WGU C208 EXAMS COMPILATION
CERTIFICATION EVALUATION SCRIPT 2026
COMPLETE ANSWERS PASSED REVIEW
⩥ Evolutionary Change. Answer: Happens in increments, it is slow and
takes place gradually and over time
⩥ Revolutionary Change. Answer: Represents a profound transformation
of the organization
⩥ Anticipatory Leaders. Answer: Futuristic, and strategic in how they
look at the world around them in an effort to seize opportunities
⩥ Reactive Leaders. Answer: Pressured to solve the problem, could be
from poor planning or lack of attention given to signs around them
⩥ Crisis Leaders. Answer: A possible test of leadership skills and a
leader's temperament
⩥ Evolutionary Leaders. Answer: Coaching and supporting, cause
change to occur in a calculated and controlled manner
,⩥ Revolutionary Leaders. Answer: Top-down and directive, leaders need
to be decisive and time is of the essence
⩥ Lewin's Model of Change. Answer: Continuous process used for each
facet of needed change to an organization.
1. Unfreeze the old
2. Change / introduce the new
3. Refreeze the new into the organization
⩥ Lewin's Model Stage 1. Unfreeze. Answer: People in the organization
made aware of problems / performance gap and the need for change
⩥ Lewin's Model Stage 2. Change. Answer: People experiment with new
workplace behavior to deal with the needed change
⩥ Lewin's Model Stage 3. Freezing or Refreezing. Answer: People
employ new skills and attitudes and are rewarded by the organization
⩥ Kotter's Eight Step Model. Answer: 1. Establish a sense of urgency
2. Form a guiding coalition
3. Create a vision
4. Communicate the vision
, 5. Empower others to act on the vision
6. Coach change leaders
7. Plan for and create short-term wins
8. Consolidate gains
⩥ Kotter's Model Step 1. Establish a sense of urgency. Answer:
Employees need to believe in the need for change
⩥ Kotter's Model Step 2. Form a guiding coalition. Answer: The
manager should assemble a group of people who support the need for
change
⩥ Kotter's Model Step 3. Create a vision. Answer: A manager needs to
create a vision of what the organization will look like after the change,
the goal of the vision is to get employee buy-in.
⩥ Kotter's Model Step 4. Communicate the vision. Answer:
Management must communicate the vision of change to all relevant
employees to further develop buy-in
⩥ Kotter's Model Step 5. Empower others to act on the vision. Answer:
Employees should be encouraged to discuss the vision for change and
how to implement it. Employees should know that acting in accord with
the vision will be rewarded
CERTIFICATION EVALUATION SCRIPT 2026
COMPLETE ANSWERS PASSED REVIEW
⩥ Evolutionary Change. Answer: Happens in increments, it is slow and
takes place gradually and over time
⩥ Revolutionary Change. Answer: Represents a profound transformation
of the organization
⩥ Anticipatory Leaders. Answer: Futuristic, and strategic in how they
look at the world around them in an effort to seize opportunities
⩥ Reactive Leaders. Answer: Pressured to solve the problem, could be
from poor planning or lack of attention given to signs around them
⩥ Crisis Leaders. Answer: A possible test of leadership skills and a
leader's temperament
⩥ Evolutionary Leaders. Answer: Coaching and supporting, cause
change to occur in a calculated and controlled manner
,⩥ Revolutionary Leaders. Answer: Top-down and directive, leaders need
to be decisive and time is of the essence
⩥ Lewin's Model of Change. Answer: Continuous process used for each
facet of needed change to an organization.
1. Unfreeze the old
2. Change / introduce the new
3. Refreeze the new into the organization
⩥ Lewin's Model Stage 1. Unfreeze. Answer: People in the organization
made aware of problems / performance gap and the need for change
⩥ Lewin's Model Stage 2. Change. Answer: People experiment with new
workplace behavior to deal with the needed change
⩥ Lewin's Model Stage 3. Freezing or Refreezing. Answer: People
employ new skills and attitudes and are rewarded by the organization
⩥ Kotter's Eight Step Model. Answer: 1. Establish a sense of urgency
2. Form a guiding coalition
3. Create a vision
4. Communicate the vision
, 5. Empower others to act on the vision
6. Coach change leaders
7. Plan for and create short-term wins
8. Consolidate gains
⩥ Kotter's Model Step 1. Establish a sense of urgency. Answer:
Employees need to believe in the need for change
⩥ Kotter's Model Step 2. Form a guiding coalition. Answer: The
manager should assemble a group of people who support the need for
change
⩥ Kotter's Model Step 3. Create a vision. Answer: A manager needs to
create a vision of what the organization will look like after the change,
the goal of the vision is to get employee buy-in.
⩥ Kotter's Model Step 4. Communicate the vision. Answer:
Management must communicate the vision of change to all relevant
employees to further develop buy-in
⩥ Kotter's Model Step 5. Empower others to act on the vision. Answer:
Employees should be encouraged to discuss the vision for change and
how to implement it. Employees should know that acting in accord with
the vision will be rewarded
