Читать книгу Remote Working A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7
ОглавлениеCRITERION #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 would happen if Remote working weren’t done?
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2. To what extent does each concerned units management team recognize Remote working as an effective investment?
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3. How does it fit into your organizational needs and tasks?
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4. How are training requirements identified?
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5. Consider your own Remote working 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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6. Why is this needed?
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7. Do you need different information or graphics?
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8. Do you know what you need to know about Remote working?
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9. What prevents you from making the changes you know will make you a more effective Remote working leader?
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10. How do you take a forward-looking perspective in identifying Remote working research related to market response and models?
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11. For your Remote working project, identify and describe the business environment, is there more than one layer to the business environment?
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12. Will it solve real problems?
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13. What are the timeframes required to resolve each of the issues/problems?
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14. Where is training needed?
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15. Are there any revenue recognition issues?
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16. How do you identify subcontractor relationships?
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17. Do you have/need 24-hour access to key personnel?
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18. What is the recognized need?
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19. What does Remote working success mean to the stakeholders?
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20. What should be considered when identifying available resources, constraints, and deadlines?
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21. Who needs to know?
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22. How are you going to measure success?
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23. How are the Remote working’s objectives aligned to the group’s overall stakeholder strategy?
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24. Is the quality assurance team identified?
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25. What creative shifts do you need to take?
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26. Does the problem have ethical dimensions?
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27. Who else hopes to benefit from it?
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28. Will a response program recognize when a crisis occurs and provide some level of response?
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29. What do employees need in the short term?
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30. Is it needed?
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31. Where do you need to exercise leadership?
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32. What are the expected benefits of Remote working to the stakeholder?
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33. Which needs are not included or involved?
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34. Why the need?
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35. Who defines the rules in relation to any given issue?
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36. Whom do you really need or want to serve?
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37. Are controls defined to recognize and contain problems?
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38. What training and capacity building actions are needed to implement proposed reforms?
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39. What is the problem and/or vulnerability?
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40. What do you need to start doing?
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41. What is the extent or complexity of the Remote working problem?
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42. What are the Remote working resources needed?
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43. What else needs to be measured?
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44. Who should resolve the Remote working issues?
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45. How do you assess your Remote working workforce capability and capacity needs, including skills, competencies, and staffing levels?
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46. Are employees recognized for desired behaviors?
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47. As a sponsor, customer or management, how important is it to meet goals, objectives?
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48. Are there Remote working problems defined?
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49. Can management personnel recognize the monetary benefit of Remote working?
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50. What Remote working capabilities do you need?
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51. What needs to be done?
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52. What resources or support might you need?
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53. Do you recognize Remote working achievements?
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54. What activities does the governance board need to consider?
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55. When a Remote working manager recognizes a problem, what options are available?
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56. Did you miss any major Remote working issues?
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57. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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58. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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59. Are problem definition and motivation clearly presented?
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60. What is the problem or issue?
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61. Do you need to avoid or amend any Remote working activities?
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62. Are there any specific expectations or concerns about the Remote working team, Remote working itself?
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63. What tools and technologies are needed for a custom Remote working project?
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64. What are the clients issues and concerns?
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65. What are the minority interests and what amount of minority interests can be recognized?
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66. Would you recognize a threat from the inside?
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67. What are the stakeholder objectives to be achieved with Remote working?
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68. What needs to stay?
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69. How do you recognize an objection?
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70. Are there recognized Remote working problems?
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71. Who needs budgets?
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72. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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73. What extra resources will you need?
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74. How much are sponsors, customers, partners, stakeholders involved in Remote working? In other words, what are the risks, if Remote working does not deliver successfully?
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75. Think about the people you identified for your Remote working 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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76. What are your needs in relation to Remote working skills, labor, equipment, and markets?
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77. How do you identify the kinds of information that you will need?
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78. Will new equipment/products be required to facilitate Remote working delivery, for example is new software needed?
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79. What information do users need?
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80. What Remote working events should you attend?
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81. Are losses recognized in a timely manner?
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82. Who are your key stakeholders who need to sign off?
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83. How many trainings, in total, are needed?
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84. What vendors make products that address the Remote working needs?
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85. Which information does the Remote working business case need to include?
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86. What is the Remote working problem definition? What do you need to resolve?
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87. Who needs to know about Remote working?
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88. What problems are you facing and how do you consider Remote working will circumvent those obstacles?
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89. What Remote working problem should be solved?
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90. What situation(s) led to this Remote working Self Assessment?
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91. Is the need for organizational change recognized?
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92. Does Remote working create potential expectations in other areas that need to be recognized and considered?
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93. How do you recognize an Remote working objection?
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94. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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95. What is the smallest subset of the problem you can usefully solve?
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96. To what extent would your organization benefit from being recognized as a award recipient?
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97. What Remote working coordination do you need?
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98. Which issues are too important to ignore?
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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 Remote working Index at the beginning of the Self-Assessment.
