1. What are we trying to accomplish? (Goal)
   The answer to this question provides a goal for the improvement effort. The goal should be short and concise, to guide the quality improvement effort and to maintain its focus. Although it is important to identify the results you expect from the improvement effort, you [do not have to] define the goal perfectly.
2. How will we know that a change is an improvement? (Gather data and Compare)
   To answer this question, you need to [gather information]. What do you know about the situation? What has past performance been? If a change is made, and test results get better over time, you can conclude that the change led to improvement. Criteria or measures can be vital to answer this question. [Measurable data] may be available from the past, but you often need to gather some data as a first step. The effectiveness of the improvement effort can [depend on] your ability to identify measurable criteria. Data feeds directly into your trials and makes the learning cycles work. Data includes both measures (metrics) and observations.
3. What Changes can we make that will result in improvement?
   This question helps you to develop changes that should result in improvement, whether they are changes to a component, to several components, or to the system as a whole. Ideas for change can come from new technology, customers, workers using the process, logical thinking, creative thinking, and from using change concepts.

*PDSA Cycles, use 4 objectives (Understand, Develop, Test, and Implement)

1. Plan (Describe the specific objective for the cycle)
2. Do (Do the plan in step 1, also begins the process of analyzing the data)
3. Study (Set aside time to analyze the data. Improvement tools can help you in this process. Finally, compare the analysis to the predictions)
4. Act (You decide what to do next, based on your new learning: Implement? or Do a new PDSA Cycle for testing new item?)

1. Planning for Small-Scale Tests
2. Doing a Test
3. Studying the Data
4. Acting on the Results:
    (1)Implemented as is (when a high degree of belief is shown),
    (2)Modified and retested (when a moderate degree of belief is shown) or
    (3)Abandoned (when a low degree of belief is shown)

Improvement Tools:

Tools for Gathering Data: 

 Customer Focus Worksheet: Organize survey responses from customers.
 Surveys: Collect information directly from people.

Tools for Organizing Information :

 Affinity Diagram: Organize and group data.
 Brainstorming: Generate creative solutions to a problem.
 Cause-and-Effect Diagram: Identify causes for a problem. 
 Force Field Analysis: Identify driving and restraining forces.
 Histogram: Visually display the frequency of data.
 Process Mapping: Understand and/or improve a work process.

Tools for Analyzing Data

 Pareto Chart: Focus an improvement effort on areas having the greatest impact.
 Run Chart: Monitor performance over time to detect trends. 
 Scatter Plot: Visually display relationships between two independent variables. 

2。邪恶之书 

具体的等级分类是：
　　绝地幼童（Youngling）：4-12岁的幼童被分为若干小组，每组二十人，由一位绝地大师进行统一的基础教学。每个小组都以一种动物命名。
　　绝地学徒（Padawan）：绝地武士和大师会来绝地学院，从8-12岁的孩子中挑选一位学徒，从此进入一师一徒的教学阶段。年满十三岁也没人要的，就永久丧失了成为绝地武士的资格，只能进入次要的绝地服务部门，包括：农业部门、医疗部门、勘探部门。

　　绝地武士（Jedi Knight）：绝地学徒必须通过一系列的考验，才会被绝地理事会批准为正式的绝地武士。首先是要制造自己的光剑，其次要考核对绝地教规的理解、对事件的判断决策力、对原力的掌握、以及光剑攻防能力，最后必须在没有师傅指导的条件下独立完成一项任务。

　　绝地大师（Jedi Master）：具有重大贡献的，或是成功教授出学徒的绝地武士，将晋升为绝地大师。
　　绝地理事会成员（Jedi Council member）：绝地理事会由十二位成员组成，通常是由卓越的绝地大师担任。

之所以用padawan作我msn的前缀，是需要时刻提醒自己还是个学徒（如果说是yongling我现在年纪又大了些），还要更加努力的学习亚。大约等我成为的senior之后才能自称为Knight吧～ Master这种title估计还要等更久。。。

不同于Padawan这个词来源于Starwars世界，Bleaker（沮丧者）这个词来自于Planescape设定，为一个名为The Bleak Cabal组织的成员的别称；The Bleak Cabal的资料请看这里。

因为某些事情，在过去很长一段时间里，心情一直非常非常的低落，对什么都失去了兴致，而The Bleak Cabal那种 ”万事皆空“ 的哲学宗旨就很对我当时的胃口，于是开始以bleaker自居了。（当然了现在心情比起以前来已经好很多啦）

Ok，官方发言完毕，下面是Q&A时间，各位可以开始提问了，恩恩