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Framework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes.
Passed 9 of 22 test cases with the skill, and 1 of 22 without it.
8 fixed1 passed either way13 still failing0 broke
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Most changes fail at implementation, not design. The ADKAR model tells you why and how to fix it.
change management, ADKAR, organizational change, reorg, process change, tool migration, strategy pivot, change resistance, change fatigue, change communication, stakeholder management, adoption, compliance, change rollout, transition
ADKAR is a change management model by Prosci. Original version is for enterprises. This is the startup-speed adaptation.
What it is: People understand WHY the change is happening — the business reason, not just the announcement.
The mistake: Communicating the WHAT before the WHY. "We're moving to a new CRM" before "here's why our current process is killing us."
What people need to hear:
Startup shortcut: A 5-minute video from the CEO or decision-maker explaining the "why" in plain language beats a formal change announcement document every time.
What it is: People want to make the change happen — or at least don't actively resist it.
The mistake: Assuming communication creates desire. Awareness ≠ desire. People can understand a change and still hate it.
What creates desire:
What destroys desire:
test cases passed, vs 1 / 22 without
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