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59. How are you going to measure success?
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60. What are the timeframes required to resolve each of the issues/problems?
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61. Will a response program recognize when a crisis occurs and provide some level of response?
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62. What are the Organizing principle resources needed?
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63. 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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64. How do you identify the kinds of information that you will need?
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65. Is the need for organizational change recognized?
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66. Will it solve real problems?
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67. Do you need to avoid or amend any Organizing principle activities?
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68. Is it needed?
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69. What are the clients issues and concerns?
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70. What training and capacity building actions are needed to implement proposed reforms?
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71. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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72. Who defines the rules in relation to any given issue?
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73. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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74. Are losses recognized in a timely manner?
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75. What would happen if Organizing principle weren’t done?
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76. Do you recognize Organizing principle achievements?
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77. What Organizing principle events should you attend?
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78. How do you take a forward-looking perspective in identifying Organizing principle research related to market response and models?
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79. To what extent does each concerned units management team recognize Organizing principle as an effective investment?
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80. What vendors make products that address the Organizing principle needs?
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81. Who else hopes to benefit from it?
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82. What do you need to start doing?
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83. Think about the people you identified for your Organizing principle 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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84. What needs to stay?
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85. What resources or support might you need?
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86. Are there any revenue recognition issues?
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87. Does the problem have ethical dimensions?
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88. How many trainings, in total, are needed?
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89. What are the minority interests and what amount of minority interests can be recognized?
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90. Which issues are too important to ignore?
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91. How does it fit into your organizational needs and tasks?
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92. Who needs budgets?
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93. What tools and technologies are needed for a custom Organizing principle project?
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94. Will Organizing principle deliverables need to be tested and, if so, by whom?
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95. Who needs what information?
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96. Who needs to know about Organizing principle?
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97. How much are sponsors, customers, partners, stakeholders involved in Organizing principle? In other words, what are the risks, if Organizing principle does not deliver successfully?
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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 Organizing principle Index at the beginning of the Self-Assessment.
CRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
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 is the definition of success?
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2. Has/have the customer(s) been identified?
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3. Is the work to date meeting requirements?
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4. Has the Organizing principle work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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5. Has everyone on the team, including the team leaders, been properly trained?
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6. What customer feedback methods were used to solicit their input?
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7. What is out of scope?
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8. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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9. How have you defined all Organizing principle requirements first?
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10. Is there a critical path to deliver Organizing principle results?
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11. Do