fix: sync all skill updates and new skills into plugin bundles
- Synced 97 existing skill SKILL.md files from skills/ to their plugin bundle copies - Added 7 new skills to plugin bundles: - seo-content-brief, media-pitch -> pm-gtm - tax-planning-checklist -> pm-finance - change-management-plan -> pm-hr - sales-forecasting-model -> pm-sales - workshop-facilitation-guide -> pm-operations - teaching-lesson-plan -> pm-cross Co-Authored-By: Claude Sonnet 4.6 <noreply@anthropic.com>
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mohitagw15856
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---
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name: change-management-plan
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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."
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---
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# Change Management Plan Skill
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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.
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## Required Inputs
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Ask the user for these if not provided:
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- **The change** (what is changing, and what is the current state?)
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- **Scale** (how many people affected, in how many teams/locations?)
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- **Timeline** (when does the change go live? How long is the transition?)
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- **Sponsor** (who is accountable at senior level?)
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- **Key concern** (what is the biggest risk to adoption?)
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- **What happens if change fails** (consequences of low adoption)
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## Output Structure
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---
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# Change Management Plan: [Change Name]
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**Change sponsor:** [Executive owner]
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**Change manager:** [Who is running this]
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**Go-live date:** [Date]
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**Affected population:** [N people, N teams/locations]
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---
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## 1. Change Summary
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**From (current state):** [Specific description of today's situation]
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**To (future state):** [Specific description of what changes]
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**Why this change is happening:** [Honest explanation — people adopt change faster when they understand the real reason]
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**What stays the same:** [Explicitly naming what is NOT changing reduces anxiety]
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---
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## 2. Stakeholder Analysis
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| Stakeholder group | Size | Impact level | Current sentiment | What they need |
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|---|---|---|---|---|
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| [Group] | [N] | High/Med/Low | Supportive / Neutral / Resistant | [Specific concern or need] |
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**Key influencers to engage early:**
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[Name the informal leaders, respected voices, and early adopters who can help. And the resistors who need direct attention.]
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---
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## 3. Impact Assessment
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| Area | Impact | Severity | Action needed |
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|---|---|---|---|
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| Daily workflow | [What changes day-to-day] | High/Med/Low | [Training / support / redesign] |
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| Systems or tools | [What tools are affected] | | |
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| Roles and responsibilities | [Any role changes] | | |
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| Processes | [Process changes] | | |
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| Metrics and targets | [Any KPI changes] | | |
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---
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## 4. Communication Plan
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**Core message:** [The 1-sentence summary everyone should understand and remember]
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| Audience | Message focus | Channel | Timing | Owner |
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| All staff | [Why this is happening + what to expect] | All-hands / Email | [T-6 weeks] | Sponsor |
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| Managers | [How to support their teams] | Manager briefing | [T-5 weeks] | Change manager |
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| Directly affected teams | [What changes for them specifically] | Team meeting | [T-4 weeks] | Line manager |
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| [Other group] | [Tailored message] | | | |
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**Communication principles:**
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- Over-communicate — people need to hear a message 7 times to internalise it
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- Use managers to cascade, not just top-down announcements
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- Create a feedback channel — questions left unanswered become rumours
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---
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## 5. Training and Support Plan
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| Audience | Training type | Timing | Duration | Delivery | Owner |
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|---|---|---|---|---|---|
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| [Group] | [e.g. Hands-on system training] | [T-2 weeks] | [2 hours] | [In-person / online] | [Owner] |
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**Go-live support:**
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- [What support is available on day 1 — helpdesk, floor walkers, champions]
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- [Escalation path for issues in first 30 days]
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---
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## 6. Resistance Management
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**Anticipated resistance sources:**
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| Concern | Who holds it | Root cause | Response |
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|---|---|---|---|
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| [e.g. "This will increase my workload"] | [Middle managers] | [Loss of autonomy] | [Specific action to address] |
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**Resistance management principles:**
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- Acknowledge concerns genuinely — dismissing resistance amplifies it
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- Involve resistors in design where possible — converts them into advocates
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- Distinguish between genuine concerns (worth addressing) and preference for the status quo (to be managed, not solved)
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---
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## 7. Adoption Metrics
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| Metric | Baseline | Target | Measurement point | Owner |
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| [System usage rate] | [0%] | [80%] | [30 days post go-live] | [Owner] |
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| [Process compliance] | [X%] | [Y%] | [60 days] | [Owner] |
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| [Staff confidence score] | [Survey score] | [Target] | [90 days] | [Owner] |
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**Adoption milestones:**
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- D+7: [First check — early issues identified]
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- D+30: [First adoption review]
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- D+90: [Sustained adoption confirmed or remediation plan activated]
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---
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## Quality Checks
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- [ ] "What stays the same" is explicitly addressed
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- [ ] Stakeholder analysis includes resistors, not just supporters
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- [ ] Communication plan uses managers to cascade (not just top-down)
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- [ ] Training is timed before go-live (not after)
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- [ ] Adoption metrics have a measurement date and owner
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- [ ] Resistance management has specific responses (not just "communicate more")
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## Example Trigger Phrases
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- "Write a change management plan for [initiative]"
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- "Help me plan the rollout of [system change] for [team/org]"
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- "Create a communication and training plan for [change]"
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- "How do I manage resistance to [change]?"
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@@ -80,6 +80,14 @@ eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent
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**5. Communication Template** — Draft message to share results with employees.
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## Quality Checks
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- [ ] Survey includes anonymity statement at the start
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- [ ] eNPS question (0-10 recommend scale) is included in all survey types
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- [ ] Open-ended questions are included (not just Likert scales)
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- [ ] Analysis includes a specific action planning template (not just observations)
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- [ ] Results communication template commits to sharing back with employees by a specific date
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## Example Trigger Phrases
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- "Create an employee engagement survey for our team"
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- "Design a pulse survey for [topic]"
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@@ -62,11 +62,11 @@ Nice to have (3-4 items):
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- Any requirements potentially discriminating against protected characteristics
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## Quality Checks
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- Salary range included
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- Must-haves genuinely essential (6 items max)
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- Each responsibility starts with action verb
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- Inclusive language review completed
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- No years-of-experience requirements unless legally required
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- [ ] Salary range included
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- [ ] Must-haves genuinely essential (6 items max)
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- [ ] Each responsibility starts with action verb
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- [ ] Inclusive language review completed
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- [ ] No years-of-experience requirements unless legally required
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## Example Trigger Phrases
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- "Write a job description for a [role]"
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@@ -83,6 +83,14 @@ Goals:
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Manager: Meeting expectations? What to double down on? What to develop?
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New hire: Have the clarity, tools, support needed? What surprised you? What would you change about onboarding?
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## Quality Checks
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- [ ] Before Day 1 manager checklist is complete (IT, access, buddy, calendar)
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- [ ] Each phase (orient/learn/contribute/lead) has a clear milestone
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- [ ] 90-day review questions are included for both manager and new hire
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- [ ] Plan is tailored to the specific role and level (not generic)
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- [ ] Key stakeholder 1:1s are listed by name or role
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## Example Trigger Phrases
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- "Create a 30/60/90 day plan for a new [role]"
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- "Write an onboarding plan for [name] starting as [role]"
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@@ -62,6 +62,15 @@ Issued only after genuine consultation. Must include: statutory pay calculated,
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WARNING: Take advice from an employment lawyer or qualified HR professional before beginning any redundancy process.
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## Quality Checks
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- [ ] Number of roles determines consultation type (individual vs collective)
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- [ ] Selection criteria are objective and non-discriminatory
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- [ ] At-risk letter states no decision has been made
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- [ ] Consultation meeting includes genuine exploration of alternatives
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- [ ] Statutory redundancy pay guidance included
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- [ ] Legal advice disclaimer is prominent
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## Example Trigger Phrases
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- "Help me structure a redundancy consultation"
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- "Draft an at-risk letter for [role]"
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