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Minimum Change-Management-Foundation Pass Score, New Change-Management-Foundation Test Notes

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

Topic
Details

Topic 1

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 2

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

Topic 3

Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

Topic 4

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 5

communication methods and channels, and effective messaging for different stakeholder groups.

Topic 6

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 7

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 8

Communication in Change Management: This section covers developing a communication strategy

Topic 9

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

Topic 10

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.

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APMG-International Change Management Foundation Exam Sample Questions (Q82-Q87):

NEW QUESTION # 82
Which skill is MOST relevant to helping people through the change curve?

A. Decision making
B. Time management
C. Active listening
D. Negotiation

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Helping individuals navigate the change curve requires understanding and addressing their emotional responses, as outlined in the APMG Change Management Foundation. Active listening (Option D) is the most relevant skill, as it involves empathetically hearing concerns, validating feelings, and providing support- crucial for guiding people through stages like frustration or depression. Time management (A) aids planning, Negotiation (B) resolves conflicts, and Decision making (C) sets direction, but none directly address the emotional support needed for the change curve as effectively as active listening.

NEW QUESTION # 83
Which of the following statements about the concept of extinction in behavioral learning are true?
Extinction happens when rewards for a certain behavior are withdrawn
Reconditioning behavior after extinction takes as long as it did before extinction

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

Answer: C

Explanation:
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)

NEW QUESTION # 84
What is the purpose of documenting the 'Measurement methodology' in a change communication strategy?

A. Communicate test activities for the final solution
B. Assess effectiveness of the communication efforts
C. Ensure everyone understands the value of the change
D. Quantify the number of people impacted by the change

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Measurement methodology in APMG evaluates communication success (e.g., awareness levels via surveys), ensuring it meets goals. Option A fits; others misalign.

NEW QUESTION # 85
Which characteristic can be tracked using Mayfield's stakeholder radar technique?

A. The interest that a stakeholder has in a change through its life.
B. The changes in roles and responsibilities during engagement
C. The power/influence that a stakeholder has in a change throughout its lite
D. Change in the stakeholder's engagement needs and domain

Answer: D

Explanation:
Explanation
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/

NEW QUESTION # 86
Which of the following statements about a communication plan are true?
1.Same overall format for all change initiatives
2.Content will differ depending on scale and complexity of change

A. Neither 1 nor 2 is true
B. Only 2 is true
C. Both 1 and 2 are true
D. Only 1 is true

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
A communication plan in the APMG Change Management Foundation is a structured tool to engage stakeholders effectively, tailored to each change's needs. This question probes its flexibility versus standardization. Let's analyze with exhaustive detail:
*Statement 1: "Same overall format for all change initiatives"
oTheory: A communication plan typically includes elements like objectives, audiences, messages, channels, and timelines-per APMG templates.
oAnalysis: False. While a consistent structure (e.g., sections) might be used organizationally, the APMG stresses adaptability. A small process tweak (e.g., new form) doesn't need the same depth as amerger. Format varies-e.g., a one-page plan versus a multi-phase strategy-based on scope, not a rigid "same overall format." oExample: A policy update might use a simple email plan, while a tech rollout requires workshops and FAQs-different formats.
*Statement 2: "Content will differ depending on scale and complexity of change" oTheory: Content includes messages, timing, and audience targeting, customized per APMG guidance.
oAnalysis: True. A minor change (e.g., office relocation) might communicate "new address" to all, while a complex ERP rollout needs detailed training schedules for IT, phased updates for staff, and benefits for executives. Scale (e.g., 10 vs. 10,000 people) and complexity (e.g., technical vs. cultural) dictate content variation.
oExample: A safety protocol change has simple content; a digital transformation has layered, role-specific messages.
*Evaluation: B is correct-content adapts, format flexes. APMG prioritizes fit-for-purpose planning over uniformity.

NEW QUESTION # 87
......

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