Change Management Flashcards
7 cards from real LPC 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
Which model describes change as a three-stage process of 'Unfreeze, Change, Refreeze'?
Answer: Lewin's Change Management Model
Kurt Lewin's Change Management Model uses the three stages of Unfreeze, Change, and Refreeze to describe how organizations move from a current state to a desired future state.
In Kotter's 8-Step Change Model, what is the FIRST step a leader must take?
Answer: Create a sense of urgency
Kotter's first step is to create a sense of urgency by helping employees see why change is necessary and why it must happen now.
A performance coach is helping a manager whose team is resisting a new software system. Which change management approach addresses individual psychology through Awareness, Desire, Knowledge, Ability, and Reinforcement?
Answer: ADKAR Model
The ADKAR model, developed by Prosci, focuses on the individual's journey through change using five building blocks: Awareness, Desire, Knowledge, Ability, and Reinforcement.
When coaching a leader through organizational change, which factor most commonly causes change initiatives to fail?
Answer: Lack of employee engagement and communication
Research consistently shows that inadequate communication and failure to engage employees in the change process is the leading cause of change initiative failure.
The Bridges Transition Model distinguishes between 'change' and 'transition.' How does it define transition?
Answer: The internal psychological process people go through to adapt
Bridges' model defines transition as the internal, psychological reorientation people go through in response to change, whereas change is the external event itself.
A leadership coach is working with a senior executive who is sponsoring a major restructuring. What is the most critical role of a change sponsor?
Answer: Actively and visibly supporting the change throughout the organization
The change sponsor's most critical role is to actively and visibly support the change, signaling to the organization that leadership is committed and the change is non-negotiable.
Which term describes the natural dip in performance and productivity that teams often experience during a change initiative?
Answer: The J-Curve effect
The J-Curve effect describes the temporary decline in performance that occurs as people leave their comfort zone and before they gain proficiency in the new way of working.