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5. Consider your own Remote working project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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6. Why is this needed?
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7. Do you need different information or graphics?
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8. Do you know what you need to know about Remote working?
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9. What prevents you from making the changes you know will make you a more effective Remote working leader?
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10. How do you take a forward-looking perspective in identifying Remote working research related to market response and models?
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11. For your Remote working project, identify and describe the business environment, is there more than one layer to the business environment?
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12. Will it solve real problems?
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13. What are the timeframes required to resolve each of the issues/problems?
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14. Where is training needed?
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15. Are there any revenue recognition issues?
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16. How do you identify subcontractor relationships?
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17. Do you have/need 24-hour access to key personnel?
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18. What is the recognized need?
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19. What does Remote working success mean to the stakeholders?
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20. What should be considered when identifying available resources, constraints, and deadlines?
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21. Who needs to know?
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22. How are you going to measure success?
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23. How are the Remote working’s objectives aligned to the group’s overall stakeholder strategy?
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24. Is the quality assurance team identified?
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25. What creative shifts do you need to take?
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26. Does the problem have ethical dimensions?
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27. Who else hopes to benefit from it?
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28. Will a response program recognize when a crisis occurs and provide some level of response?
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29. What do employees need in the short term?
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30. Is it needed?
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31. Where do you need to exercise leadership?
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32. What are the expected benefits of Remote working to the stakeholder?
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33. Which needs are not included or involved?
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34. Why the need?
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35. Who defines the rules in relation to any given issue?
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36. Whom do you really need or want to serve?
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37. Are controls defined to recognize and contain problems?
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38. What training and capacity building actions are needed to implement proposed reforms?
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39. What is the problem and/or vulnerability?
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40. What do you need to start doing?
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41. What is the extent or complexity of the Remote working problem?
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42. What are the Remote working resources needed?
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43. What else needs to be measured?
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44. Who should resolve the Remote working issues?
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45. How do you assess your Remote working workforce capability and capacity needs, including skills, competencies, and staffing levels?
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46. Are employees recognized for desired behaviors?
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47. As a sponsor, customer or management, how important is it to meet goals, objectives?
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48. Are there Remote working problems defined?
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49. Can management personnel recognize the monetary benefit of Remote working?
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50. What Remote working capabilities do you need?
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51. What needs to be done?
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52. What resources or support might you need?
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53. Do you recognize Remote working achievements?
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54. What activities does the governance board need to consider?
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55. When a Remote working manager recognizes a problem, what options are available?
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56. Did you miss any major Remote working issues?
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57. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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58. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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59. Are problem definition and motivation clearly presented?
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60. What is the problem or issue?
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61. Do you need to avoid or amend any Remote working activities?
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62. Are there any specific expectations or concerns about the Remote working team, Remote working itself?
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63.