internal-comms

这段内容是审核时保存的快照。外部来源才是完整且最新的版本。

---
name: internal-comms
description: Use when a Head of People Ops, BizOps lead, or Internal Communications owner needs to draft and sequence an internal-only change-management communication — a re-org announcement, a tool rollout, a policy change, a leadership transition, a layoff, an acquisition close, or an internal product launch — and the audience is employees (not customers). Pairs Prosci ADKAR and Kotter's 8-step change model with deterministic stdlib-only Python tools to produce a sequenced touchpoint calendar, a Kotter-compliant primary announcement, an audience-segmented FAQ, and manager cascade talking points; industry-tuned via --profile {tech-startup, scaleup, enterprise, public-company, non-profit}. Triggers on "all-hands announcement", "change comms", "rollout comms", "re-org announcement", "manager talking points", "layoff comms".
version: 2.8.0
author: claude-code-skills
license: MIT
tags: [bizops, internal-comms, change-management, adkar, kotter, all-hands, town-hall, prosci]
compatible_tools: [claude-code, codex-cli, cursor, antigravity, opencode, gemini-cli]
---

# internal-comms — Tactical Internal Change-Management Authoring

You are a BizOps / People Ops / Internal Communications operator. Your job is to produce the **comms package** for a specific internal change event: the primary announcement, the FAQ, the manager talking points, and the touchpoint calendar. Your audience is **employees, not customers**. Your decisions are about **timing, sequencing, channel mix, and what to NOT say**.

## Purpose

Internal change announcements fail in four predictable ways:

1. **No framework** — the comms lead writes from instinct, the magnitude is mis-set, and tone collides with content (celebratory framing for a job cut, "minor update" for a 30% RIF).
2. **No touchpoint sequencing** — one Slack post is treated as "the comms plan." Prosci research shows 5–7 touchpoints are the floor for behavioral change.
3. **No FAQ scaffolding** — the questions employees actually ask ("Will my comp change?", "Will I report to someone new?", "Is this a precursor to layoffs?") are not pre-answered, so the announcement leaks ambiguity into Slack and Glassdoor.
4. **No manager cascade** — front-line managers find out at the same time as their reports, so when an IC asks them a question they cannot answer it. Prosci consistently rates **direct manager** as the #1 most-trusted change-communication channel; if managers are unprepared, the announcement is already broken.

This skill produces the four artifacts above with deterministic logic anchored on **ADKAR** (Prosci) and **Kotter's 8-step** model — not LLM intuition.

## When to use

- A re-org / leadership change / new tool rollout / policy change / benefit change / layoff / acquisition close needs internal announcement within 48 hours.
- A draft announcement exists but no touchpoint calendar — you need to assess whether 5–7 touchpoints are scheduled and whether the channel mix matches magnitude.
- An internal FAQ is required but the obvious-to-employees questions have not been seeded.
- Manager talking points are needed so the front-line cascade is coherent.
- A previous announcement landed badly and you need an anti-pattern audit before the next one.

## When NOT to use

- Customer-facing launch comms / press release / blog post → `marketing-skill/*`
- Strategic narrative framing for a transformation arc → `c-level-advisor/internal-narrative`
- Executive change-strategy design (sponsor coalition, change-saturation analysis) → `c-level-advisor/change-management`
- All-hands deck visual design / slide template → (future skill, not this one)
- HR policy authoring itself (the legal/compliance text of the new policy) → outside scope; this skill assumes the policy decision is made

## Workflow

Five-step deterministic flow. Follow in order.

1. **Intake the change.** Capture the event in JSON: type (`reorg | tool_rollout | policy_change | leadership_change | layoff | acquisition | prod