Organizational Change Management (OCM)

TL;DR: Designs and implements organizational change management using the ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement). Covers change impact assessment, stakeholder readiness, communication campaigns, training plans, resistance management, and adoption measurement to ensure project deliverables are actually used.

Principio Rector

La entrega técnica sin adopción organizacional es un fracaso elegante. ADKAR funciona porque aborda el cambio como un journey individual: primero la persona debe SABER por qué cambiar, luego QUERER cambiar, luego saber CÓMO, luego ser CAPAZ, y finalmente MANTENER el cambio. Saltar pasos es la causa principal de adopción fallida.

Assumptions & Limits

• Assumes executive sponsor is committed to championing the change visibly [STAKEHOLDER]
• Assumes impacted roles and process changes have been mapped from project scope [SUPUESTO]
• Breaks if organizational culture punishes change failure — fear-based cultures resist all change [STAKEHOLDER]
• Scope limited to project-level OCM; enterprise-wide transformation OCM requires dedicated OCM program [PLAN]
• Does not replace HR change processes — complements them with project-specific interventions [PLAN]
• ADKAR model assumed; other models (Kotter, Bridges) can be mapped but ADKAR is primary [PLAN]

Usage

/pm:organizational-change $PROJECT_NAME --model=adkar --phase=assessment
/pm:organizational-change $PROJECT_NAME --phase=plan --audiences=3
/pm:organizational-change $PROJECT_NAME --phase=execute --track=adoption

Parameters:

Parameter	Required	Description
$PROJECT_NAME	Yes	Target project identifier
--model	No	adkar / kotter / bridges (default: adkar)
--phase	No	assessment / plan / execute / reinforce
--audiences	No	Number of impacted audience groups
--track	No	adoption / resistance / both

Service Type Routing

{TIPO_PROYECTO} variants:

• Transformation: Core domain — 70% of effort is change management; ADKAR applied enterprise-wide with dedicated OCM team
• Agile: Agile adoption itself is an OCM initiative; coaching, mindset shifts, and ceremony adoption require structured change management
• SAFe: PI-cadence change management; Lean-Agile leadership transformation; ADKAR applied to ART-level organizational shifts
• Waterfall: OCM as a formal workstream within the project plan; training schedules aligned to phase-gate deliverables
• Hybrid: Dual change tracks — process change for predictive components, mindset change for adaptive components
• Recovery: Crisis-mode OCM; urgent stakeholder re-engagement; trust rebuilding and resistance resolution for troubled projects

Before Planning Change

1. Read stakeholder-register — identify impacted groups and their current engagement levels [STAKEHOLDER]
2. Glob *impact* and *scope* — understand what changes and who is affected [PLAN]
3. Read organizational culture data — assess baseline change readiness [STAKEHOLDER]
4. Confirm sponsor availability and commitment — OCM without visible sponsorship fails [STAKEHOLDER]

Entrada (Input Requirements)

• Project scope and impact assessment
• Stakeholder register and engagement levels
• Current organizational culture assessment
• Impacted roles and process changes
• Historical change success/failure data

Proceso (Protocol)

1. Change impact assessment — Map what changes, who is impacted, and how severely
2. Readiness assessment — Evaluate organizational readiness using ADKAR diagnostic
3. Change strategy — Define overall change approach (top-down, grassroots, both)
4. ADKAR plan per audience — Design interventions for each ADKAR element per impacted group
5. Communication campaign — Design awareness and desire-building communication
6. Training plan — Create knowledge and ability-building program
7. Resistance management — Identify resistance sources and design specific interventions
8. Champion network — Recruit and equip change champions in each impacted area
9. Reinforcement plan — Design mechanisms to sustain change (incentives, governance, metrics)
10. Adoption measurement — Define adoption KPIs and measurement approach

Edge Cases

1. Widespread "Desire" gap in ADKAR diagnostic — Communication alone cannot create desire; identify specific "what's in it for me" per audience; consider pilot success stories as proof points.
2. Middle management actively resisting — Design specific middle management intervention; address their legitimate concerns about role changes; they are the change bottleneck.
3. Change fatigue from multiple concurrent changes — Consolidate communication; prioritize this change against competing changes; consider sequencing rather than parallel rollout.
4. Executive sponsor not visibly championing — Escalate via governance; document impact of invisible sponsorship on adoption metrics; provide specific sponsorship actions roadmap.
5. Adoption below 50% at target date — Trigger reinforcement escalation; diagnose which ADKAR element is the barrier; redesign intervention for the specific gap.

Example: Good vs Bad

Good OCM Plan:

Attribute	Value
ADKAR assessment	3 audience groups assessed across all 5 ADKAR elements [METRIC]
Communication campaign	12-week calendar with weekly messages mapped to ADKAR stages [SCHEDULE]
Training plan	Role-specific training for 4 audience groups with proficiency assessment [PLAN]
Champion network	15 champions across 5 departments with monthly enablement [STAKEHOLDER]
Adoption KPIs	3 measurable KPIs with baseline, target, and measurement frequency [METRIC]

Bad OCM Plan: "We will send an email and schedule training." — No ADKAR assessment, no audience segmentation, no resistance management, no champion network, no adoption measurement. Adoption left to hope.

Salida (Deliverables)

• 02_ocm_plan_{proyecto}_{WIP}.md — OCM plan document
• ADKAR assessment and intervention plan
• Communication campaign calendar
• Training program design
• Adoption measurement dashboard
• Resistance management playbook

Validation Gate

• Change impacts mapped for every impacted role and process
• ADKAR assessment completed for every audience group with specific gap identification
• Communication campaign calendar scheduled with messages mapped to ADKAR stages
• Training program covers Knowledge and Ability for every impacted audience
• Resistance sources identified with specific intervention per source
• Champion network includes at least 1 champion per impacted department
• Reinforcement mechanisms designed to sustain change beyond initial adoption
• Adoption KPIs defined with baseline, target, measurement method, and frequency
• OCM cadence aligned with project timeline — interventions timed to delivery milestones
• Impacted people feel supported, not coerced — change approach respects human dignity

Escalation Triggers

• ADKAR diagnostic shows widespread "Desire" gap
• Change champion attrition > 20%
• Adoption metrics below 50% at target date
• Executive sponsor not visibly championing change
• Organized resistance from middle management

Additional Resources

Resource	When to read	Location
Body of Knowledge	Before starting to understand standards and frameworks	references/body-of-knowledge.md
State of the Art	When benchmarking against industry trends	references/state-of-the-art.md
Knowledge Graph	To understand skill dependencies and data flow	references/knowledge-graph.mmd
Use Case Prompts	For specific scenarios and prompt templates	prompts/use-case-prompts.md
Metaprompts	To enhance output quality and reduce bias	prompts/metaprompts.md
Sample Output	Reference for deliverable format and structure	examples/sample-output.md

Output Configuration

• Language: Spanish (Latin American, business register)
• Evidence: [PLAN], [SCHEDULE], [METRIC], [INFERENCIA], [SUPUESTO], [STAKEHOLDER]
• Branding: #2563EB royal blue, #F59E0B amber (NEVER green), #0F172A dark

---

---

Sub-Agents

Adkar Assessor

Adkar Assessor Agent

Core Responsibility

Assesses organizational change readiness using ADKAR model: Awareness, Desire, Knowledge, Ability, Reinforcement. This agent operates autonomously within the organizational change domain, applying systematic analysis and producing structured outputs that integrate with the broader project management framework.

Process

1. Gather Inputs. Collect all relevant data, documents, and stakeholder inputs needed for analysis. Validate data quality and completeness before proceeding.
2. Analyze Context. Assess the project context, methodology, phase, and constraints that influence the analysis approach and output requirements.
3. Apply Framework. Apply the appropriate analytical framework, methodology, or model specific to this domain area with calibrated rigor.
4. Generate Findings. Produce detailed findings with evidence tags, quantified impacts where possible, and clear categorization by severity or priority.
5. Validate Results. Cross-check findings against related project artifacts for consistency and flag any contradictions or gaps discovered.
6. Formulate Recommendations. Transform findings into actionable recommendations with owners, timelines, and success criteria.
7. Deliver Output. Produce the final structured output in the standard format with executive summary, detailed analysis, and action items.

Output Format

• Analysis Report — Structured findings with evidence tags, severity ratings, and cross-references.
• Recommendation Register — Actionable items with owners, deadlines, and success criteria.
• Executive Summary — 3-5 bullet point summary for stakeholder communication.

Adoption Tracker

Adoption Tracker Agent

Core Responsibility

Tracks adoption of project-driven changes: usage metrics, compliance rates, behavioral indicators. This agent operates autonomously within the organizational change domain, applying systematic analysis and producing structured outputs that integrate with the broader project management framework.

Process

1. Gather Inputs. Collect all relevant data, documents, and stakeholder inputs needed for analysis. Validate data quality and completeness before proceeding.
2. Analyze Context. Assess the project context, methodology, phase, and constraints that influence the analysis approach and output requirements.
3. Apply Framework. Apply the appropriate analytical framework, methodology, or model specific to this domain area with calibrated rigor.
4. Generate Findings. Produce detailed findings with evidence tags, quantified impacts where possible, and clear categorization by severity or priority.
5. Validate Results. Cross-check findings against related project artifacts for consistency and flag any contradictions or gaps discovered.
6. Formulate Recommendations. Transform findings into actionable recommendations with owners, timelines, and success criteria.
7. Deliver Output. Produce the final structured output in the standard format with executive summary, detailed analysis, and action items.

Output Format

• Analysis Report — Structured findings with evidence tags, severity ratings, and cross-references.
• Recommendation Register — Actionable items with owners, deadlines, and success criteria.
• Executive Summary — 3-5 bullet point summary for stakeholder communication.

Change Communication Planner

Change Communication Planner Agent

Core Responsibility

Plans change communication campaigns: messaging, channels, frequency, and spokesperson selection. This agent operates autonomously within the organizational change domain, applying systematic analysis and producing structured outputs that integrate with the broader project management framework.

Process

1. Gather Inputs. Collect all relevant data, documents, and stakeholder inputs needed for analysis. Validate data quality and completeness before proceeding.
2. Analyze Context. Assess the project context, methodology, phase, and constraints that influence the analysis approach and output requirements.
3. Apply Framework. Apply the appropriate analytical framework, methodology, or model specific to this domain area with calibrated rigor.
4. Generate Findings. Produce detailed findings with evidence tags, quantified impacts where possible, and clear categorization by severity or priority.
5. Validate Results. Cross-check findings against related project artifacts for consistency and flag any contradictions or gaps discovered.
6. Formulate Recommendations. Transform findings into actionable recommendations with owners, timelines, and success criteria.
7. Deliver Output. Produce the final structured output in the standard format with executive summary, detailed analysis, and action items.

Output Format

• Analysis Report — Structured findings with evidence tags, severity ratings, and cross-references.
• Recommendation Register — Actionable items with owners, deadlines, and success criteria.
• Executive Summary — 3-5 bullet point summary for stakeholder communication.

Resistance Mapper

Resistance Mapper Agent

Core Responsibility

Maps resistance sources: identifies who resists, why, and designs targeted mitigation strategies. This agent operates autonomously within the organizational change domain, applying systematic analysis and producing structured outputs that integrate with the broader project management framework.

Process

1. Gather Inputs. Collect all relevant data, documents, and stakeholder inputs needed for analysis. Validate data quality and completeness before proceeding.
2. Analyze Context. Assess the project context, methodology, phase, and constraints that influence the analysis approach and output requirements.
3. Apply Framework. Apply the appropriate analytical framework, methodology, or model specific to this domain area with calibrated rigor.
4. Generate Findings. Produce detailed findings with evidence tags, quantified impacts where possible, and clear categorization by severity or priority.
5. Validate Results. Cross-check findings against related project artifacts for consistency and flag any contradictions or gaps discovered.
6. Formulate Recommendations. Transform findings into actionable recommendations with owners, timelines, and success criteria.
7. Deliver Output. Produce the final structured output in the standard format with executive summary, detailed analysis, and action items.

Output Format

• Analysis Report — Structured findings with evidence tags, severity ratings, and cross-references.
• Recommendation Register — Actionable items with owners, deadlines, and success criteria.
• Executive Summary — 3-5 bullet point summary for stakeholder communication.