CHANGE-MANAGEMENT-FOUNDATION EXAM TORRENT: CHANGE MANAGEMENT FOUNDATION EXAM & CHANGE-MANAGEMENT-FOUNDATION TRAINING MATERIALS & CHANGE-MANAGEMENT-FOUNDATION EXAM PREP

Change-Management-Foundation Exam Torrent: Change Management Foundation Exam & Change-Management-Foundation Training Materials & Change-Management-Foundation Exam Prep

Change-Management-Foundation Exam Torrent: Change Management Foundation Exam & Change-Management-Foundation Training Materials & Change-Management-Foundation Exam Prep

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APMG-International Change Management Foundation Exam Sample Questions (Q22-Q27):

NEW QUESTION # 22
When holding a facilitated workshop to identify stakeholders for a change, which technique is the MOST useful for capturing this information?

  • A. Stakeholder Radar
  • B. Mindmapping
  • C. Personas
  • D. Empathay maps

Answer: B

Explanation:
Explanation
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.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/newISS_01.htm


NEW QUESTION # 23
Which is an engagement level of Mayfield's stakeholder radar technique?

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

Answer: C

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%202%20-%20v1.0.pdf (page
11)


NEW QUESTION # 24
According to Tuckman, in what stage of the team development model can everyone move on to new things, feeling good about what has been achieved?

  • A. Storming
  • B. Forming
  • C. Adjourning
  • D. Performing

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Bruce Tuckman's Team Development Model, as detailed in the APMG Change Management Foundation, includes five stages: Forming, Storming, Norming, Performing, and Adjourning (originally four, with Adjourning added later). Let's explore each stage and the question's focus on moving on with positive closure:
*Forming: The team assembles, focusing on orientation and relationship-building. Achievements are minimal, and there's no sense of closure yet.
*Storming: Conflict and competition emerge as members assert roles. This stage is about resolving tensions, not completing tasks or moving on.
*Performing: The team works effectively toward goals, achieving results. While successful, the focus is on ongoing performance, not disbanding or reflecting on completion.
*Adjourning: The team disbands after achieving its purpose, reflecting on accomplishments and transitioning to new endeavors. This stage, also called Mourning, involves closure, celebration, and a positive sense of moving forward-exactly what the question describes.
For example, a project team completing a software rollout might celebrate their success in Adjourning, feeling good about deliverables before starting new projects. The APMG framework notes Adjourning as the stage where teams wrap up, often with pride and readiness for what's next, making Option D the clear answer.


NEW QUESTION # 25
Which item should be included within the communication plan?

  • A. The reasons behind change initiative and the priorities for implementation
  • B. The expected benefits of implementing a change
  • C. How the results of a communication activity will be monitored and evaluated
  • D. Details on what preparations have the completed prior to a change

Answer: C

Explanation:
Explanation
A communication plan is a document that outlines the objectives, strategies, tactics, channels, audiences, messages, and metrics for communicating about a change initiative. One of the essential items that should be included in a communication plan is how the results of a communication activity will be monitored and evaluated. This involves defining the criteria and methods for measuring the effectiveness and impact of the communication activities, such as feedback surveys, focus groups, analytics, or indicators of awareness, understanding, and support for the change.
References:
* https://www.yourthoughtpartner.com/blog/change-management-communication
* https://www.prosci.com/resources/articles/communications-checklist-for-change-management


NEW QUESTION # 26
Which reason explains why it is helpful to segment stakeholders?

  • A. Enables different approaches and analysis techniques to be used with different stakeholder groups
  • B. It highlights the level of influence and interest stakeholders have in the planned change
  • C. Helps identify the organization's culture for scoping appropriate engagement
  • D. Identities individuals or groups who are resisting change

Answer: A

Explanation:
Explanation
Segmenting stakeholders is the process of dividing them into groups based on common characteristics, such as roles, interests, needs, expectations, or attitudes towards the change. One reason why it is helpful to segment stakeholders is that it enables different approaches and analysis techniques to be used with different stakeholder groups. For example, segmenting stakeholders can help to tailor communication messages and channels to suit each group's preferences and concerns, or to apply different engagement strategies and tactics to address each group's level of influence and impact.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/newPPM_07.htm


NEW QUESTION # 27
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