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11. What would be the goal or target for a Emotional development’s improvement team?
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12. Are different versions of process maps needed to account for the different types of inputs?
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13. What scope to assess?
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14. Do you all define Emotional development in the same way?
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15. Is the work to date meeting requirements?
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16. How does the Emotional development manager ensure against scope creep?
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17. What is the definition of success?
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18. How will the Emotional development team and the group measure complete success of Emotional development?
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19. What are the core elements of the Emotional development business case?
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20. How do you gather requirements?
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21. Do you have organizational privacy requirements?
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22. How have you defined all Emotional development requirements first?
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23. What is the scope of the Emotional development work?
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24. What is the scope of the Emotional development effort?
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25. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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26. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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27. If substitutes have been appointed, have they been briefed on the Emotional development goals and received regular communications as to the progress to date?
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28. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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29. Is scope creep really all bad news?
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30. Who are the Emotional development improvement team members, including Management Leads and Coaches?
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31. Has a team charter been developed and communicated?
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32. Who is gathering Emotional development information?
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33. Is the Emotional development scope complete and appropriately sized?
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34. What is out-of-scope initially?
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35. Has the Emotional development 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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36. What information should you gather?
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37. When is/was the Emotional development start date?
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38. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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39. What are the dynamics of the communication plan?
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40. Are required metrics defined, what are they?
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41. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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42. The political context: who holds power?
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43. What are (control) requirements for Emotional development Information?
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44. What is the scope of Emotional development?
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45. What is the scope?
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46. How was the ‘as is’ process map developed, reviewed, verified and validated?
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47. What scope do you want your strategy to cover?
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48. What constraints exist that might impact the team?
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49. What happens if Emotional development’s scope changes?
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50. Do you have a Emotional development success story or case study ready to tell and share?
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51. Are accountability and ownership for Emotional development clearly defined?
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52. What Emotional development services do you require?
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53. Is there a clear Emotional development case definition?
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54.
