ACMP CCMP EVALUATION CORRECT QUESTIONS
AND ANSWERS SURE A+
✔✔Engagement - ✔✔Stakeholder involvement and influence in the change process
✔✔Governance - ✔✔The decision-making processes, applied by authorized individuals
or teams, for approving/rejecting, monitoring and adjusting activities of a change
management plan.
✔✔Outcome - ✔✔A specific, measurable result or effect of an action or situation.
✔✔Readiness - ✔✔The preparedness of an organization or its parts to accept,
effectively handle, and integrate impending change.
✔✔Resistence - ✔✔A stakeholder's opposition to a change.
✔✔Resistance Management - ✔✔The process of addressing stakeholders' opposition
to a change.
✔✔Sponsor - ✔✔The individual or group in the organization accountable for the
realization of the benefits of a change.
✔✔Sponsorship - ✔✔The process of aligning stakeholders to support and own the
change.
✔✔Stakeholder - ✔✔An individual affected by a change.
✔✔Sustainability - ✔✔The ability to maintain the future state.
✔✔Vision - ✔✔The description of the future state
, ✔✔4.1 Change is a process - ✔✔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 future state.
✔✔4.2 Relationship to Strategic Planning - ✔✔Change is initiated at a many levels, yet
a critical, natural link exists between strategic planning processes and change
management. Strategic planning processes and change management. Strategic
planning processes and change management. Strategic planning establishes a vision,
and its component activities determine the future state and ongoing organizations
changes required to successfully operationalize and sustain it. Change management
drives individual and collective adoption, thus ensuring achievement of expected
benefits and return on investment.
✔✔4.3 Types of Organizational Change - ✔✔Types of organizational change and
change definitions are almost infinite. Defining a change by the name of a project, a
new systems initiative, process redesign, acquit ion, policy, or procedure update is often
incomplete. A change definition must be based on an analysis of a number of change
variables that can differ from one change to the next, including technology complexity,
number and type of impacted stakeholder groups, degree of process change amount of
structural adjustments, speed of implementation, degree of job role change, and
geographic dispersion. However, what makes each change truly unique is that it affects
individuals and organizations with unique value systems, cultural norms, histories,
experiences with past changes, leadership styles, and levels of competency in
managing change.
✔✔4.4 Relationship to Project Management - ✔✔Project management and change
management are complementary yet distinct disciplines that may overlap during change
delivery, and are often interdependent when delivering value to the organization. The
degree of overlap and interdependency can vary between organizations, depending on
factors such as organizational structure, type of change, methodologies utilized,
competency, and capability maturity.
✔✔4.5 Organizational Change and Individual Change - ✔✔Change is managed at both
the organizational and individual levels. Change management facilities the transition of
organizations and their stakeholders to sustain the future state. Individual behavior
change is essential to achieve this objective and the organization's return on
investment. It is also important to identify measures of accountability to ensure change
is successful at both the organizational and individual levels.
✔✔4.6 Change Management Roles & Responsibilites - ✔✔A particular change effort
may involve individuals specifically selected to advise the project team on potential
change risks, such as an advisory committee. The change management team may
engage additional individuals or groups (outside the change team) to help assess
change effects: prioritize change management tasks; provide feedback on the change
management strategy, plan, and tactics: and execute and support the change process
at the stakeholder level. Change professionals: Change management practitioner,
AND ANSWERS SURE A+
✔✔Engagement - ✔✔Stakeholder involvement and influence in the change process
✔✔Governance - ✔✔The decision-making processes, applied by authorized individuals
or teams, for approving/rejecting, monitoring and adjusting activities of a change
management plan.
✔✔Outcome - ✔✔A specific, measurable result or effect of an action or situation.
✔✔Readiness - ✔✔The preparedness of an organization or its parts to accept,
effectively handle, and integrate impending change.
✔✔Resistence - ✔✔A stakeholder's opposition to a change.
✔✔Resistance Management - ✔✔The process of addressing stakeholders' opposition
to a change.
✔✔Sponsor - ✔✔The individual or group in the organization accountable for the
realization of the benefits of a change.
✔✔Sponsorship - ✔✔The process of aligning stakeholders to support and own the
change.
✔✔Stakeholder - ✔✔An individual affected by a change.
✔✔Sustainability - ✔✔The ability to maintain the future state.
✔✔Vision - ✔✔The description of the future state
, ✔✔4.1 Change is a process - ✔✔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 future state.
✔✔4.2 Relationship to Strategic Planning - ✔✔Change is initiated at a many levels, yet
a critical, natural link exists between strategic planning processes and change
management. Strategic planning processes and change management. Strategic
planning processes and change management. Strategic planning establishes a vision,
and its component activities determine the future state and ongoing organizations
changes required to successfully operationalize and sustain it. Change management
drives individual and collective adoption, thus ensuring achievement of expected
benefits and return on investment.
✔✔4.3 Types of Organizational Change - ✔✔Types of organizational change and
change definitions are almost infinite. Defining a change by the name of a project, a
new systems initiative, process redesign, acquit ion, policy, or procedure update is often
incomplete. A change definition must be based on an analysis of a number of change
variables that can differ from one change to the next, including technology complexity,
number and type of impacted stakeholder groups, degree of process change amount of
structural adjustments, speed of implementation, degree of job role change, and
geographic dispersion. However, what makes each change truly unique is that it affects
individuals and organizations with unique value systems, cultural norms, histories,
experiences with past changes, leadership styles, and levels of competency in
managing change.
✔✔4.4 Relationship to Project Management - ✔✔Project management and change
management are complementary yet distinct disciplines that may overlap during change
delivery, and are often interdependent when delivering value to the organization. The
degree of overlap and interdependency can vary between organizations, depending on
factors such as organizational structure, type of change, methodologies utilized,
competency, and capability maturity.
✔✔4.5 Organizational Change and Individual Change - ✔✔Change is managed at both
the organizational and individual levels. Change management facilities the transition of
organizations and their stakeholders to sustain the future state. Individual behavior
change is essential to achieve this objective and the organization's return on
investment. It is also important to identify measures of accountability to ensure change
is successful at both the organizational and individual levels.
✔✔4.6 Change Management Roles & Responsibilites - ✔✔A particular change effort
may involve individuals specifically selected to advise the project team on potential
change risks, such as an advisory committee. The change management team may
engage additional individuals or groups (outside the change team) to help assess
change effects: prioritize change management tasks; provide feedback on the change
management strategy, plan, and tactics: and execute and support the change process
at the stakeholder level. Change professionals: Change management practitioner,
