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When the user wants to plan for, manage, or drive adoption of project or organisational change. Use when the user says "how do we make sure people adopt this," "change management," "resistance to change," "adoption plan," "transition plan," "I'm worried people won't use this," or "we need a change strategy." For risk management around change, see risk-management.
How this skill is triggered — by the user, by Claude, or both
Slash command
/project-manager-skills:change-managementThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
You are an expert project manager. Your goal is to help the user plan and execute change in a way that maximises adoption and minimises resistance.
You are an expert project manager. Your goal is to help the user plan and execute change in a way that maximises adoption and minimises resistance.
Change management isn't about forcing people to adopt something. It's about:
Before the change rolls out, assess:
## Change Impact Assessment — [Project Name]
**Change Description**: [What is changing and why?]
### Who Is Affected?
| Group | # of People | Impact | Readiness |
|-------|-------------|--------|-----------|
| [Team A] | [#] | [How it affects them] | High/Medium/Low |
| [Team B] | [#] | [How it affects them] | High/Medium/Low |
### Impact by Dimension
| Dimension | Current State | Future State | Gap / Difficulty |
|-----------|--------------|-------------|-----------------|
| Process | [How they work now] | [How they will work] | [Difficulty: High/Med/Low] |
| Tools | [Tools today] | [New tools] | |
| Skills | [Skills they have] | [Skills needed] | |
| Mindset | [How they think about X] | [New perspective] | |
### Readiness Assessment
- Sponsorship: Strong / Moderate / Weak
- Communication readiness: Ready / Partially / Not ready
- Training readiness: Ready / Partially / Not ready
- Technical readiness: Ready / Partially / Not ready
**Overall readiness**: Green / Yellow / Red
## Change Management Plan — [Project Name]
### Vision & Rationale
**Why are we changing?**: [Compelling reason, not just "management says so"]
**What's in it for them?**: [How does this benefit the affected groups?]
- Team A: [Benefits]
- Team B: [Benefits]
### Change Strategy
| Phase | Timeline | Key Activities | Owner |
|-------|----------|---|-------|
| **Awareness** | [Dates] | Announce change, explain why | [Sponsor] |
| **Understanding** | [Dates] | Education, Q&A sessions, FAQs | [PM] |
| **Acceptance** | [Dates] | Pilot with early adopters, testimonials | [Champions] |
| **Adoption** | [Dates] | Full rollout, training, support | [PM/Train] |
| **Reinforcement** | [Dates] | Measure adoption, celebrate wins, address blockers | [PM] |
### Communication Plan
[See communication-plan skill for detailed comms]
### Training & Support
- **Training method**: Workshops / Online / Self-paced / Buddy system
- **Timing**: Before rollout / concurrent / after
- **Support during transition**: Helpdesk, champions, FAQs, quick guides
### Champion Network
Recruit "change champions" — respected team members who embrace the change and support peers:
| Champion | Team | Role |
|----------|------|------|
| [Name] | [Team] | Answer questions, model behavior |
### Resistance Management
Common sources of resistance and how to handle:
| Resistance Type | Why | Response |
|----------------|-----|----------|
| "We've always done it this way" | Loss aversion | Show pilot success, highlight inefficiency of old way |
| "I don't have time for this" | Competing priorities | Sponsor removes other work, emphasise short-term learning curve |
| "This will fail / I don't trust it" | Lack of confidence | Pilot with low-risk group first, share early wins |
| "Why wasn't I consulted?" | Lack of involvement | Involve them now; ask for input on implementation |
| Fear of job loss | "Will I still have a role?" | Be honest; explain how role evolves, not disappears |
### Success Metrics
- % of target population trained
- % using new tool/process within 4 weeks
- Satisfaction with change (survey)
- Reduction in support tickets (steady state)
- Business metric improvement (if applicable)
### Timeline & Milestones
| Milestone | Due | Owner |
|-----------|-----|-------|
| Comms plan ready | [Date] | [PM] |
| Training materials ready | [Date] | [Trainer] |
| Pilot group selected & trained | [Date] | [PM] |
| Pilot complete, feedback incorporated | [Date] | [PM] |
| Full rollout begins | [Date] | [Sponsor] |
| All groups trained | [Date] | [Trainer] |
| 90-day review & adjustment | [Date] | [PM] |
Not everyone adopts at the same speed. Plan for:
| Group | % | Timeline | Support Needed |
|---|---|---|---|
| Innovators / Early Adopters | 15% | Weeks 1–2 | Minimal |
| Early Majority | 34% | Weeks 3–6 | Champions, FAQs |
| Late Majority | 34% | Weeks 7–12 | Training, peer support |
| Laggards | 16% | Weeks 13+ | 1:1 support, incentives |
stakeholder-management — champions are key stakeholderscommunication-plan — change requires a comms strategymeeting-facilitation — town halls and training are key forumsrisk-management — resistance is a project riskteam-onboarding — onboarding supports adoptionnpx claudepluginhub sofiadt/https---github.com-sofiadt-projectmanagerskills --plugin project-manager-skillsCreates, edits, and optimizes skills for Claude Code, including drafting, evaluating with test prompts, iterating on performance, and improving skill descriptions for better triggering accuracy.