Change Agent Management Principles Flashcards
7 cards from real CCA 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 Agent Management Principles flashcards as text
Which scenario best illustrates a 'top-down' change management approach?
Answer: Senior executives define and drive the change vision through the organizational hierarchy
Top-down change is initiated and directed by senior leadership and flows downward through the organizational hierarchy.
A change agent uses the 'WIIFM' principle when communicating a change. What does WIIFM stand for?
Answer: What's In It For Me
WIIFM is a communication principle reminding change agents to frame messages in terms of personal benefit to each audience.
When a change agent assesses 'organizational readiness,' what is the primary focus of the assessment?
Answer: The organization's capacity and willingness to absorb and sustain the proposed change
Organizational readiness assessments evaluate both the technical and human capacity of an organization to successfully implement and sustain a change.
A change agent identifies an employee who informally influences many peers but holds no formal authority. In change management, this person is best described as a:
Answer: Change champion or advocate
Change champions are informal influencers who leverage peer relationships to encourage adoption and model new behaviors.
According to John Kotter's 8-Step Change Model, which step must occur before creating the guiding coalition?
Answer: Creating a sense of urgency
Kotter's model begins with establishing urgency to motivate action, which then enables the formation of a guiding coalition.
A change agent is facilitating a resistance management session. Which technique is most effective for converting resistant stakeholders into change supporters?
Answer: Involving resistant stakeholders in problem-solving and giving them ownership of part of the solution
Participation and ownership transform resistance by giving stakeholders a sense of agency and investment in the change's success.
What is the primary risk of skipping the 'unfreeze' phase in Lewin's change model?
Answer: Employees will lack the motivation and readiness to abandon the current state
Without unfreezing, people remain anchored to existing habits and mindsets, making meaningful behavioral change unlikely.