ACMP-CCMP
4.1 Change is a process - correct answer-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 - correct answer-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 - correct answer-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 - correct answer-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 - correct answer-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 Role & Responsibilities Change Management Practitioner - correct
answer-An individual responsible for coordinating, applying, and tracking change
management tools or activities. This invidious is not responsible or accountable for the
change strategy.
, 4.6 Change Management Roles & Responsibilies: Change Management Lead - correct
answer-The individual accountable and responsible for the change strategy, who assesses
the change, outlines a change plan, and implements change management. This individual
has direct day-to-day control over the change management team, the change project
schedule, associated budgets, and resources. The Change Management Lead is the primary
liaison to the change sponsor, project manager, leadership, overall project team, and
stakeholders.
4.6 Change Management Roles & Responsibilites - correct answer-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, change management team, change
management lead. Roles to support stakeholders' results: sponsor, change agents
4.6 Change Management Roles & Responsibilities Change Management Team: - correct
answer-A group of individuals who work together facilitating change management activities
to design, analyze, develop, and enable the organization to own and effectively drive
adoption, usage, and proficiency. Team members ensure activities are completed, feedback
is gathered, training is conducted, and communications are delivered in various formats.
5.1 Evaluate change impact and organizational readiness - correct answer-1. Define Change
2. Determine Why the Change is required
3. Develop clear vision of the future state
4. Identify Goals, objectives, and success criteria
5. Identify sponsors accountable for the change
6. Identify stakeholders affected by the change
7. Assess the change impact
8. Assess alignment of the change with organizational strategic objective and performance
measurement
9. Assess external factors that may affect organizational change
10. Assess organization culture(s) related to the change
11. Assess Organizational capacity for change
12. Assess organizational readiness for change
13. Assess communication needs, communication channels, and ability to deliver key
messages
14. Assess learning capabilities
15. Conduct Change Risk Assessment
5.1 Evaluate Change Impact and Organizational Readiness - correct answer-The purpose of
evaluate change impact and organizational readiness is to: Review the overall change and
how it will impact the organization, Establish whether the organization is ready and able to
adopt the proposed change. This comprehensive evaluation involves a series of processes.
Each process outlines the purpose of the activity, main areas of focus, and key inputs and
outputs. These processes are closely linked to the order in which they are typically
performed.
4.1 Change is a process - correct answer-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 - correct answer-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 - correct answer-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 - correct answer-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 - correct answer-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 Role & Responsibilities Change Management Practitioner - correct
answer-An individual responsible for coordinating, applying, and tracking change
management tools or activities. This invidious is not responsible or accountable for the
change strategy.
, 4.6 Change Management Roles & Responsibilies: Change Management Lead - correct
answer-The individual accountable and responsible for the change strategy, who assesses
the change, outlines a change plan, and implements change management. This individual
has direct day-to-day control over the change management team, the change project
schedule, associated budgets, and resources. The Change Management Lead is the primary
liaison to the change sponsor, project manager, leadership, overall project team, and
stakeholders.
4.6 Change Management Roles & Responsibilites - correct answer-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, change management team, change
management lead. Roles to support stakeholders' results: sponsor, change agents
4.6 Change Management Roles & Responsibilities Change Management Team: - correct
answer-A group of individuals who work together facilitating change management activities
to design, analyze, develop, and enable the organization to own and effectively drive
adoption, usage, and proficiency. Team members ensure activities are completed, feedback
is gathered, training is conducted, and communications are delivered in various formats.
5.1 Evaluate change impact and organizational readiness - correct answer-1. Define Change
2. Determine Why the Change is required
3. Develop clear vision of the future state
4. Identify Goals, objectives, and success criteria
5. Identify sponsors accountable for the change
6. Identify stakeholders affected by the change
7. Assess the change impact
8. Assess alignment of the change with organizational strategic objective and performance
measurement
9. Assess external factors that may affect organizational change
10. Assess organization culture(s) related to the change
11. Assess Organizational capacity for change
12. Assess organizational readiness for change
13. Assess communication needs, communication channels, and ability to deliver key
messages
14. Assess learning capabilities
15. Conduct Change Risk Assessment
5.1 Evaluate Change Impact and Organizational Readiness - correct answer-The purpose of
evaluate change impact and organizational readiness is to: Review the overall change and
how it will impact the organization, Establish whether the organization is ready and able to
adopt the proposed change. This comprehensive evaluation involves a series of processes.
Each process outlines the purpose of the activity, main areas of focus, and key inputs and
outputs. These processes are closely linked to the order in which they are typically
performed.
