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CLM Organizational Culture & Change Management Flashcards

6 cards from real CLM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 6 CLM Organizational Culture & Change Management flashcards as text

  1. In ADKAR change management model, what does the 'K' stand for?

    Answer: Knowledge

    In the ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement), 'K' stands for Knowledge about how to change.

  2. A leader mentee reports that their organization has a strong 'Market culture.' Which leadership style would best align with this culture type?

    Answer: Results-oriented leadership emphasizing competition and achievement

    Market culture prioritizes results, external competitiveness, and goal achievement, which aligns with results-oriented leadership.

  3. What is 'change fatigue' in an organizational context, and how should a CLM mentor advise leaders to address it?

    Answer: Employee resistance from excessive or poorly managed change initiatives; prioritize and pace changes strategically

    Change fatigue occurs when employees are overwhelmed by too many simultaneous changes, and the remedy is strategic prioritization and pacing of initiatives.

  4. Which organizational culture dimension describes the degree to which employees are expected to conform to rules and procedures versus act independently?

    Answer: Control vs. flexibility

    The control vs. flexibility dimension captures how tightly an organization enforces standardized procedures versus encouraging employee autonomy.

  5. A CLM mentor is working with a leader who must implement a major process change. Which communication principle is most important during the change rollout?

    Answer: Use consistent, repeated messaging across multiple channels throughout the change

    Effective change communication requires consistent, repeated messaging through multiple channels to ensure understanding and reduce uncertainty.

  6. Edgar Schein's model of organizational culture identifies three levels. Which level is considered the deepest and most difficult to change?

    Answer: Basic underlying assumptions

    Schein's model identifies basic underlying assumptions—unconscious, taken-for-granted beliefs—as the deepest and most resistant-to-change level of culture.