Agent-Skills.md

Agent Skills: Change Management

Use when planning, communicating, or diagnosing organizational change such as restructures, process changes, new operating models, policy rollouts, system migrations, or adoption programs.

UncategorizedID: clous-ai/agents/change-management

Repository

clous-ai/agents
clous-aiLicense: NOASSERTION

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pnpm dlx add-skill https://github.com/clous-ai/plugins/tree/HEAD/clous-hr/skills/change-management

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clous-hr/skills/change-management/SKILL.md

Skill Metadata

Name
change-management
Description
Use when planning, communicating, or diagnosing organizational change such as restructures, process changes, new operating models, policy rollouts, system migrations, or adoption programs.

Change Management

Plan organizational change with explicit stakeholder mapping, adoption risk, communication cadence, enablement, and feedback loops.

When to Use

  • Restructures, team moves, reporting-line changes, or operating-model changes.
  • HR policy rollout, performance-cycle change, leveling change, or onboarding redesign.
  • Tool/process adoption where managers and employees need behavior change.
  • Post-change diagnosis when adoption, morale, or trust is slipping.

Inputs

  • Change objective, deadline, sponsor, affected groups, and non-negotiables.
  • Stakeholder map, risks, dependencies, and current sentiment.
  • Communications channels and decision owners.
  • Metrics that prove adoption, compliance, productivity, and employee experience.

Outputs

  • Change plan using templates/change-plan.md.
  • Stakeholder and communications map.
  • Risk register with mitigations, owners, and dates.
  • Adoption dashboard and feedback-loop plan.

Process

  1. Define the change in one plain-language outcome and one measurable success statement.
  2. Segment impacted groups by what changes for them, not by org chart alone.
  3. Map sponsors, blockers, managers, employees, legal/HR, and implementation owners.
  4. Sequence communication: sponsor narrative, manager briefing, employee announcement, FAQ, office hours, and follow-up.
  5. Build enablement: templates, manager talking points, training, escalation path.
  6. Track leading and lagging signals: sentiment, completion, behavior adoption, exceptions, and operational drag.
  7. Run a post-change review and capture unresolved risks.

Guardrails

  • Do not hide material impact on roles, compensation, reporting lines, or employment status.
  • Escalate employment-law, works-council, union, or jurisdiction-sensitive changes to legal HR.
  • Avoid presenting change as "just communication" when incentives, workload, or authority actually changed.