Table 2 SPIRIT change principles
Systems framework | • Uses a multi-component approach • Maximises interaction between the different components of the intervention • Addresses systems, operations, structures and relations • Is flexible in meeting the needs of different agencies |
Engagement and ownership | • Engages agencies in owning and driving the program • Is tailored to focus on the agency’s priorities |
Goal setting and feedback | • Provides feedback about current practice • Provides a clear rationale for change • Develops agreement about concrete and specific change goals • Monitors and provides feedback about change during the intervention program |
Interactive skill development | • Provides self-education opportunities and access to resources • Recognises the expertise of participants • Is interactive with a focus on shared reflection and problem solving • Provides opportunity for rehearsal and practice |
Leadership, roles and relationships | • Uses champions to model and promote the use of evidence from research (including both internal and external champions) • Uses credible, dynamic experts as presenters |