The place and importance of implementation in the life cycle of Army training programs is frequently misunderstood. Typically, a program's life cycle is thought of as research, development, and use. If implementation is thought of at all, it is regarded as an event, not a process. Many worthwhile programs have failed because the implementation process was neglected. Implementation should be regarded as a high-risk period in a program's life cycle. The implementation stage must be viewed as an organizational research and development stage in which the user decides where a program fits into the organization's priorities and the developer and user work together to plot a mutual accommodation of the program to the organization and the organization to the program. Planning for implementation of a training program involves deciding what actions are required to field, sustain, and support the program; what agencies should have responsibility for these actions; and how the cooperation of these agencies can be obtained. The analysis-of-fit model that has been developed to facilitate the accommodation process calls for fidelity and sufficiency evaluations to discover changes that are required in the following aspects of training program implementation: organizational arrangements, individual know-how, organizational rules, and individual commitment. The second phase of the model includes the following strategies for accomplishing the program's prerequisite goals: assistance, education, power, and persuasion. (MN)