 | Automated safety check: Notes | Apache-2.0 |
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Implements security chaos engineering experiments that deliberately disable or degrade security controls to verify detection and response capabilities.
Running Chaos Tests
jeremylongshore/tons-of-skills-marketplace
Execute chaos engineering experiments to test system resilience.
Chaos
softspark/ai-toolkit
Injects controlled faults for resilience testing on non-prod.
- Official
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Questions about Change Management
What does Change Management do?
Framework for rolling out organizational changes without chaos, using ADKAR adapted for startups. Change Management is an agent skill from borghei/Claude-Skills. Framework for rolling out organizational changes without chaos, using ADKAR adapted for startups.
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 borghei/Claude-Skills --skill change-management -a claude-code`. Or copy the skill folder (c-level-advisor/change-management in borghei/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 borghei/Claude-Skills --skill change-management -a codex`. Or copy the skill folder (c-level-advisor/change-management in borghei/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 borghei/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?
Going by SKILL.md and its folder, Change Management needs Python for the scripts in its folder and the command-line tools its instructions call (python). Our summary lists: Python 3.
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. The check reads SKILL.md only: the scripts in the folder are not scanned, so read them before running anything.
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 5k tokens (SKILL.md is roughly 20k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full.
What are the alternatives to Change Management?
Skills that share tags, products or a category with Change Management: Chaos Engineering (alirezarezvani/claude-skills, 28k stars), Chaos Engineer (Jeffallan/claude-skills, 12k stars), Implementing Security Chaos Engineering (mukul975/Anthropic-Cybersecurity-Skills, 34k stars) and Running Chaos Tests (jeremylongshore/tons-of-skills-marketplace, 2.8k stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.
Who maintains Change Management?
borghei (a GitHub user) maintains it in borghei/Claude-Skills, which has 881 GitHub stars. The repository holds 349 skills in this directory. The repository was last updated on October 7, 2026.
Source: borghei/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.