Deal of The Day! Hurry Up, Grab the Special Discount - Save 25% - Ends In 00:00:00 Coupon code: SAVE25
Welcome to Pass4Success

- Free Preparation Discussions
Mail Us support@pass4success.com
Location US
Mob_nav_barsMENU

APMG-International Change-Management-Foundation Exam - Topic 1 Question 16 Discussion

Which action is an appropriate change management response to people in the early stages of a change cure?
B) Be clear about the losses that people will experience
A) Interpret emotions as evidence of poor change management
C) Delay communication until all the details are known
D) Accept that everyone will eventually work their way through the curve

APMG-International Change-Management-Foundation Exam - Topic 1 Question 16 Discussion

Actual exam question for APMG-International's Change-Management-Foundation exam
Question #: 16
Topic #: 1
[All Change-Management-Foundation Questions]

Which action is an appropriate change management response to people in the early stages of a change cure?

Show Suggested Answer Hide Answer
Suggested Answer: B

The change curve is a model that describes the typical emotional stages that people go through when they face a change. The early stages of the change curve are characterized by shock, denial, anger, and frustration. To help people through these stages, change leaders should be clear about the losses that people will experience and acknowledge their feelings and concerns. The other options are not appropriate responses, as they would either ignore or dismiss people's emotions or create more uncertainty and confusion. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2018%20-%20v1.0.pdf (page 11)


by Marvel at Feb 11, 2024, 03:02 PM

Limited Time Offer

25%

Off

Get Premium Change-Management-Foundation Questions as Interactive Web-Based Practice Test or PDF

Contribute your Thoughts:

0/2000 characters
Submit Cancel
Mel
9 months ago
Wait, people actually think everyone will just get through it? Really?
upvoted 0 times
...
Daisy
10 months ago
A is just wrong; emotions are part of the process.
upvoted 0 times
...
Dorcas
10 months ago
Totally agree with B! People need to know what to expect.
upvoted 0 times
...
Sylvie
10 months ago
Not sure if delaying communication is a good idea...
upvoted 0 times
...
Lashawnda
10 months ago
B is definitely the way to go!
upvoted 0 times
...
Markus
10 months ago
I recall a practice question where delaying communication was seen as a bad idea, so I think option C is definitely not the right choice here.
upvoted 0 times
...
Gertude
10 months ago
I feel like option D might be too passive; we need to actively support people through the change, not just wait for them to adjust.
upvoted 0 times
...
Marlon
11 months ago
I'm not sure about option A, but I remember something about not interpreting emotions too quickly as failure in change management.
upvoted 0 times
...
Hildegarde
11 months ago
I think option B sounds familiar, like we discussed how acknowledging losses can help people cope better.
upvoted 0 times
...
Justine
11 months ago
I feel pretty confident about this one. Interpreting emotions as poor change management is definitely not the right move - you need to validate people's feelings during a transition. I'll go with option B.
upvoted 0 times
...
Luisa
11 months ago
Okay, I think I've got this. Based on what we've learned, being clear about the losses people will experience is key in the early stages of change. That's my best guess for the right approach.
upvoted 0 times
...
Carmela
11 months ago
Hmm, I'm a bit unsure about this one. I know change can be tough, but I'm not sure which response would be most appropriate. I'll have to review my notes on the change curve.
upvoted 0 times
...
Wade
11 months ago
This seems like a tricky question. I'll need to think carefully about the different change management strategies and how they apply to people in the early stages of a change.
upvoted 0 times
...
Kristal
11 months ago
Okay, I've got a strategy for this. I'll start by looking at the Cisco AnyConnect configuration and Client Provisioning policy, as that seems to be the most direct approach. If that doesn't work, I'll explore the other options like the compound posture condition.
upvoted 0 times
...
Janey
11 months ago
I'm a bit confused by the different options here. I'm not sure if I should be creating separate line items for the upgrades or if I can just configure the product to handle that automatically. I'll need to think this through carefully.
upvoted 0 times
...
Wai
11 months ago
This seems straightforward enough. I'll probably go with option C and create an external resource descriptor module. That way I can easily add the new metrics without having to mess with the built-in module.
upvoted 0 times
...
Twana
2 years ago
Delaying communication like in option C) can lead to confusion and resistance among employees.
upvoted 0 times
...
Moira
2 years ago
I think D) Accept that everyone will eventually work their way through the curve is important too. Change is inevitable.
upvoted 0 times
...
Joaquin
2 years ago
I agree with Rima. Transparency is key in change management.
upvoted 0 times
...
Rima
2 years ago
B) Be clear about the losses that people will experience. It helps manage expectations.
upvoted 0 times
...

Save Cancel