for desired behaviors?
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67. Does your organization need more Organizational communication model education?
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68. How do you identify subcontractor relationships?
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69. What are the minority interests and what amount of minority interests can be recognized?
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70. What is the extent or complexity of the Organizational communication model problem?
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71. What should be considered when identifying available resources, constraints, and deadlines?
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72. Which needs are not included or involved?
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73. What else needs to be measured?
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74. What would happen if Organizational communication model weren’t done?
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75. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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76. Who needs to know?
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77. Are there any specific expectations or concerns about the Organizational communication model team, Organizational communication model itself?
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78. Is the need for organizational change recognized?
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79. What training and capacity building actions are needed to implement proposed reforms?
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80. How are training requirements identified?
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81. Do you have/need 24-hour access to key personnel?
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82. Is the quality assurance team identified?
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83. To what extent does each concerned units management team recognize Organizational communication model as an effective investment?
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84. What Organizational communication model events should you attend?
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85. Whom do you really need or want to serve?
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86. What Organizational communication model capabilities do you need?
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87. What is the Organizational communication model problem definition? What do you need to resolve?
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88. What are the Organizational communication model resources needed?
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89. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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90. How many trainings, in total, are needed?
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91. Where is training needed?
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92. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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93. Are there recognized Organizational communication model problems?
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94. Will a response program recognize when a crisis occurs and provide some level of response?
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95. What prevents you from making the changes you know will make you a more effective Organizational communication model leader?
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96. Who defines the rules in relation to any given issue?
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97. What problems are you facing and how do you consider Organizational communication model will circumvent those obstacles?
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98. Why the need?
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99. How are the Organizational communication model’s objectives aligned to the group’s overall stakeholder strategy?
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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 Organizational communication model 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. Who are the Organizational communication model improvement team members, including Management Leads and Coaches?
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2. Do you have a Organizational communication model success story or case study ready to tell and share?
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3. How did the Organizational communication model manager receive input to the development of a Organizational communication model improvement plan and the estimated completion dates/times of each activity?
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