For In-House Corporate Change Teams

The catalog installs inside your organization’s Claude Team or Enterprise workspace as a set of Claude Skills. Your Claude admin controls which practitioners get access. Change management, project management, and program leadership are the obvious fit. Some enterprise change functions extend access to embedded change practitioners inside business units or to project managers running technology and transformation programs. Your organization makes that call, not us.

Every skill in the catalog is built and tested against the way experienced change practitioners actually work. Thirty years of Fortune 500 change management discipline, encoded and ready to run inside your team’s daily workflow.

What the license includes

Annual organizational license. Full catalog. Enterprise-wide use rights. One license grants your organization the right to deploy the catalog across your change function. Your Claude admin controls which practitioners get access. No per-seat billing. No user cap.

Installation documentation and detailed user guides. Your Claude admin gets the install pack. Every skill in the catalog ships with a user guide written for practicing CM professionals. Your team can self-serve from day one.

Two catalog releases per year. New and updated skills ship twice annually, plus maintenance updates as the AI platform evolves. Your Claude admin adds them to your workspace with the same install process used for the original catalog. No renegotiation. No upgrade tier.

Your licensed client area. Your organization gets access to an area holding your current catalog versions, release notes, and documentation. Every skill is version-stamped. While your license is current, you are running the current catalog.

Confidentiality. Client lists are never published. The relationship is never promoted on this site.

Practice support

The catalog is the asset. Getting it embedded in how your team actually works is the part that determines whether it earns its keep.

Included with every license:

Monthly team office hours for the first six months. One group session per organization per month, sixty minutes, with the practitioners using the catalog. Bring live questions. Sessions are recorded so practitioners who cannot attend still get the benefit.

Quarterly practice review. A sixty-minute working session with your Head of Change or practice lead on how the catalog is landing across the portfolio: what is being used, where practitioners are getting stuck, and what to prioritize next. This is a review of the practice, not an audit of deliverables.

Where the catalog fits your team

The catalog was built for four use cases that show up in almost every enterprise change portfolio.

Ongoing organizational change.The catalog covers the full change lifecycle across the five methodologies used by change management practitioners globally: Prosci® ADKAR®, Kotter’s 8 Accelerators, ACMP Standard v2.0, the McKinsey Influence Model, and APMG/CMI. Whatever framework your team standardizes on, the skills map to it. Your practitioners produce structured, consistent CM work across every program in the portfolio, not just the ones with the most senior consultant assigned to them.

Technology and ERP implementations. The change skills sit alongside the technical work your project teams already deliver. Training needs assessments, resistance diagnostics, adoption barrier prediction, communication cascades. The CM work that used to bolt on late in the program gets built into the delivery from the start.

AI adoption programs. AI rollouts are not standard technology implementations. The catalog includes an AI Adoption Change Playbook that specifically handles the frictions AI creates for the humans affected by it. Trust calibration. Skill decay concerns. Verification anxiety. Equity questions. The frameworks that treat AI as just another technology miss all of it.

Post-merger integration. For enterprises that grow through acquisition, the catalog carries deep application in the change management portion of PMI work. Stakeholder mapping across cultures. Leadership alignment. Communication cascades that survive Day 1. A full PMI 100-Day System is currently in build and will be available as a separate licensed product.

What changes for your team

Capacity for the programs you currently cannot cover.

Every in-house team has them. The mid-tier initiative that went live with a comms plan and nothing else. The system rollout where change support arrived three weeks late because nobody was free.

Your practitioners spend less of the day on assembly and more of it on the applied work that makes a program land. That difference is what lets the team reach the initiatives it has been triaging out.

The skills handle the assembly. Your practitioners handle the judgment.

Sponsors see the change work early, not late.

Stakeholder maps, impact assessments, communication cascades and training assessments arrive structured and methodology-consistent from the first draft.

That moves the visible shape of the change work forward, out of the discovery phase and into the first weeks, when sponsors are forming their view of whether this program is being run properly.

Your practitioners spend the difference where it counts, on the leadership and stakeholder conversations that decide whether the change lands.

Your juniors come up faster.

A junior practitioner working with the catalog under senior review builds pattern recognition on how good change work is structured. Every run is the framework applied concretely to the case in front of them, rather than a chapter they read once in training.

Your seniors stop correcting assembly and start coaching interpretation. That is the part of their expertise you actually want transferred.

The development curve compresses.

Your reputation stops being a lottery.

Every program produces the same structural quality of work, whether it is the flagship transformation with your most senior practitioner or the mid-tier initiative your newest team member picked up last week.

Sponsors talk to each other. What they say about change management in your organization should not depend on which practitioner drew the assignment.

The evidence problem

Every enterprise change function gets the same question eventually. What does this team cost, and what did it return.

Activity is the usual answer. Programs supported, stakeholders reached, training delivered, comms sent. It is an honest answer and it is half the equation. Every item measures effort. None of them measures what the effort produced.

The catalog produces the other half. Benefits tied to the behaviors that were supposed to change, tracked past go-live rather than abandoned two weeks into hypercare. Sentiment data read for what it actually says rather than reported as a traffic light. Adoption measured on quality of use, not logins.

Sustainment is where this usually breaks. The program declares success, the change team is released, and nobody looks again. A change function that can show what landed, six months after go-live, in the language the business used to justify the investment, has a different conversation about its own headcount than one that can only report what it did.

Deployment inside your Claude environment

The skills run inside your Claude tenant. Client data pasted into a skill never leaves your workspace. The skills themselves are read locally by your Claude instance. Change Essentials AI cannot see what you input and cannot see what Claude produces.

Your existing Claude data retention settings apply. Zero Data Retention configurations pass through untouched. If your organization has a Business Associate Agreement with Anthropic, the skills operate under it.

The catalog is licensed for deployment on Claude Team, Claude Enterprise, or API access under a data processing agreement. Consumer plans do not carry the contractual data protection commitments this work requires.

Onboarding advisory

Included in your first license year. Four one-hour working sessions with your Head of Change or practice lead and senior practitioners, delivered within the first forty-five days of your term.

Methodology mapping against the catalog. Priority-setting on which skills move the needle fastest for the programs already in your portfolio. Senior practitioner enablement, so the standard for how the catalog gets used lives inside your team. A deployment review after the first programs, with adjustments before the pattern sets.

Renewal years include the catalog, both annual releases, monthly office hours, quarterly practice reviews, and your custom skill. Onboarding is a first-year engagement.

Deeper strategic arrangements

Organizations with a specific strategic interest in the catalog can discuss extended advisory or other structures that go beyond a standard annual license. These are handled case by case.

Start a conversation

The right first conversation is a call. Thirty to forty-five minutes. You share what your change function looks like and what problem you are trying to solve. I tell you honestly whether the catalog is a fit and what a license conversation would look like from here.