1. Change-management strategy & master plan
A single, integrated change-management plan covering approach, scope, guiding principles, timelines, and success measures. This gives sponsors and project teams a clear, agreed playbook for how the people side of the change will be led and managed from start to finish.

2. Stakeholder change-impact assessment (by role, group, and location)
Structured analysis of how the change affects each stakeholder group: what is changing for them, how big the impact is, and what they care about. This lets you focus effort where the disruption and risk are highest instead of treating everyone the same.

3. Change communications plan & messaging matrix
A detailed communications plan that maps messages to audiences, channels, senders, and timing—plus a messaging matrix with key themes, proof points, and calls-to-action. This ensures people hear a consistent, credible story about the change from the right voices at the right time.

4. Training & learning plan (by role, learning objectives, format, and schedule)
A role-based training blueprint that defines learning objectives, content topics, formats (e.g., live sessions, e-learning, job aids), and a delivery schedule. This makes sure every impacted group knows how to work in the new way, not just that a change is happening.

5. Sponsor roadmap (sponsor actions, visibility events, and key communications)
A pragmatic roadmap for executive sponsors: where they need to show up, what they need to say, and which decisions they must make or reinforce. This turns “we support the change” into specific, visible behaviors that build trust and momentum across the organization.

6. People-manager plan (talking points, team briefings, coaching activities)
Guidance and toolkits for people managers—including briefing decks, FAQ talking points, and suggested coaching activities—so they can explain the change, answer questions, and support their teams confidently. This helps close the gap between leadership intent and day-to-day reality.

7. Resistance-management plan (anticipated sources of resistance and mitigation actions)
A proactive view of where resistance is likely to show up (by role, group, or theme) and a set of targeted tactics to address it—such as early involvement, pilots, targeted coaching, or process adjustments. This reduces surprises and gives leaders practical ways to handle pushback constructively.

8. Change-champion / ambassador network plan (roles, activities, support model)
Design of a change-champion or ambassador network: who they are, what they do, how often they meet, and what support they receive. Champions become your on-the-ground amplifiers—surfacing issues early, sharing success stories, and reinforcing new ways of working where it really matters.

9. Readiness assessments & adoption-risk reports (survey instruments, analysis, findings)
Structured readiness assessments (e.g., surveys, interviews, workshops) plus clear reporting on key risks, gaps, and strengths by stakeholder group. This gives sponsors an evidence-based view of “how ready we really are” and where to invest effort before go-live.

10. Adoption & sustainment plan (post-go-live reinforcement, coaching, feedback loops)
A concrete post-go-live plan that covers reinforcement tactics, coaching and support mechanisms, measurement of adoption, and feedback loops for continuous improvement. This prevents the “big launch, then fade-out” pattern and helps lock in the new behaviors until they become the norm.