APMG International Change Management CHANGE-MANAGEMENT-FOUNDATION Questions & Answers

• Question 1:

  Which characteristic can be tracked using Mayfield's stakeholder radar technique?

  A. The power/influence that a stakeholder has in a change throughout its lite

  B. The changes in roles and responsibilities during engagement

  C. The interest that a stakeholder has in a change through its life.

  D. Change in the stakeholder's engagement needs and domain

  Correct Answer: D

  Mayfield's stakeholder radar technique is a tool that helps to monitor and manage stakeholders throughout the life cycle of a change initiative. The technique involves plotting stakeholders on a radar chart according to four dimensions:

  engagement needs(how much attention they require), domain (their area of interest or expertise), impact (how much they are affected by the change), and influence (how much they can affect the change). By tracking these dimensions over

  time, the technique can help to identify changes in the stakeholder's engagement needs and domain, as well as any potential risks or opportunities for engagement.

  References:

  https://apmg-international.com/files/document/change-management-foundation-online-brochure

  https://www.mayfield.consulting/stakeholder-radar/

• Question 2:

  What is the First step of Kotter's eight-step model for planning and leading organizational change?

  A. Communicating the change vision

  B. Generating short term wins

  C. Empowering employees for broad-based action

  D. Establishing a sense of urgency

  Correct Answer: D

  Kotter's model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change. The eight steps are: Establishing a sense of urgency Creating the guiding coalition Developing a vision and strategy Communicating the change vision Empowering employees for broad-based action Generating short-term wins Consolidating gains and producing more change Anchoring new approaches in the culture Therefore, the first step of Kotter's model is establishing a sense of urgency.

• Question 3:

  When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

  A. The number of change initiatives affecting a specific stakeholder category

  B. The probability of unintended consequences affecting a stakeholder group

  C. The number of change agents required to support the change

  D. The proportion of a given stakeholder group that are impacted by a change

  Correct Answer: D

  When assessing the severity of change impacts during a stakeholder impact assessment, one of the criteria that can be used is the coverage of impact. The coverage of impact refers to the proportion of a given stakeholder group that are impacted by a change. For example, if a change affects 80% of the employees in a department, the coverage of impact is high. The other options are not criteria for assessing the severity of change impacts, but rather factors or outcomes of other processes or activities in the change process

• Question 4:

  Which of the following statements about the concept of extinction in behavioral learning are true?

  Extinction happens when rewards for a certainbehaviorare withdrawn

  Reconditioning behavior after extinction takes as long as it did before extinction

  A. Only 1 is true

  B. Only 2 is true

  C. Both 1 and 2 are true

  D. Neither 1 or 2 is true

  Correct Answer: A

  Extinction is a concept in behavioral learning that describes what happens when rewards for a certain behavior are withdrawn. This can lead to the behavior being reduced or eliminated over time. However, reconditioning behavior after extinction does not take as long as it did before extinction, as there is still some memory or association of the behavior and the reward. Therefore, only statement 1 is true. References: https://apmg-international.com/sites/default/files/Change %20Management%20Foundation%20Sample% 20Paper%2013%20-%20v1.0.pdf (page 11)

• Question 5:

  What role in change must promote an idea to potential Sponsors?

  A. Idea-Generator

  B. Sponsor

  C. Targets

  D. Change Agent

  Correct Answer: D

  According to the Change Management Institute's Change Management Roles Model, there are four main roles in change: Idea-Generator, Sponsor, Change Agent, and Target. Idea-Generator is the role that identifies the need for change and proposes a solution. Sponsor is the role that authorizes and funds the change. Change Agent is the role that promotes an idea to potential Sponsors and implements the change once it is approved. Target is the role that is affected bythe change and needs to adopt new behaviors or ways of working. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2017%20-%20v1.0.pdf (page 11)

• Question 6:

  What stage immediately follows the reflective observation' stage, described in Kolb's learning cycle?

  A. Concrete experience

  B. Practical experimentation

  C. Abstract conceptualization

  D. No other stage follows reflective observation

  Correct Answer: C

  Kolb's learning cycle is a model that describes how people learn from experience. The model consists of four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. Concrete experience is when people have a direct involvement in a situation or activity. Reflective observation is when people review and reflect on what they have done and observed. Abstract conceptualization is when people draw conclusions and form generalizations from their reflections. Active experimentation is when people apply their learning to new situations or modify their behavior accordingly. Therefore, the stage that immediately follows the reflective observation stage is abstract conceptualization. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2025%20-%20v1.0.pdf (page 11)

• Question 7:

  Which of the following statement about communication approaches that encourage engagement during change are true?

  It is helpful to delay communication until all the information is avoiding the risk of misleading people with insufficient data.

  An external communications agency should be asked to relay messages when dealing with a difficult change.

  A. Only 1 is true

  B. Only 2 is the true

  C. Both 1 and 2 are true

  D. Neither 1 or 2 is true

  Correct Answer: D

  Communication approaches that encourage engagement during change should be timely, transparent, honest, consistent, and two-way. It is not helpful to delay communication until all the information is available, as this can create uncertainty and anxiety among stakeholders. It is also not advisable to use an external communications agency to relay messages when dealing with a difficult change, as this can undermine trust and credibility of the change leaders. References: https:// apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%201%20-%20v1.0.pdf (page 11)

• Question 8:

  Which is a correct description of how Tuckman's five phases of team development work in practice?

  A. Once a stage is completed a team never returns to it.

  B. Successful teams always stay in the performing stage

  C. Teams may go backwards or oscillate between the stages

  D. An equal amount of time is spent in each stage

  Correct Answer: C

  Tuckman's five phases of team development are a model that describes how teams evolve and mature over time. The five phases are: forming, storming, norming, performing, and adjourning. In practice, teams may not follow these phases in a linear or sequential way, but may go backwards or oscillate between the stages depending on various factors, such as changes in goals, leadership, membership, or context. Therefore, team leaders and members need to be aware of the current stage of their team and adapt their behaviors and actions accordingly. References: https://www.mindtools.com/pages/article/newLDR_86.htm https://www.researchgate.net/publication/235298447_Developmental_Sequence_i n_Small_Groups

• Question 9:

  Which action is a suitable response when resistance to change is shown through sabotage?

  A. Allocate important change tasks to the saboteurs

  B. Ensure saboteurs are excluded from any involvement with the change

  C. Ignore the saboteurs and hope that people will NOT be influenced

  D. Accept that deliberate attempts to undermine change are inevitable

  Correct Answer: A

  Resistance to change is a common reaction that occurs when people perceive a threat or loss from the change. Resistance can be shown in different ways, such as denial, avoidance, passive-aggressive behavior, or sabotage. Sabotage is a deliberate attempt to undermine or obstruct the change. To deal with sabotage, change leaders should try to understand the reasons behind it and address them constructively. One possible action is to allocate important change tasks to the saboteurs, as this can increase their involvement, ownership, and accountability for the change. The other options are not suitable responses, as they either ignore, isolate, or accept the sabotage, which can worsen the situation and damage the change. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2028%20-%20v1.0.pdf (page 11)

• Question 10:

  When comparing `lean' and `rich' communication channels, which of the following statements about a `rich' communication channelistrue?

  A `rich' channel allows for conversation a quick response, and the chance for interaction.

  A `rich' channel conveys non-verbal cues, suchas emotion and feelings, tone or gestures.

  A. Only 1 is true

  B. Only 2 is true

  C. Both 1 and 2 are true

  D. Neither 1 or 2 is true

  Correct Answer: C

  Communication channels can be classified as lean or rich, depending on the amount and quality of information they can convey. A rich communication channel allows for conversation, a quick response, and the chance for interaction, as well as conveys non-verbal cues, such as emotion and feelings, tone or gestures. Examples of rich communication channels are face-to-face meetings, video calls, or phone calls. Therefore, both statements 1 and 2 are true. References: https:// apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2015%20-%20v1.0.pdf (page 11)