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change-management
Patterns for organizational change, ADKAR methodology, stakeholder engagement, and adoption strategies.
Codex または Claude でインストール この Prompt をコピーして Codex、Claude、または他のアシスタントに貼り付けると、Skill ページを確認してインストールできます。
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Patterns for organizational change, ADKAR methodology, stakeholder engagement, and adoption strategies.
Codex または Claude でインストール この Prompt をコピーして Codex、Claude、または他のアシスタントに貼り付けると、Skill ページを確認してインストールできます。
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| name | change-management |
| description | Patterns for organizational change, ADKAR methodology, stakeholder engagement, and adoption strategies. |
| tier | standard |
| applyTo | **/*change*,**/*adkar*,**/*adoption*,**/*transition* |
Patterns for organizational change, ADKAR methodology, stakeholder engagement, and adoption strategies.
| Framework | Focus | Best For |
|---|---|---|
| ADKAR | Individual change | Specific, measurable transitions |
| Kotter's 8 Steps | Organizational momentum | Large-scale transformation |
| Lewin's 3 Stage | Simple conceptual model | Teaching, small changes |
| McKinsey 7S | Organizational alignment | Strategic restructuring |
| Bridges Transition | Psychological transition | People-focused change |
| Element | Question | Achieved When |
|---|---|---|
| Awareness | Why is change needed? | Person understands business reasons |
| Desire | What's in it for me? | Person wants to participate |
| Knowledge | How do I change? | Person knows what to do |
| Ability | Can I do it? | Person can demonstrate new skills |
| Reinforcement | Will it stick? | Systems sustain the change |
Rate 1-5 for each stakeholder group:
Awareness: [ ] Do they understand WHY?
Desire: [ ] Do they WANT to change?
Knowledge: [ ] Do they know HOW?
Ability: [ ] Can they DO it?
Reinforcement: [ ] Will it STICK?
Barrier Point: First element scoring ≤ 3
Action Focus: Address barrier point first
| Barrier | Tactics |
|---|---|
| Awareness | Communications, business case, impact stories |
| Desire | WIIFM, sponsor engagement, peer advocacy |
| Knowledge | Training, job aids, documentation |
| Ability | Practice, coaching, support resources |
| Reinforcement | Recognition, metrics, accountability |
High Power │ Keep Satisfied │ Manage Closely │
│ │ │
Low Power │ Monitor │ Keep Informed │
└────────────────┴────────────────┘
Low Interest High Interest
| Stakeholder | Impact | Influence | Current State | Target State | Strategy |
|---|---|---|---|---|---|
| [Name/Group] | H/M/L | H/M/L | Supportive/Neutral/Resistant | Advocate/Supportive | [Actions] |
| Quadrant | Strategy |
|---|---|
| High Power, High Interest | Engage deeply, involve in decisions |
| High Power, Low Interest | Keep satisfied, don't overwhelm |
| Low Power, High Interest | Keep informed, leverage as advocates |
| Low Power, Low Interest | Monitor, minimal effort |
| Type | Signs | Root Cause |
|---|---|---|
| Active | Vocal opposition, sabotage | Strong disagreement |
| Passive | Slow compliance, "forgetting" | Low desire or ability |
| Hidden | Surface agreement, no action | Fear or distrust |
| Cause | Response |
|---|---|
| Loss | Acknowledge, involve in design |
| Fear | Provide safety, support, training |
| Distrust | Transparent communication, quick wins |
| Disagreement | Listen, incorporate feedback, explain |
| Overload | Prioritize, phase, resource |
| Phase | Key Messages |
|---|---|
| Awareness | Why change, what's happening, timeline |
| Desire | Benefits, WIIFM, success stories |
| Knowledge | How-to, resources, training schedule |
| Ability | Support available, practice opportunities |
| Reinforcement | Progress updates, recognition, results |
| Channel | Best For |
|---|---|
| Executive video | Awareness, importance |
| Town halls | Q&A, two-way dialogue |
| Reference information | |
| Team meetings | Local context, discussion |
| Champions | Peer influence, support |
| Intranet | Self-service resources |
| Phase | Frequency |
|---|---|
| Pre-launch | Weekly builds to daily |
| Launch | Daily to multiple per day |
| Post-launch | Daily decreasing to weekly |
| Sustain | Periodic reinforcement |
| Topic | Key Points |
|---|---|
| Role clarity | Active vs. passive sponsorship |
| Time investment | 10-20% of time during change |
| Communication | Authentic, frequent, cascaded |
| Resistance | Personal conversations with resistors |
| Coalition | Building peer sponsor network |
| Method | Best For |
|---|---|
| Instructor-led | Complex, interactive skills |
| E-learning | Basic, self-paced, compliance |
| Job aids | Quick reference, procedures |
| Coaching | Individual skill development |
| Peer learning | Practical tips, ongoing support |
| Sandbox/practice | Safe experimentation |
Tier 1: Self-service (docs, FAQs, videos)
↓
Tier 2: Floor support (champions, super users)
↓
Tier 3: Help desk (technical issues)
↓
Tier 4: Specialists (complex problems)
| Element | Metric Examples |
|---|---|
| Awareness | Survey: "Do you understand why?" |
| Desire | Survey: "Do you support this change?" |
| Knowledge | Assessment scores, training completion |
| Ability | Proficiency demonstration, error rates |
| Reinforcement | Sustained metrics, audit results |