Change Management Plan: Emotional Development214
3.0 Executing Process Group: Emotional Development216
3.1 Team Member Status Report: Emotional Development218
3.2 Change Request: Emotional Development220
3.3 Change Log: Emotional Development222
3.4 Decision Log: Emotional Development224
3.5 Quality Audit: Emotional Development226
3.6 Team Directory: Emotional Development229
3.7 Team Operating Agreement: Emotional Development231
3.8 Team Performance Assessment: Emotional Development233
3.9 Team Member Performance Assessment: Emotional Development235
3.10 Issue Log: Emotional Development237
4.0 Monitoring and Controlling Process Group: Emotional Development239
4.1 Project Performance Report: Emotional Development241
4.2 Variance Analysis: Emotional Development243
4.3 Earned Value Status: Emotional Development245
4.4 Risk Audit: Emotional Development247
4.5 Contractor Status Report: Emotional Development249
4.6 Formal Acceptance: Emotional Development251
5.0 Closing Process Group: Emotional Development253
5.1 Procurement Audit: Emotional Development255
5.2 Contract Close-Out: Emotional Development258
5.3 Project or Phase Close-Out: Emotional Development260
5.4 Lessons Learned: Emotional Development262
Index264
CRITERION #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. What resources or support might you need?
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2. What are the Emotional development resources needed?
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3. How much are sponsors, customers, partners, stakeholders involved in Emotional development? In other words, what are the risks, if Emotional development does not deliver successfully?
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4. Did you miss any major Emotional development issues?
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5. Will new equipment/products be required to facilitate Emotional development delivery, for example is new software needed?
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6. How can auditing be a preventative security measure?
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7. How do you assess your Emotional development workforce capability and capacity needs, including skills, competencies, and staffing levels?
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8. What extra resources will you need?
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9. Will a response program recognize when a crisis occurs and provide some level of response?
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10. When a Emotional development manager recognizes a problem, what options are available?
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11. Are there regulatory / compliance issues?
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12. To what extent does each concerned units management team recognize Emotional development as an effective investment?
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13. Why the need?
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14. Will Emotional development deliverables need to be tested and, if so, by whom?
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15. What is the extent or complexity of the Emotional development problem?
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16. What are the expected benefits of Emotional development to the stakeholder?
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17. To what extent would your organization benefit from being recognized as a award recipient?
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18. What are the timeframes required to resolve each of the issues/problems?
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19. Have you identified your Emotional development key performance indicators?
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20. What needs to stay?
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21. What would happen if Emotional development weren’t done?
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22. Is the need for organizational change recognized?
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23. What does Emotional development success mean to the stakeholders?
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24. Do you have/need 24-hour access to key personnel?
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25. What Emotional development capabilities do you need?
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26. How are you going to measure success?
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27. What training and capacity building actions are needed to implement proposed reforms?
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