Change Management & Adaptation Flashcards
7 cards from real CME 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 & Adaptation flashcards as text
During a major organizational restructuring, employees begin hoarding information to protect their positions. Which change management response is most effective?
Answer: Address the underlying fear driving the behavior through transparent communication
Information hoarding during change is a fear-based response best resolved by addressing root causes through transparent, two-way communication.
Lewin's Force Field Analysis is used in change management to:
Answer: Identify driving and restraining forces affecting a proposed change
Lewin's Force Field Analysis helps leaders visualize the balance of forces pushing for and against a change initiative.
A company merges two divisions with conflicting cultures. The change manager's FIRST priority should be:
Answer: Conducting a cultural assessment to understand each group's values and norms
A cultural assessment provides the baseline understanding needed to design an integration plan that respects both groups and minimizes conflict.
The 'burning platform' metaphor in change management refers to:
Answer: A crisis-driven urgency that compels people to accept change
The burning platform metaphor describes creating or communicating a compelling crisis that makes the status quo riskier than changing.
When using the ADKAR model, an employee who understands why change is needed but lacks the tools to perform new tasks is blocked at which stage?
Answer: Ability
Ability in ADKAR refers to translating knowledge into action; lacking tools or training blocks this stage even when understanding and willingness exist.
A change leader notices that middle managers are passively agreeing in meetings but not driving change on their teams. This behavior is best described as:
Answer: Passive resistance
Passive resistance involves surface-level compliance without genuine commitment, often manifesting as inaction that quietly undermines change.
Which metric is MOST useful for measuring the sustainability of an organizational change six months after implementation?
Answer: Employee adoption rate and behavioral compliance
Adoption rate and behavioral compliance assess whether change has been truly embedded in daily work, indicating long-term sustainability.