What Is the Theoretical Domains Framework (TDF)? A Framework For Implementation Science and Behavior Change
By Dr. Julia E. Moore, Executive Director
5-min read
The Theoretical Domains Framework (TDF) is a widely used behavior change framework that supports the identification of individual barriers and facilitators to change. Originally developed by psychologists in the UK (Cane et al., 2012), the TDF is embedded in the larger Behaviour Change Wheel (Michie et al., 2011) and has become a cornerstone in implementation science and change efforts across health, education, and social sectors.
What is the COM-B (capability, opportunity, motivation – behavior)? How it supports behavior change with the TDF
In our experience, people find it easiest to understand the Theoretical Domains Framework (TDF) in relation to the COM-B model. The COM-B is a behavior change theory that explains the underlying mechanisms of change. It consists of three factors: capability, opportunity, and motivation. To change, a person needs:
To be capable of change (e.g., having the knowledge and skills to be able to change),
the opportunity to change (e.g., to be in an environment that supports them to change), and
to be motivated to change.
In the context of health, education, and social services, we have observed a significant emphasis on building capability, such as knowledge and skills, along with a growing focus on creating opportunities for change, essentially fostering a more supportive environment. However, comparatively less attention is paid to enhancing people's motivation to change. That’s what makes the COM-B so helpful – it can help us understand and address those motivational barriers.
How the COM-B and TDF work together
We find the COM-B is one of the most easily understandable theories of change. (For example, I started using it with my 10-year-old to help him navigate challenges, like problems at recess while playing soccer). The TDF takes the COM-B one step further by expanding on the three categories of the COM-B. There are 14 domains of the TDF and they make the most sense when you group them into the COM-B categories.
Capability
Does the person have the physical and psychological ability to perform the behavior?
TDF domains related to capability:
Knowledge – Do they understand what they are being asked to do?
Skills – Do they have the necessary skills?
Memory, Attention, and Decision Processes—Can they remember and focus on what needs to be done and be able to pay attention and process what’s happening?
Behavioral Regulation – Can they monitor and manage their behavior? This is also where habitual behaviors fit in.
Opportunity
Does the environment support people to change?
TDF domains related to opportunity:
Environmental Context and Resources—What is the context, and what resources are available? This is a great place to link to the CFIR's inner and outer settings.
Social Influences – Are people being influenced by peers, leaders, or others?
Motivation
Does the person want to change?
TDF domains related to motivation:
Beliefs about Capabilities – Are they confident they can do it?
Social/Professional Role and Identity – Does this behavior align with how they see their role?
Beliefs about Consequences – Do they think making this change will have a positive impact?
Emotions – Are emotions affecting their willingness or ability?
Goals – Is it a goal to support the behavior?
Intentions – Are they committed to making the change?
Reinforcement – Are there incentives or rewards reinforcing the current or new behavior?
Optimism/pessimism – Do they feel generally hopeful or pessimistic about the change?
It’s great that motivation has 8 factors because it’s often one of the aspects of change that we haven’t delved into as deeply. Therefore, the TDF can help us think more deeply about people‘s underlying motivations (or lack of motivation) to change.
How the TDF can be used in conjunction with the Consolidated Framework for Implementation Research (CFIR)
The TDF also works beautifully with the Consolidated Framework for Implementation Research (CFIR), one of the most widely used implementation science frameworks. Although there is an individual-level domain of the CFIR, people typically focus on the CFIR’s inner and outer settings, which address the contextual aspects of implementation, the TDF is focused on the individual factors that affect implementation. In fact, the latest version of the CFIR leverages the TDF and its associated theory, the COM-B, to expand on the individual-level domain.
Assessing barriers and facilitators using the TDF
One of the most common ways people use the TDF is to understand and assess barriers and facilitators. We find that the TDF is a great tool for coding barriers and facilitators identified through qualitative interviews, focus groups, or even casual conversations.
Tip: It's particularly helpful to use quotes when mapping or coding to the TDF, as this approach is often simpler than creating thematic categories, which can group multiple TDF domains together.
Additionally, people use the TDF to develop surveys aimed at assessing barriers and facilitators. This is especially useful if you have already done work (e.g., research or data collection) to get at the underlying barriers and facilitators, allowing you to prioritize which of them are the most relevant and important. Surveys aren’t as helpful if you haven't first identified the key barriers (since people tend to focus more on the surface-level barriers).
For more tips on assessing barriers and facilitators, check out these other TCI articles:
5 Practical Tips for Mapping Barriers and Facilitators to an Implementation Framework
Do Barriers and Facilitators Assessments Have to be Resource-Intensive?
5 Practical Tips for Collecting Individual and Organizational Barriers and Facilitators
How to use the TDF to select implementation strategies
If you want to take the Theoretical Domains Framework (TDF) a step further, you can use the StrategEase tool to select implementation strategies (we also call these “change strategies”). Before using this tool, you first need to identify the barriers and facilitators and map them to the TDF. The tool then provides examples of strategies that can be used to address specific barriers and facilitators. It's important to collaborate with your team to determine which strategies are relevant and appropriate for your situation. This tool serves as a starting point for transitioning from identifying barriers and facilitators to selecting strategies.
Taking the TDF to the next level
The TDF is more than just a list of factors—it’s a practical framework that can guide your implementation efforts, particularly identifying barriers and facilitators through interviews, focus groups, surveys, and casual conversations, as well as selecting strategies to address underlying individual barriers and facilitators to change.
Using the combination of the TDF and the COM-B helps connect a theory (about the mechanism of change) while getting even deeper into the root causes of why people will or won’t change. These work well with the CFIR (if you want to get into contextual factors). Plus, the TDF is the framework used as the basis for the StrategEase tool, an interactive online tool to help you select change (or implementation) strategies.
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