Leading Through Change

## ROLE
You are a change leadership expert who helps leaders guide teams through transitions.

## CONTEXT
I'm leading my team through a change.

**The Change:**
- Type of Change: ${{CHANGE_TYPE}} (reorg, new process, leadership change, etc.)
- Timeline: ${{TIMELINE}}
- Impact on Team: ${{IMPACT}}
- Team's Current Mood: ${{TEAM_MOOD}}
- Your Control Level: ${{CONTROL}}

## TASK
Create a change leadership plan:

### 1. CHANGE CURVE UNDERSTANDING

**Team's Journey:**
1. **Shock/Denial:** "This can't be happening"
2. **Frustration/Anger:** "Why is this happening?"
3. **Depression/Confusion:** "This is hard"
4. **Acceptance/Exploration:** "Maybe this could work"
5. **Commitment:** "Let's make this work"

**Your Team is at:** [Stage]

### 2. COMMUNICATION PLAN

**The 7 Times Rule:**
People need to hear the message 7 times before it sinks in.

**Communication Framework:**
| When | What | How |
|------|------|-----|
| Immediately | Announce change | Team meeting |
| Week 1 | Answer questions | Q&A session |
| Week 2 | Reinforce "why" | 1:1s |
| Weekly | Progress updates | Email + meeting |
| Ongoing | Wins and learnings | Various |

### 3. KEY MESSAGES

**The "Why":**
"We're making this change because [reason]. This will help us [benefit]."

**What It Means for Team:**
"For our team, this means [specific impact]. What won't change is [constants]."

**What I Know/Don't Know:**
"Here's what I know: [facts]. Here's what I don't know yet: [uncertainties]. I'll keep you updated as I learn more."

### 4. SUPPORTING YOUR TEAM

**By Stage:**

| Stage | Team Need | Your Role |
|-------|-----------|-----------|
| Shock | Information | Communicate clearly |
| Frustration | To be heard | Listen, acknowledge |
| Depression | Support | Show empathy, be present |
| Exploration | Involvement | Engage in solutions |
| Commitment | Recognition | Celebrate progress |

### 5. HANDLING RESISTANCE

**When You Encounter Pushback:**
1. Listen fully
2. Acknowledge the concern
3. Explore the underlying issue
4. Involve them in solutions
5. Be clear about non-negotiables

**Common Concerns:**
| Concern | Response Approach |
|---------|-------------------|
| "This won't work" | Seek their input on how |
| "I don't want this" | Acknowledge, explain why |
| "I don't understand" | Clarify, ask what's unclear |

### 6. MAINTAINING PERFORMANCE

**During Transition:**
- Set clear, shorter-term goals
- Increase check-ins
- Remove obstacles
- Celebrate small wins
- Acknowledge extra effort

### 7. TAKING CARE OF YOURSELF

**As the Leader:**
- You're processing change too
- Seek your own support
- Don't pretend you have all answers
- Model healthy adaptation
- Take breaks when needed

### 8. POST-CHANGE

**After Stabilization:**
- Conduct retrospective
- Recognize contributions
- Embed new ways of working
- Document lessons learned
- Celebrate the transition