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
Which metric would BEST indicate the adoption level of a new process six months after implementation?
Answer: Percentage of employees consistently using the new process in daily work
Actual sustained usage of the new process measures true adoption, while communications and training only measure effort.
A coach's client wants to pilot a major change in one department before rolling it out company-wide. What is the PRIMARY advantage of this approach?
Answer: It allows testing and refinement with lower risk before full-scale rollout
A pilot limits risk exposure and generates lessons and proof points that improve the broader rollout.
During a transformation, a CEO delegates all change leadership to HR and never mentions the initiative publicly. Why is this a problem?
Answer: Visible, active sponsorship from top leadership is the strongest predictor of change success
Research consistently shows active and visible executive sponsorship is the top contributor to successful change.
In Bridges' Transition Model, what distinguishes 'change' from 'transition'?
Answer: Change is the external event, while transition is the internal psychological process people go through
Bridges defines change as situational and external, while transition is the internal psychological reorientation people experience.
According to Bridges' Transition Model, what is the 'neutral zone'?
Answer: The in-between period when the old way is gone but the new way isn't fully operational
The neutral zone is the disorienting middle phase between letting go of the old and beginning the new, often rich with both anxiety and creativity.
A client asks a coach to help embed a successful change into company culture. Which action BEST supports this?
Answer: Aligning hiring, promotion, and reward systems with the new behaviors
Anchoring change in culture requires aligning organizational systems like hiring, promotion, and rewards with the new behaviors.
An organization's change readiness assessment reveals low trust in leadership from a previous failed initiative. What should a coach recommend leadership do FIRST?
Answer: Acknowledge the past failure openly and demonstrate what will be different this time
Rebuilding trust starts with honest acknowledgment of past failures and credible evidence that this effort will differ.