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APMG-International Change-Management-Foundation Exam Questions
- Topic 1: Introduction to Change Management: ThiLewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, s section covers the definition and importance of change management, types of organizational change, and the role of change managers.
- Topic 2: Change Management Models and Theories: This section discusses and Kübler-Ross Change Curve.
- Topic 3: Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques Engaging and communicating with stakeholders, change Impact and Readiness, conducting change impact assessments, assessing organizational readiness for change, and identifying and managing resistance to change.
- Topic 4: Communication in Change Management: This section covers developing a communication strategy communication methods and channels, and effective messaging for different stakeholder groups.
- Topic 5: Leadership and Change: In this section, the preference is given to the role of leadership in change management, change leadership styles, building and maintaining a guiding coalition, etc.
- Topic 6: Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
- Topic 7: Measuring and Sustaining Change: In this section, the focus is on the key performance indicators for change initiatives, monitoring and evaluating change progress, and strategies for sustaining change.
- Topic 8: Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
- Topic 9: Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
Free APMG-International Change-Management-Foundation Exam Actual Questions
Note: Premium Questions for Change-Management-Foundation were last updated On Mar. 05, 2026 (see below)
Which of the following statements about the 'change curve' are true?
1. The 'change curve' describes a normal human reaction to change
2. The 'change curve' only applies to changes that are perceived as negative
Comprehensive and Detailed In-Depth
The Change Curve (Kbler-Ross) in APMG outlines emotional stages (e.g., denial, acceptance). Statement 1 is true---it's a normal reaction. Statement 2 is false---it applies to all significant changes (e.g., a promotion), not just negative ones. Thus, A.
Which statement describes 'confirmation bias'?
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments. Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.
https://www.mindtools.com/pages/article/avoiding-psychological-bias.htm#confirmationbias
https://www.psychologytoday.com/us/basics/confirmation-bias
Which definition describes 'transition' in Bridges' model of human transitions?
Comprehensive and Detailed In-Depth
William Bridges' Transition Model is a key framework in the APMG Change Management Foundation, distinguishing between change (the external event) and transition (the internal psychological process). The model has three phases: Ending, Losing, Letting Go; Neutral Zone; and New Beginning. Let's evaluate each option with extensive detail:
* Option A: 'The planned actions required to make a change' -- This describes the mechanics of change (e.g., implementing a new system), not transition. Bridges focuses on the human experience, not logistical steps, so this is incorrect.
* Option B: 'The emotional process of adjusting to a change' -- This is the correct definition. Bridges emphasizes that transition is about how people emotionally and psychologically adapt to change. For example, when a company relocates, the change is the move, but the transition involves employees grieving the old office, feeling disoriented, and eventually embracing the new space. The APMG framework highlights this emotional journey as central to Bridges' model.
* Option C: 'The time elapsed between letting go of the old and experimenting with new ways' -- This partially aligns with the Neutral Zone phase but is too narrow. Transition encompasses the entire process (all three phases), not just a time segment, making this incomplete.
* Option D: 'The physical process of adopting new changes' -- This again focuses on external actions (e.g., using new tools), not the internal adjustment Bridges describes, so it's incorrect.
Option B captures the essence of Bridges' model: transition is an emotional, human-centered process, distinct from the tangible aspects of change. The APMG materials use this to explain why managing feelings---like resistance or hope---is critical during change initiatives.
When holding a facilitated workshop to identify stakeholders for a change, which technique is the MOST useful for capturing this information?
Mindmapping is a technique that is most useful for capturing information when holding a facilitated workshop to identify stakeholders for a change. Mindmapping is a visual way of organizing and presenting information that allows participants to brainstorm ideas, identify connections, and group similar stakeholders together. Mindmapping can help to create a comprehensive and clear picture of all the stakeholders involved in a change initiative.
https://apmg-international.com/files/document/change-management-foundation-online-brochure
https://www.mindtools.com/pages/article/newISS_01.htm
Which of the following is a purpose of creating a change management plan when preparing for change?
One of the purposes of creating a change management plan when preparing for change is to record a list of all the change risks and the responsive actions required. This helps to identify potential threats and opportunities for the change and plan how to mitigate or exploit them. The other options are not purposes of a change management plan, but rather outcomes or inputs of other processes or activities. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%205%20-%20v1.0.pdf (page 11)
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