Created by ex-McKinsey, Deloitte and BCG consultants, this Toolkit gives you what a tier-1 consulting firm would deliver to lead the people side of a change, from the case for change to the adoption review, for a fraction of the $1M+ a consulting team would cost.
30 AI skills, 5 agents and 120 prompts do the work. A library of 100+ frameworks, tools and best practices, across 300 editable PPT slides and 10 Excel models, teaches you to think like a tier-1 change manager.
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How it works
Three steps from a question to a finished deliverable
Step 1
Type your prompt
Describe what you need in plain language. Use one skill on its own for a single task, or run them one at a time in phase order to lead the people side of a change from the case for change to the close-out report. Not sure how to start? Use one of the 120 ready-to-use prompts and replace the example facts with yours. If a required fact is missing, the agent in charge will ask for it.
Step 2
AI agents run the method
Five AI agents leverage the AI skills and execute the method: the Change Manager scopes, reviews and signs off, the Change Consultant writes, the Change Analyst gathers the facts, runs the surveys and builds the workbooks, the Communications Specialist writes what the organization will read and hear, the Presentation Designer lays out.
Step 3
Open your deliverable
A McKinsey-style deliverable in PowerPoint or Excel. Fully editable, saved, and ready to feed the next deliverable of the change.
Your 5-Phase approach
Every phase comes with its AI skills, and every skill produces a finished deliverable
Tap a phase to see its skills and one of its deliverables.
Phase I · Framing the change
Make the case for change, describe the future state, agree the principles and the governance, and plan the change work.
1Case for change
2Change vision and scope
3Change guiding principles
4Change governance and roles
5Change management workplan
Skill 5, Change management workplan. Northwind Foods' change work from Q1 2027 to the close-out of October 2028 on one timeline: milestones, phases, gates and freezes, with the load by quarter against the team's capacity under the chart.
Phase II · Assessing the change
Test the top team, measure the impact and the readiness of every group, map the stakeholders and put it all on one heat map.
6Leadership alignment assessment
7Change impact assessment
8Change readiness assessment
9Stakeholder analysis
10Change heat map
Skill 10, Change heat map. The eight impacted groups placed by impact and readiness, each bubble sized by headcount, so the sponsor sees at a glance that two groups of 600 people sit in the hot cell and where the effort goes first.
Phase III · Designing the change strategy and plans
Put the strategy on one canvas, then write the six plans and consolidate them on one timeline aligned with the project milestones.
11Change strategy canvas
12Change network plan
13Communication plan
14Sponsorship plan
15Coaching plan
16Training plan
17Resistance management plan
18Overarching change plan
Skill 18, Overarching change plan. The 211 activities of the six plans on one roadmap, plan by plan, against the SAP waves and the go-lives, with the load peaks resolved and the five decisions that go to the sponsor.
Phase IV · Implementing the change
Report against the plan, equip the leaders and the roles, take the pulse, decide the go-live, run the hypercare and track adoption.
19Change status report
20Leader communication kit
21Role transition guide
22Pulse survey
23Go-live readiness assessment
24Hypercare tracker
25Adoption dashboard
Skill 19, Change status report. The Summary sheet of the status tracker: activities due, done, late and at risk per plan with its RAG and slip, the milestones of the period and the next, each with its source, so the sponsor sees in one page where the change stands against the baseline.
Phase V · Sustaining the change
Make the change stick, review adoption and benefits at 90 days, and close the people side of the change properly.
26Reinforcement plan
27Adoption review
28Change close-out report
Skill 28, Change close-out report. The 17 signed targets of the change against what was achieved, the benefits realized against the plan, and the four targets missed with the reasons, for the sponsor to sign.
Your AI change management team
Five AI agents do the work of a change team, without the fees
1
Change Manager
Scopes every skill, reviews every deliverable against the checks, signs it off or sends it back, and delivers it with the hand-over note.
2
Change Consultant
Runs the method and writes the content, from the case for change and the assessments to the plans and the close-out report.
3
Change Analyst
Gathers and validates every fact, runs the surveys, and builds every workbook in Excel: impact, readiness, trackers, dashboard.
4
Communications Specialist
Writes what the organization will read and hear: the key messages, the leader kit and FAQ, the role transition guides.
5
Presentation Designer
Designs McKinsey-style PowerPoint deliverables.
Your Change Management library
100+ frameworks, tools and best practices, across 300 editable PPT slides and 10 Excel models, that teach you to think like a tier-1 change manager
What you get
Benefits of our Agentic Toolkits
Get tier-1 consulting work without the tier-1 fees
An engagement with a McKinsey, Deloitte or BCG team costs $1M+. Our Agentic Toolkits give you the same deliverables for a fraction of that, with lifetime use.
Let AI skills and agents do the work
Type your prompt, and the AI skills and agents run our multi-phase approach and produce McKinsey-style deliverables in PowerPoint and Excel, in hours rather than months.
Learn to think like a tier-1 consultant
Each Toolkit comes with a library of frameworks, tools and best practices, plus video training, that show you how the Fortune 100 and the global consulting firms think and work.
Get free support from tier-1 consultants
Our ex-McKinsey, Deloitte and BCG consultants answer your questions regarding the Toolkits, free of charge.
Build your organization's own capability
Your team runs the same multi-phase approach and produces the same deliverables the global consulting firms do, engagement after engagement, without depending on outside consultants.
Become your organization's go-to person
Bring your stakeholders world-class answers to their business problems, and be the one they turn to when the next question comes up.
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