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[General] ACMP Global CCMP Valid Exam Cost & CCMP Visual Cert Exam

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【General】 ACMP Global CCMP Valid Exam Cost & CCMP Visual Cert Exam

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ACMP Global CCMP Exam Syllabus Topics:
TopicDetails
Topic 1
  • Close the Change Management Effort: This section assesses skills of Change Managers and Program Leads and covers evaluating the success of the change initiative, conducting lessons learned, documenting recommended actions, gaining closure approvals, transferring ownership, ensuring sustainability, and recognizing achievements.
Topic 2
  • Ethics: This section measures skills of Change Managers and Compliance Officers and focuses on demonstrating ethical behavior in change management. It covers promoting honesty, responsibility, fairness, respect, and advancing the discipline, while supporting practitioners within the change management community.
Topic 3
  • Develop and Gain Approval for the Comprehensive Change Management Plan: This section assesses skills of Change Managers and Project Managers and covers preparing detailed plans for all aspects of change management, including resources, communication, sponsorship, stakeholder engagement, learning, measurement, sustainability, and integration with project management. It also includes obtaining approval and establishing feedback mechanisms.

ACMP Global Certified Change Management Professional Sample Questions (Q68-Q73):NEW QUESTION # 68
Which task in change management defines the approach, scope, roles and responsibilities in undertaking detailed impact analysis and readiness planning for implementing the change?
  • A. Develop the measurement and benefit realization strategy
  • B. Stakeholder engagement strategy
  • C. Develop the learning and development strategy
  • D. Develop the change impact and readiness strategy
Answer: D
Explanation:
Thechange impact and readiness strategysets out thescope, approach, and responsibilitiesfor evaluating how the change will affect the organization and preparing stakeholders. ACMP specifies this as part of strategy formulation, feeding into detailed planning. Stakeholder engagement and learning strategies are developed later, and measurement focuses on outcomes, not readiness. Thus, option C best represents the formal strategy that governs impact analysis and readiness planning.
(Reference: ACMP Standard, Process Group 2 - Formulate; Change Impact and Readiness Strategy.)

NEW QUESTION # 69
What is the best answer to a question asked during a board presentation about what benefit change management brings?
  • A. Low likelihood of performance drops
  • B. Low probability of resistance to change
  • C. Higher likelihood to achieve expected benefits of change
  • D. Higher probability of successful change adoption
Answer: C
Explanation:
The ultimate value of change management is ensuring the organizationachieves the expected benefitsof a change. ACMP highlights that adoption and usage by stakeholders directly determine whether intended benefits are realized. While reducing resistance (A) and preventing performance drops (B) are positive outcomes, they areintermediate results. Successful adoption (D) is also critical, but the board-level framing focuses on benefits realization (C), which ties directly to business value.
(Reference: ACMP Standard, Introduction and Purpose; Primary outcome of change management: achieving expected benefits through adoption.)

NEW QUESTION # 70
What is the key factor to consider when assessing the organizational readiness for a change?
  • A. The change leader's track record with past changes
  • B. The rigor applied to establish the business case
  • C. The organizational policy leaders are following regarding governance
  • D. The gaps between the change leaders' expectations and the collective organizational view
Answer: D
Explanation:
Readiness is about thecurrent state of people and the organization-beliefs, understanding, and capacity- to adopt the future state. ACMP recommends assessingperception gapsbetween leaders and the broader organization to calibrate approach, communications, and risk. Leader history or business case rigor are contextual, but the readiness linchpin is theexpectation-perception gap. (Reference:ACMP Standard, Process Group 1 - Readiness Assessment; Activities: Assess stakeholder sentiment, comprehension, and alignment gaps.)

NEW QUESTION # 71
What should a learning and development strategy be able to demonstrate?
  • A. The current training methods and tools
  • B. The impact a change brought to an individual
  • C. The skills and competencies needed to perform in the changed environment
  • D. The methods of developing a useful training strategy
Answer: C
Explanation:
The purpose of alearning and development strategyis to closeskills and competency gapsidentified in the learning needs assessment. It must demonstrate what knowledge, skills, and behaviors are required for success in the future state and how these will be built. While training methods (B, C) are included in planning, thecore demonstrationis the competency framework aligned to the change. Individual impact (A) may be measured later but is not the strategy's primary output. Thus, option D best aligns with ACMP guidance.
(Reference: ACMP Standard, Process Group 3 - Develop Learning and Development Plan; Outputs: Defined competencies and skill-building activities.)

NEW QUESTION # 72
What should a change manager do at the end of a change effort to enhance his/her organization's ability to deal with future change?
  • A. Release all change resources for use on other efforts
  • B. Transfer ownership of change outcomes to operational stakeholders
  • C. Evaluate the change outcomes against project objectives
  • D. Design and conduct a lessons learned evaluation
Answer: D
Explanation:
Alessons learned evaluationcaptures what worked well and what did not during a change effort, producing insights for future initiatives. ACMP specifies that documenting lessons is essential for organizational learning and improving maturity in change management. While transferring ownership (B) and evaluating outcomes (D) are important closure steps, the action that most directly enhances the organization's ability to handle future changesis conducting and sharing a lessons learned evaluation.
(Reference: ACMP Standard, Process Group 5 - Close; Activity: Document lessons learned and share with organization.)

NEW QUESTION # 73
......
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