APMG-International AgilePM-Practitioner Exam - Topic 2 Question 25 Discussion

Actual exam question for APMG-International's AgilePM-Practitioner exam

Question #: 25
Topic #: 2

Two Sales staff members appear to have lost energy for the change process and did not attend recent change meetings. When questioned, they said they were so overwhelmed by the number of changes in systems, materials, technical knowledge, and processes that they couldn't deal with any more.

Which 2 actions by the Sales Director are the MOST appropriate when responding to this type of resistance from staff?

A. Find out which elements could remain unchanged so that future sales are unaffected. B. Add personal staff targets to ensure that the changes in the sales operations are continued. C. Assign the staff members to projects outside of this change, to prevent them undermining the changes needed. D. Consider limiting the changes to those that are related to each other during each iteration of change in sales. E. Ensure these staff members are rewarded for raising issues with the implementation.

AFind out which elements could remain unchanged so that future sales are unaffected.

BAdd personal staff targets to ensure that the changes in the sales operations are continued.

CAssign the staff members to projects outside of this change, to prevent them undermining the changes needed.

DConsider limiting the changes to those that are related to each other during each iteration of change in sales.

EEnsure these staff members are rewarded for raising issues with the implementation.

Show Suggested Answer

Suggested Answer: A, D

Comprehensive and Detailed Step-by-Step Explanation:

1. Analysis of the Scenario: The staff members are experiencing change fatigue due to the overwhelming number of adjustments in systems, processes, and technical knowledge. This fatigue often arises during significant organizational transformations like the one UniCo is undergoing, where staff members feel unprepared or unsupported to handle multiple changes.

Agile Project Management (AgilePM) emphasizes adaptive change management, where incremental changes are planned and staff are supported throughout transitions. The Agile approach also recommends prioritizing manageable changes to prevent burnout.

2. Option Evaluation:

Reference from AgilePM: Agile emphasizes incremental delivery and the need to protect stability where possible during change efforts. This is key to balancing innovation with operational continuity.

Why Correct: This approach reduces unnecessary change and helps staff focus on priority areas, reducing resistance and fatigue.

Why Incorrect: AgilePM advocates for team empowerment and reducing pressure during resistance phases. Adding personal targets does not address the root cause of change fatigue.

Why Incorrect: AgilePM encourages collaboration and engagement rather than sidelining staff during organizational changes.

Reference from AgilePM: The iterative and incremental approach in Agile ensures that teams manage workload effectively while focusing on high-priority changes.

Why Correct: Limiting and organizing changes into related areas ensures clarity, reduces cognitive load, and builds confidence among the sales staff.

Why Incorrect: Although AgilePM emphasizes transparency, this approach does not mitigate the resistance caused by change overload.

3. Final Recommendation:

Correct Actions: A and D effectively address the root causes of resistance (overwhelm and fatigue) by maintaining stability where possible and grouping related changes into iterations.

These solutions align with AgilePM's focus on iterative change, manageable workloads, and staff engagement.

Incorrect Actions (B, C, E): These options either fail to address the root problem or risk disengagement further.

AgilePM Practitioner Guide, Chapter on Stakeholder Engagement and Managing Change.

AgilePM Principles: Incremental Delivery and Focus on the Business Need.

Agile Change Management Strategies for Overcoming Resistance.

by Leonora at Mar 21, 2025, 03:27 AM

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Tuyet

2 months ago

E could really motivate them to speak up, good idea!

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Pamella

2 months ago

D makes sense, focus on related changes to reduce overwhelm.

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Marla

2 months ago

Totally disagree with B, adding targets will just stress them out more.

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Adolph

2 months ago

A seems like a smart move, keep some stability.

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Bronwyn

3 months ago

Rewarding staff for raising issues, like in option E, could encourage more open communication, but is it really the best first step?

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Twana

3 months ago

I think option A could help identify what can stay the same, but I wonder if it really addresses their feelings of being overwhelmed.

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Carol

3 months ago

I remember we discussed the importance of understanding staff concerns during change processes. Option D seems like a good way to limit overwhelm.

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Odelia

3 months ago

Adding personal targets seems like it could just add more pressure. I'd focus more on understanding what's overwhelming the staff and finding ways to simplify or phase the changes.

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Twanna

3 months ago

Wait, assigning them to projects outside? Isn’t that just avoiding the problem?

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Theresia

4 months ago

I'm not sure about option C. It feels like avoiding the problem instead of addressing their concerns directly.

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Emilio

4 months ago

Rewarding the staff for raising issues is a smart move. It shows you value their feedback and want to address their concerns. That's important for getting buy-in during a change process.

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Galen

4 months ago

I'm a bit unsure about the right answer here. Should we really assign the resistant staff to other projects? That seems like it could backfire and make them feel even more disconnected.

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Cristen

4 months ago

I think the best approach is to limit the changes to those that are directly related to each other. That way, the staff can focus on implementing a cohesive set of changes rather than feeling bombarded.

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Larue

5 months ago

This question seems straightforward, but I want to make sure I understand the key points before answering. The sales staff are overwhelmed by the number of changes, so the director needs to respond appropriately.

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Fidelia

5 months ago

This is a challenging scenario, but I believe the best approach is to try to limit the scope of changes and ensure the staff members are recognized for their feedback.

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Roxane

5 months ago

I feel pretty confident about this one. Based on the information provided, I think options D and E are the most appropriate actions for the Sales Director to take.

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Veronica

5 months ago

Okay, I think I've got a strategy for this. The key is to focus on addressing the staff resistance and finding ways to support them through the change process.

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Leatha

5 months ago

Hmm, I'm a bit confused by this question. There are a lot of factors to consider, and I'm not sure which two actions would be the best approach.

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Clorinda

5 months ago

This seems like a tricky one. I'll need to carefully weigh the options to determine the two most appropriate actions for the Sales Director.

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Na

11 months ago

I'm torn between D and B. Limiting the changes sounds like a good idea, but we also need to make sure the staff are actually doing their part. Maybe a combination of the two would work best?

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Gilma

9 months ago

That way, the staff can focus on specific tasks while still being motivated to adapt to the changes.

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Kris

10 months ago

I agree, a combination of limiting changes and setting personal targets could be effective.

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Alva

10 months ago

B) Add personal staff targets to ensure that the changes in the sales operations are continued.

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Ashton

10 months ago

D) Consider limiting the changes to those that are related to each other during each iteration of change in sales.

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Mollie

11 months ago

C is a bit heavy-handed. Removing them from the process entirely could just make them feel more disconnected and less invested. We need to find a way to keep them engaged, not sideline them.

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Elly

10 months ago

E) Ensure these staff members are rewarded for raising issues with the implementation.

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Carmela

10 months ago

A) Find out which elements could remain unchanged so that future sales are unaffected.

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Elbert

11 months ago

Yes, that could prevent them from undermining the changes needed in sales.

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Anjelica

11 months ago

I believe assigning the staff members to projects outside of this change could also be helpful.

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Latanya

11 months ago

E is an interesting one. Rewarding them for raising issues could encourage more open communication, which is important for managing change. But we don't want to incentivize resistance either.

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Vivan

11 months ago

B is also a good option. Adding personal targets will ensure the changes are actually implemented and not just talked about. But we need to be careful not to push them too hard, or they'll just get more stressed out.

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Ben

11 months ago

I agree with that. It's important to ensure future sales are not affected by the changes.

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Elbert

12 months ago

I think the Sales Director should find out which elements could remain unchanged to help the staff.

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Theron

12 months ago

The best approach is D. Limiting the changes to related elements in each iteration will help the staff cope better with the overwhelming number of changes. Trying to change everything at once is just setting them up for failure.

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Luis

11 months ago

E) Ensure these staff members are rewarded for raising issues with the implementation.

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Cristal

11 months ago

A) Find out which elements could remain unchanged so that future sales are unaffected.

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Rebbeca

11 months ago

D) Consider limiting the changes to those that are related to each other during each iteration of change in sales.

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