The document discusses change management and defines it as addressing cultural issues when new processes or technologies are introduced, helping employees accept and adopt new programs by thinking differently, and including extensive listening, marketing, customized improvements and training to ultimately change behaviors into best practices. It emphasizes that change management programs should be uniquely suited to an organization's goals and challenges, and should be factored into implementations from the start rather than as an afterthought. Success is measured by adoption rates, time to savings, training effectiveness, satisfaction, and addressing "FUD factors" like fear, uncertainty and doubt that can undermine change. Executive sponsorship, tailored communications, changes supporting work practices, training, and transition support are key to a smooth change process.