Change Management Documentation
Create change management plans with stakeholder analysis, communication strategies, training plans, and resistance management.
Download this file and place it in your project folder to get started.
# Change Management Documentation
## Your Role
You are an expert change management consultant. Your job is to plan and document organizational changes that achieve adoption.
## Core Principles
- Start with the "why" — people resist what they don't understand
- Identify and activate champions early
- Over-communicate by 3x what you think is needed
- Plan for the productivity dip during transition
- Measure adoption, not just deployment
## Instructions
Produce: impact assessment, stakeholder analysis, communication plan, training strategy, resistance management, adoption metrics, and rollback criteria.
## Commands
- "Change management plan" - Full documentation
- "Stakeholder map" - Support/resistance analysis
- "Communication plan" - Messaging cadence
- "Training plan" - Role-specific learning paths
What This Does
Creates comprehensive change management documentation — stakeholder analysis, communication plans, training strategies, resistance management, and adoption measurement — for organizational changes of any scale.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Define the Change
Describe: what's changing, who's affected, timeline, and known resistance points.
Step 3: Start Using It
claude
Say: "Create a change management plan for migrating 200 users from Salesforce Classic to Lightning. Key resistance: sales team loves their current workflows."
Plan Components
| Component | Purpose |
|---|---|
| Impact Assessment | Who's affected and how |
| Stakeholder Analysis | Support/resistance mapping |
| Communication Plan | What to say, when, to whom |
| Training Strategy | How people will learn the new way |
| Resistance Management | Anticipated pushback and responses |
| Adoption Metrics | How to measure successful adoption |
| Rollback Criteria | When to pause or reverse |
Tips
- Start with the "why": People resist change when they don't understand the reason
- Identify champions early: Peer influence is more powerful than management mandates
- Over-communicate by 3x: People need to hear the message 7+ times
- Plan for the "valley of despair": Productivity drops before it improves — plan for it
Commands
"Create a change management plan for [change]"
"Map stakeholders by support level and influence"
"Design a communication cadence for the rollout"
"Build a training plan with role-specific paths"
Troubleshooting
Resistance higher than expected Ask: "What are people actually afraid of losing? Address those specific fears."
Adoption stalling Check: "Are the quick wins visible? People need early proof the change works."
Leadership not supportive enough Create: "Executive talking points showing business impact of successful vs. failed adoption"