in regularly held team meetings guaranteed?
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59. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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60. What key stakeholder process output measure(s) does Expression system leverage and how?
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61. Will team members perform Expression system work when assigned and in a timely fashion?
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62. Has the Expression system 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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63. Has a team charter been developed and communicated?
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64. What customer feedback methods were used to solicit their input?
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65. What are the tasks and definitions?
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66. What constraints exist that might impact the team?
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67. Does the scope remain the same?
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68. What happens if Expression system’s scope changes?
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69. Have all basic functions of Expression system been defined?
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70. Are roles and responsibilities formally defined?
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71. How is the team tracking and documenting its work?
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72. Have all of the relationships been defined properly?
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73. How will the Expression system team and the group measure complete success of Expression system?
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74. Is there a critical path to deliver Expression system results?
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75. How do you catch Expression system definition inconsistencies?
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76. What baselines are required to be defined and managed?
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77. What scope to assess?
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78. How do you hand over Expression system context?
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79. What knowledge or experience is required?
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80. Is the Expression system scope manageable?
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81. When are meeting minutes sent out? Who is on the distribution list?
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82. What critical content must be communicated – who, what, when, where, and how?
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83. Is Expression system linked to key stakeholder goals and objectives?
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84. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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85. How do you manage changes in Expression system requirements?
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86. What information should you gather?
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87. How would you define the culture at your organization, how susceptible is it to Expression system changes?
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88. What gets examined?
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89. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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90. What are the record-keeping requirements of Expression system activities?
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91. What are the dynamics of the communication plan?
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92. Are different versions of process maps needed to account for the different types of inputs?
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93. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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94. What are the rough order estimates on cost savings/opportunities that Expression system brings?
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95. Will team members regularly document their Expression system work?
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96. 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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97. Are improvement team members fully trained on Expression system?
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98. When is the estimated completion date?
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99. What defines best in class?
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100. What would be the goal or target for a Expression system’s improvement team?
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101. Do you have a Expression system success story or case study ready to tell and share?
