Change Management & Organizational Development Flashcards
7 cards from real CPP 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 & Organizational Development flashcards as text
In Kotter's 8-Step Change Model, what is the primary purpose of creating a 'guiding coalition'?
Answer: To form a powerful group that leads the change effort
A guiding coalition assembles a team with enough power, credibility, and expertise to lead and sustain the change initiative.
Which organizational development intervention focuses on improving relationships and communication between two or more work groups?
Answer: Intergroup development
Intergroup development targets the attitudes, perceptions, and interactions between different departments or teams to reduce conflict and improve collaboration.
When applying Lewin's Force Field Analysis to a change initiative, 'driving forces' are best described as:
Answer: Forces that push toward achieving the change
Driving forces are pressures or factors that support moving toward the desired change state, while restraining forces oppose it.
A CPP practitioner notices that employees understand a change but still resist it emotionally. This resistance is best addressed through:
Answer: Addressing emotional and psychological concerns through empathy and dialogue
Emotional resistance requires empathetic communication, listening, and addressing underlying fears rather than purely rational or technical responses.
Which metric is MOST useful for evaluating the effectiveness of a change management initiative post-implementation?
Answer: Employee adoption rate and sustained behavioral change
Sustained adoption rate directly measures whether employees have integrated the change into daily work, which is the ultimate goal of change management.
In organizational development, 'appreciative inquiry' differs from traditional problem-solving by:
Answer: Building on existing strengths and positive experiences
Appreciative inquiry uses positive questions to discover what works well and builds change strategy around those strengths rather than deficits.
A process professional is rolling out a new ERP system. The ADKAR model indicates 'Desire' is lacking. What should the change manager do?
Answer: Identify and address personal motivations and WIIFM concerns
Desire in ADKAR represents personal motivation to support the change; addressing 'What's In It For Me' concerns is the appropriate intervention at this stage.