APMG-International Change-Management-Foundation Online Training Materials | Exam Change-Management-Foundation Torrent

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

Topic	Details
Topic 1	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 2	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 3	Communication in Change Management: This section covers developing a communication strategy
Topic 4	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 5	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.

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APMG-International Change Management Foundation Exam Sample Questions (Q27-Q32):

NEW QUESTION # 27
Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channelsduring change?

A. Allow people to evolve local rules on how to use social media
B. Encourage people to make unrestricted use of social media
C. Encourage individuals to link workplace social media wit external contacts
D. Make clear to people what is considered acceptable use of social media

Answer: D

Explanation:
Explanation
Social media is a type of communication channel that allows for online interaction and collaboration among people. Social media can be used to foster engagement and collaboration during change, as it can provide information, feedback, support, and innovation. However, social media also poses some challenges and risks, such as misinformation, distraction, or conflict. Therefore, the best practice for getting the most from social channels during change is to make clear to people what is considered acceptable use of social media, such as the purpose, tone, frequency, and content of the messages. The other options are not best practices, as they either encourage unrestricted or restricted use of social media, which can have negative consequences for the change.

NEW QUESTION # 28
Which approach is recommended for helping people through the 'change curve'?

A. Advise people not to discuss their problems with colleagues
B. Assume that everyone will eventually move on in time to deal with the change
C. Actively involve line managers in listening and providing support
D. Recognize negative emotions as a sign that the change is being managed badly

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The 'change curve' (based on Kubler-Ross's model) describes emotional stages individuals experience during change: shock, denial, frustration, depression, experiment, decision, and integration. The APMG Change Management Foundation stresses proactive support to guide people through these stages effectively. Option A ("Actively involve line managers in listening and providing support") is recommended because line managers are well-positioned to offer personalized support, listen to concerns, and help staff navigate emotions-key to moving through the curve. Option B misinterprets negative emotions as a management failure rather than a natural response, Option C isolates individuals, and Option D is passive and unsupported by the framework.

NEW QUESTION # 29
When starting to identify the impacts of a change initiative, which description BEST fits one of the recommended key inputs?

A. An assessment of where people are on the change curve
B. The planned frequency of staff engagement surveys
C. A statement of the differences between the current and future states
D. An organization chart showing senior positions in the new structure

Answer: A

Explanation:
When starting to identify the impacts of a change initiative, one of the recommended key inputs is a statement of the differences between the current and future states. This helps to define the scope, scale, and nature of the change, as well as the gaps and opportunities that need to be addressed. The other options are not key inputs for identifying the impacts of a change initiative, but rather outcomes or activities of other processes or stages in the change process.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%2031%20-%20v1.0.pdf (page 11)

NEW QUESTION # 30
Which action, taken as part of the four-step emergent change process, addresses the currentconsequences of the change not yet being a reality?

A. Create a vision statement that captures the desired future state
B. Identify what people are experiencing once the chances are complete
C. Capture what people are experiencing in the present state
D. Develop a route-map for implementing the required changes

Answer: C

Explanation:
Explanation
The four-step emergent change process is a tool to facilitate change that emerges from within an organization, rather than being imposed from outside. The four steps are:
* Capture what people are experiencing in the present state
* Identify what people are experiencing once the changes are complete
* Create a vision statement that captures the desired future state
* Develop a route-map for implementing the required changes
Therefore, the action that addresses the current consequences of the change not yet being a reality is to capture what people are experiencing in the present state. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 31
According to Morgan, what metaphor applies to an organization that has structured and tightly-controlled processes?

A. Brains
B. Political systems
C. Flux and transformation
D. Machines

Answer: D

Explanation:
According to Morgan, machines is a metaphor that applies to an organization that has structured and tightly- controlled processes. This metaphor views organizations as rational, efficient, and predictable systems that operate according to predefined rules and procedures. This metaphor emphasizes order, stability, hierarchy, and control.

NEW QUESTION # 32
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