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ACMP Global - Useful CCMP Training Material

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ACMP Global - Useful CCMP Training Material

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ACMP Global Certified Change Management Professional Sample Questions (Q120-Q125):NEW QUESTION # 120
Which change management topics should the change manager review during sponsor coaching?
  • A. Common project manager mistakes
  • B. Lessons learned from previous projects
  • C. Requests for additional funding for change management activities
  • D. Role, responsibilities and actions to visibly support the change
Answer: D
Explanation:
Sponsor coaching is critical because sponsorship is thetop success factorin change management. Coaching should focus on ensuring the sponsor understands and enacts theirrole and responsibilities, including visible support, active communication, resource allocation, and barrier removal. While lessons learned may help inform, and funding requests may arise, thecore content of sponsor coachingmust emphasize what they must doto be effective. This includesvisible leadership behaviors, stakeholder engagement, and role modeling commitment.
(Reference: ACMP Standard, Process Group 2 - Sponsorship Strategy and Coaching Plan; Key activities:
Define sponsor role, actions, visibility, and accountability.)

NEW QUESTION # 121
For a small restaurant that recently doubled in size, what factor would be the most likely to limit the organizational capacity for a change to a new IT system?
  • A. The volume of concurrent changes
  • B. The inability to account for internal and external factors appropriately
  • C. The inability to apply the results of a cultural assessment
  • D. The external political and environmental stability
Answer: A
Explanation:
ACMP highlightsvolume of concurrent changesas a primary constraint on capacity. For a small restaurant that doubled in size, growth already consumes resources and attention. Adding an IT change during this period could exceed capacity to absorb more change. External stability (C), cultural assessment (B), and factor analysis (A) are relevant but less impactful than concurrent workload. Thus, option D best reflects ACMP's view on saturation as a capacity limiter.
(Reference: ACMP Standard, Process Group 1 - Capacity and Saturation Assessment; Factor: Volume of concurrent changes as capacity constraint.)

NEW QUESTION # 122
What is a primary purpose of conducting the lessons learned evaluation?
  • A. To identify gaps and take corrective action for the change outcomes
  • B. To inform stakeholders of future changes that they can anticipate
  • C. To identify improvements for future change management programs
  • D. To evaluate and refine the metrics that are in place to sustain the change in the future
Answer: C
Explanation:
Theprimary purpose of lessons learnedis to identifyimprovements for future change programs. ACMP stresses that documenting successes, challenges, and corrective actions builds organizational capability for handling change. While metrics refinement (B) and gap correction (D) may occur, they are secondary.
Informing stakeholders of future changes (A) is unrelated. The main purpose is to improvefuture practices, making option C correct.
(Reference: ACMP Standard, Process Group 5 - Close; Activity: Conduct lessons learned evaluation to identify improvements for future efforts.)

NEW QUESTION # 123
An organizational design project involving the restructuring of the sales force has just gotten underway and the change management lead is planning where (s)he can apply the recently completed stakeholder analysis assessment. What set of plans would a stakeholder analysis be used to develop?
  • A. Sponsorship plan, communication plan and training plan
  • B. Resistance management plan, coaching plan and training plan
  • C. Stakeholder engagement plan, communication plan and training plan
  • D. Sponsorship plan, coaching plan, and training plan
Answer: C
Explanation:
Stakeholder analysis reveals who is impacted, their level of influence, and their readiness. ACMP specifies this analysis as aninput to multiple plans, particularly:
* Stakeholder engagement plan(who needs to be engaged and how),
* Communication plan(what messages to whom, by whom, and when),
* Training plan(who requires what type of capability development).Resistance and coaching plans also use insights, but the most direct set linked to stakeholder analysis is answer A.(Reference: ACMP Standard, Process Group 3 - Develop Plan; Inputs: Stakeholder analysis; Outputs: Stakeholder engagement, communication, and learning plans.)

NEW QUESTION # 124
What is the objective of a stakeholder engagement strategy?
  • A. To engage all managers as stakeholders is key for change success
  • B. To ensure that individuals or groups affected by a change are engaged in the change effort
  • C. To ensure that key impacted individuals are identified and engaged
  • D. To engage the most resistant employees in the change
Answer: B
Explanation:
The stakeholder engagement strategy defineshow individuals and groups impacted by the change will be engagedthroughout the initiative. According to ACMP, the purpose is to build trust, reduce resistance, and strengthen adoption by ensuringthose affected are actively involved in the process. While resistant employees (B) and managers (A) are subsets of stakeholders, the broader objective is inclusivity of all affected groups (option D). Identification (C) is part of stakeholder analysis, not the engagement strategy itself.
(Reference: ACMP Standard, Process Group 2 - Stakeholder Engagement Strategy; Outcome: Ensure engagement of individuals and groups impacted by the change.)

NEW QUESTION # 125
......
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