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Formats of Exam4Free APMG-International Change-Management-Foundation exam practice questions

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

Topic
Details

Topic 1

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 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

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

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

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

Topic 6

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

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.

Topic 8

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

Topic 9

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

Topic 10

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

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APMG-International Change Management Foundation Exam Sample Questions (Q62-Q67):

NEW QUESTION # 62
When comparing 'lean' and 'rich' communication channels, which of the following statements about a 'rich' communication channelistrue?
A 'rich' channel allows for conversation a quick response, and the chance for interaction.
A 'rich' channel conveys non-verbal cues, suchas emotion and feelings, tone or gestures.

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

Answer: D

Explanation:
Explanation
Communication channels can be classified as lean or rich, depending on the amount and quality of information they can convey. A rich communication channel allows for conversation, a quick response, and the chance for interaction, as well as conveys non-verbal cues, such as emotion and feelings, tone or gestures. Examples of rich communication channels are face-to-face meetings, video calls, or phone calls. Therefore, both statements
1 and 2 are true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 63
Which of the common Agile concepts, behaviours, and techniques delivers a version of a product with just enough features to be usable by early customers who can then provide feedback for future product development?

A. Self-organised teams
B. Full transparency
C. Minimum viable product
D. Empowerment

Answer: C

NEW QUESTION # 64
Which of the following statements about neuroscience research, relevant to helping people learn and embrace change, are true?
Following moments of insight, offer supportive feedback
Positive informative talks from experts

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: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Neuroscience insights in the APMG Change Management Foundation highlight how the brain learns during change. Statement 1 ("Following moments of insight, offer supportive feedback") is true, as research (e.g., Rock's AGES model) shows that reinforcing insights with feedback strengthens neural pathways, aiding learning. Statement 2 ("Positive informative talks from experts") lacks specific neuroscience backing in this context; while informative, it's not highlighted as a key learning enhancer compared to feedback after insight.
Thus, only Statement 1 is true.

NEW QUESTION # 65
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. Look for quick successes to announce
D. Be clear about the scope of the change

Answer: A

Explanation:
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.
References:
* https://www.mindtools.com/pages/article/bridges-transition-model.htm
* https://www.wmbridges.com/about/what-is-transition/

NEW QUESTION # 66
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. Neither 1 nor 2 is true
B. Only 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 # 67
......

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