Practice Test Geeks(CPS) Certified Process Specialist Practice Test
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CPS Change Management & Implementation Flashcards

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  1. Which change management model uses eight sequential steps, including 'Create a Sense of Urgency' and 'Consolidate Gains,' to guide organizational transformation?

    Answer: Kotter's 8-Step Change Model

    Kotter's 8-Step Change Model, developed by John Kotter of Harvard, provides a sequential roadmap from creating urgency through anchoring changes in organizational culture.

  2. In the ADKAR change management model, what does the letter 'A' in ADKAR stand for?

    Answer: Awareness

    In the ADKAR model by Prosci, the first 'A' stands for Awareness — specifically, awareness of the need for change — which is the first building block for successful individual change.

  3. What is a stakeholder impact analysis used for in process change management?

    Answer: To identify how a proposed process change affects different groups and to plan appropriate engagement strategies

    A stakeholder impact analysis maps each group's level of impact from the change and their current support level, enabling the change team to tailor communication and engagement plans.

  4. Which of the following best describes a 'change champion' in a process implementation project?

    Answer: An influential team member who advocates for the change and helps peers adopt new ways of working

    A change champion is a credible, respected individual within the affected group who actively promotes the change, addresses peer resistance, and models new behaviors.

  5. What is the primary purpose of a pilot implementation before a full-scale process rollout?

    Answer: To test the new process in a controlled environment, identify issues, and refine before broad deployment

    A pilot tests the redesigned process with a limited group or scope, allowing the team to catch unforeseen problems, gather feedback, and make adjustments before full-scale rollout.

  6. In change management, what does 'resistance to change' most commonly stem from?

    Answer: Fear of the unknown, loss of control, or perceived negative impact on job security and comfort

    Research consistently shows that resistance to change is primarily driven by psychological factors — fear, uncertainty, and concern about personal impact — rather than technical or budgetary issues.