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

Topic
Details

Topic 1

Change Management Models and Theories: This section discusses and Kübler-Ross Change Curve.

Topic 2

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 3

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

Topic 4

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

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 in Change Management: This section covers developing a communication strategy

Topic 7

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

Topic 8

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

Topic 9

Introduction to Change Management: ThiLewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, s section covers the definition and importance of change management, types of organizational change, and the role of change managers.

Topic 10

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.

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APMG-International Change Management Foundation Exam Sample Questions (Q41-Q46):

NEW QUESTION # 41
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

A. Fairness
B. Fear
C. Fight
D. Faith

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The SCARF model, developed by David Rock and integrated into the APMG Change Management Foundation, describes five domains influencing brain responses in social contexts: Status, Certainty, Autonomy, Relatedness, and Fairness. The "F" stands for Fairness (Option A), which reflects the brain's sensitivity to equitable treatment. Faith (B), Fear (C), and Fight (D) are not part of the SCARF model, making Fairness the correct answer aligned with neuroscience principles in change management.

NEW QUESTION # 42
Which of the following is a purpose of creating a change management plan when preparing for change?

A. Provide a detailed schedule of project and their dependencies
B. Capture of full list of issues to be resolved before change can start
C. Document the set of typically recurring actions that contribute to change readness'
D. Record a list of all the change risks and the responsive actions required.

Answer: D

Explanation:
One of the purposes of creating a change management plan when preparing for change is to record a list of all the change risks and the responsive actions required. This helps to identify potential threats and opportunities for the change and plan how to mitigate or exploit them. The other options are not purposes of a change management plan, but rather outcomes or inputs of other processes or activities.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%205%20-
%20v1.0.pdf (page 11)

NEW QUESTION # 43
In neuroscience, which particularly rewards the brain's need for Certainty?

A. Group social events
B. Change delivered in small stages
C. Public praise
D. Delegated decision-making through change

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation incorporates neuroscience, specifically David Rock's SCARF model, which identifies five domains driving brain responses: Status, Certainty, Autonomy, Relatedness, and Fairness. Certainty refers to the brain's preference for predictability and stability. Option A ("Change delivered in small stages") rewards this need by breaking change into manageable, predictable steps, reducing uncertainty and threat responses. Option B enhances Autonomy, Option C boosts Relatedness, and Option D elevates Status-none directly address Certainty as effectively as staged delivery.

NEW QUESTION # 44
Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channelsduring change?

A. Encourage individuals to link workplace social media wit external contacts
B. Allow people to evolve local rules on how to use social media
C. Encourage people to make unrestricted use of social media
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 # 45
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. Big Bang
B. Phased
C. Many small incremental/iterative releases
D. Voluntary Adoption

Answer: B

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 # 46
......

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Emily Lewis Emily Lewis

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