CHANGE-MANAGEMENT-FOUNDATION EXAM FORUM - CHANGE-MANAGEMENT-FOUNDATION RELIABLE EXAM SIMULATOR

Change-Management-Foundation Exam Forum - Change-Management-Foundation Reliable Exam Simulator

Change-Management-Foundation Exam Forum - Change-Management-Foundation Reliable Exam Simulator

Blog Article

Tags: Change-Management-Foundation Exam Forum, Change-Management-Foundation Reliable Exam Simulator, Exam Change-Management-Foundation Dumps, Change-Management-Foundation Test Papers, Download Change-Management-Foundation Pdf

A lot of effort, commitment, and in-depth Change Management Foundation Exam (Change-Management-Foundation) exam questions preparation is required to pass this APMG-International Change-Management-Foundation exam. For the complete and comprehensive Change Management Foundation Exam (Change-Management-Foundation) exam dumps preparation you can trust valid, updated, and Change-Management-Foundation Questions which you can download from the Exams-boost platform quickly and easily.

Our APMG-International Change-Management-Foundation exam questions are created and curated by industry specialists.Experts at Exams-boost strive to provide applicants with valid and updated APMG-International Change-Management-Foundation exam questions to prepare from, as well as increased learning experiences. We are confident in the quality of the APMG-International Change-Management-Foundation preparational material we provide and back it up with a money-back guarantee.

>> Change-Management-Foundation Exam Forum <<

Pass Change-Management-Foundation Exam with APMG-International's Exam Questions and Achieve 100% Success on Your First Try

Our Change-Management-Foundation exam questions are totally revised and updated according to the changes in the syllabus and the latest developments in theory and practice. We carefully prepare the Change-Management-Foundation test guide for the purpose of providing high-quality products. All the revision and updating of products can graduate the accurate information about the Change-Management-Foundation Guide Torrent you will get, let the large majority of student be easy to master and simplify the content of important information. Our product Change-Management-Foundation test guide delivers more important information with fewer questions and answers.

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

TopicDetails
Topic 1
  • Communication in Change Management: This section covers developing a communication strategy
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
  • 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 4
  • 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 5
  • 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 6
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 7
  • Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

APMG-International Change Management Foundation Exam Sample Questions (Q66-Q71):

NEW QUESTION # 66
Which management approach is recommended to help people through the 'endings' phase of Bridges model of human transition?

  • A. Concentrate on the emotional content of issues
  • B. Encourage people to turn their backs on the past
  • C. Be clear about the scope of the change
  • D. Look for quick successes to announce

Answer: A

Explanation:
Bridges model of human transition is a framework that describes how people experience and cope with change. The model consists of three phases: endings, neutral zone, and new beginnings. The endings phase is when people have to let go of the old situation and deal with the loss and uncertainty that comes with change.
The recommended management approach to help people through this phase is to concentrate on the emotional content of issues, that is, to acknowledge and address the feelings and reactions that people have, such as anger, denial, or sadness. This can help people to accept the change and move on to the next phase.


NEW QUESTION # 67
Which of the following statements about selecting the appropriate communication channels for a change initiative are true?
1.If the aim is to achieve active engagement then rich communication is essential
2.Leaner channels are suitable where there is little chance of misinterpretation

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

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Communication channels in APMG vary by richness (e.g., face-to-face) and leanness (e.g., email). Let's evaluate:
*Statement 1: True. Rich channels (e.g., workshops) foster engagement via interaction. For a complex change, APMG recommends this for buy-in.
*Statement 2: True. Lean channels (e.g., memos) work for clear, simple messages (e.g., a date change).
APMG supports this efficiency.
*Why C: Both align with APMG's channel selection principles.


NEW QUESTION # 68
Which action is an appropriate change management response to people in the early stages of a change cure?

  • A. Interpret emotions as evidence of poor change management
  • B. Delay communication until all the details are known
  • C. Accept that everyone will eventually work their way through the curve
  • D. Be clear about the losses that people will experience

Answer: D

Explanation:
The change curve is a model that describes the typical emotional stages that people go through when they face a change. The early stages of the change curve are characterized by shock, denial, anger, and frustration. To help people through these stages, change leaders should be clear about the losses that people will experience and acknowledge their feelings and concerns. The other options are not appropriate responses, as they would either ignore or dismiss people's emotions or create more uncertainty and confusion.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2018%
20-%20v1.0.pdf (page 11)


NEW QUESTION # 69
Which is a desired characteristic of a vision statement for a change?

  • A. Explains the future organization structure in detail
  • B. Lists all the activities needed to achieve the changes
  • C. Sets out several promises that may be hard to measure
  • D. It is veritable so its achievement can be confirmed

Answer: D

Explanation:
Explanation
A vision statement for a change is a concise and compelling description of the desired future state that the change aims to achieve. A vision statement should have several characteristics, such as being clear, inspiring, realistic, and verifiable. Being verifiable means that the vision statement can be measured and confirmed when it is achieved. The other options are not desired characteristics of a vision statement, as they are either too detailed, vague, or irrelevant. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)


NEW QUESTION # 70
Which of the following statements about effective communication and engagement approaches that appeal to hearts and minds are true?
1.Actively responding to contributions makes people feel valued
2.Decisions are based solely on rational reasoning

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

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Appealing to hearts (emotions) and minds (logic) is a key engagement strategy in the APMG Change Management Foundation, blending rational and emotional levers. Let's evaluate each statement thoroughly:
*Statement 1: "Actively responding to contributions makes people feel valued" - This is true. The framework stresses that engagement requires two-way communication, where acknowledging and responding to stakeholder input fosters a sense of worth and belonging. For instance, if employeessuggest improvements during a change workshop and leaders act on them, it builds emotional buy-in (hearts) and trust in the process (minds). This aligns with principles like Dialogue and Inclusivity, making it a cornerstone of effective engagement.
*Statement 2: "Decisions are based solely on rational reasoning" - This is false. Appealing to hearts and minds explicitly involves both emotion and logic. The APMG materials cite examples like storytelling or symbolic actions (e.g., a CEO using a new system publicly) that tap into emotions, not just data-driven arguments. Relying solely on rational reasoning ignores the emotional resistance or motivation critical to change success, contradicting the dual-focus approach.
Thus, only Statement 1 is true, as it captures the emotional engagement aspect vital to the hearts-and-minds strategy, while Statement 2 overlooks the emotional component entirely.


NEW QUESTION # 71
......

To make this task easier for you, APMG-International provides you with the most reliable and concise practice material, to pass the APMG-International Change-Management-Foundation in the first go. We make sure that a more confident and well-prepared student enters the APMG-International Change-Management-Foundation. This is a convenient and manageable e-book format that contains actual APMG-International Change-Management-Foundation questions.

Change-Management-Foundation Reliable Exam Simulator: https://www.exams-boost.com/Change-Management-Foundation-valid-materials.html

Report this page