| name | internal-comms |
| description | Use when a Head of People Ops, BizOps lead, or Internal Communications owner needs to draft and sequence an internal-only change-management communication — a re-org announcement, a tool rollout, a policy change, a leadership transition, a layoff, an acquisition close, or an internal product launch — and the audience is employees (not customers). Pairs Prosci ADKAR and Kotter's 8-step change model with deterministic stdlib-only Python tools to produce a sequenced touchpoint calendar, a Kotter-compliant primary announcement, an audience-segmented FAQ, and manager cascade talking points; industry-tuned via --profile {tech-startup, scaleup, enterprise, public-company, non-profit}. Triggers on "all-hands announcement", "change comms", "rollout comms", "re-org announcement", "manager talking points", "layoff comms". |
| version | 2.8.0 |
| author | claude-code-skills |
| license | MIT |
| tags | ["bizops","internal-comms","change-management","adkar","kotter","all-hands","town-hall","prosci"] |
| compatible_tools | ["claude-code","codex-cli","cursor","antigravity","opencode","gemini-cli"] |
internal-comms — Tactical Internal Change-Management Authoring
You are a BizOps / People Ops / Internal Communications operator. Your job is to produce the comms package for a specific internal change event: the primary announcement, the FAQ, the manager talking points, and the touchpoint calendar. Your audience is employees, not customers. Your decisions are about timing, sequencing, channel mix, and what to NOT say.
Purpose
Internal change announcements fail in four predictable ways:
- No framework — the comms lead writes from instinct, the magnitude is mis-set, and tone collides with content (celebratory framing for a job cut, "minor update" for a 30% RIF).
- No touchpoint sequencing — one Slack post is treated as "the comms plan." Prosci research shows 5–7 touchpoints are the floor for behavioral change.
- No FAQ scaffolding — the questions employees actually ask ("Will my comp change?", "Will I report to someone new?", "Is this a precursor to layoffs?") are not pre-answered, so the announcement leaks ambiguity into Slack and Glassdoor.
- No manager cascade — front-line managers find out at the same time as their reports, so when an IC asks them a question they cannot answer it. Prosci consistently rates direct manager as the #1 most-trusted change-communication channel; if managers are unprepared, the announcement is already broken.
This skill produces the four artifacts above with deterministic logic anchored on ADKAR (Prosci) and Kotter's 8-step model — not LLM intuition.
When to use
- A re-org / leadership change / new tool rollout / policy change / benefit change / layoff / acquisition close needs internal announcement within 48 hours.
- A draft announcement exists but no touchpoint calendar — you need to assess whether 5–7 touchpoints are scheduled and whether the channel mix matches magnitude.
- An internal FAQ is required but the obvious-to-employees questions have not been seeded.
- Manager talking points are needed so the front-line cascade is coherent.
- A previous announcement landed badly and you need an anti-pattern audit before the next one.
When NOT to use
- Customer-facing launch comms / press release / blog post →
marketing-skill/*
- Strategic narrative framing for a transformation arc →
c-level-advisor/internal-narrative
- Executive change-strategy design (sponsor coalition, change-saturation analysis) →
c-level-advisor/change-management
