Free APMG Change Mgmt Exam Prep

Benefits and dis-benefits, Kelman's levels of adoption, VUCA and Cynefin, planned versus emergent change, systems thinking, culture, force field analysis, co-design, ADKAR, Kotter's accelerators, delivery strategy, agile change practices, the continuous change cycle and the change strategy. APMG splits the Practitioner paper equally across the five areas at 16 of 80 marks each; no Foundation-specific weighting is published.

Personality preferences, neuroscience and Rock's SCARF model, mindset, the change curve, Bridges' transition model, rewards and punishment, Pink's motivators, positive psychology and resilience, the Beckhard-Harris change formula, Schein's anxieties, the learning dip and learning preferences.

Key change roles, the change sponsor, the change agent, local leadership, Rogers' core conditions and Edmondson's psychological safety, Carolyn Taylor's culture mechanisms, organisational climate, team structures and change agent networks, Tuckman, Lencioni and team diversity.

Stakeholder definition and identification, segmentation and analysis, power sources and two-dimensional mapping, barriers to engagement, engagement planning and know-feel-do, communication theory, cognitive biases, tell-sell-include messaging, hearts and minds, VARK, lean and rich channels and communication planning.

Change impact assessment using the three impact categories and McKinsey 7-S, gap analysis and impact profiles, impact severity through costs, organisational and stakeholder factors, Oreg's neural factors and Kanter's causes of resistance, resistance strategy, measurement types, the Kaplan and Norton scorecard and change analytics.