Reliable Change-Management-Foundation Exam Tips & Latest Change-Management-Foundation Exam Guide

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APMG-International Change-Management-Foundation Exam Syllabus Topics:

Topic	Details
Topic 1	Leadership and Change: In this section, the preference is given to the role of leadership in change management, change leadership styles, building and maintaining a guiding coalition, etc.
Topic 2	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 3	Introduction to Change Management: This section covers the definition and importance of change management, types of organizational change, and the role of change managers.
Topic 4	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 5	Engaging and communicating with stakeholders, change Impact and Readiness, conducting change impact assessments, assessing organizational readiness for change, and identifying and managing resistance to change.
Topic 6	Change Management Models and Theories: This section discusses Lewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, and Kübler-Ross Change Curve.
Topic 7	Communication in Change Management: This section covers developing a communication strategy
Topic 8	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 9	Measuring and Sustaining Change: In this section, the focus is on the key performance indicators for change initiatives, monitoring and evaluating change progress, and strategies for sustaining change.

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APMG-International Change Management Foundation Exam Sample Questions (Q21-Q26):

NEW QUESTION # 21
According to the 'change formula' (Beckhard and Harris), which response will increase the desirability to an individual of the proposed change or end state?

A. Communicate the 'burning platform'
B. Clarify the steps users need to take
C. Put mitigations in place to reduce risk
D. Focus on the benefits of the change

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Beckhard and Harris Change Formula, expressed as D x V x F > R (Dissatisfaction with the status quo × Vision of the future × First steps > Resistance), is a cornerstone of the APMG Change Management Foundation for understanding motivation for change. Let's dissect the formula and evaluate each option in detail:
*D (Dissatisfaction): This factor reflects discontent with the current state, pushing individuals toward change.
*V (Vision): This is the desirability of the future state-what makes the change appealing or worthwhile.
*F (First Steps): This involves practical, actionable steps to initiate change, reducing uncertainty.
*R (Resistance): The natural opposition to change that must be overcome.
The question asks what increases the desirability of the proposed change, which directly ties to the V (Vision) component. Option A ("Focus on the benefits of the change") aligns perfectly with this, as highlighting benefits (e.g., improved efficiency, better work-life balance, or career growth) makes the end state more attractive to individuals. For example, if a company introduces a new CRM system, emphasizing how it saves time and boosts sales commissions enhances the vision's appeal.
*Option B ("Communicate the 'burning platform'") increases Dissatisfaction (D) by emphasizing the urgency or negative consequences of not changing (e.g., "We'll lose market share if we don't act"). While critical, it doesn't directly enhance desirability of the future state.
*Option C ("Clarify the steps users need to take") supports First Steps (F) by providing a roadmap, reducing fear of the unknown, but it doesn't inherently make the change more desirable.
*Option D ("Put mitigations in place to reduce risk") lowers Resistance (R) by addressing concerns, yet it's a defensive measure rather than a proactive enhancement of desirability.
Thus, Option A is the correct answer, as it directly strengthens the Vision factor, making the change emotionally and rationally compelling to individuals. The APMG framework underscores that a clear, positive vision is essential to motivate people beyond mere necessity.

NEW QUESTION # 22
Which is an engagement level of Mayfield's stakeholder radar technique?

A. Ideal
B. Must have
C. Required
D. Vital

Answer: C

Explanation:
Explanation
Mayfield's stakeholder radar technique identifies four levels of engagement for stakeholders: required, desired, actual, and planned. The required level of engagement is the minimum level that is necessary for the stakeholder to support the change or at least not resist it. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 23
Which of the following statements about the change severity assessment 'environment' impact are true?
The amount of other activity happening at the same time as the charge is a factor The common values and behaviors in the organization is a factor.

A. Only1 is true
B. Neither 1 or 2 is true
C. Both 1 and Z are true
D. Only 2 is true

Answer: C

Explanation:
The change severity assessment is a tool to evaluate the impact of a change on different dimensions, such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong to the environment dimension.References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%208%20-%20v1.0.pdf (page 11)

NEW QUESTION # 24
According to Morgan, what metaphor describes an organization where formal management of change is impossible?

A. Flux and transformation
B. Machines
C. Brains
D. Political systems

Answer: A

Explanation:
According to Morgan, flux and transformation is a metaphor that describes an organization where formal management of change is impossible because the organization is constantly changing and evolving in response to its environment. This metaphor views organizations as complex adaptive systems that are self- organizing, emergent, and nonlinear.

NEW QUESTION # 25
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 proportion of a given stakeholder group that are impacted by a change
C. The number of change agents required to support the change
D. The probability of unintended consequences affecting a stakeholder group

Answer: B

Explanation:
Explanation
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

NEW QUESTION # 26
......

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RELIABLE CHANGE-MANAGEMENT-FOUNDATION EXAM TIPS & LATEST CHANGE-MANAGEMENT-FOUNDATION EXAM GUIDE

Reliable Change-Management-Foundation Exam Tips & Latest Change-Management-Foundation Exam Guide