Advocate: Individual (or group) wanting a change but without sufficient power to sanction it.

Agent: Individual (or group) facilitating the development and execution of implementation plans.

Change management: The orchestration of change in a way that identifies and addresses the human risks involved in implementing change, strengthening the individual and organizational ability to handle change well. This increases the chances that the change will be put successfully into practice.

Human landscape: The human component of a work environment, including perceptions, assumptions, resistance, fears, aspirations, beliefs, and values (as contrasted to the inert component, which includes structures, policies, technology, strategy, capital, and tools). Change spreads throughout a work environment or dies an early death, depending on the unique human part of the environment.

Installation: The phase through which all initiatives go when attention is primarily focused on physically inserting the change into the work environment; an initiative is installed after it has been announced, training has occurred, technology set up, etc.

Realization: Achieving the return on change expected from the change investment; occurs when the fundamental purpose for the change is achieved and the promised outcomes delivered.

Return on change (ROC): The value gained from achieving realization objectives after taking into account the investment required to achieve the desired outcomes (in all currencies of value that are important to the sponsors).

Sponsor: Individual (or group) having the power to sanction the change.

Target: Individual (or group) who is to actually change