APMG-International AgilePM-Practitioner Agile Project Management (AgilePM) Practitioner Exam Practice Test

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Question 1

Which 2 actions demonstrate transparency?

A. Ensure everyone is treated fairly by providing the same information, in the same format, to everyone impacted by this change. B. Send daily emails to everyone to remind them how important this change is and why they should support it. C. Distribute the key milestones and target dates for including Selco's mobile technology and approaches into the UniCo operations. D. Ask Corporate Services to provide guidelines to ensure all written communications are easy to read and navigate. E. Publish how staff members can raise complaints and suggestions, formally and anonymously if needed.

AEnsure everyone is treated fairly by providing the same information, in the same format, to everyone impacted by this change
Providing consistent information ensures that all stakeholders receive the same details and feel equally valued, reinforcing transparency in communication.
Correct.

BSend daily emails to everyone to remind them how important this change is and why they should support it
While frequent communication is helpful, daily emails emphasizing importance can feel repetitive or coercive, which does not align with the principle of transparency.
Incorrect.

CDistribute the key milestones and target dates for including Selco's mobile technology and approaches into the UniCo operations
Sharing milestones and timelines increases clarity and accountability, providing stakeholders with a clear understanding of progress and expectations.
Correct.

DAsk Corporate Services to provide guidelines to ensure all written communications are easy to read and navigate
Although clarity in communication is valuable, creating guidelines focuses on internal documentation rather than openly sharing information with stakeholders.
Incorrect.

EPublish how staff members can raise complaints and suggestions, formally and anonymously if needed
While this supports inclusion and feedback, it does not inherently align with transparency as it focuses more on creating a feedback mechanism than on open sharing of information.
Incorrect.
Why A and C are the Correct Answers (Scenario Alignment)
A: Ensures equality in information dissemination, helping all stakeholders feel informed and included.
C: Offers visibility into the change process, timelines, and progress, building trust through clear and open communication.
Reference (AgilePM and Scenario Alignment):
AgilePM Handbook, Chapter 7: Transparent Communication Strategies in Change Management.
UniCo Scenario: 'UniCo staff must be kept informed of the integration process and timelines to align their efforts with the organization's goals.'
Agile Business Consortium -- Importance of Milestones and Open Communication in Stakeholder Engagement.

Answer : A, C

Comprehensive and Detailed Step-by-Step Explanation

Understanding Transparency in Change Management

Transparency refers to open communication, ensuring that stakeholders are well-informed and have access to relevant information. It promotes trust and reduces resistance to change by making the process visible and understandable.

Option Analysis

Question 2

Which 2 actions demonstrate connectivity?

A. Arrange a number of briefing sessions for Customer Services staff, over lunch times and in a comfortable setting. B. Make short videos available showing how customer service teams from other companies effectively provide services for these types of offerings. C. Create a central area on the UniCo internal shared work system for the Change Programme to collaborate and comment on the materials. D. Ask the senior leadership to provide examples of other companies undertaking, and successfully overcoming, similar challenges. E. Send the plans of the new office layout to the Selco staff showing them where each individual will be located.

AArrange a number of briefing sessions for Customer Services staff, over lunch times and in a comfortable setting
This action directly supports connectivity by fostering open discussions, improving communication, and ensuring that staff have a platform to interact and share ideas in a comfortable environment.
Correct.

BMake short videos available showing how customer service teams from other companies effectively provide services for these types of offerings
While informative, this action focuses more on education and benchmarking than on fostering connections or interaction between team members.
Incorrect.

CCreate a central area on the UniCo internal shared work system for the Change Programme to collaborate and comment on the materials
This promotes connectivity by creating a space where staff can interact, share feedback, and collaborate on the change initiative. A shared workspace enhances team alignment and communication.
Correct.

DAsk the senior leadership to provide examples of other companies undertaking, and successfully overcoming, similar challenges
This action primarily addresses leadership engagement and inspiration rather than connectivity among team members. It does not involve active collaboration or interaction.
Incorrect.

ESend the plans of the new office layout to the Selco staff showing them where each individual will be located
While this action communicates logistical details, it does not create opportunities for connection or collaboration between stakeholders.
Incorrect.
Why A and C are the Correct Answers (Scenario Alignment)
Both actions emphasize interaction and collaboration among stakeholders:
A: Encourages personal interaction in an informal setting, promoting open dialogue and better connections.
C: Provides a digital platform for collaboration, ensuring all stakeholders remain connected and informed.
Reference (AgilePM and Scenario Alignment):
AgilePM Handbook, Chapter 6: Collaboration and Communication in Change Management.
UniCo Scenario: 'Staff need to work collaboratively to develop the new attitudes and capabilities required to succeed in the mobile applications market.'
Agile Business Consortium -- Creating Collaborative Workspaces for Change.

Answer : A, C

Comprehensive and Detailed Step-by-Step Explanation

Understanding Connectivity in Change Management

Connectivity refers to fostering a sense of shared purpose, collaboration, and strong communication between all stakeholders. Actions demonstrating connectivity help stakeholders feel linked to the broader change initiative, ensuring smooth transitions and alignment of efforts.

Option Analysis

Question 3

Answer the following questions about applying the principles for building

engagement to the Change Programme, defined by Hodges.

Which 2 actions demonstrate inclusivity?

A. Consider providing everyone at the next staff event with pens and notebooks with the UniCo logo and an image representing this change programme. B. Define in early key messages how the inclusion of Selco links to the strategic repositioning of UniCo in the marketplace. C. Encourage the team from Selco to continue to use their old logo as a way of maintaining some familiar symbolism they can identify with. D. Provide opportunities for staff who had volunteered to act as mentors during the Change Programme to meet to resolve resistance issues. E. Invite those staff who are asking questions about the Change Programme proposals to suggest what might work for them.

AConsider providing everyone at the next staff event with pens and notebooks with the UniCo logo and an image representing this change programme
While distributing branded items helps promote a sense of identity and connection, this action does not directly foster inclusivity. It is more of a promotional activity than one aimed at active participation or involvement.
Incorrect.

BDefine in early key messages how the inclusion of Selco links to the strategic repositioning of UniCo in the marketplace
While this action is important for clear communication, it focuses on alignment with strategic goals rather than creating an inclusive environment. Inclusivity requires active engagement of individuals, which this option does not fully address.
Incorrect.

CEncourage the team from Selco to continue to use their old logo as a way of maintaining some familiar symbolism they can identify with
Allowing Selco to retain their old logo might help preserve some sense of identity, but it creates a division rather than fostering integration. True inclusivity would involve bringing teams together under a shared vision or brand.
Incorrect.

DProvide opportunities for staff who had volunteered to act as mentors during the Change Programme to meet to resolve resistance issues
This action fosters inclusivity by actively involving staff members in resolving issues collaboratively. Mentors can bridge gaps between teams, address concerns, and ensure that everyone feels included in the change process.
Correct.

EInvite those staff who are asking questions about the Change Programme proposals to suggest what might work for them
This demonstrates inclusivity by giving staff a platform to voice their concerns and contribute to solutions. By involving them in decision-making, it ensures that their perspectives are considered, fostering ownership and reducing resistance.
Correct.
Why D and E are the Correct Answers (Scenario Alignment)
Both options emphasize participation, collaboration, and addressing individual concerns. These actions align with Hodges' principles for inclusivity by enabling direct involvement and empowering stakeholders in the change process.
Reference (AgilePM and Scenario Alignment):
UniCo Scenario: 'Staff concerns must be addressed to build alignment and reduce resistance to change.'
AgilePM Handbook, Chapter 6: Building Stakeholder Engagement and Inclusivity.
Agile Business Consortium -- Managing Cultural and Emotional Barriers During Change.

Answer : D, E

Comprehensive and Detailed Step-by-Step Explanation

Understanding Inclusivity in Change Management

Inclusivity involves ensuring that all individuals impacted by the change feel included, valued, and heard. It requires active engagement, participation, and consideration of diverse perspectives and needs. As per Hodges' principles for building engagement, inclusivity fosters collaboration and reduces resistance by addressing emotional and cultural barriers.

Option Analysis

Question 4

Which item is MOST likely to be considered as a pain point for a 'Sales team member' stakeholder?

A. Rebranding gives the company a modern look that has been missing historically. B. Comprehensive training is required to broaden skills, that are recognized as best practice. C. Increased effort will be needed initially to learn the new supporting business processes. D. This gives an opportunity for all staff to be involved and engaged in shaping the change.

ARebranding gives the company a modern look that has been missing historically
This statement highlights a positive aspect of the change rather than a 'pain point.' While rebranding may indirectly impact the Sales team, it is unlikely to be perceived as a primary concern or challenge.
Incorrect.

BComprehensive training is required to broaden skills, that are recognized as best practice
While training is an important component of change, the statement frames it positively (broadening skills recognized as best practices). Training may be challenging, but it is not likely the most significant pain point for Sales team members in this scenario.
Incorrect.

CIncreased effort will be needed initially to learn the new supporting business processes
The UniCo scenario indicates that Sales team members are already facing disruptions to their normal processes. Learning and adapting to new supporting business processes (e.g., systems and practices introduced to align with Selco's expertise) requires significant effort and is a clear 'pain point.' This aligns directly with the operational challenges described for the Sales staff.
Correct.

DThis gives an opportunity for all staff to be involved and engaged in shaping the change
Similar to A, this option reflects a positive engagement opportunity rather than a pain point. While involvement in shaping change is beneficial, it does not directly address the challenges faced by Sales team members.
Incorrect.
Why C is the Correct Answer (Scenario Alignment)
The Sales staff at UniCo are already facing disruptions and challenges due to the rebranding and integration of Selco. Adapting to new business processes, particularly those supporting mobile applications and innovation, represents a pain point as it demands additional effort and adjustment during the change process.
Reference (UniCo Scenario and AgilePM Alignment):
UniCo Scenario: 'Sales staff have faced disruption due to changes in sales processes and must adapt to new supporting processes.'
AgilePM Handbook, Chapter 8: Addressing Stakeholder Needs and Managing Change Impacts.
Agile Business Consortium -- Stakeholder Pain Points and Impact Assessment.

Answer : C

Comprehensive and Detailed Step-by-Step Explanation

Understanding Stakeholder Pain Points in the UniCo Scenario

A 'pain point' refers to challenges, concerns, or additional efforts that stakeholders perceive during a change process. For the Sales team members, these challenges would most likely relate to adapting to new processes and requirements resulting from the rebranding and strategic shift.

Option Analysis

Question 5

Which information could be recorded on an 'empathy map' for the marketing staff?

A. The Promotions Team Leader has noted that staff have raised concerns about how the change may reduce their sales during the seasonal promotions. B. The Marketing Manager has identified potential stakeholders, drawn symbolic figures of each of them and positioned them on a visual diagram. C. The Marketing analyst staff have made a list of potential stakeholders and plan to share this with everyone else at the next sales meeting. D. During a meeting of Brand Team Leaders, each participant created a list of stakeholders and then compared these lists in small groups.

AConcerns raised by the Promotions Team Leader about reduced sales
Empathy maps are designed to capture emotional and practical concerns of individuals or teams. In this case, the concerns raised by the staff about sales reductions during seasonal promotions align perfectly with the 'Think and Feel' dimension of empathy mapping.
This information helps the Marketing team identify and address emotional or motivational barriers to the change.
Correct.

BVisual diagram of potential stakeholders with symbolic figures
While visualizing stakeholders on a diagram is a useful exercise, it relates more to stakeholder mapping (e.g., influence-interest grids) than to empathy mapping. This activity does not address the emotional or perceptual aspects that empathy mapping focuses on.
Incorrect.

CA list of stakeholders made by the Marketing analysts
Creating a list of stakeholders and sharing it in a meeting is another stakeholder analysis activity. However, this process does not delve into the emotions, perceptions, or motivations of the marketing staff, which is the purpose of an empathy map.
Incorrect.

DComparing lists of stakeholders during a Brand Team meeting
This activity relates to collaborative stakeholder identification and analysis but does not involve capturing the emotional or perceptual data required for empathy mapping.
Incorrect.
Why A is the Correct Answer (Scenario Alignment)
The Promotions Team Leader's insights directly reflect the type of emotional and motivational data required for an empathy map. This information can help address staff concerns, ensuring the marketing staff are supported and aligned with the change.
Reference (UniCo Scenario and AgilePM Alignment):
UniCo Scenario: Marketing staff concerns about sales impact align with emotional mapping needs.
AgilePM Handbook, Chapter 7: Stakeholder Engagement and Empathy Mapping Tools.
Agile Business Consortium -- Empathy Map Use for Change Management.

Answer : A

Comprehensive and Detailed Step-by-Step Explanation

Understanding Empathy Mapping

An empathy map is a tool used to understand the feelings, concerns, motivations, and perceptions of individuals or groups impacted by change. It focuses on what stakeholders:

Think and feel: Emotional concerns or motivations.

Hear: Feedback from others.

See: Observations in their environment.

Say and do: Observable actions or behaviors.

Empathy maps help uncover concerns or barriers that might affect engagement or alignment with change initiatives.

Option Analysis (UniCo-Specific)

Question 6

The Change Manager is looking to develop the change agent network that will support the changes related to the Operational delivery processes workstream.

Which approach is MOST likely to be relevant when deciding on the size of the change network for the Operational delivery processes workstream?

AImmediately assign two change agents as the fulfillment of the new contract will focus the change.

BRecruit change agents mainly from the IT support staff experiencing the most change.

CSelect change agents in the Applications and IT Support areas to cover both locations.

DInvolve as many agents as possible from the Selco staff to utilize their experience.

Answer : C

Comprehensive and Detailed Step-by-Step Explanation

The size and scope of a change agent network must be tailored to the needs of the specific workstream it is supporting. In the case of the Operational delivery processes workstream, the focus is on integrating systems and processes across both the UniCo and Selco locations.

1. Why C (Agents Covering Both Applications and IT Support) is Correct

Broad Coverage: Selecting change agents from both the Applications and IT Support areas ensures that the network addresses the full range of changes required, including technical systems, applications, and IT processes.

Dual Location Focus: The operational delivery workstream spans both the UniCo and Selco locations. Having representation from both locations ensures that changes are implemented effectively and address the unique challenges of each site.

Balance of Expertise: IT Support staff are critical for process-related changes, while Applications staff bring expertise in mobile application development, which aligns with UniCo's strategic goals.

2. Analysis of Incorrect Options

Option A (Assign Two Agents):

Assigning only two change agents is overly restrictive and would not provide sufficient coverage for a large-scale integration of operational processes across multiple departments and locations.

Eliminate.

Option B (Recruit Mainly IT Support Staff):

While IT Support staff are experiencing significant changes, focusing solely on this group excludes other important areas, such as Applications, which are critical to UniCo's strategy of integrating mobile applications.

Eliminate.

Option D (Involve Only Selco Staff):

Although Selco staff bring valuable expertise in mobile applications, relying exclusively on them could alienate UniCo staff and hinder buy-in for the change. A balanced network incorporating both UniCo and Selco staff is more effective.

Eliminate.

3. Practical Implications

Selecting change agents from both Applications and IT Support ensures that the network is comprehensive and aligned with the goals of the operational delivery processes workstream.

This approach also promotes collaboration between UniCo and Selco staff, which is essential for successful integration and cultural alignment.

Question 7

To ensure that the UniCo change programme is successful, the Chief Executive Officer (CEO) knows that correctly assigning the key change roles will be essential.

Which 2 Sales Team Leaders (TL) are likely to be the line leaders MOST engaged in implementing change, based on the actions that have occurred to date?

AThe Sales Reporting TL, who has been allowed to see the confidential figures used to justify the Selco acquisition.

BThe Large Systems TL, who, due to their area's complexity, is scheduled to become involved later in the programme.

CThe Finance Systems TL, who sent a team member to replace them in early meetings of the change programme.

DThe South Region TL, who has continued to advocate that sales of Large Systems remain UniCo's priority.

EThe North Region TL, who has raised concerns about the change approach and whose feedback has been applied.

Answer : A, E

Comprehensive and Detailed Step-by-Step Explanation

Selecting the most engaged line leaders requires identifying those who are actively participating in or contributing to the change program. The actions taken by the Sales Team Leaders (TLs) reveal their level of involvement, commitment, and influence in the implementation of the change initiative.

1. Why A (Sales Reporting TL) is Correct

Access to confidential figures used to justify the Selco acquisition demonstrates trust and engagement in the program.

This involvement indicates that the Sales Reporting TL is both informed and influential in driving the change initiative forward.

2. Why E (North Region TL) is Correct

By raising concerns about the change approach and seeing their feedback applied, the North Region TL has demonstrated active engagement in the process.

Their concerns and subsequent actions show they are not only participating but also influencing the direction of the change initiative, making them a key contributor.

3. Analysis of Incorrect Options

Option B (Large Systems TL):

Being scheduled to become involved later suggests that they are not currently engaged in the implementation of the program.

Eliminate.

Option C (Finance Systems TL):

Delegating responsibility to a team member indicates a lack of direct engagement in the change program. A key change leader should be actively involved, not represented by others.

Eliminate.

Option D (South Region TL):

Advocating for maintaining a focus on Large Systems indicates resistance to the new direction, which is centered around mobile applications. This lack of alignment with the change goals makes them less suitable as a key change leader.

Eliminate.

4. Practical Implications

Engaged leaders like the Sales Reporting TL (A) and the North Region TL (E) can act as role models and advocates for the change program, ensuring alignment and addressing resistance within their teams.

Their actions demonstrate a balance of participation, influence, and commitment, which is essential for driving the change initiative successfully.