Catalogue › Change and Communications

CopilotForge - Change and Communications

Use it in Copilot Cowork: download the Change and Communications plugin for Copilot Cowork and upload it under Customize > Plugins > Upload plugin. How to install.

Build sponsorship, communications, manager engagement, behavioural reinforcement and change readiness.

Layer: adoption
Lead role: Change Lead
Plugin name: copilotforge-change-and-communications

Skill Status Lifecycle Description

adoption-campaign-plan draft Launch, Measure, Scale, Improve Plans a time-boxed adoption campaign of a few weeks around one scenario theme for a defined audience - the behaviour it should change, tested scenarios, a weekly arc, tasks for managers and Champions, assets, a team-level baseline and a closing review that hands practice to reinforcement. Use when a scenario is under-used, when a new capability needs a push, or when leaders want a campaign but cannot say what it should change.

ai-communication-strategy draft Envision, Mobilise, Enable, Launch, Scale Sets the communication strategy for an AI change - the narrative and core messages, honest answers to hard questions on jobs, monitoring and data, an audience, message, sender and channel matrix, a phased calendar, listening routes and the approval path for sensitive messages. Use when an AI programme needs to reach the workforce, when messages conflict or ring hollow, or before a wave, policy change or new AI experience is announced.

ai-stakeholder-mapping draft Envision, Mobilise, Launch, Scale Maps the stakeholders of an AI change by role and group - their interests, influence on the outcome, stated concerns about AI such as jobs, monitoring, quality and ethics, and the engagement each needs - so HR, employee representatives, functions and affected teams are involved early rather than told late. Use when an AI programme or wave is starting, when a group pushes back unexpectedly, or when engagement has been launch emails only.

behaviour-reinforcement-plan draft Launch, Measure, Scale, Improve Plans how new AI-enabled ways of working are embedded so they stick - naming target behaviours, then building them into processes, templates, team routines, role expectations, onboarding and leadership routines, removing old-way pull-backs and handing ownership to the business. Use when adoption gains fade after launch or a campaign, when new practice depends on enthusiasts, or before a programme hands over to business as usual.

change-network draft Mobilise, Enable, Launch, Scale Builds and runs a change network of local change agents alongside Champions - agents carry messages into units, gather concerns and readiness signals and feed back, while Champions build capability - with coverage, manager-agreed time, a briefing and feedback cycle, boundaries and one coordinated ask of managers. Use when change lands unevenly across units, when feedback never reaches the programme, or when Champions are doing change work.

manager-enablement draft Enable, Launch, Measure, Scale Equips line managers to lead AI adoption in their own teams - a briefing before their team hears anything, conversation guides for purpose and concerns, team norms for approved use and verification, protected practice time, a monthly question and clear routes for ideas and issues - without asking managers to monitor individuals. Use when managers are bypassed or unsure, before a wave reaches their teams, or when teams stall.

people-change-impact draft Envision, Mobilise, Enable, Scale Assesses how an AI change affects each group of people - tasks, skills, workload, decisions and accountability, tools, team routines and role expectations - with the group's readiness and capacity for change, any consultation needs, and the support each group requires, assessed by role group and never by person. Use when AI will change how a role works, before waves or curricula are planned, or when staff ask what AI means for their jobs.

resistance-management draft Enable, Launch, Measure, Improve Understands and responds to resistance, fear and scepticism about AI as information about the change - listening at group level, diagnosing causes such as job fear, monitoring worries, quality doubts, ethical objection, workload and change fatigue, separating legitimate risks from misunderstanding, and choosing a fitting response with an owner. Use when a group pushes back, when fear or rumour spreads, or when scepticism stalls adoption.

success-stories draft Launch, Measure, Scale, Improve Captures and shares credible success stories about Microsoft AI at work - chosen for real work, evidence and a visible verification step, checked with value owners, cleared for consent and data, honest about limits, and kept in a story bank with review dates. Use when the programme needs proof people will believe, when stories carry inflated or untraceable claims, or when a sponsor wants examples to share.

Skill	Status	Lifecycle	Description
`adoption-campaign-plan`	draft	Launch, Measure, Scale, Improve	Plans a time-boxed adoption campaign of a few weeks around one scenario theme for a defined audience - the behaviour it should change, tested scenarios, a weekly arc, tasks for managers and Champions, assets, a team-level baseline and a closing review that hands practice to reinforcement. Use when a scenario is under-used, when a new capability needs a push, or when leaders want a campaign but cannot say what it should change.
`ai-communication-strategy`	draft	Envision, Mobilise, Enable, Launch, Scale	Sets the communication strategy for an AI change - the narrative and core messages, honest answers to hard questions on jobs, monitoring and data, an audience, message, sender and channel matrix, a phased calendar, listening routes and the approval path for sensitive messages. Use when an AI programme needs to reach the workforce, when messages conflict or ring hollow, or before a wave, policy change or new AI experience is announced.
`ai-stakeholder-mapping`	draft	Envision, Mobilise, Launch, Scale	Maps the stakeholders of an AI change by role and group - their interests, influence on the outcome, stated concerns about AI such as jobs, monitoring, quality and ethics, and the engagement each needs - so HR, employee representatives, functions and affected teams are involved early rather than told late. Use when an AI programme or wave is starting, when a group pushes back unexpectedly, or when engagement has been launch emails only.
`behaviour-reinforcement-plan`	draft	Launch, Measure, Scale, Improve	Plans how new AI-enabled ways of working are embedded so they stick - naming target behaviours, then building them into processes, templates, team routines, role expectations, onboarding and leadership routines, removing old-way pull-backs and handing ownership to the business. Use when adoption gains fade after launch or a campaign, when new practice depends on enthusiasts, or before a programme hands over to business as usual.
`change-network`	draft	Mobilise, Enable, Launch, Scale	Builds and runs a change network of local change agents alongside Champions - agents carry messages into units, gather concerns and readiness signals and feed back, while Champions build capability - with coverage, manager-agreed time, a briefing and feedback cycle, boundaries and one coordinated ask of managers. Use when change lands unevenly across units, when feedback never reaches the programme, or when Champions are doing change work.
`manager-enablement`	draft	Enable, Launch, Measure, Scale	Equips line managers to lead AI adoption in their own teams - a briefing before their team hears anything, conversation guides for purpose and concerns, team norms for approved use and verification, protected practice time, a monthly question and clear routes for ideas and issues - without asking managers to monitor individuals. Use when managers are bypassed or unsure, before a wave reaches their teams, or when teams stall.
`people-change-impact`	draft	Envision, Mobilise, Enable, Scale	Assesses how an AI change affects each group of people - tasks, skills, workload, decisions and accountability, tools, team routines and role expectations - with the group's readiness and capacity for change, any consultation needs, and the support each group requires, assessed by role group and never by person. Use when AI will change how a role works, before waves or curricula are planned, or when staff ask what AI means for their jobs.
`resistance-management`	draft	Enable, Launch, Measure, Improve	Understands and responds to resistance, fear and scepticism about AI as information about the change - listening at group level, diagnosing causes such as job fear, monitoring worries, quality doubts, ethical objection, workload and change fatigue, separating legitimate risks from misunderstanding, and choosing a fitting response with an owner. Use when a group pushes back, when fear or rumour spreads, or when scepticism stalls adoption.
`success-stories`	draft	Launch, Measure, Scale, Improve	Captures and shares credible success stories about Microsoft AI at work - chosen for real work, evidence and a visible verification step, checked with value owners, cleared for consent and data, honest about limits, and kept in a story bank with review dates. Use when the programme needs proof people will believe, when stories carry inflated or untraceable claims, or when a sponsor wants examples to share.

Credit

Created by Simon Foote as part of CopilotForge. Content is licensed under CC BY 4.0; keep the credit in each skill's license and authors fields when you share or adapt it. See NOTICE.md in the repository.