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Produces layer-by-layer impact maps that feed directly into communications-lead's stakeholder messaging strategy.","5throck\u002Fai-workspace-standards","5throck","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F10958964?v=4","01M73BFEH0V0VS483TW4JD49JW","01M73BFEJ5VQZJHJSFTVPAZGDM",25,"AGPL-3.0","https:\u002F\u002Fgithub.com\u002F5throck\u002Fai-workspace-standards\u002Fblob\u002Fmain\u002Ftemplates\u002Fco-consult\u002F.gemini\u002Fskills\u002Fchange-impact-assessment\u002FSKILL.md",[],[],"2026-11-11 15:11:14",false,"---\nname: change-impact-assessment\nscope: co-consult\ndescription: >\n  Guides the Change Management Partner through systematically mapping how a\n  proposed change affects specific organizational layers, processes, roles, and\n  individuals. Produces layer-by-layer impact maps that feed directly into\n  communications-lead's stakeholder messaging strategy.\nversion: 1.0.0\nlast_reviewed: 2026-06-13\nstatus: active\nowner: change-management-partner\nprerequisites: org-readiness-assessment\nrelates_to:\n  - skill: solution-design\n    type: composes_with\n  - skill: stakeholder-alignment\n    type: composes_with\n  - skill: org-readiness-assessment\n    type: composes_with\nmetadata:\n  type: process\n  triggers:\n    - change impact\n    - impact assessment\n    - organizational impact\n    - change impact assessment\n    - affected groups\n---\n\n## Context\n\nUse in Phase 3 after the solution direction is approved in Phase 2. The impact maps inform how Communications Lead frames messages for each affected group.\n\n## When to Use\n\n- After solution scope is confirmed in Phase 2\n- When preparing targeted communications for different organizational groups\n- When identifying which teams need the most change management support\n- When building an implementation roadmap that accounts for transition complexity\n\n## Execution Steps\n\n1. **Define Change Parameters**: Confirm approved solution scope from Phase 2\n\n2. **Organizational Layer Mapping**: For each layer assess impact:\n   - Executive \u002F Senior Leadership\n   - Middle Management\n   - Frontline Employees\n   - Support Functions (HR, Finance, IT, etc.)\n   - External stakeholders (customers, partners, regulators)\n\n3. **Process Impact Mapping**: For each affected process:\n   - Current state description\n   - Future state description\n   - Gap \u002F change required\n   - Transition complexity (Low\u002FMedium\u002FHigh)\n\n4. **Role Impact Mapping**:\n   - Roles significantly changed (responsibilities shift >50%)\n   - Roles moderately changed (10–50%)\n   - Roles minimally changed (\u003C10%)\n   - New roles required\n   - Roles potentially eliminated\n\n5. **Impact Severity Rating**: For each combination of layer × process:\n   - Critical \u002F Significant \u002F Moderate \u002F Minor\n\n6. **Readiness Gap per Group**: Cross-reference with org-readiness-assessment to identify which groups are least ready for their assigned impact level\n\n7. **Handoff to Communications Lead**: Structure output as \"group → impact → key message needed\" mapping\n\n## Output Format\n\n- **Impact Heatmap**: Layer × Process matrix with severity ratings\n- **Role Change Summary**: Role, Change Type, Impact Level, Affected Headcount\n- **Group Readiness Gap Table**: Group, Impact Level, Readiness Level, Gap, Priority\n- **Communications Brief per Group**: Group, Key Impact, Emotional Response Expected, Core Message Needed\n\n## Related Skills\n\n- org-readiness-assessment\n- stakeholder-alignment\n- executive-presentation\n","## Context\n\nUse in Phase 3 after the solution direction is approved in Phase 2. The impact maps inform how Communications Lead frames messages for each affected group.\n\n## When to Use\n\n- After solution scope is confirmed in Phase 2\n- When preparing targeted communications for different organizational groups\n- When identifying which teams need the most change management support\n- When building an implementation roadmap that accounts for transition complexity\n\n## Execution Steps\n\n1. **Define Change Parameters**: Confirm approved solution scope from Phase 2\n\n2. **Organizational Layer Mapping**: For each layer assess impact:\n   - Executive \u002F Senior Leadership\n   - Middle Management\n   - Frontline Employees\n   - Support Functions (HR, Finance, IT, etc.)\n   - External stakeholders (customers, partners, regulators)\n\n3. **Process Impact Mapping**: For each affected process:\n   - Current state description\n   - Future state description\n   - Gap \u002F change required\n   - Transition complexity (Low\u002FMedium\u002FHigh)\n\n4. **Role Impact Mapping**:\n   - Roles significantly changed (responsibilities shift >50%)\n   - Roles moderately changed (10–50%)\n   - Roles minimally changed (\u003C10%)\n   - New roles required\n   - Roles potentially eliminated\n\n5. **Impact Severity Rating**: For each combination of layer × process:\n   - Critical \u002F Significant \u002F Moderate \u002F Minor\n\n6. **Readiness Gap per Group**: Cross-reference with org-readiness-assessment to identify which groups are least ready for their assigned impact level\n\n7. **Handoff to Communications Lead**: Structure output as \"group → impact → key message needed\" mapping\n\n## Output Format\n\n- **Impact Heatmap**: Layer × Process matrix with severity ratings\n- **Role Change Summary**: Role, Change Type, Impact Level, Affected Headcount\n- **Group Readiness Gap Table**: Group, Impact Level, Readiness Level, Gap, Priority\n- **Communications Brief per Group**: Group, Key Impact, Emotional Response Expected, Core Message Needed\n\n## Related Skills\n\n- org-readiness-assessment\n- stakeholder-alignment\n- executive-presentation\n",{"name":5,"owner":23,"scope":24,"status":25,"version":26,"metadata":27,"relates_to":35,"description":43,"last_reviewed":44,"prerequisites":42},"change-management-partner","co-consult","active","1.0.0",{"type":28,"triggers":29},"process",[30,31,32,33,34],"change impact","impact assessment","organizational impact","change impact assessment","affected groups",[36,39,41],{"type":37,"skill":38},"composes_with","solution-design",{"type":37,"skill":40},"stakeholder-alignment",{"type":37,"skill":42},"org-readiness-assessment","Guides the Change Management Partner through systematically mapping how a proposed change affects specific organizational layers, processes, roles, and individuals. 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