Free PDF Quiz 2025 Change-Management-Foundation: Pass-Sure Test Change Management Foundation Exam Pattern

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

Topic	Details
Topic 1	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 2	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 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	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 5	Change Management Models and Theories: This section discusses and Kübler-Ross Change Curve.
Topic 6	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 7	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques

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Pass Guaranteed Quiz APMG-International - Change-Management-Foundation - Change Management Foundation Exam –The Best Test Pattern

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APMG-International Change Management Foundation Exam Sample Questions (Q56-Q61):

NEW QUESTION # 56
What step in Kotter's model for planning and leading organizational change focuses on setting up the leadership team to drive the change?

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

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 # 57
An organization has decided to roll out the transition to a new software application one department at a time.
What type of delivery strategy is being adopted?

A. Many small incremental/iterative releases
B. Big Bang
C. Voluntary Adoption
D. Phased

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation outlines several change delivery strategies. A Phased approach (Option B) involves rolling out change gradually across segments (e.g., one department at a time), allowing controlled implementation and adjustment. This contrasts with Big Bang (A), where change occurs simultaneously across the organization; Voluntary Adoption (C), where individuals opt-in; and Many small incremental/iterative releases (D), which involve frequent small updates rather than departmental phases. The scenario clearly describes a phased rollout.

NEW QUESTION # 58
Which MNTIpreference is characterized by being spontaneous and disliking detailed plans?

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

Answer: C

Explanation:
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 (page 11)

NEW QUESTION # 59
Which definition describes 'transition' in Bridges' model of human transitions?

A. The emotional process of adjusting to a change
B. The time elapsed between letting go of the old and experimenting with new ways
C. The physical process of adopting new changes
D. The planned actions required to make a change

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
William Bridges' Transition Model is a key framework in the APMG Change Management Foundation, distinguishing between change (the external event) and transition (the internal psychological process). The model has three phases: Ending, Losing, Letting Go; Neutral Zone; and New Beginning. Let's evaluate each option with extensive detail:
*Option A: "The planned actions required to make a change" - This describes the mechanics of change (e.g., implementing a new system), not transition. Bridges focuses on the human experience, not logistical steps, so this is incorrect.
*Option B: "The emotional process of adjusting to a change" - This is the correct definition. Bridges emphasizes that transition is about how people emotionally and psychologically adapt to change. For example, when a company relocates, the change is the move, but the transition involves employees grieving the old office, feeling disoriented, and eventually embracing the new space. The APMG framework highlights this emotional journey as central to Bridges' model.
*Option C: "The time elapsed between letting go of the old and experimenting with new ways" - This partially aligns with the Neutral Zone phase but is too narrow. Transition encompasses the entire process (all three phases), not just a time segment, making this incomplete.
*Option D: "The physical process of adopting new changes" - This again focuses on external actions (e.g., using new tools), not the internal adjustment Bridges describes, so it's incorrect.
Option B captures the essence of Bridges' model: transition is an emotional, human-centered process, distinct from the tangible aspects of change. The APMG materials use this to explain why managing feelings-like resistance or hope-is critical during change initiatives.

NEW QUESTION # 60
Which is an engagement level of Mayfield's stakeholder radar technique?

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

Answer: D

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 # 61
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Free PDF Quiz 2025 Change-Management-Foundation: Pass-Sure Test Change Management Foundation Exam Pattern

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

Pass Guaranteed Quiz APMG-International - Change-Management-Foundation - Change Management Foundation Exam –The Best Test Pattern

APMG-International Change Management Foundation Exam Sample Questions (Q56-Q61):

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