Change Management Flashcards
7 cards from real CBC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Change Management flashcards as text
A family business owner must announce that a beloved 20-year process is being retired. From a change management perspective, what should the announcement include besides the new process details?
Answer: Acknowledgment of what people are losing and respect for the old way's contributions
Honoring the endings and acknowledging loss helps people let go, a key principle of managing transitions.
Which scenario BEST illustrates 'change saturation' in an organization?
Answer: Employees face simultaneous ERP migration, restructuring, and rebranding, exceeding their capacity to absorb change
Change saturation occurs when the volume of concurrent change exceeds the organization's capacity to absorb it.
A coach helps a client create a 'change impact assessment.' What does this tool primarily identify?
Answer: How the change will affect specific groups' processes, systems, roles, and behaviors
A change impact assessment maps how each affected group's processes, tools, roles, and behaviors will shift.
During a merger, a coach advises identifying and engaging 'informal influencers' among staff. Why are these individuals valuable to the change effort?
Answer: Peers trust them, so their support spreads acceptance faster than top-down messaging alone
Informal influencers carry peer credibility, making them powerful multipliers for change acceptance.
A client wants to declare victory after the new system goes live on schedule. What caution should the coach raise, based on Kotter's model?
Answer: Declaring victory too soon can stall momentum before the change is anchored in culture
Kotter warns that declaring victory prematurely lets urgency evaporate before changes are truly embedded.
In coaching a leader through change, what is the value of distinguishing between 'technical problems' and 'adaptive challenges' (Heifetz)?
Answer: Adaptive challenges require shifts in values and behaviors, not just expert solutions, so they demand different leadership
Heifetz's framework shows adaptive challenges require people to change beliefs and behaviors, which expertise alone cannot fix.
After a change initiative, a coach recommends a formal 'lessons learned' review. What is the PRIMARY organizational benefit of this practice?
Answer: It builds change capability by capturing what worked and what to improve for future initiatives
Lessons-learned reviews turn each change into organizational learning that strengthens future change capability.