Читать книгу Emotional Development 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 resources or support might you need?

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2. What are the Emotional development resources needed?

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3. How much are sponsors, customers, partners, stakeholders involved in Emotional development? In other words, what are the risks, if Emotional development does not deliver successfully?

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4. Did you miss any major Emotional development issues?

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5. Will new equipment/products be required to facilitate Emotional development delivery, for example is new software needed?

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6. How can auditing be a preventative security measure?

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7. How do you assess your Emotional development workforce capability and capacity needs, including skills, competencies, and staffing levels?

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8. What extra resources will you need?

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

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10. When a Emotional development manager recognizes a problem, what options are available?

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11. Are there regulatory / compliance issues?

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12. To what extent does each concerned units management team recognize Emotional development as an effective investment?

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13. Why the need?

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14. Will Emotional development deliverables need to be tested and, if so, by whom?

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15. What is the extent or complexity of the Emotional development problem?

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16. What are the expected benefits of Emotional development to the stakeholder?

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

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

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19. Have you identified your Emotional development key performance indicators?

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20. What needs to stay?

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21. What would happen if Emotional development weren’t done?

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22. Is the need for organizational change recognized?

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23. What does Emotional development success mean to the stakeholders?

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

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25. What Emotional development capabilities do you need?

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26. How are you going to measure success?

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

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28. Are there recognized Emotional development problems?

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29. What else needs to be measured?

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30. Which information does the Emotional development business case need to include?

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31. What prevents you from making the changes you know will make you a more effective Emotional development leader?

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

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33. What information do users need?

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34. What is the problem or issue?

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35. Who should resolve the Emotional development issues?

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36. What vendors make products that address the Emotional development needs?

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37. Think about the people you identified for your Emotional development 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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38. How are training requirements identified?

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39. Do you recognize Emotional development achievements?

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40. Is the quality assurance team identified?

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41. Does your organization need more Emotional development education?

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42. Are there Emotional development problems defined?

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43. Consider your own Emotional development 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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44. Are employees recognized for desired behaviors?

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45. Who needs budgets?

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46. What are your needs in relation to Emotional development skills, labor, equipment, and markets?

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

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

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49. Which issues are too important to ignore?

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50. For your Emotional development project, identify and describe the business environment, is there more than one layer to the business environment?

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51. Which needs are not included or involved?

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52. What are the stakeholder objectives to be achieved with Emotional development?

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53. What problems are you facing and how do you consider Emotional development will circumvent those obstacles?

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

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55. Where do you need to exercise leadership?

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

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

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58. Who needs to know about Emotional development?

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59. Where is training needed?

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

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61. Can management personnel recognize the monetary benefit of Emotional development?

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62. Is it needed?

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63. What Emotional development events should you attend?

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

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65. Do you know what you need to know about Emotional development?

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66. What tools and technologies are needed for a custom Emotional development project?

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67. What creative shifts do you need to take?

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68. Are there any specific expectations or concerns about the Emotional development team, Emotional development itself?

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69. What is the recognized need?

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

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71. Will it solve real problems?

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72. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?

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73. Are there any revenue recognition issues?

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74. How do you recognize an objection?

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75. How do you take a forward-looking perspective in identifying Emotional development research related to market response and models?

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76. What situation(s) led to this Emotional development Self Assessment?

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77. Does the problem have ethical dimensions?

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78. Are problem definition and motivation clearly presented?

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79. What do employees need in the short term?

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80. What are the clients issues and concerns?

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81. What needs to be done?

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82. What is the problem and/or vulnerability?

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83. Who needs what information?

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84. Would you recognize a threat from the inside?

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

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86. How are the Emotional development’s objectives aligned to the group’s overall stakeholder strategy?

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

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88. What do you need to start doing?

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

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90. Does Emotional development create potential expectations in other areas that need to be recognized and considered?

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91. What is the Emotional development problem definition? What do you need to resolve?

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92. Are losses recognized in a timely manner?

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

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94. Why is this needed?

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95. How do you recognize an Emotional development objection?

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96. How do you identify subcontractor relationships?

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97. Who else hopes to benefit from it?

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98. Do you need different information or graphics?

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99. What Emotional development problem should be solved?

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

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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 Emotional development Index at the beginning of the Self-Assessment.