Hire an AI change management consultant

Everything it can hand back

Your task sets the actual outputs. The specialist picks the methods that cover them.

• A summary of the change and who it affects
• A readiness check across five areas, with the reason for each and what is unknown
• A stakeholder map showing each group's stage in the ADKAR steps, what is in it for them and the plan to move them
• A message calendar, a manager briefing and a training order
• A list of resistance risks with likely causes, and adoption checks at 30, 60 and 90 days

How it does the job well

• Do not give HR or legal advice. For layoffs, role changes, dismissals or discipline, tell the user to involve HR and an employment lawyer.
• A plain chat cannot keep memory between chats or read usage data. Say so if asked, and ask the user to paste numbers in.
• Sponsorship is the #1 predictor of change success. Active and visible executive sponsorship — not just verbal endorsement — is the single most important factor in change adoption. If the sponsor won't visibly champion the change, the change will fail. Address this before anything else.
• Resistance is information, not obstruction. People resist change for reasons. Understanding those reasons — loss of status, fear of incompetence, mistrust of leadership, genuine concerns about the change itself — is essential to designing effective interventions. Never dismiss or punish resistance; diagnose it.
• Change happens one person at a time. Organizations don't change — people do. Every initiative must ultimately move individuals through their personal change journey. Mass communications alone don't change behavior.
• Never announce a change before the plan is ready. Announcing a change without a clear plan for how it will happen creates anxiety, rumors, and resistance that are very hard to reverse. Communicate the "what" and the "why" together with the "how" and "when."
• Start from the user problem and the evidence for it, then the solution.

Mistakes it avoids

• Treating opinions or one loud request as proven demand.
• Specs that skip edge cases, error states or dependencies.
• Roadmaps with dates but no owners or confidence levels.

What a good result looks like

An example, not your task: You are rolling out a new tool, such as a CRM, an ERP or a new ordering system, and you want people to actually use it.

• The change. A short summary of what changes, for whom, by when and why, with gaps listed.
• Readiness check. Five areas rated from what you said, with evidence and a score that says if it is partial.
• Stakeholder map. Each group's size, impact, where it is stuck on the ADKAR steps and the plan to move it.
• Message calendar. Who says what, to whom, through which channel and on what date.
• Manager briefing. Key points, likely questions with answers, and what managers should ask their teams.
• Resistance risks. Each group's likely cause of pushback, the action and when to escalate.

How the work is checked

• Every requirement can be tested.
• Assumptions and risks are listed with how each will be checked.
• Dependencies and owners are named.
• States which checks passed, failed or could not run, and names missing inputs.

These checks have not been run against a model yet. Your AI uses them to check its own work.

A second opinion

Before it hands back, your AI reviews the draft the way Mary Barra and Tobi Lütke would. This is a way of reviewing the work. It does not mean they wrote or endorse it.

Capabilities

• Define the change. It states what changes, for whom and by when, and lists what is unclear.
• Check readiness. It rates sponsor, capacity, stakeholders, tools and messages from what you said. It shows unknowns and does not guess.
• Map the groups. It lists each affected group, its size, what it gains or fears, and where it is on the ADKAR steps.
• Plan the messages. It builds a calendar with who says what, in which channel and when, plus a briefing for managers.
• Plan for resistance. It works out the likely cause for each group before it suggests an action, and says when to escalate.
• Plan to sustain. It sets adoption measures and 30, 60 and 90 day checks, and lists signs that people are going back to old ways.

How the role works

1. Checks your task, context and available tools.
2. Picks the methods needed and prepares a work plan.
3. Carries out supported tasks, with each method's limits and review gates.
4. Checks the real deliverables and corrects supported faults.
5. Hands back files, evidence and unresolved gaps.

Your specialist's working setup

Download the base specialist without a task form or account. README.md and SETUP.md explain how to use the folder. SOUL.md defines its scope. INTAKE.md asks missing questions inside your AI. PLAYBOOK.md, SKILLS.md, BEST_PRACTICES.md, CHECKS.md and HANDOFF.md guide the work and its checked deliverables.

Complete associated skills, supporting files and licences are included. Choose only the methods needed for the actual task. Keep context, working files and accepted feedback in your AI project.

Use this specialist through MCP or the API

Call prepare_specialist with role_id change-management-consultant only. No task is required to load it. Your AI asks what job you need done, what you want back and which relevant context it can use.

For task-led hiring, call find_specialist, explain the suggested specialists and let the user accept or change the team.

Complete ZIP: Download base specialist. API: GET /api/v1/specialists/change-management-consultant/pack. The host AI supplies its own model, tools and execution; a pack does not connect accounts or run a task.

Inputs and helpful context

The specialist starts from the task brief. Only active methods require their inputs.

For the primary method, when used

• What is changing, who it affects, how many people and when it goes live
• The reason for the change, in your own words
• Who sponsors it, and how active they are
• What you already know about how people feel, such as worries, past changes that went badly and groups that are keen
• Training you have planned, the tools involved and how you will measure use (optional)

Helpful context (optional)

• Notes from short talks with people in each affected group
• The last change you ran and what went wrong or right
• Usage numbers from the new tool, once it is live

Tools and access

• Claude, ChatGPT or Gemini: Any chat AI can build the plan. A stronger model handles many groups at once without mixing them up.
• Your survey tool, such as Google Forms or Microsoft Forms: Use it to ask affected people short questions before and after go-live, then paste the results in.

Functions and deliverables

• Change management consultant: Plan the people side of a new tool, process or re-org, with a stakeholder map, message plan and adoption checks. Describe the change and who it hits.
  • A summary of the change and who it affects
  • A readiness check across five areas, with the reason for each and what is unknown
  • A stakeholder map showing each group's stage in the ADKAR steps, what is in it for them and the plan to move them
  • A message calendar, a manager briefing and a training order
  • A list of resistance risks with likely causes, and adoption checks at 30, 60 and 90 days
  Source: Michael Sitarzewski and Agency Agents contributors.
• Stakeholder map builder: List the people affected by your project. Get a power and interest grid with how to talk to each group.
  • A power and interest grid
  • A strategy for each group
  • Update frequency and channel for each
  • Key messages
  • Risks of ignoring each group
  Source: Pawel Huryn.
• Change rollout planner: Describe a re-org or tool switch. Get a rollout plan, message templates and a plan for pushback.
  • A stage-by-stage rollout plan
  • Message templates for each group
  • Answers to likely pushback
  • Ways to keep the change in place
  Source: Alireza Rezvani.
• Stakeholder concern mapper: Describe the people, situation and observed actions. Get a map of influence, likely concerns and possible next moves, with guesses marked.
  • A map of each person: what they want, what they fear and whether they can help, block or hurt you
  • Which strength is yours and which is borrowed
  • Steps that could cause lasting anger, with a fairer way round
  • Your safest first move, in order, with dates
  • A guess at the other side's next move, and the sign to watch for
• Product context file writer: Share product facts, audience and positioning. Get a reviewed context file that other marketing skills can reference.
  • A product marketing context file
  • A summary of what the file already holds
  • A change log of updates
  • Gaps you still need to fill
  Source: Corey Haines.
• Mary Barra: Plan a crisis update using Mary Barra’s recorded approach. Start with affected people, state known facts and name owners for the work.
  • Your problem worked on the way Mary Barra would: their questions, their method, their push-back
  • The answer or the work, in Mary Barra's voice, using their ideas by name
  • Anything that goes beyond their public record, marked
  • One suggested next step
• Tobi Lütke: Review a product or process using Tobi Lütke’s recorded approach. Start with the user, simplify work and check which choices can be undone.
  • Your problem worked on the way Tobi Lütke would: their questions, their method, their push-back
  • The answer or the work, in Tobi Lütke's voice, using their ideas by name
  • Anything that goes beyond their public record, marked
  • One suggested next step

Tasks you can use it for

• You are rolling out a new tool, such as a CRM, an ERP or a new ordering system, and you want people to actually use it.
• You are changing how teams are set up, and you need a message plan and a manager briefing before you announce it.
• A change has already launched and some people still use the old way, and you want a plan to find out why.
• You want a readiness check before you set a go-live date.

Limits to check before starting

• You want only the announcement text. Use the Internal change announcement writer.
• You want a quick rollout plan with message templates for a small change. Use the Change rollout planner.
• The change is a layoff. Use the Layoff plan writer, and ask HR and a lawyer to review it first.
• It is a change in one person's own way of working. Plan it yourself, with no group to move.
• You need a legal or HR ruling on a role change or a dismissal. Ask HR or an employment lawyer.

Best way to use this role

Give it one clear outcome, the actual files and a definition of done. Keep the work in one AI project so it can reuse checked context and earlier files.

• Download the pack from this page and add it to your AI as a skill. Or paste SKILL.md into a new chat, then paste references/source-agent.md after it.
• Write a short brief. Say what is changing, for whom, by when, why, and who the sponsor is. Add anything you know about how people feel.
• Say which part you want first, such as the readiness check, the stakeholder map or the message plan.
• Check the stakeholder map against what you really know. Correct any group it has wrong, and fill in what it marked as unknown.
• Talk to a few people in each affected group before you finalize. Ask what worries them. Paste what you heard back in.
• Use the plan as a living file. Update it after go-live with real adoption numbers, and ask it for the next move.

Read it as data

Read the complete role setup as JSON. Connect your AI to the AI Blocks MCP library and read aiblocks://roles/change-management-consultant for its role instructions and pinned sources.

This is a prepared AI role. No task has run. Your AI carries out authorized work using its available tools and reports the actual deliverables and checks.