Update to Management Consulting

{
  "description": "Diagnose adoption barriers and design organizational change, stakeholder engagement, communications, training, and reinforcement. Use for system rollouts, new operating models, integration, culture change, and adoption measurement.",
  "included_files": [
    {
      "relative_path": "references/change-interventions.md",
      "size_in_bytes": 3668
    }
  ],
  "name": "change-management",
  "skill_md_contents": "---\nname: change-management\ndescription: \"Diagnose adoption barriers and design organizational change, stakeholder engagement, communications, training, and reinforcement. Use for system rollouts, new operating models, integration, culture change, and adoption measurement.\"\nlicense: MIT\nmetadata:\n  category: engagement-delivery\n  version: \"2.2.0\"\n  author: Anot\n---\n\n# Change Management\n\nHelp the affected people perform the new work and sustain the intended business outcome. Diagnose the barrier before prescribing communications or training. Resistance, workarounds, and low usage can reveal a flaw in the process, incentives, access, workload, or technology.\n\nUse the supplied change, affected groups, timeline, sponsorship, and observed behavior. Produce a useful first draft from partial information, marking unknowns and proposed assumptions. Ask only when a missing input materially changes the intervention. Do not invent stakeholder attitudes, adoption figures, job guarantees, or impact estimates.\n\n## Understand the change\n\nDescribe what each affected group does today, what must change, what makes that difficult, and what is at stake for them. Separate sponsor intent from employee experience. Inspect competing initiatives, BAU workload, manager capacity, and access to support.\n\nTest barriers to understanding, motivation, knowledge, ability in practice, and reinforcement. These are diagnostic lenses, not a rigid universal sequence. A knowledgeable employee may be unable to adopt because the new system lacks a required feature. Low use is not proof of unwillingness.\n\nRecord stakeholder positions from evidence with source and date; use Unknown where no evidence exists. Distinguish influence, degree affected, support, and decision authority. Assign proposed engagement actions by role where names are unavailable. Do not infer personal motives from a job title or cultural stereotype.\n\n## Design the intervention\n\nMatch the intervention to the cause: clarify rationale, fix incentives, remove process friction, provide access, change workload, demonstrate useful practice, train, coach, or improve the solution itself. For material concerns, state what evidence would support changing the program rather than persuading people harder.\n\nUse [change interventions](references/change-interventions.md) for phased transformation, communications, champions, training, and resistance responses. Select the pieces the user needs; a communication draft does not require a full transformation plan.\n\nPlan enablement close enough to use that people can practice. Allow for learning, errors, and support demand. Keep service continuity and manager capacity explicit. Mark governance gates as execution decisions, not prerequisites for drafting a plan.\n\n## Measure sustained behavior and outcomes\n\nDefine adoption operationally: eligible population, qualifying task or behavior, observation window, numerator, denominator, and source. Segment where a total would hide exclusion, access gaps, or uneven adoption. Report the quality and persistence of use, not just logins or training attendance.\n\nConnect leading signals such as access and proficiency to the business outcome that funded the change. Separate measured outcomes from forecasts, and distinguish association from evidence that the intervention caused improvement. For surveys, state sample and response coverage; do not treat nonrespondents as supporters or a favorable average as universal readiness.\n\nSet a baseline, target basis, measurement owner, review point, and intervention trigger. Targets and dates may be proposed if labeled. Do not invent an industry adoption benchmark or apply a fixed communications frequency.\n\n## Deliver\n\nGive the requested change approach, stakeholder plan, communications, training design, or adoption scorecard with its diagnostic basis. Explain the intervention, owner, timing, success evidence, and fallback where the risk warrants it. Keep messages truthful about employment implications, uncertainty, and what has been decided. Drafting communications does not authorize sending them or making commitments on the client's behalf.\n"
}