Читать книгу Learning Design A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7

CRITERION #1: RECOGNIZE

INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.

In my belief, the answer to this question is clearly defined:

5 Strongly Agree

4 Agree

3 Neutral

2 Disagree

1 Strongly Disagree

1. What does Learning Design success mean to the stakeholders?

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2. Where do you need to exercise leadership?

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3. Do you need to avoid or amend any Learning Design activities?

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4. Who needs to know about Learning Design?

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5. Are employees recognized for desired behaviors?

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6. For your Learning Design project, identify and describe the business environment, is there more than one layer to the business environment?

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7. Do you have/need 24-hour access to key personnel?

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8. What Learning Design events should you attend?

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9. How are you going to measure success?

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10. Where is training needed?

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11. Is the need for organizational change recognized?

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12. What needs to be done?

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13. What tools and technologies are needed for a custom Learning Design project?

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14. What Learning Design capabilities do you need?

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15. How are training requirements identified?

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16. What would happen if Learning Design weren’t done?

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17. Is it needed?

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18. Looking at each person individually – does every one have the qualities which are needed to work in this group?

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19. What situation(s) led to this Learning Design Self Assessment?

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20. How does it fit into your organizational needs and tasks?

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21. What do you need to start doing?

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22. Do you need different information or graphics?

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23. Who defines the rules in relation to any given issue?

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24. How do you recognize an objection?

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25. What are the Learning Design resources needed?

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26. How many trainings, in total, are needed?

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27. What training and capacity building actions are needed to implement proposed reforms?

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28. Will Learning Design deliverables need to be tested and, if so, by whom?

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29. As a sponsor, customer or management, how important is it to meet goals, objectives?

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30. What else needs to be measured?

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31. Whom do you really need or want to serve?

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32. Who else hopes to benefit from it?

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33. Does the problem have ethical dimensions?

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34. Will new equipment/products be required to facilitate Learning Design delivery, for example is new software needed?

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35. How can auditing be a preventative security measure?

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36. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?

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37. Who should resolve the Learning Design issues?

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38. Which needs are not included or involved?

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39. How do you identify subcontractor relationships?

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40. What is the problem or issue?

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41. What Learning Design problem should be solved?

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42. Are problem definition and motivation clearly presented?

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43. What activities does the governance board need to consider?

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44. How are the Learning Design’s objectives aligned to the group’s overall stakeholder strategy?

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45. Are controls defined to recognize and contain problems?

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46. Why is this needed?

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47. What creative shifts do you need to take?

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48. What is the Learning Design problem definition? What do you need to resolve?

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49. How do you take a forward-looking perspective in identifying Learning Design research related to market response and models?

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50. What should be considered when identifying available resources, constraints, and deadlines?

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51. Are there regulatory / compliance issues?

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52. Did you miss any major Learning Design issues?

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53. How much are sponsors, customers, partners, stakeholders involved in Learning Design? In other words, what are the risks, if Learning Design does not deliver successfully?

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54. What is the smallest subset of the problem you can usefully solve?

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55. What are the expected benefits of Learning Design to the stakeholder?

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56. To what extent would your organization benefit from being recognized as a award recipient?

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57. Are losses recognized in a timely manner?

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58. What is the recognized need?

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59. What are the minority interests and what amount of minority interests can be recognized?

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60. What are the stakeholder objectives to be achieved with Learning Design?

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61. Would you recognize a threat from the inside?

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62. Who needs to know?

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63. What are the clients issues and concerns?

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64. What problems are you facing and how do you consider Learning Design will circumvent those obstacles?

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65. Will a response program recognize when a crisis occurs and provide some level of response?

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66. What resources or support might you need?

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67. What Learning Design coordination do you need?

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68. Which issues are too important to ignore?

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69. Why the need?

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70. What do employees need in the short term?

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71. To what extent does each concerned units management team recognize Learning Design as an effective investment?

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72. How do you recognize an Learning Design objection?

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73. How do you identify the kinds of information that you will need?

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74. Who needs budgets?

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75. Does your organization need more Learning Design education?

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76. Consider your own Learning Design project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?

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77. Is the quality assurance team identified?

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78. Does Learning Design create potential expectations in other areas that need to be recognized and considered?

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79. When a Learning Design manager recognizes a problem, what options are available?

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80. Who are your key stakeholders who need to sign off?

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81. What extra resources will you need?

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82. Are there Learning Design problems defined?

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83. Are you dealing with any of the same issues today as yesterday? What can you do about this?

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84. What prevents you from making the changes you know will make you a more effective Learning Design leader?

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85. Think about the people you identified for your Learning Design project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?

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86. What is the problem and/or vulnerability?

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87. How do you assess your Learning Design workforce capability and capacity needs, including skills, competencies, and staffing levels?

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88. Which information does the Learning Design business case need to include?

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89. What vendors make products that address the Learning Design needs?

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90. What information do users need?

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91. Are there any specific expectations or concerns about the Learning Design team, Learning Design itself?

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92. Are there recognized Learning Design problems?

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93. What is the extent or complexity of the Learning Design problem?

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94. What are the timeframes required to resolve each of the issues/problems?

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Add up total points for this section: _____ = Total points for this section

Divided by: ______ (number of statements answered) = ______ Average score for this section

Transfer your score to the Learning Design Index at the beginning of the Self-Assessment.