Prosci has a nice toolkit for change managers. For example, ADKAR is a well-known technique that can be used to identify where people on the front lines need extra support during change. But there’s stuff for managers and change sponsors, too. CLARC spells out the kinds of help that managers and supervisors must provide during change. Here’s a summary. I can send you a filled out example – drop me an email at info@spspro.com.
C: Communicate
Address “Why?” “Why now?” and “What’s in it for me?”
L: Liaison
Listen! Solicit and relay feedback between employees and change teams about implementation progress
A: Advocate
Promote support for change with words and deeds
R: Manage Resistance
Identify root causes and address individual resistance to change
C: Coach and Train
Help teams gain knowledge and ability through one-on-one and one-to-many opportunities