Change Leadership & Resilience Flashcards

According to DDI's change leadership framework, what is the primary role of a leader during the 'resistance' phase of a change initiative?

Answer: Acknowledge concerns, explore the source of resistance, and involve resisters in solutions

DDI's framework emphasizes that effective leaders acknowledge resistance as a natural response, explore its root causes, and engage resisters collaboratively to build buy-in.

Which DDI concept describes an individual's capacity to absorb disruption and return to effective functioning without losing momentum?

Answer: Personal resilience

DDI defines personal resilience as the ability to absorb disruption, adapt, and continue performing effectively despite ongoing change pressures.

A mid-level manager notices that her team is performing routine tasks competently but avoids taking initiative on a new digital transformation project. Based on DDI principles, what is the most likely cause?

Answer: Low psychological safety and unclear 'what's in it for me' messaging

DDI identifies low psychological safety and absence of a compelling personal case for change (WIIFM) as key reasons employees avoid engaging with change initiatives.

In DDI's model, which leadership behavior is MOST critical during the 'unfreezing' stage of a change initiative?

Answer: Creating urgency and helping people let go of the status quo

During unfreezing, DDI emphasizes creating urgency and helping people understand why the current state is no longer viable, motivating readiness to change.

DDI's Leader3 Ready assessment evaluates leaders against which three dimensions relevant to leading change?

Answer: Thought, Results, and People leadership

DDI's Leader3 Ready model assesses Thought leadership (strategy/innovation), Results leadership (execution/accountability), and People leadership (engagement/development).

When a leader uses DDI's STAR model (Situation, Task, Action, Result) in the context of change management, what is its primary purpose?

Answer: Structuring behavioral interview questions to hire change-ready candidates

DDI's STAR model is a behavioral interviewing framework used to assess past change-related competencies by eliciting specific situation-task-action-result examples.

Which approach does DDI recommend when leaders must implement a change decision that was made above their level and they personally disagree with?

Answer: Voice disagreement privately to superiors, then commit fully and support the change with their team

DDI teaches leaders to use appropriate channels to influence decisions, but once a decision is final, to commit fully and model support — avoiding 'BOHICA' leadership behaviors.