Change Management & Execution Flashcards

Which of the following best describes 'change saturation'?

Answer: When employees are overwhelmed by too many simultaneous changes

Change saturation occurs when the volume of simultaneous changes exceeds employees' capacity to absorb and adapt, leading to fatigue and resistance.

A company implements a new ERP system but employees continue using the old spreadsheet system. Which stage of ADKAR is most likely failing?

Answer: Reinforcement

Reinforcement ensures new behaviors are sustained; without it, employees revert to comfortable old methods even after training.

What is the role of a 'change champion' in strategic implementation?

Answer: To advocate for and model the desired changes within their peer group

Change champions are influential peers who advocate for, model, and support the change within their teams to accelerate adoption.

When should a pilot program be used during strategic change execution?

Answer: When leadership wants to test the change in a controlled subset before full rollout

Pilot programs test the change in a limited environment to identify issues and refine the approach before organization-wide deployment.

Which factor most directly determines whether a strategic change will be sustained after implementation?

Answer: Cultural alignment and embedding new behaviors into organizational norms

Lasting change requires that new behaviors become embedded in the organizational culture, values, and daily practices.

In Kotter's 8-Step Model, what is the purpose of 'creating short-term wins'?

Answer: To build momentum, validate the change direction, and reward participants

Short-term wins demonstrate progress, build credibility for the change effort, and motivate stakeholders to continue supporting transformation.

A strategic planning professional notices that employees are complying with new processes but not truly committed to them. This gap is best addressed by:

Answer: Engaging employees in co-creating solutions and building genuine buy-in

Genuine commitment, rather than surface compliance, comes from involving employees in the change process and addressing their concerns meaningfully.