More about the phase ‘Assess barriers/facilitators to knowledge use’

Factors, such as an organizational culture or leadership style can be either a facilitator or a barrier depending on the context. For example, an organizational culture that is not receptive to change may be a barrier to implementing a new practice or intervention. Staff may not be as interested because changing their practices is not the way they do work in their setting. On the other hand, a culture that is open to change may be a facilitator to implement the practice, or intervention, because staff may already be used to having innovations introduced in their work setting.

Assess Barriers/Facilitators to Knowledge Use’

A few points to keep in mind:

  • The success of your change initiative depends on multiple factors at different levels (e.g., micro, meso, macro levels).
  • Factors can affect your change initiative at different times throughout the change process (e.g., when you are planning, putting changes in place, and measuring outcomes).
  • Barriers are often interconnected.

Depending on your context, some barriers may have a greater influence than others (e.g., a workplace culture that is resistant to change may impact the change initiative at many levels).