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      128. What is out-of-scope initially?

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      129. If substitutes have been appointed, have they been briefed on the Human learning goals and received regular communications as to the progress to date?

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      130. Have all basic functions of Human learning been defined?

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      131. What is a worst-case scenario for losses?

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      132. Is the work to date meeting requirements?

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      133. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?

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      134. What are (control) requirements for Human learning Information?

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      135. Has a project plan, Gantt chart, or similar been developed/completed?

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      136. Are there different segments of customers?

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      137. Are task requirements clearly defined?

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      138. Has everyone on the team, including the team leaders, been properly trained?

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      139. What scope do you want your strategy to cover?

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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 Human learning Index at the beginning of the Self-Assessment.

      CRITERION #3: MEASURE:

      INTENT: Gather the correct data. Measure the current performance and evolution of the situation.

      In my belief, the answer to this question is clearly defined:

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. How will you measure success?

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      2. Do you verify that corrective actions were taken?

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      3. Is the cost worth the Human learning effort ?

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      4. When are costs are incurred?

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      5. What are your customers expectations and measures?

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      6. Where can you go to verify the info?

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      7. How do you measure variability?

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      8. What disadvantage does this cause for the user?

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      9. What are the estimated costs of proposed changes?

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      10. Are you aware of what could cause a problem?

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      11. Is there an opportunity to verify requirements?

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      12. What does your operating model cost?

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      13. What are the current costs of the Human learning process?

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      14. What is the root cause(s) of the problem?

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      15. Why do the measurements/indicators matter?

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      16. How will success or failure be measured?

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      17. Are Human learning vulnerabilities categorized and prioritized?

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      18. What is the total fixed cost?

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      19. What is an unallowable cost?

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      20. Do you effectively measure and reward individual and team performance?

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      21. Are there measurements based on task performance?

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      22. How is the value delivered by Human learning being measured?

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      23. Who pays the cost?

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      24. Are the units of measure consistent?

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      25. How can you reduce the costs of obtaining inputs?

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      26. How can you manage cost down?

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      27. How do you verify the authenticity of the data and information used?

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      28. What are your operating costs?

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      29. How much does it cost?

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      30. Where is it measured?

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      31. How do you control the overall costs of your work processes?

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      32. Why a Human learning focus?

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      33. How do you verify performance?

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      34. What causes mismanagement?

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      35. When a disaster occurs, who gets priority?

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      36. What would it cost to replace your technology?

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      37. The approach of traditional Human learning works for detail complexity but is focused on a systematic approach rather than an understanding of the nature of systems themselves, what approach will permit your organization to deal with the kind of unpredictable emergent behaviors that dynamic complexity can introduce?

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      38. What are hidden Human learning quality costs?

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      39. How to cause the change?

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      40. What are the costs and benefits?

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      41. What do you measure and why?

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      42. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Human learning services/products?

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