Okay, so moving on to the implementation readiness. Implementation readiness, as we just saw, is comprised of these three things; motivation, general capacity, and our adaptation specific capacity. So readiness is a function of those three main things. So when we're thinking about motivation, this paper describe it as the perceived incentives and disincentives that contribute to the desirability to use an adaptation. So this is asking, what is the motivation to implement an adaptation? When we think about the factors that might influence motivation, those could be things like complexity. So if this is a really complex psychological first aid training, I might have my implementers not interested in doing it because it's too complex. Similarly, if it's outside of the scope of our work, it might be a great adaptation action, but it might not be something that I feel like I can do. So motivation also includes beliefs about the field. So adaptation itself, maybe you have participants or implementers who don't believe that wildfires are causing mental health outcomes. So they're not interested or they're not motivated in doing these activities. Likewise, support for the adaptation may not be in existence in your group, so it will contribute less to its use. So thinking about motivation as what it is that's going to encourage or move people to do the adaptation action. General capacity is referred to as essentially the attributes of a functioning organization. So it's like you're staffing, organizational leadership, the resources that you might need to do an activity like this. It also includes contexts culture and the current infrastructure. Do you have the general capacity to stuff something like this. Another important key piece of general capacity is whether the organizational climate is one of those that encourages trying new ideas, or is it one that's resistant to change. So those will inform your general capacity constructs. Then lastly, your adaptation specific capacity. So this is really getting at the specific activity that you're thinking about doing and what are the human technical fiscal conditions that are needed to do this specific action, and so we know each adaptation has its own set of knowledge and skills. So for the psychological first aid training, it would probably require somebody who is familiar with that type of training, but also mental health illnesses that you might see. So having somebody who has those specific skills would be useful. Also implementation support is really important when considering adaptation specific capacity, having a champion in your group. That might be enough to move it along, to move something forward as you try to implement an adaptation action. So in some, the idea of implementation readiness is really focusing on the implementer, the doer. You want to think about what might influence the motivation of that doer, and consider the specific capacities that you currently have on hand to implement or who you might need to tap in. It's very important to note that knowing and understanding your implementation readiness is going to drive how you design your adaptation action. So think through your implementation readiness with that in mind.
