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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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