Practice Test Geeks(CBC) Certified Business Coach Practice Test
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Change Management Flashcards

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

Read the first 7 Change Management flashcards as text

  1. In change management, what is the primary purpose of a stakeholder analysis?

    Answer: To identify who is affected by the change and their level of influence and support

    Stakeholder analysis maps who is impacted, their influence, and their attitude so engagement can be tailored accordingly.

  2. A coach is helping a client build a 'guiding coalition' for a company-wide transformation. Which composition is MOST effective?

    Answer: A cross-functional group with position power, expertise, credibility, and leadership skill

    Kotter recommends a coalition combining positional power, expertise, credibility, and leadership drawn from across the organization.

  3. According to the Kübler-Ross change curve applied to organizations, which emotional stage typically comes immediately after denial?

    Answer: Anger or resistance

    After denial, individuals typically move into anger or active resistance before eventually exploring and accepting the change.

  4. A client complains that employees 'heard about the merger through the rumor mill' before any official announcement. What change communication principle was violated?

    Answer: Communicate early, honestly, and through official channels before informal ones fill the gap

    When official communication lags, rumors fill the vacuum, so leaders should communicate early and transparently.

  5. In the ADKAR model, an employee understands why the change is needed and wants to participate, but keeps making errors with the new software. Which element is missing?

    Answer: Ability

    Knowledge and motivation without successful execution indicates a gap in Ability, the capacity to perform the change.

  6. What is the main risk of skipping Lewin's 'refreezing' stage after implementing a change?

    Answer: Employees revert to old behaviors and the change fails to stick

    Without refreezing to anchor new behaviors into culture and systems, people tend to slide back to old habits.

  7. A business coach asks a change-resistant client, 'What would you lose if this change succeeds?' What is the coach primarily trying to uncover?

    Answer: The hidden personal costs and competing commitments driving resistance

    Resistance often stems from perceived personal losses or competing commitments, which this question surfaces for exploration.