Change Management Foundation Exam Preparation Material | Change Management Foundation Exam

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Prepare for the Change Management Foundation Change Management Foundation exam with CertQueen's independently developed study resources. Review important concepts, practice scenario-based questions, and use clear explanations to identify areas that require further study.

Question#1

Which statement describes ‘confirmation bias’?

A. People like continuity and find ways to avoid change

B. People pay most attention to facts agree with their current opinions

C. People assume that information that is easy to access will be the most important

D. People allow their ideas to be shaped by what most other people are starting to believe

Explanation:
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments. Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.
Reference:
https://www.mindtools.com/pages/article/avoiding-psychological-bias.htm#confirmationbias
https://www.psychologytoday.com/us/basics/confirmation-bias

Question#2

Which of the following statements about the change severity assessment ‘environment’ impact are true?
The amount of other activity happening at the same time as the charge is a factor The common values and behaviors in the organization is a factor.

A. Only1 is true

B. Only 2 is true

C. Both 1 and Z are true

D. Neither 1 or 2 is true

Explanation:
The change severity assessment is a tool to evaluate the impact of a change on different dimensions, such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong
to the environment dimension.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %208%20-%20v1.0.pdf (page 11)

Question#3

Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

A. An increased risk that people will feel change is being imposed

B. Too much knowledge of how things work and terminology used

C. They may not devote of their time to the change

D. Lack of an emotional connection to how things work now.

Explanation:
Making or marketing an external appointment to a change team is a decision that can have advantages and disadvantages for an organization. One possible disadvantage is that it can increase the risk that people will feel change is being imposed by outsiders who do not understand or care about their situation or needs. This can lead to resentment, resistance, or distrust among the staff or stakeholders affected by the change. Therefore, option A is the best example of a disadvantage of making or marketing an external appointment to a change team. The other options are not disadvantages, as they either imply advantages or are not related to making or marketing an external appointment.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2030%20-%20v1.0.pdf (page 11)

Question#4

Which action is a suitable response when resistance to change is shown through sabotage?

A. Allocate important change tasks to the saboteurs

B. Ensure saboteurs are excluded from any involvement with the change

C. Ignore the saboteurs and hope that people will NOT be influenced

D. Accept that deliberate attempts to undermine change are inevitable

Explanation:
Resistance to change is a common reaction that occurs when people perceive a threat or loss from the change. Resistance can be shown in different ways, such as denial, avoidance, passive-aggressive behavior, or sabotage. Sabotage is a deliberate attempt to undermine or obstruct the change. To deal with sabotage, change leaders should try to understand the reasons behind it and address them constructively. One possible action is to allocate important change tasks to the saboteurs, as this can increase their involvement, ownership, and accountability for the change. The other options are not suitable responses, as they either ignore, isolate, or accept the sabotage, which can worsen the situation and damage the change.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2028%20-%20v1.0.pdf (page 11)

Question#5

Which MBTI® preference would bring a rational approach to selecting an outcome?

A. Introvert

B. Feeling

C. Perceiving

D. Thinking

Explanation:
According to the Myers-Briggs Type Indicator (MBTI), thinking is one of the four preference pairs that describe how people interact with the world and make decisions. Thinking refers to preferring to use logic, analysis, and objective criteria to select an outcome. The other options are not preferences, but dimensions of preferences. Introvert and perceiving are opposite to extrovert and judging, respectively, while feeling is opposite to thinking.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2019%20-%20v1.0.pdf (page 11)

Exam Code: Change Management Foundation
Q & A: 99 Q&As Updated: Oct 07,2026

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What This Change Management Foundation Study Resource Helps You Do

Review Key Concepts

Review the technologies, products, processes, and practical skills covered by the current Change Management Foundation exam objectives.

Practice Scenario-Based Questions

Work through independently developed questions designed to strengthen your understanding of technical scenarios and decision-making.

Identify Knowledge Gaps

Use your results and the provided explanations to find weaker areas and focus your study more effectively.

How to Use This Change Management Foundation Preparation Material

Review the Exam Scope

Start by reviewing the topics covered by the Change Management Foundation exam. Compare them with the official exam objectives to understand the required technologies, operational tasks, and practical skills, then identify the areas that deserve the most attention.

Practice Independently

Complete a focused set of practice questions for each topic. On your first attempt, avoid referring to notes, answers, or other study resources so that you can evaluate your current understanding more accurately.

Study the Explanations

Review the answers and explanations after completing each practice session. Understand why the correct option is appropriate for the given scenario and why the other options may be incorrect or less suitable.

Close Knowledge Gaps

Keep track of incorrect answers, unfamiliar concepts, and weaker knowledge areas. Review these topics using official documentation and practical experience, then answer the related questions again to reinforce your understanding and monitor your progress.

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Exam Code: Change Management Foundation
Q & A: 99 Q&As
Updated: Oct 07,2026