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G. Peters (2014) provides concrete guidelines for these tasks, resulting in the so-called matrix of change objectives (see Table 1).
The approach is based on the Matrix of Change – the only tool of change management allowing consideration and efficient use of interactions between existing and implemented practices in an enterprise.
Subsequently, we further specified programme objectives by creating a matrix of change objectives.
Finally, a matrix of change objectives was developed for each behavioural outcome.
Selected examples of the matrix of change objectives are shown in Table 2.
Performance objectives were subsequently defined and crossed-referenced with the predictors to develop a matrix of change objectives.
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In subtle, often unnoticed ways, life is a matrix of chance, change, challenge and opportunity in which one makes choices.
SAFES methodology was applied to cod process where three matrix of changes were defined corresponding to the three main stages of the process.
In addition, restlessness, another important factor of energy expenditure (see Higham et al. 2011a), was derived by generating a binary matrix of changes in either position or locomotion (locomotion/position was entered in a single column).
These matrices of change help to provide a 'map' for the development of specific intervention components.
For all three sub-behaviours, separate matrices of change objectives were created.
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