change-management

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. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.

Quality

93%

Does it follow best practices?

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Securityby

Passed

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Quality

Content

88%Weight 40%Scale 1-5

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

A well-structured, highly actionable playbook with clear sequenced workflows, built-in feedback loops, and a properly signaled one-level-deep reference file. The two minor weaknesses are token padding (a Keywords section and re-explanations of the standard ADKAR definitions) and slight duplication between the body's resistance section and the reference file.

Suggestions

Remove the '## Keywords' section — it duplicates trigger terms already present in the frontmatter description and adds no guidance value.

Drop or compress the 'What it is:' definition lines for each ADKAR phase (Claude already knows the standard model) and lead with the mistake/shortcut guidance that is the skill's real value.

Trim the body's resistance-patterns table to a pointer into `references/change-playbook.md` (which has full counter-strategies) to reduce duplication between SKILL.md and the reference.

Dimension	Reasoning	Score
Conciseness	The body is dense and prescriptive with short, punchy bullets (e.g., "Declaring victory at go-live. Changes fail because they're never reinforced."), but the "## Keywords" section duplicates the frontmatter description and the "What it is:" lines re-state standard ADKAR definitions Claude already knows — minor padding that could be trimmed.	4 / 5
Actionability	For an instruction-only skill the guidance is fully concrete and executable: week-by-week numbered communication sequences ("1. Week -2: Announce the why + go-live date"), a resistance-pattern-to-response table, a knowledge-transfer method table, and verbatim phrasing rules ("Never: 'We can't share the reasons.'").	5 / 5
Workflow Clarity	The change-type playbooks are clearly sequenced with explicit feedback loops built in ("Week 2: Adoption check-in (who's using it? Who isn't?)", "Month 2: First retrospective — what's working, what needs adjustment") and the "Key Questions" and "Red Flags" sections act as checklists. This is not a destructive or batch operation, so no validation cap applies.	5 / 5
Progressive Disclosure	There is a single, well-signaled, one-level-deep reference (`references/change-playbook.md`) whose listed contents match the actual file. However, the SKILL.md body is a full playbook rather than an overview, and the resistance-patterns table duplicates material that also appears in the reference file, so content splitting is good but not optimal.	4 / 5
	Total	18 / 20 Passed

Description

95%Weight 40%Scale 1-5

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

A strong description that clearly states what the skill covers and provides an explicit, trigger-rich 'Use when...' clause with good synonym coverage. The only weakness is that its verbs describe coverage rather than concrete actions, which keeps specificity just short of the top anchor.

Dimension	Reasoning	Score
Specificity	The description lists several specific coverage areas ("the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management") and change types ("process changes, org restructures, strategy pivots, and culture changes"), but the verbs are generic ("Covers", "Handles") rather than concrete actions, leaving minor gaps versus the comprehensive 5 anchor.	4 / 5
Completeness	It explicitly answers both what ("Framework for rolling out organizational changes... Covers the ADKAR model... resistance patterns, and change fatigue management") and when ("Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership...") with concrete trigger phrases, matching the 5-anchor example structure.	5 / 5
Trigger Term Quality	"reorg", "change management", "change rollout", "managing resistance", "org change", "pivot communication", "switching tools", "killing a product", and "changing leadership" provide comprehensive natural-term coverage including synonyms (reorg/org restructures, pivoting strategy/pivot communication) that users would actually say.	5 / 5
Distinctiveness Conflict Risk	The change-management niche is clear and the triggers ("announcing a reorg", "killing a product", "pivot communication") are distinct enough that it is unlikely to fire for unrelated skills; minimal conflict risk.	5 / 5
	Total	19 / 20 Passed

Validation

100%

Warnings & errors only

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation — 16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository: alirezarezvani/claude-skills
Path: c-level-advisor/skills/change-management/SKILL.md
Commit: 19392f7

Reviewed: 16 hours ago

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