An analysis of the different models or discussions of the process of change would indicate the following common elements: (1) an awareness of a need for change or a possible innovation for adoption or the identification of a problem which needs to be corrected; (2) a development or cultivation of interest in the change or innovation; (3) the identification of alternate approaches or possibilities for change and/or the evaluation and selection of the best alternative; (4) a trial period or an establishment of the best identified solution; (5) the adoption process which includes stabilization and the necessary support systems to make the change feasible. This process then becomes the conceptual framework from which a person decides to promote or cultivate change, and to work as a change agent. The effective change agent can draw on a knowledge of the change process and incorporate into a plan of action information obtained from studies of communication patterns and the adoption process. The challenge for the change agent requires the development of expertise to determine the support, the information, and the persons to work with at a given time in the process to maximize the effectiveness and stabilize the impact of the change. (LRA)