Change Management Flashcards
7 cards from real CQIA 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
When a change management plan includes a 'communication calendar,' its primary purpose is to:
Answer: Ensure consistent, timely, and targeted messages throughout the change
A communication calendar coordinates who receives what message, through which channel, and when, preventing information gaps and rumors.
Which of the following best distinguishes 'managing change' from 'leading change'?
Answer: Leading focuses on inspiring and directing people; managing focuses on coordinating processes and tasks
Leading change involves setting vision and motivating people, while managing change addresses plans, schedules, and operational coordination.
An organization uses a 'readiness assessment' before a major quality system upgrade. The primary benefit of this assessment is to:
Answer: Identify gaps in capability, culture, and resources before the change begins
A readiness assessment proactively identifies where additional training, resources, or cultural work is needed before the change is launched.
A team implementing a new quality inspection process finds some supervisors supportive and others opposed. Which strategy is MOST effective for the opposed group?
Answer: Involve them early in problem-solving to address their specific concerns
Involving resistors in shaping the solution increases ownership and often transforms opposition into constructive contribution.
In the context of organizational change, 'transition' refers specifically to:
Answer: The psychological reorientation people go through as they internalize the change
William Bridges distinguished 'change' (external event) from 'transition' (internal psychological process), and managing transition is key to lasting adoption.
Which of the following is the BEST example of embedding change into organizational systems during the sustaining phase?
Answer: Revising job descriptions and performance evaluations to reflect new quality behaviors
Revising formal HR systems like job descriptions and evaluations aligns organizational expectations with the new behaviors, sustaining the change long-term.
If employees report they understand a new quality process but do not feel confident performing it, which ADKAR element is the gap?
Answer: Ability
Ability is the demonstrated capacity to implement the change; knowing what to do (Knowledge) differs from being able to do it proficiently.