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