CCMP - Certified Change Management Profesionnal Flashcards
(145 cards)
1
Q
What is adoption?
A) The achievement of the expected outcomes of a change
B) The transition from a current state to a future state
C) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits
D) Choosing to accept and demonstrate a new way of thinking or behaving.
A
Answer: D) Choosing to accept and demonstrate a new way of thinking or behaving.
2
Q
What are benefits?
A) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
B) The specific, measurable result or effect of an action or situation.
C) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
D) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.
A
Answer: D) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.
3
Q
What is benefit realisation?
A) The specific, measurable result or effect of an action or situation.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The achievement of the expected outcomes of a change.
D) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
A
Answer: C) The achievement of the expected outcomes of a change.
4
Q
What is change?
A) The specific, measurable result or effect of an action or situation.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The transition from a current state to a future state.
D) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.
A
Answer: C) The transition from a current state to a future state.
5
Q
What is current state?
A) The condition at the time when the benefits have been realized.
B) The condition at the time the change is initiated.
C) The specific, measurable result or effect of an action or situation.
D) How people, process, technology, and the workplace are affected during the transition from the current state to the future state.
A
Answer: B) The condition at the time the change is initiated.
6
Q
What is future state?
A) The condition at the time the change is initiated.
B) The transition from a current state to a future state.
C) The specific, measurable result or effect of an action or situation.
D) The condition at the time when the benefits have been realized.
A
Answer: D) The condition at the time when the benefits have been realized.
7
Q
What is change impact?
A) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
B) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
C) How people, process, technology, and the workplace are affected during the transition from the current state to the future state.
D) The specific, measurable result or effect of an action or situation.
A
Answer: C) How people, process, technology, and the workplace are affected during the transition from the current state to the future state.
8
Q
What is change management?
A) The achievement of the expected outcomes of a change.
B) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
C) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
D) The specific, measurable result or effect
A
Answer: B) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
9
Q
What is change risks?
A) An event or condition that may not have an effect on the change benefits.
B) An event or condition that will have a positive effect on the change benefits.
C) An event or condition that, if it occurs, may have an effect on the change benefits.
D) An event or condition that has no relation to the change benefits.
A
Answer: C) An event or condition that, if it occurs, may have an effect on the change benefits.
10
Q
What is change saturation?
A) When there is not enough change occurring in an organization.
B) When the amount of change occurring in an organization is just enough to be handled by those affected by the change.
C) When the amount of change occurring in an organization is more than can be effectively handled by those affected by the change.
D) When there is too much change occurring in an organization.
A
Answer: C) When the amount of change occurring in an organization is more than can be effectively handled by those affected by the change.
11
Q
What is competency?
A) The organizational or individual collection of knowledge, skills, and abilities.
B) The organizational or individual collection of physical resources.
C) The organizational or individual collection of financial resources.
D) The organizational or individual collection of emotional resources.
A
Answer: A) The organizational or individual collection of knowledge, skills, and abilities.
12
Q
What is engagement?
A) A feeling of disinterest or detachment from the change process.
B) The act of changing one’s behavior to align with the future state.
C) The act of actively involving stakeholders and allowing them to influence the change process.
D) The act of enforcing the change process on stakeholders.
A
Answer: C) The act of actively involving stakeholders and allowing them to influence the change process.
13
Q
What is governance?
A) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
B) The decision-making processes, applied by unauthorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
C) The decision-making processes, applied by authorized individuals or teams, for ignoring, monitoring, and adjusting activities of a change management plan.
D) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, ignoring, and adjusting activities of a change management plan.
A
Answer: A) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
14
Q
What is an outcome?
A) A non-specific, non-measurable result or effect of an action or situation.
B) A specific, measurable result or effect of an action or situation.
C) A negative result or effect of an action or situation.
D) An unclear result or effect of an action or situation.
A
Answer: B) A specific, measurable result or effect of an action or situation.
15
Q
What is readiness?
A) The unpreparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
D) The act of enforcing the change process on stakeholders.
A
Answer: B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
16
Q
What is the definition of “Resistance” in change management?
A) The individual or group in the organization accountable for the realization of the benefits of a change
B) The process of addressing stakeholders’ opposition to a change
C) A stakeholder’s opposition to a change.
D) The ability to maintain the future state
A
Answer: C) a stakeholder’s opposition to a change.
17
Q
What is “Resistance management” in change management?
A) The process of addressing stakeholders’ opposition to a change.
B) The process of aligning stakeholders to support and own a change.
C) The description of the future state.
D) The achievement of the expected outcomes of a change.
A
Answer: A) the process of addressing stakeholders’ opposition to a change.
18
Q
Who is a “Sponsor”?
A) An individual affected by a change.
B) The process of aligning stakeholders to support and own a change.
C) The individual or group in the organization accountable for the realization of the benefits of a change.
D) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
A
Answer: C) the individual or group in the organization accountable for the realization of the benefits of a change.
19
Q
What is ”Sponsorship”?
A) The individual or group in the organization accountable for the realization of the benefits of a change.
B) The process of addressing stakeholders’ opposition to a change.
C) The process of aligning stakeholders to support and own a change.
D) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
A
Answer: C) the process of aligning stakeholders to support and own a change.
20
Q
Who is a “Stakeholder”?
A) An individual affected by a change.
B) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
C) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.
D) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
A
Answer: A) an individual affected by a change.
21
Q
What is “Sustainability”?
A) The ability to maintain the future state.
B) The process of aligning stakeholders to support and own a change.
C) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
D) The achievement of the expected outcomes of a change.
A
Answer: A) the ability to maintain the future state.
22
Q
What is “Vision”?
A) The achievement of the expected outcomes of a change.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
D) The description of the future state.
A
Answer: D) the description of the future state.
23
Q
What is the definition of “Change is a process”?
A) The individual or group in the organization accountable for the realization of the benefits of a change.
B) The ability to maintain the future state.
C) The process of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
D) Change is not a single event, but a transitional process with multiple and varied events supporting the objective of moving an organization and its stakeholders from a current state to a future state.
A
Answer: D) Change is not a single event, but a transitional process with multiple and varied events
24
Q
What is the likelihood of change adoption and benefits realization with effective change management?
A) Low
B) Moderate
C) High
D) Very High
A
Answer: C) High
25
**Is successful change adoption and benefits realization guaranteed without change management?**
A) Yes
B) No
C) It depends
D) Maybe
Answer: B) No
26
**What are the functions of a vision statement in change management?**
A) Provides clarity of direction and focus for the organization and stakeholders
B) Identifies high-level results and expected benefits to be achieved
C) Sets the stage for leaders to align stakeholders to a common plan
D) All of the above
Answer: D) All of the above
27
**Defining a change by the name of a project or initiative is often:**
A) Complete
B) Incomplete
C) Adequate
D) Sufficient
Answer: B) Incomplete
28
**What makes each change unique?**
A) It affects individuals and organizations with unique value systems and cultural norms
B) It affects individuals and organizations with unique histories and experiences with past changes
C) It affects individuals and organizations with unique leadership styles and levels of competency in managing change
D) All of the above
Answer: D) All of the above
29
**What are the two components that comprise the basis of a change definition and risk assessment?**
A) An analysis of change variables providing insight on its size and complexity and an assessment of the organization delivering insight regarding culture and readiness
B) An analysis of the organization providing insight regarding culture and readiness and an assessment of stakeholders delivering insight regarding their resistance to change
C) An analysis of the change variables providing insight on the expected benefits and an assessment of stakeholders delivering insight regarding their acceptance of change
D) None of the above
Answer: A) An analysis of change variables providing insight on its size and complexity and an assessment of the organization delivering insight regarding culture and readiness
30
**Is change management a one-size-fits-all approach?**
A) Yes
B) No
C) It depends
D) Maybe
Answer: B) No
31
**Why is effective integration of project management and change management important?**
A) To ensure that organizational objectives are achieved
B) To ensure that change is delivered on time
C) To ensure that change is delivered under budget
D) To ensure that all stakeholders are happy with the change
Answer: A) To ensure that organizational objectives are achieved
32
**Are project management and change management the same discipline?**
A) Yes
B) No
C) Sometimes
D) It depends
Answer: B) No
33
**When should the scope and focus of project and change management be defined?**
A) During the implementation phase
B) After project milestones are met
C) Early in the planning process
D) After the change is implemented
Answer: C) Early in the planning process
34
**What should be identified and documented regarding project and change management?**
A) Differences between the disciplines
B) How the disciplines will work together
C) How to separate the disciplines
D) How to avoid the disciplines from overlapping
Answer: B) How the disciplines will work together
35
**Should project management and change management plans be integrated into an overall plan?**
A) Yes, because project milestones and change management activities may trigger one another
B) No, because they are two distinct disciplines
C) Only if the organization is large enough to require it
D) It depends on the size of the change
Answer: A) Yes, because project milestones and change management activities may trigger one another
36
**Are all tools specific to project management or change management?**
A) Yes, there are no common tools
B) No, some tools may be common to both
C) Only tools related to risk management are common to both
D) It depends on the size of the change
Answer: B) No, some tools may be common to both
37
**What is the role of project management and change management in delivering and implementing change?**
A) Project management delivers the planned change, and change management ensures that the delivered change is implemented and adopted
B) Project management and change management deliver the planned change
C) Change management delivers the planned change, and project management ensures that the delivered change is implemented and adopted
D) Project management delivers the planned change, and change management ensures that the expected benefits are realized
Answer: A) Project management delivers the planned change, and change management ensures that the delivered change is implemented and adopted
38
**What does change management assess and understand at an organizational level?**
A) Current market trends
B) Current cultural attributes
C) Competition in the industry
D) Availability of resources
Answer: B) Current cultural attributes
39
**What does change management address and manage at an individual level?**
A) Unique perspectives, biases, motivations
B) Technical skills and knowledge
C) Ability to manage projects
D) Budget constraints
Answer: A) Unique perspectives, biases, motivations
40
**What is the role of a Change Management Practitioner?**
A) Responsible for the change strategy
B) Accountable for the change strategy
C) Responsible for coordinating, applying, and tracking change management tools or activities
D) Accountable for coordinating, applying, and tracking change management tools or activities
Answer: C) Responsible for coordinating, applying, and tracking change management tools or activities
41
**What is a Change Management Team?**
A) A group of individuals who resist change
B) A group of individuals who develop and facilitate change management activities
C) A group of individuals who are responsible for the change strategy
D) A group of individuals who are not involved in the change management process
Answer: B) A group of individuals who develop and facilitate change management activities
42
**What is a Change Management Lead?**
A) An individual who resists change
B) An individual who is accountable and responsible for the change strategy
C) An individual who opposes the change
D) An individual who is not involved in the change management process
Answer: B) An individual who is accountable and responsible for the change strategy
43
**Who is the primary liaison to the change sponsor, project manager, leadership, overall project team, and stakeholders?**
A) Change Management Lead
B) Change Agents
C) Change Management Team
D) Sponsor
Answer: A) Change Management Lead
44
**Who is the individual or group in the organization accountable for the realization of the benefits of a change?**
A) Change Management Lead
B) Change Agents
C) Change Management Team
D) Sponsor
Answer: D) Sponsor
45
**Who are the functional or social leaders, middle management, and subject matter experts from different areas in the organization who are trusted by colleagues, stakeholders, and executives for their insight into and understanding of the organization?**
A) Change Management Lead
B) Change Agents
C) Change Management Team
D) Sponsor
Answer: B) Change Agents
46
**What can increase the likelihood of successful implementation and adoption of change?**
A) Having a rigid structure
B) Having unclear processes
C) Having people with different visions and goals
D) Continually aligning the organization’s structure, processes, and people to a common vision
Answer: D) Continually aligning the organization’s structure, processes, and people to a common vision
47
**What is an important element of organizational alignment that can influence change strategy success?**
A) The size of the organization
B) The location of the organization
C) The organizational culture
D) The level of competition in the industry
Answer: C) The organizational culture
48
**How is the transition from the current to a future state achieved?**
A) By resisting change
B) By ignoring stakeholder concerns
C) By applying change management processes so that stakeholders are engaged before, during, and after the change process
D) By only engaging stakeholders after the change process is complete
Answer: C) By applying change management processes so that stakeholders are engaged before, during, and after the change process
49
**When is effective change management achieved?**
A) When the perceived negative impacts and risks of the change are maximized
B) When the overall expected benefits are not achieved
C) When the overall expected benefits are achieved, ideally within the budget and schedule, and when the perceived negative impacts and risks of the change are minimized
D) When there is no budget or schedule for the change process
Answer: C) When the overall expected benefits are achieved, ideally within the budget and schedule, and when the perceived negative impacts and risks of the change are minimized.
50
**Why should change management processes be adapted for effectiveness, regardless of the project management methodology employed?**
A) Because project management methodologies do not consider change management
B) Because change management methodologies only work with certain project management methodologies
C) Because change management and project management are interdependent and iterative
D) Because change management and project management should be kept separate
Answer: C)Because change management and project management are interdependent and iterative.
51
**What does the ACMP Standard mandate in terms of activities or process steps?**
A) Specific activities and process steps that must be followed
B) General principles for change management
C) No specific activities or process steps
D) Specific activities and process steps for specific project management methodologies
Answer: C) No specific activities or process steps.
52
**What are the 5 Change Management Process Groups?**
A) Evaluate Change Impact and Organizational Readiness, Formulate the Change Management Strategy, Develop the Change Management Plan, Execute the Change Management Plan, Complete the Change Management Effort
B) Evaluate Change Impact, Define the Change Management Strategy, Plan the Change Management Approach, Implement the Change Management Plan, Measure Change Management Success
C) Identify Change Impact and Risks, Plan Change Management, Implement Change Management, Evaluate Change Management Success, Transition to Business as Usual
D) Assess Change Impact and Stakeholders, Develop Change Management Plan, Implement Change Management Plan, Monitor Change Progress, Evaluate Change Results
Answer: A) Evaluate Change Impact and Organizational Readiness, Formulate the Change Management Strategy, Develop the Change Management Plan, Execute the Change Management Plan, Complete the Change Management Effort.
53
**What is the purpose of Phase 1 - Evaluate Change Impact and Organizational Readiness?**
A) To develop the high-level approach for change management
B) To assess, evaluate, and anticipate an organization and its stakeholders' readiness for change
C) To execute the detailed change management plans
D) To measure results and compare to the expected benefits or business objectives
Answer: B) To assess, evaluate, and anticipate an organization and its stakeholders' readiness for change.
54
**Who is involved in Phase 2 - Formulate the Change Management Strategy?**
A) Project managers and change agents
B) Sponsors, change leaders, content developers, program managers, customers, and others on the project
C) Stakeholders and employees affected by the change
D) Change management practitioners and consultants
Answer: B) Sponsors, change leaders, content developers, program managers, customers, and others on the project.
55
**What does Phase 3 - Develop the Change Management Plan include?**
A) Communications, sponsorship, stakeholder engagement, learning and development, risk management, and measurement and benefits realization
B) Assessment of change impact and organizational readiness
C) Formulation of the change management strategy
D) Execution of the detailed change management plans
Answer: A) Communications, sponsorship, stakeholder engagement, learning and development, risk management, and measurement and benefits realization.
56
**What is the purpose of Phase 4 - Execute the Change Management Plan?**
A) To assess, evaluate, and anticipate an organization and its stakeholders' readiness for change
B) To develop the high-level approach for change management
C) To implement the work/actions in the detailed change management plans
D) To measure results and compare to the expected benefits or business objectives
Answer: C) To implement the work/actions in the detailed change management plans.
57
**What does Phase 5 - Complete the Change Management Effort include?**
A) Assessment of change impact and organizational readiness
B) Formulation of the change management strategy
C) Execution of the detailed change management plans
D) Measuring results and comparing to the expected benefits or business objectives
Answer: D) Measuring results and comparing to the expected benefits or business objectives
58
**When should the evaluation of effects and readiness for change begin?**
A) After formulating change management strategies and plans
B) During the execution of the change management plan
C) Before formulating change management strategies and plans
D) After completing the change management effort
Answer: C) Before formulating change management strategies and plans
59
**What is the purpose of Define the Change?**
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To facilitate the development of the organization's operating state after the change has been adopted
Answer: C) To discern and specify the change the organization intends to adopt to meet a strategic objective
60
**What are the key factors to defining the change?**
A) Developing a clear vision of the future state
B) Identifying goals, objectives, and success criteria
C) Fundamental questions around the change, the purpose, who will be impacted and how, and alignment of the change with organizational goals and needs
D) Providing tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state
Answer: C) Fundamental questions around the change, the purpose, who will be impacted and how, and alignment of the change with organizational goals and needs
61
**What are some examples of inputs for the step "define the change"?**
A) Research, Charter, Strategic Plan, Success Measures
B) Business Case, Change Definition, Charter
C) Stakeholder Engagement Plan, Communications Plan, Training Plan, Risk Management Plan
D) Implementation Plan, Budget, Timeline, Resource Plan
Answer: A) Research, Charter, Strategic Plan, Success Measures
62
**What are some examples of outputs for the step "define the change"?**
A) Change Definition, Charter
B) Research, Charter, Strategic Plan, Success Measures
C) Stakeholder Engagement Plan, Communications Plan, Training Plan, Risk Management Plan
D) Implementation Plan, Budget, Timeline, Resource Plan
Answer: A) Change Definition, Charter
63
**What is the purpose of Determine Why the Change is Required?**
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To facilitate the development of the organization's operating state after the change has been adopted
Answer: B) To explain the current opportunity, risks or consequences, and benefits
64
**What is one of the biggest risks in successfully gaining stakeholder adoption?**
A) A misunderstood or incomplete change rationale
B) Insufficient budget and resources for change management
C) Poor communication with stakeholders
D) Lack of support from the change management team
Answer: A) A misunderstood or incomplete change rationale
65
**What is the purpose of Develop a Clear Vision of the Future State?**
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To facilitate the development of the organization's operating state after the change has been adopted
Answer: D) To facilitate the development of the organization's operating state after the change has been adopted
66
**What is the purpose of Identify Goals, Objectives, and Success Criteria?**
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state
Answer: D) To provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state
67
**What is the purpose of identifying sponsors accountable for the change?**
A) To identify stakeholder attributes
B) To analyze how stakeholders will be impacted by the change
C) To determine accountability requirements
D) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
Answer: C) To determine accountability requirements
68
**What is the purpose of identifying stakeholders affected by the change?**
A) To analyze how stakeholders will be impacted by the change
B) To determine the size, scope, and complexity of the change’s impact on key individuals and groups
C) To determine the cultural elements within the organization that may help or hinder the change direction
D) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
Answer: B) To determine the size, scope, and complexity of the change’s impact on key individuals and groups
69
**What is the purpose of assessing the change impact?**
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To identify stakeholder attributes
C) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology
Answer: D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology
70
**What is the purpose of assessing alignment of the change with organizational strategic objectives and performance measurement?**
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
C) To identify stakeholder attributes
D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology
Answer: B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
71
**What is the purpose of assessing external factors that may affect organizational change?**
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology
C) To identify stakeholder attributes
D) To identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholder adoption of the future state.
Answer: D) To identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholder adoption of the future state.
72
**What is the purpose of assessing organization culture(s) related to the change?**
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
C) To identify stakeholder attributes
D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology
Answer: A) To determine the cultural elements within the organization that may help or hinder the change direction
73
**What is the purpose of assessing organizational capacity for change?**
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
C) To identify stakeholder attributes
D) To determine the ability of the various stakeholders impacted by the change to adopt the change and move toward the future state.
Answer D: To determine the ability of the various stakeholders impacted by the change to adopt the change and move toward the future state.
74
**What is the purpose of assessing organizational readiness for change?**
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the identifiable risks to the proposed change.
D) To determine the organization’s preparedness for change activities.
Answer: D) To determine the organization’s preparedness for change activities.
75
**What is the purpose of assessing communication needs, communication channels, and ability to deliver key messages?**
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the organization’s preparedness for change activities.
D) To determine the communication strategy required to support the transition to the future state.
Answer: D) To determine the communication strategy required to support the transition to the future state.
76
**What is the purpose of assessing learning capabilities?**
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the organization’s preparedness for change activities.
D) To determine the identifiable risks to the proposed change.
Answer: B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
77
**What is the purpose of conducting change risks assessment?**
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the identifiable risks to the proposed change.
D) To determine the organization’s preparedness for change activities.
Answer: C) To determine the identifiable risks to the proposed change.
78
**What is the purpose of formulating the change management strategy?**
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the identifiable risks to the proposed change.
D) To develop the overarching approach for how an organization transitions from its current state to its future state.
Answer: D) To develop the overarching approach for how an organization transitions from its current state to its future state.
79
**What details are included in the change management strategy?**
A) The scale, scope, and complexity of the change program
B) The implementation options, challenges, and constraints
C) The opportunities, success criteria, and measurements
D) All of the above
Answer: D) All of the above
80
**What is the potential consequence of inadequate change planning?**
A) Poor adoption
B) Increased stakeholder engagement
C) Improved communication
D) Successful and sustainable change implementation
Answer: A) Poor adoption
81
**How does sponsorship engagement impact the success of change?**
A) It has no impact
B) It has an indirect impact
C) It has a positive impact
D) It has a negative impact
Answer: C) It has a positive impact
82
**Why are risk levels higher for changes that require behavior changes?**
A) Behavior changes are easier to make compared to learning a new system or process
B) Behavior changes are more disruptive than learning a new system or process
C) Behavior changes are harder to make compared to learning a new system or process
D) Behavior changes have no impact on change success
Answer: C) Behavior changes are harder to make compared to learning a new system or process
83
**When is change success at a greater risk?**
A) When customers and vendors are not affected by the change
B) When customers and vendors are not aware of the change
C) When customers and vendors are affected by the change
D) When customers and vendors are not interested in the change
Answer: C) When customers and vendors are affected by the change
84
**How does an organization's past failures with change impact the risk of current change?**
A) It has no impact
B) It reduces the risk
C) It increases the risk
D) It eliminates the risk
Answer: C) It increases the risk
85
**Who must validate and approve the Change Management Strategy?**
A) The project team
B) The change program sponsor and appropriate program team
C) The organizational leadership only
D) The organizational leadership and the project team
Answer: B) The change program sponsor and appropriate program team
86
**What is the purpose of developing the Communication Strategy?**
A) To create a strategy that ensures the organization and its customers are not aware of the change
B) To create a strategy that ensures the organization and its customers understand the organizational rationale for the change
C) To create a strategy that ensures the organization and its customers are confused about the change
D) To create a strategy that ensures the organization and its customers are not interested in the change
Answer: B) To create a strategy that ensures the organization and its customers understand the organizational rationale for the change
87
**When does successful communication of the Case for Change occur?**
A) When business rationale communications are insufficient
b) When stakeholders cannot articulate how the change affects them
C) When each type and level of stakeholder can clearly articulate what is changing and how it affects the organization
D) When stakeholders are not interested in the change
Answer: C) When each type and level of stakeholder can clearly articulate what is changing, how the change benefits or affects the organization, and how the change affects him or her individually (often referred to as “What’s In It for Me”)
88
**How can storytelling techniques assist in communicating the message to the target audience?**
A) By providing only factual information
B) By using complicated language
C) By including interesting narratives, human interest stories, and arresting imagery
D) By making the message sound boring
Answer: C) By including interesting narratives, human interest stories, and arresting imagery
89
**Which of the following is NOT an effective communication strategy?**
A) Tailoring the communication activities to the needs
B) Using message feedback
C) Using push/pull/interactive communications
D) Ignoring the target audience's needs
Answer: D) Ignoring the target audience's needs
90
**What should be included in the Communication Strategy?**
A) The color scheme of the communication materials
B) The roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication
C) The types of food served during communication events
D) The names of all employees who will be impacted by the change
Answer: B) The roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication
91
**What is the purpose of developing the Sponsorship Strategy?**
A) To make the change as difficult as possible for employees
B) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
C) To keep the sponsors uninformed about the change
D) To avoid involving the sponsors in the change process
Answer: B) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
92
**What is the purpose of developing the Stakeholder Engagement Strategy?**
A) To exclude certain stakeholders from the change process
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To avoid engaging stakeholders in the change effort
D) To avoid creating a successful change implementation
Answer: B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
93
**What does the Readiness Strategy focus on?**
A) What actions and activities need to be completed after the change is implemented
B) What actions and activities need to be completed during the change implementation
C) What actions and activities need to be completed in advance of the change being implemented
D) None of the above
Answer: C) What actions and activities need to be completed in advance of the change being implemented
94
**What is the purpose of developing the Learning and Development Strategy?**
A) To create a change that is as difficult as possible for employees
B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change, which informs creation and delivery of learning and development programs and training courses
C) To avoid providing any learning and development opportunities for employees
D) To make the change implementation unsuccessful
Answer: B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change, which informs creation and delivery of learning and development programs and training courses
95
**What does the Learning and Development Strategy ensure?**
A) That impacted stakeholders are not equipped with the necessary knowledge, skills, and abilities to achieve the future state
B) That impacted stakeholders are equipped with the necessary knowledge, skills, and abilities to achieve the future state
C) That only a select few employees receive learning and development opportunities
D) That the learning and development opportunities are not evaluated
Answer: B) That impacted stakeholders are equipped with the necessary knowledge, skills, and abilities
96
**What techniques can be used to assist in communicating a message to the target audience?**
A) Long written reports
B) Short bullet-pointed summaries
C) Use of storytelling techniques that include interesting narratives, human interest stories, and arresting imagery
D) None of the above
Answer: C) Use of storytelling techniques that include interesting narratives, human interest stories, and arresting imagery
97
**What are the key components of an Effective Communication Strategy?**
A) Tailoring the communication activities to the needs
B) Using only push communications
C) Using verbal communications only
D) Determining the best communication strategies based on personal preference
Answer: A) Tailoring the communication activities to the needs
98
**What should be included in the Communication Strategy?**
A) Only the message to be communicated
B) Roles and responsibilities of the change management team
C) Accountabilities of impacted stakeholders
D) Roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication
Answer: D) Roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication
99
**What is the purpose of developing the Sponsorship Strategy?**
A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
D) None of the above
Answer: A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
100
**What is the purpose of developing the Stakeholder Engagement Strategy?**
A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
D) None of the above
Answer: B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
101
**What is the focus of the Readiness Strategy?**
A) To define success criteria and measures to monitor whether the change is achieving its expected benefits
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To describe how the change will become part of the organization’s normal functioning
D) To identify what actions and activities need to be completed in advance of the change being implemented
Answer: D) To identify what actions and activities need to be completed in advance of the change being implemented
102
**What is the purpose of developing the Learning and Development Strategy?**
A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
C) To describe how the change will become part of the organization’s normal functioning
D) None of the above
Answer: B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
103
**What is the purpose of the learning and development strategy?**
A) To define the success criteria and measures to monitor the change
B) To identify an approach to engage stakeholders impacted by the change
C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
D) To define the human, physical, and financial resources needed to implement the change effort
Answer: C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
104
**What should the learning and development strategy explain?**
A) The importance of evaluating the change effort
B) The success criteria and measures to monitor the change
C) How to identify and develop competent sponsors
D) The importance of evaluating learning and development and how to approach it
Answer: D) The importance of evaluating learning and development and how to approach it
105
**What is the purpose of developing the Measurement and Benefit Realization Strategy?**
A) To define success criteria and measures to monitor the change
B) To identify an approach to engage stakeholders impacted by the change
C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
D) To describe how the change will become part of the organization's normal functioning
Answer: A) To define success criteria and measures to monitor the change
106
**What should be used to determine what is required to achieve the future state?**
A) Stakeholder engagement plan
B) Sustainability plan
C) Change objectives and goals
D) Communication plan
Answer: C) Change objectives and goals
107
**What is the purpose of developing the Sustainability Strategy?**
A) To define success criteria and measures to monitor the change
B) To identify an approach to engage stakeholders impacted by the change
C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
D) To describe how the change will become part of the organization's normal functioning
Answer: D) To describe how the change will become part of the organization's normal functioning
108
**What is the Change Management Plan?**
A) A plan to evaluate learning and development
B) A plan to define the success criteria and measures to monitor the change
C) A plan to identify an approach to engage stakeholders impacted by the change
D) A series of component plans that define the scope of the change effort and how it will be undertaken, controlled, and monitored
Answer: D) A series of component plans that define the scope of the change effort and how it will be undertaken, controlled, and monitored
109
**What are the key components of the Change Management Plan?**
A) Resource plan, sponsorship plan, stakeholder engagement plan, communication plan, impact assessment and readiness plan, learning and development plan, sustainability plan
B) Measurement and benefit realization plan, sustainability plan, learning and development plan, sponsorship plan
C) Impact assessment and readiness plan, stakeholder engagement plan, communication plan, resource plan
D) Sustainability plan, communication plan, stakeholder engagement plan, resource plan
Answer: A) Resource plan, sponsorship plan, stakeholder engagement plan, communication plan, impact assessment and readiness plan, learning and development plan, sustainability plan
110
**What does the Resource Plan define?**
A) Success criteria and measures to monitor the change
B) An approach to engage stakeholders impacted by the change
C) Human, physical, and financial resources needed to implement the change effort
D) How to identify, develop, and strengthen the competencies required to lead/sponsor a change initiative
Answer: C) Human, physical, and financial resources needed to implement the change effort
111
**What does the Sponsorship Plan define?**
A) The timeline for the change initiative
B) The expected benefits of the change effort
C) How to identify and strengthen the competencies required to lead the change initiative
D) The communication plan for the change initiative
Answer: C) How to identify and strengthen the competencies required to lead the change initiative.
112
**What does the Stakeholder Engagement Plan outline?**
A) The expected benefits of the change effort
B) The timeline for the change initiative
C) The competencies required to lead the change initiative
D) The activities and metrics to ensure stakeholder engagement
Answer: D) The activities and metrics to ensure stakeholder engagement.
113
**What might be included in strategic communication activities?**
A) The timeline for the change initiative
B) The expected benefits of the change effort
C) The competencies required to lead the change initiative
D) The amount of financial resources needed to implement the change effort
Answer: B) The expected benefits of the change effort, among other things.
114
**Why is review and approval of the Change Management Plan necessary?**
A) To ensure that the organization's normal functioning is not disrupted
B) To ensure that the activities and milestones are coordinated with project activities
C) To ensure that the human, physical, and financial resources are adequate for the change effort
D) To ensure that the Stakeholder Engagement Plan is effective
Answer: B) To ensure that the activities and milestones are coordinated with project activities.
115
**How frequently should feedback be collected during the change management process?**
A) Once at the beginning of the process
B) Frequently and at appropriate intervals
C) At the end of the process
D) Feedback is not necessary
Answer: B) Frequently and at appropriate intervals
116
**What is the purpose of executing the Change Management Plan?**
A) To create the Resource Plan
B) To define success criteria for the change effort
C) To monitor, measure, and control delivery against baseline plans
D) To collect feedback from stakeholders
Answer: C) To monitor, measure, and control delivery against baseline plans
117
**What is necessary to ensure delivery of the Resource Plan?**
A) Coordination of finances, people, information, and physical resources
B) A thorough understanding of the project scope
C) A comprehensive stakeholder engagement plan
D) A well-defined sustainability strategy
Answer: A) Coordination of finances, people, information, and physical resources
118
**How should human resources be integrated into the change team?**
A) They should work separately from the change team
B) They should be recruited, selected, and oriented to the project and integrated with the change team
C) They should be given their own project to work on
D) They should only be integrated with the change team at the end of the process
Answer: B) They should be recruited, selected, and oriented to the project and integrated with the change team
119
**What does information resources management involve?**
A) Building change capability and supporting the resources plan
B) Systematically creating, storing, sharing, and disseminating data records, documents, and reports related to the Change Management effort
C) Defining success criteria and measures to monitor whether the change is achieving its expected benefits
D) Outlining the activities and metrics that will be established to ensure stakeholders can make the changes required
Answer: B) Systematically creating, storing, sharing, and disseminating data records, documents, and reports related to the Change Management effort
120
**Why is it important to execute the feedback channels and mechanisms identified in the Communication Strategy?**
A) They are not important
B) They provide stakeholders with the opportunity to ask questions and provide updates on how they are experiencing the change
C) They help define success criteria for the change effort
D) They ensure that the Resource Plan is executed properly
Answer: B) They provide stakeholders with the opportunity to ask questions and provide updates on how they are experiencing the change
121
**What is a key factor for successful sponsorship during the change management process?**
A) A well-defined sustainability strategy
B) A comprehensive stakeholder engagement plan
C) Leaders recognizing the people side of change and visibly participating with stakeholders throughout the project
D) A thorough understanding of the project scope
Answer: C) Leaders recognizing the people side of change and visibly participating with stakeholders throughout the project
122
**What is the purpose of coaching for sponsors?**
A) To create the Resource Plan
B) To collect feedback from stakeholders
C) To address the need for sponsors to understand their role, responsibilities, and expectations
D) To define success criteria for the change effort
Answer: C) To address the need for sponsors to understand their role, responsibilities, and expectations
123
**What is the purpose of the Stakeholder Engagement Plan?**
A) To identify and strengthen competencies required for leading a change initiative
B) To execute the change management plan
C) To establish the tasks for stakeholder communication and adoption of change
D) To measure the success of learning and development activities
Answer: C) To establish the tasks for stakeholder communication and adoption of change
124
**What is the purpose of measuring the success of learning and development activities?**
A) To establish the tasks for stakeholder communication and adoption of change
B) To monitor stakeholder awareness of change
C) To evaluate the effectiveness of the sustainability plan
D) To determine whether participants learned the necessary skills
Answer: D) To determine whether participants learned the necessary skills
125
**Why is it important to monitor progress during execution?**
A) To identify and strengthen competencies required for leading a change initiative
B) To understand the change benefits and determine the wider change impact
C) To measure the success of learning and development activities
D) To execute the sustainability plan
Answer: B) To understand the change benefits and determine the wider change impact
126
**What should be the result of successfully adopting planned changes?**
A) Improved efficiency
B) Responding to changing requirements
C) Establishing mechanisms for continuous improvement
D) Developing a culture that will sustain the change
Answer: A) Improved efficiency
127
**What is the purpose of the Execute Sustainability Plan?**
A) To measure the success of learning and development activities
B) To establish the tasks for stakeholder communication and adoption of change
C) To cultivate a culture that will sustain the change once it has been implemented
D) To respond to changing requirements and implement improvements
Answer: C) To cultivate a culture that will sustain the change once it has been implemented
128
**What is the purpose of Continuous Improvement?**
A) To execute the sustainability plan
B) To respond to changing requirements and implement improvements
C) To establish the tasks for stakeholder communication and adoption of change
D) To measure the success of learning and development activities
Answer: B) To respond to changing requirements and implement improvements
129
**What is the purpose of conducting lessons learned?**
A) To evaluate the success or adoption outcomes of the Change Management Program
B) To record the change objectives
C) To create a new change management program
D) To hire new team members
Answer: A) To evaluate the success or adoption outcomes of the Change Management Program
130
**Who conducts an evaluation of lessons learned?**
A) The project sponsor
B) The Change Management lead
C) Customers
D) Third-party consultants
Answer: B) The Change Management lead
131
**What must happen with the ownership of all change outcomes?**
A) They must be transferred from change resources to stakeholder operational resources
B) They must be kept with the change resources
C) They must be transferred to a third-party vendor
D) They must be deleted
Answer: A) They must be transferred from change resources to stakeholder operational resources
132
**When was the Association of Change Management Professionals (ACMP) launched?**
A) 2001
B) 2011
C) 2021
D) 2031
Answer: B) 2011
133
**What is the purpose of the Change Management Professional Code of Ethics?**
A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas
B) To establish guidelines for certification process
C) To establish guidelines for professional standards
D) To establish guidelines for organizations implementing change management
Answer: A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas
134
**Who does the ACMP Code of Ethics apply to?**
A) ACMP Members
B) ACMP Certificate Holders and Applicants
C) ACMP volunteers, staff, and contractors
D) All of the above
Answer: D) All of the above
135
**How is the ACMP Code of Ethics divided?**
A) Into sections that contain tenets of conduct outlined within five duties: Honesty, Responsibility, Fairness, Respect, and Advancing the Discipline and Supporting Practitioners.
B) Into sections that contain tenets of conduct outlined within four duties: Honesty, Responsibility, Fairness, and Respect.
C) Into sections that contain tenets of conduct outlined within six duties: Honesty, Responsibility, Fairness, Respect, Advancing the Discipline, and Supporting Practitioners.
D) Into sections that contain tenets of conduct outlined within seven duties: Honesty, Responsibility, Fairness, Respect, Advancing the Discipline, Supporting Practitioners, and Certification Process.
Answer: A) Into sections that contain tenets of conduct outlined within five duties: Honesty, Responsibility, Fairness, Respect, and Advancing the Discipline and Supporting Practitioners.
136
**What is the duty in honesty in the ACMP Code of Ethics?**
A) To demonstrate honesty through understanding the truth and acting in a truthful manner both in our communications and in our conduct.
B) To demonstrate honesty through understanding the truth and acting in a respectful manner both in our communications and in our conduct.
C) To demonstrate honesty through understanding the truth and acting in a responsible manner both in our communications and in our conduct.
D) To demonstrate honesty through understanding the truth and acting in a fair manner both in our communications and in our conduct.
Answer: A) To demonstrate honesty through understanding the truth and acting in a truthful manner both in our communications and in our conduct.
137
**How do we demonstrate honesty in the ACMP Code of Ethics?**
A) Through Truth, Sincerity, and Candor
B) Through Honesty, Responsibility, and Fairness
C) Through Respect, Advancing the Discipline, and Supporting Practitioners
D) Through Guidelines, Certification Process, and Professional Standards
Answer: A) Through Truth, Sincerity, and Candor
138
**What are the three required components to be considered a profession, according to the text?**
A) Unique set of professional standards, the creation and maintenance of a certification process, and the establishment of guidelines which govern the profession as a whole
B) Association membership, a certification process, and on-the-job training
C) College degree, years of experience, and professional references
D) None of the above
Answer: A) Unique set of professional standards, the creation and maintenance of a certification process, and the establishment of guidelines which govern the profession as a whole
139
**What is the purpose of the Change Management Professional Code of Ethics?**
A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas.
B) To provide a set of rules for ACMP members to follow.
C) To promote ethical behavior in the workplace.
D) None of the above
Answer: A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas.
140
**How many duties are outlined in the ACMP Code of Ethics?**
A) 4
B) 5
C) 6
D) 7
Answer: B) 5
141
**Which duty involves taking full ownership for the decisions we make or fail to make, the actions we take or fail to take, and the consequences that result?**
A) Duty in honesty
B) Duty of responsibility
C) Duty of fairness
D) Duty of respect
Answer: B) Duty of responsibility
142
**Which duty involves representing ourselves with impartiality, objectivity, openness, due process, and proportionality?**
A) Duty in honesty
B) Duty of responsibility
C) Duty of fairness
D) Duty of respect
Answer: C) Duty of fairness
143
**What is the duty of respect?**
A) To demonstrate honesty through understanding the truth and acting in a truthful manner both in our communications and in our conduct.
B) To take full ownership for the decisions we make or fail to make, the actions we take or fail to take, and the consequences that result.
C) To acknowledge and honor the absolute dignity of every person.
D) To create a community of professionals who share an ethos of consistently striving to deliver best practice and added value for their clients or employers.
Answer: C) To acknowledge and honor the absolute dignity of every person.
144
**What is the purpose of the duty of Advancing the Discipline & Supporting Practitioners?**
A) To promote ethical behavior in the workplace.
B) To acknowledge and honor the absolute dignity of every person.
C) To create a community of professionals who share an ethos of consistently striving to deliver best practice and added value for their clients or employers.
D) None of the above
Answer: C) To create a community of professionals who share an ethos of consistently striving to deliver best practice and added value for their clients or employers.
145
**What may happen if someone violates the ACMP Code of Ethics?**
A) They may receive a warning.
B) They may be fined.
C) They may face sanctions by ACMP.
D) None of the above
Answer: C) They may face sanctions by ACMP.
