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| Section | Weight | Objectives |
|---|---|---|
| DevOps and Transformational Leadership | 15% | - Transformational leadership principles - Definitions and benefits of DevOps - Leadership frameworks for change |
| Leading Cultural Change | 5% | - Driving behavioural and cultural transformation - Empowerment and participation |
| Unlearning Behaviors | 15% | - Governance, risk and compliance in DevOps - Mindset and mental models - Cognitive bias and psychological safety |
| Measuring to Improve | 15% | - Value stream mapping - Avoiding measurement pitfalls - Meaningful metrics and indicators |
| Articulating and Realising Value | 10% | - Communicating value to stakeholders - Value outcomes and benefits realization - Investment cases and business justification |
| Target Operating Models and Organizational Design | 10% | - Designing DevOps-aligned operating models - Conway's Law and organizational structure - Team structures and collaboration |
| Measuring to Learn | 15% | - Purpose of measurement - Evaluating DevOps performance - Tools and techniques for measurement |
| Becoming a DevOps Organisation | 15% | - Differences between DevOps and traditional IT - DevOps principles and adoption - Building safety and continuous improvement |
IT인증자격증은 국제적으로 승인받는 자격증이기에 많이 취득해두시면 취업이나 승진이나 이직이나 모두 편해집니다. 다른 사람이 없는 자격증을 내가 가지고 있다는것은 실력을 증명해주는 수단입니다. Peoplecert인증 DevOps-Leader시험은 널리 승인받는 자격증의 시험과목입니다. Peoplecert인증 DevOps-Leader덤프로Peoplecert인증 DevOps-Leader시험공부를 하시면 시험패스 난이도가 낮아지고 자격증 취득율이 높이 올라갑니다.자격증을 많이 취득하여 취업이나 승진의 문을 두드려 보시면 빈틈없이 닫힌 문도 활짝 열릴것입니다.
질문 # 23
What is a characteristic of a Teal organization?
정답：B
설명：
The correct answer is D because Teal organizations are characterized by self-management, distributed authority, evolutionary purpose, and high levels of peer accountability. In a Teal model, people are not primarily controlled through rigid hierarchy, layers of middle management, or extensive command-and- control mechanisms. Instead, teams organize around shared purpose and are accountable to one another for achieving collective outcomes.
This idea is relevant to DevOps because high-performing DevOps organizations often require more autonomy, faster local decision-making, and stronger team ownership than traditional functional structures allow. Teams closest to the work need enough authority to improve flow, respond to feedback, resolve constraints, and deliver value safely. Peer accountability supports this because responsibility is embedded in the team rather than imposed only through managerial escalation.
Options A, B, and C describe more traditional or mechanistic organizational models. Viewing the organization as a machine, relying on multiple management layers, and using prevalent control mechanisms are inconsistent with Teal principles. DevOps leaders may not convert an entire enterprise to Teal, but the concepts help explain why autonomy, trust, and self-organization matter. Relevant study guide references:
Target Operating Models and Organizational Designs; DevOps and Transformational Leadership; Maintaining Energy and Momentum.
질문 # 24
When you are writing a DevOps investment case, which of the following is a hard, quantifiable benefit you can state?
정답：A
설명：
The correct answer is A because revenue from accelerating time to value is a hard, quantifiable business benefit. A DevOps investment case must translate improvement activity into measurable organizational outcomes. Faster delivery of valuable functionality can directly affect revenue by enabling earlier market entry, quicker customer adoption, faster realization of product enhancements, and reduced delay cost.
Customer satisfaction, competitive advantage, and market perception are important, but they are generally softer or less directly quantifiable unless converted into measurable indicators. For example, customer satisfaction may be tracked through NPS or churn, and competitive advantage may influence revenue, but the option that most directly expresses a financial benefit is accelerated revenue from faster time to value.
DevOps leaders need this distinction when building executive support. Tooling, automation, team redesign, continuous delivery, and value stream improvement should not be justified only as technical improvements.
They should be linked to financial and operational outcomes such as increased revenue, reduced cost of delay, lower change failure cost, faster recovery, and improved capacity for innovation. Relevant study guide references: Measuring to Improve; Measuring to Learn; Becoming a DevOps Organization.
질문 # 25
Which is NOT a characteristic of a DevOps culture?
정답：A
설명：
The correct answer is D because DevOps culture depends on cross-functional collaboration. DevOps emerged to reduce the friction created by separated development, operations, testing, security, release, and business functions. When collaboration is discouraged, teams revert to silos, handoffs, blame, delayed feedback, and local optimization. That is the opposite of the cultural intent of DevOps.
The other options are positive DevOps cultural characteristics. Viewing failure as a learning opportunity supports psychological safety, experimentation, incident learning, and continuous improvement. Welcoming new ideas encourages innovation and helps teams challenge legacy assumptions. Sharing risks and responsibilities creates alignment across functions and reduces the "throw it over the wall" mentality that often exists in traditional IT.
A DevOps culture does not mean absence of discipline or accountability. It means teams use transparency, shared goals, evidence, and feedback to improve the system of work. Leaders should actively encourage collaboration across product, development, operations, security, and business stakeholders so that outcomes are owned collectively. Relevant study guide references: DevOps and Transformational Leadership; Unlearning Behaviors; Becoming a DevOps Organization; Maintaining Energy and Momentum.
질문 # 26
Which of the following is a characteristic of transformation as opposed to evolution?
정답：A
설명：
The correct answer is A because transformation, when contrasted with evolution, is often characterized as a deliberate, directed, and orchestrated change effort, commonly driven from the top by a senior leader or small leadership group. It is typically planned around a defined future state and mobilized through vision, sponsorship, communication, and coordinated intervention. In DevOps leadership, this distinction matters because organizations frequently describe major change programs as "transformations" when they are actively steering people, structures, practices, and technology toward a new operating model.
The other options align more closely with evolutionary change. Empowered people participating, distributed authority, and systemic thinking are characteristics of an adaptive, emergent, and organization-wide evolution.
Evolution depends on many local decisions, learning loops, experiments, and adjustments across the system rather than centralized orchestration by one individual.
A DevOps Leader must understand both modes. Transformation can create urgency and direction, but evolution helps sustain learning and adaptation. Relevant study guide references: DevOps and Transformational Leadership; Maintaining Energy and Momentum; Articulating and Socializing Vision; Unlearning Behaviors.
질문 # 27
In Kolb's Learning Styles, when a person is thinking and watching, what are they doing?
정답：D
설명：
The correct answer is B. In Kolb's Learning Styles model, "thinking and watching" corresponds to Assimilating. Kolb's model combines two dimensions: how people perceive information and how they process it. "Thinking" aligns with abstract conceptualization, while "watching" aligns with reflective observation. Together, these form the Assimilating learning style.
Assimilating learners tend to prefer logical analysis, structured models, concepts, theories, and reflective understanding. They often want to understand the "why" behind a practice before applying it. In DevOps leadership, recognizing different learning styles is useful because transformation requires people to learn new behaviors, unlearn old assumptions, and adopt new ways of working. A leader who only communicates through one style may fail to engage the whole organization.
The other styles map differently. Diverging is feeling and watching. Converging is thinking and doing.
Accommodating is feeling and doing. DevOps leaders should support learning through explanation, experimentation, reflection, practice, and feedback so that different learning preferences are addressed.
Relevant study guide references: Unlearning Behaviors; Maintaining Energy and Momentum; DevOps and Transformational Leadership.
질문 # 28
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