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2025 Reliable Change-Management-Foundation: Change Management Foundation Exam Valid Dump

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

Topic
Details

Topic 1

Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques

Topic 2

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.

Topic 3

Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

Topic 4

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 5

Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

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

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.

APMG-International Change Management Foundation Exam Sample Questions (Q69-Q74):

NEW QUESTION # 69
What step in Kotter's model for planning and leading organizational change focuses on setting up the leadership team to drive the change?

A. Generating short-term wins
B. Creating the guiding coalition
C. Communicating the change vision
D. Empowering employees for broad-based action

Answer: C

Explanation:
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 step that focuses on setting up the leadership team to drive the change is creating the guiding coalition.References: https://apmg-international.com/sites/default/files/Change%20Management%
20Foundation%20Sample%20Paper%2033%20-%20v1.0.pdf (page 11)

NEW QUESTION # 70
Which reason explains why it is helpful to segment stakeholders?

A. Helps identify the organization's culture for scoping appropriate engagement
B. Enables different approaches and analysis techniques to be used with different stakeholder groups
C. It highlights the level of influence and interest stakeholders have in the planned change
D. Identities individuals or groups who are resisting change

Answer: B

Explanation:
Segmenting stakeholders is the process of dividing them into groups based on common characteristics, such as roles, interests, needs, expectations, or attitudes towards the change. One reason why it is helpful to segment stakeholders is that it enables different approaches and analysis techniques to be used with different stakeholder groups. For example, segmenting stakeholders can help to tailor communication messages and channels to suit each group's preferences and concerns, or to apply different engagement strategies and tactics to address each group's level of influence and impact.

NEW QUESTION # 71
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

A. Focus on the benefits of the change
B. Clarify the steps users need to take
C. Amend performance targets during the change
D. Communicate the danger of inaction

Answer: D

Explanation:
Explanation
The Beckhard and Harris change formula is a tool to assess the readiness and motivation for change in an organization. The formula states that change will happen when D x V x F > R, where D is dissatisfaction with the status quo, V is vision of the desired future state, F is first steps or action plan for the change, and R is resistance to change. To increase an individual's dissatisfaction with the status quo, one possible action is to communicate the danger of inaction, such as the risks, threats, or losses that may occur if no change is made.
This can create a sense of urgency and need for change among the individual. The other options are not actions that will increase dissatisfaction with the status quo, but rather actions that will address other factors in the formula.

NEW QUESTION # 72
Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channels during change?

A. Encourage individuals to link workplace social media wit external contacts
B. Allow people to evolve local rules on how to use social media
C. Encourage people to make unrestricted use of social media
D. Make clear to people what is considered acceptable use of social media

Answer: D

Explanation:
Social media is a type of communication channel that allows for online interaction and collaboration among people. Social media can be used to foster engagement and collaboration during change, as it can provide information, feedback, support, and innovation. However, social media also poses some challenges and risks, such as misinformation, distraction, or conflict. Therefore, the best practice for getting the most from social channels during change is to make clear to people what is considered acceptable use of social media, such as the purpose, tone, frequency, and content of the messages. The other options are not best practices, as they either encourage unrestricted or restricted use of social media, which can have negative consequences for the change.

NEW QUESTION # 73
Which MNTI preference is characterized by being spontaneous and disliking detailed plans?

A. Intuition
B. Introvert
C. Feeling
D. Perceiving

Answer: D

Explanation:
According to the Myers-Briggs Type Indicator (MBTI), perceiving is one of the four preference pairs that describe how people interact with the world and make decisions. Perceiving refers to preferring to keep options open, being spontaneous, and disliking detailed plans. The other options are not preferences, but dimensions of preferences. Intuition and feeling are opposite to sensing and thinking, respectively, while introvert is opposite to extrovert.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%2011%20-%20v1.0.pdf (page 11)

NEW QUESTION # 74
......

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