WGU C208 EXAM MANUAL 2025/2026 QUESTIONS WITH
ANSWERS GRADED A+
✔✔Factors that affect teams - ✔✔* Change in priorities
* People leaving
* New people join the team
* Changes to ways the group works together
* Continually in motion due to changes in the type of work
✔✔Role of Change Agents - ✔✔Change agents initiate, spearhead, and champion
change
✔✔Leading Types of Change - ✔✔There are five common types of change:
1. Anticipatory
2. Reactive
3. Crisis
4. Evolutionary
5. Revolutionary
✔✔Anticipatory Change - ✔✔Anticipatory change occurs when an organization has the
luxury of time and advanced warning to manage the change in an informed and
systematic change
✔✔Reactive Change - ✔✔Forced upon an organization because a threat or problem
has already occurred
✔✔Crisis Change - ✔✔Stems from a potential or actual crisis
✔✔Evolutionary Change - ✔✔Happens in increments, it is slow and takes place
gradually and over time
✔✔Revolutionary Change - ✔✔Represents a profound transformation of the
organization
✔✔Anticipatory Leaders - ✔✔Futuristic, and strategic in how they look at the world
around them in an effort to seize opportunities
✔✔Reactive Leaders - ✔✔Pressured to solve the problem, could be from poor planning
or lack of attention given to signs around them
✔✔Crisis Leaders - ✔✔A possible test of leadership skills and a leader's temperament
✔✔Evolutionary Leaders - ✔✔Coaching and supporting, cause change to occur in a
calculated and controlled manner
, ✔✔Revolutionary Leaders - ✔✔Top-down and directive, leaders need to be decisive
and time is of the essence
✔✔Lewin's Model of Change - ✔✔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 - ✔✔People in the organization made aware of
problems / performance gap and the need for change
✔✔Lewin's Model Stage 2. Change - ✔✔People experiment with new workplace
behavior to deal with the needed change
✔✔Lewin's Model Stage 3. Freezing or Refreezing - ✔✔People employ new skills and
attitudes and are rewarded by the organization
✔✔Kotter's Eight Step Model - ✔✔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 - ✔✔Employees need to believe
in the need for change
✔✔Kotter's Model Step 2. Form a guiding coalition - ✔✔The manager should assemble
a group of people who support the need for change
✔✔Kotter's Model Step 3. Create a vision - ✔✔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 - ✔✔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 - ✔✔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
ANSWERS GRADED A+
✔✔Factors that affect teams - ✔✔* Change in priorities
* People leaving
* New people join the team
* Changes to ways the group works together
* Continually in motion due to changes in the type of work
✔✔Role of Change Agents - ✔✔Change agents initiate, spearhead, and champion
change
✔✔Leading Types of Change - ✔✔There are five common types of change:
1. Anticipatory
2. Reactive
3. Crisis
4. Evolutionary
5. Revolutionary
✔✔Anticipatory Change - ✔✔Anticipatory change occurs when an organization has the
luxury of time and advanced warning to manage the change in an informed and
systematic change
✔✔Reactive Change - ✔✔Forced upon an organization because a threat or problem
has already occurred
✔✔Crisis Change - ✔✔Stems from a potential or actual crisis
✔✔Evolutionary Change - ✔✔Happens in increments, it is slow and takes place
gradually and over time
✔✔Revolutionary Change - ✔✔Represents a profound transformation of the
organization
✔✔Anticipatory Leaders - ✔✔Futuristic, and strategic in how they look at the world
around them in an effort to seize opportunities
✔✔Reactive Leaders - ✔✔Pressured to solve the problem, could be from poor planning
or lack of attention given to signs around them
✔✔Crisis Leaders - ✔✔A possible test of leadership skills and a leader's temperament
✔✔Evolutionary Leaders - ✔✔Coaching and supporting, cause change to occur in a
calculated and controlled manner
, ✔✔Revolutionary Leaders - ✔✔Top-down and directive, leaders need to be decisive
and time is of the essence
✔✔Lewin's Model of Change - ✔✔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 - ✔✔People in the organization made aware of
problems / performance gap and the need for change
✔✔Lewin's Model Stage 2. Change - ✔✔People experiment with new workplace
behavior to deal with the needed change
✔✔Lewin's Model Stage 3. Freezing or Refreezing - ✔✔People employ new skills and
attitudes and are rewarded by the organization
✔✔Kotter's Eight Step Model - ✔✔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 - ✔✔Employees need to believe
in the need for change
✔✔Kotter's Model Step 2. Form a guiding coalition - ✔✔The manager should assemble
a group of people who support the need for change
✔✔Kotter's Model Step 3. Create a vision - ✔✔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 - ✔✔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 - ✔✔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
