“…Firstly, the barriers and facilitators to knowledge must be identified, which may be done through surveys, qualitative interviews or literature reviews [28,29]. Individual factors like education, attitudes and beliefs, interest, perceived role, and self-efficacy all influence willingness to change [30,31]. Organizational readiness for change is an important albeit complex issue; dependent on many components such as whether members value change, whether task demands and resources available are feasible, and contextual issues such as a positive climate and positive past experiences with change [32].…”