Читать книгу Constraint Learning 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 information do users need?

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

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3. What are the Constraint learning resources needed?

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4. Are there any specific expectations or concerns about the Constraint learning team, Constraint learning itself?

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5. Do you recognize Constraint learning achievements?

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6. Will it solve real problems?

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7. What Constraint learning capabilities do you need?

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8. What is the extent or complexity of the Constraint learning problem?

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

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10. How do you recognize an Constraint learning objection?

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11. What would happen if Constraint learning weren’t done?

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12. Are problem definition and motivation clearly presented?

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13. Can management personnel recognize the monetary benefit of Constraint learning?

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14. What Constraint learning problem should be solved?

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15. Which issues are too important to ignore?

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16. Who needs what information?

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17. Who else hopes to benefit from it?

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18. What prevents you from making the changes you know will make you a more effective Constraint learning leader?

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19. Are losses recognized in a timely manner?

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20. How are you going to measure success?

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21. How do you identify subcontractor relationships?

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22. Who needs budgets?

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

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25. Where do you need to exercise leadership?

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26. Who needs to know?

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27. Are employees recognized for desired behaviors?

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28. Are there recognized Constraint learning problems?

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29. What needs to stay?

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30. What resources or support might you need?

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

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

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33. What is the problem and/or vulnerability?

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34. Have you identified your Constraint learning key performance indicators?

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

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36. Is it needed?

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37. How much are sponsors, customers, partners, stakeholders involved in Constraint learning? In other words, what are the risks, if Constraint learning does not deliver successfully?

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

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39. What vendors make products that address the Constraint learning needs?

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40. When a Constraint learning manager recognizes a problem, what options are available?

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

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42. To what extent does each concerned units management team recognize Constraint learning as an effective investment?

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43. What tools and technologies are needed for a custom Constraint learning project?

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44. What problems are you facing and how do you consider Constraint learning will circumvent those obstacles?

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

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46. What creative shifts do you need to take?

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

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48. Are there Constraint learning problems defined?

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49. What Constraint learning events should you attend?

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

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51. Would you recognize a threat from the inside?

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52. Consider your own Constraint learning 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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53. Will new equipment/products be required to facilitate Constraint learning delivery, for example is new software needed?

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54. What is the Constraint learning problem definition? What do you need to resolve?

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55. Who should resolve the Constraint learning issues?

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56. Is the quality assurance team identified?

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57. Does your organization need more Constraint learning education?

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

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59. For your Constraint learning project, identify and describe the business environment, is there more than one layer to the business environment?

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60. Why is this needed?

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61. Is the need for organizational change recognized?

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62. Does the problem have ethical dimensions?

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63. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?

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64. Do you need to avoid or amend any Constraint learning activities?

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65. What needs to be done?

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66. Think about the people you identified for your Constraint learning 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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67. Do you have/need 24-hour access to key personnel?

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

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69. How do you assess your Constraint learning workforce capability and capacity needs, including skills, competencies, and staffing levels?

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70. What are the expected benefits of Constraint learning to the stakeholder?

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71. Who needs to know about Constraint learning?

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72. Did you miss any major Constraint learning issues?

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73. What do employees need in the short term?

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74. How can auditing be a preventative security measure?

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75. Which information does the Constraint learning business case need to include?

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76. Which needs are not included or involved?

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77. What are the clients issues and concerns?

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78. What does Constraint learning success mean to the stakeholders?

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79. Are there any revenue recognition issues?

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80. What are your needs in relation to Constraint learning skills, labor, equipment, and markets?

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81. How do you take a forward-looking perspective in identifying Constraint learning research related to market response and models?

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

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83. What do you need to start doing?

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84. What is the recognized need?

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85. Why the need?

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86. Does Constraint learning create potential expectations in other areas that need to be recognized and considered?

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87. Where is training needed?

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88. What extra resources will you need?

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89. What are the stakeholder objectives to be achieved with Constraint learning?

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90. What Constraint learning coordination do you need?

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91. What else needs to be measured?

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92. Will Constraint learning deliverables need to be tested and, if so, by whom?

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93. What is the problem or issue?

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

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

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96. How do you recognize an objection?

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97. How are the Constraint learning’s objectives aligned to the group’s overall stakeholder strategy?

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98. What situation(s) led to this Constraint learning Self Assessment?

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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 Constraint learning Index at the beginning of the Self-Assessment.