APMG-International Change-Management-Foundation Exam Questions Instant Access

Question 1

Which is a benefit of using change agent networks?

AThey take charge of defining and appropriate strategy for change

BThey take accountability for delivering all change objectives within agreed timescales

CThey provide reports to management on staff performance

DThey help people keep up to date and involved in the change

Answer : D

Change agent networks are groups of people who act as advocates, champions, or ambassadors for a change within an organization. They can help to communicate, implement, and sustain the change at different levels and locations. One of the benefits of using change agent networks is that they help people keep up to date and involved in the change, as they provide information, feedback, support, and guidance throughout the change process. The other options are not benefits of using change agent networks, as they either imply different roles or responsibilities for the change agent networks or are not relevant to their function. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2029%20-%20v1.0.pdf (page 11)

Question 2

Which of the following statements about building and maintaining engagement throughout change are true?

1. Engaging people in change is simple and routine

2. A simple formula can be applied for all change situations

AOnly 1 is true

BOnly 2 is true

CBoth 1 and 2 are true

DNeither 1 nor 2 is true

Answer : D

Comprehensive and Detailed In-Depth

Engagement is a complex, dynamic process in the APMG Change Management Foundation, requiring tailored strategies. Let's dissect each statement with extensive reasoning:

* Statement 1: 'Engaging people in change is simple and routine' -- This is false. The framework stresses that engagement varies by context, stakeholder needs, and change type. For example, engaging a small team in a process tweak differs vastly from a company-wide cultural shift. Emotional reactions, resistance, and diverse motivations make it neither simple nor routine---requiring effort, empathy, and adaptability.

* Statement 2: 'A simple formula can be applied for all change situations' -- This is also false. While principles like Transparency or Dialogue provide guidance, the APMG materials emphasize that no one-size-fits-all formula exists. A top-down announcement might work for a policy update but fail for a system overhaul needing hands-on involvement. Complexity and uniqueness of each change defy a universal approach.

Both statements oversimplify engagement, contradicting the APMG view that it's a nuanced, situation-specific challenge. Option D is correct, as neither holds true given the framework's focus on flexibility and depth in stakeholder engagement.

Question 3

According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?

ATeam mission, planning and goal setting.

BTeam roles

CTeam operating processes

DTeam inter-personal relationships

Answer : C

According to Glaser and Glaser, team effectiveness is influenced by four elements: team mission, planning and goal setting; team roles; team operating processes; and team inter-personal relationships. Team inter-personal relationships refer to the quality of communication, trust, respect, and collaboration among team members. This element enables team members to help each other address challenges, as well as share feedback, ideas, and emotions. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%209%20-%20v1.0.pdf (page 11)

Question 4

Which advantage relates to using a Persona to understand a stakeholder group?

AAllow checking of proposed solutions against this Persona to ensure solutions provide what is needed

BEnable a better understanding of the level of influence this stakeholder group has in the organization

CAllow tracking of how the members of this stakeholder group performance against their objectives

DFacilities more creative and innovative thinking amongst members of this stakeholder group

Answer : A

A Persona is a fictional representation of a typical member of a stakeholder group, based on real data and insights. A Persona can help to understand the needs, goals, motivations, and challenges of a stakeholder group, as well as their attitudes and behaviors towards a change. One advantage of using a Persona is that it allows checking of proposed solutions against this Persona to ensure solutions provide what is needed and address any potential issues or concerns.

https://apmg-international.com/files/document/change-management-foundation-online-brochure

https://www.mindtools.com/pages/article/personas.htm

Question 5

According to Schein, which approach would decrease learning anxiety?

AReminding the stakeholders of all the times they have failed to change

BEncourage staff to try new things

CPenalising staff who make mistakes

CCreating a sense that the organization might fail if the change is NOT made.

Answer : B

According to Schein, learning anxiety is the fear or discomfort that people experience when they are asked to learn something new or change their behavior. To decrease learning anxiety, change leaders should create psychological safety, which is the sense of trust and support that people feel when they are learning or changing. One way to create psychological safety is to encourage staff to try new things and experiment without fear of failure or punishment. The other options would increase learning anxiety, as they would create more pressure, stress, and negativity for the staff. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%206%20-%20v1.0.pdf (page 11)

Question 6

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?

ABig Bang

BPhased

CVoluntary Adoption

DMany small incremental/iterative releases

Answer : B

Comprehensive and Detailed In-Depth

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.

Question 7

When holding a facilitated workshop to identify stakeholders for a change, which technique is the MOST useful for capturing this information?

AMindmapping

BStakeholder Radar

CPersonas

DEmpathay maps

Answer : A

Mindmapping is a technique that is most useful for capturing information when holding a facilitated workshop to identify stakeholders for a change. Mindmapping is a visual way of organizing and presenting information that allows participants to brainstorm ideas, identify connections, and group similar stakeholders together. Mindmapping can help to create a comprehensive and clear picture of all the stakeholders involved in a change initiative.

https://apmg-international.com/files/document/change-management-foundation-online-brochure

https://www.mindtools.com/pages/article/newISS_01.htm

APMG-International Change Management Foundation Change-Management-Foundation Exam Questions