Middle managers play a crucial role in providing valuable feedback on change resistance. To effectively address this feedback, change managers should encourage concise and actionable communication from middle managers and look for patterns or impacts specific to different organizational areas. It's also important for change managers to delve deeper into the root causes of resistance, understand the perspectives of middle managers, and facilitate transparent conversations. Building trust between managers and their teams is essential, as lack of trust can impede the change process. Additionally, addressing issues related to trust and communication can unearth organizational gaps or problems that need attention. Change managers must collaborate closely with project sponsors and managers to address feedback and ensure effective change implementation.