SACP Security Awareness and Culture
Professional FINAL EXAM STUDY GUIDE
2025/2026 ACCURATE QUESTIONS AND CORRECT
DETAILED ANSWERS WITH RATIONALES ||
100% GUARANTEED PASS
<RECENT VERSION>
1. SACP - ANSWER ✓ Security Awareness and Culture Professional
2. Review Organization's Mission and Goals - ANSWER ✓ Conduct a series of
interviews or quick surveys to understand how different divisions, divisional
leaders,and other demographic groups view security, understand policy and
best practices, and what they trulyhold important (TSA-253)
Can also help understand whether key execs are in alignment and/or political
or logistical hurdles you need to work through
3. Review Risk Assessment Reports - ANSWER ✓ Are there any deficiencies
that need to be improved?
"There is a gulf of difference between the most critical potential threats and
the most likely successful threats, and the difference matters more than
everything else." (DDD-226)
"Risk assessment tries to predict what threats an organization is most likely
to be exposed to in the future. Any risk assessment assumes the risk that the
predicted threats and risks might not align to the actual risks and threats that
occur in the future." (DDD-226)
It's almost a guarantee that any given risk assessment will never be 100%
accurate
,4. Risk tolerance level - ANSWER ✓ the measure of risk that can be lived
with, or the chance of failure that is at an acceptable level (understanding
that zero risk is unachievable)
5. Are there any deficiencies that need to be improved? (Risk Assessment) -
ANSWER ✓ Is threat intelligence accurate about the top current and future
most likely successful threats?
Is threat detection of the top threats accurate?
Are there too many false negatives or false positives?
Are there some top threats that you are missing altogether?
Are emerging threats being seen and dealt with faster?
6. Review Risk Management Reports - ANSWER ✓ How can your security
awareness program play a role in implementing risk-aligned mitigation
strategies against your org's biggest threats? (DDD)
7. *4 Pillars of Cultural Influence - ANSWER ✓ STRUCTURES — a person's
social environment determines how/what that person will behave,believe,
and value Data points collected in culture assessments give a picture of
different structures (orgroups) that already exist in your org, and can be used
to segment your training Culture carriers are a social structure that can be
harnessed to influence (and infiltrate)other existing social structures
throughout the org
PRESSURES — behavioral norms are naturally established by a culture;
social control theory points to the fact that deviance is avoided because it's
seen as a such by the culture to which it belongs. Pressure Rewards: peer
recognition, acceptance, inclusion ("one of us"). Pressure Sanctions: peer
disapproval, exclusion ("not one of us"). 4 Social Bonds that promote
conformity and dissuade deviance:a. Attachment - circle of close social
connections that influence and provide feedback regarding good vs bad
behavior. Commitment - level of commitment a person is to the overarching
group, whichcan be strengthened or hinderedc. Involvement - ability to
continue to be involved in social activities based on desiredbehaviors and
, valuesd. Belief - reinforcement of shared beliefs, values, and vision across a
culture, whichoften explain why a given social norm is best
REWARDS — feeling like one's efforts, intrinsic value, and good work are
both noticed and appreciated● Different segments react differently to types
of rewards● Rewards don't necessarily need to be material; sometimes
recognition itself goes a long way: gamification, real-time stats, community
competitions, community encouragement● Remember to build in
unpredictability and variability to the frequency and structure in order to
increase engagement and fight against complacency
RITUALS — rituals engage people around the things that matter most to an
org, ins
8. STRUCTURES (4 Pillars of Cultural Influence) - ANSWER ✓ a person's
social environment determines how/what that person will behave,believe,
and value
Data points collected in culture assessments give a picture of different
structures (or groups) that already exist in your org, and can be used to
segment your training
Culture carriers are a social structure that can be harnessed to influence (and
infiltrate)other existing social structures throughout the org
9. PRESSURES (4 Pillars of Cultural Influence) - ANSWER ✓ behavioral
norms are naturally established by a culture; social control theory points to
the fact that deviance is avoided because it's seen as a such by the culture to
which it belongs
Pressure Rewards: peer recognition, acceptance, inclusion ("one of us")
Pressure Sanctions: peer disapproval, exclusion ("not one of us")
4 Social Bonds that promote conformity and dissuade deviance:
a. Attachment - circle of close social connections that influence and
provide feedback regarding good vs bad behavior
b. Commitment - level of commitment a person is to the overarching
group, which can be strengthened or hindered
, c. Involvement - ability to continue to be involved in social activities
based on desired behaviors and values d. Belief - reinforcement of
shared beliefs, values, and vision across a culture, which often explain
why a given social norm is best
10.REWARDS (4 Pillars of Cultural Influence) - ANSWER ✓ feeling like one's
efforts, intrinsic value, and good work are both noticed and appreciated
● Different segments react differently to types of rewards
● Rewards don't necessarily need to be material; sometimes recognition
itself goes a long way: gamification, real-time stats, community
competitions, community encouragement
● Remember to build in unpredictability and variability to the frequency and
structure in order to increase engagement and fight against complacency
11.RITUALS (4 Pillars of Cultural Influence) - ANSWER ✓ rituals engage
people around the things that matter most to an org, instilling a sense of
shared purpose and experience, sparking behaviors that make the org more
successful
● All rituals start with setting an explicit intention and a great one will
reinforce the mindset and behavior you want to "enculturate" in a way that
feels authentic to the org and its people
12.Draft Communications for Stakeholder Review and Approval - ANSWER ✓
(blank)
13.Finalize Communications - ANSWER ✓ (blank)
14.Distribute Communications - ANSWER ✓ Continually seek out new and
better ways to communicate and influence
15.What would you do (or best step flow) for an in-person campaign?
Validate and Report Efficacy (e.g., Reach, Engagement, Behavior
Change,Culture) - ANSWER ✓ "The main thing to consider is that you can,
and should, find something that provides a valuable insight about each large
strategy item in your program. Become a master storyteller about the value
of security awareness in your organization." (TSA-278)
Professional FINAL EXAM STUDY GUIDE
2025/2026 ACCURATE QUESTIONS AND CORRECT
DETAILED ANSWERS WITH RATIONALES ||
100% GUARANTEED PASS
<RECENT VERSION>
1. SACP - ANSWER ✓ Security Awareness and Culture Professional
2. Review Organization's Mission and Goals - ANSWER ✓ Conduct a series of
interviews or quick surveys to understand how different divisions, divisional
leaders,and other demographic groups view security, understand policy and
best practices, and what they trulyhold important (TSA-253)
Can also help understand whether key execs are in alignment and/or political
or logistical hurdles you need to work through
3. Review Risk Assessment Reports - ANSWER ✓ Are there any deficiencies
that need to be improved?
"There is a gulf of difference between the most critical potential threats and
the most likely successful threats, and the difference matters more than
everything else." (DDD-226)
"Risk assessment tries to predict what threats an organization is most likely
to be exposed to in the future. Any risk assessment assumes the risk that the
predicted threats and risks might not align to the actual risks and threats that
occur in the future." (DDD-226)
It's almost a guarantee that any given risk assessment will never be 100%
accurate
,4. Risk tolerance level - ANSWER ✓ the measure of risk that can be lived
with, or the chance of failure that is at an acceptable level (understanding
that zero risk is unachievable)
5. Are there any deficiencies that need to be improved? (Risk Assessment) -
ANSWER ✓ Is threat intelligence accurate about the top current and future
most likely successful threats?
Is threat detection of the top threats accurate?
Are there too many false negatives or false positives?
Are there some top threats that you are missing altogether?
Are emerging threats being seen and dealt with faster?
6. Review Risk Management Reports - ANSWER ✓ How can your security
awareness program play a role in implementing risk-aligned mitigation
strategies against your org's biggest threats? (DDD)
7. *4 Pillars of Cultural Influence - ANSWER ✓ STRUCTURES — a person's
social environment determines how/what that person will behave,believe,
and value Data points collected in culture assessments give a picture of
different structures (orgroups) that already exist in your org, and can be used
to segment your training Culture carriers are a social structure that can be
harnessed to influence (and infiltrate)other existing social structures
throughout the org
PRESSURES — behavioral norms are naturally established by a culture;
social control theory points to the fact that deviance is avoided because it's
seen as a such by the culture to which it belongs. Pressure Rewards: peer
recognition, acceptance, inclusion ("one of us"). Pressure Sanctions: peer
disapproval, exclusion ("not one of us"). 4 Social Bonds that promote
conformity and dissuade deviance:a. Attachment - circle of close social
connections that influence and provide feedback regarding good vs bad
behavior. Commitment - level of commitment a person is to the overarching
group, whichcan be strengthened or hinderedc. Involvement - ability to
continue to be involved in social activities based on desiredbehaviors and
, valuesd. Belief - reinforcement of shared beliefs, values, and vision across a
culture, whichoften explain why a given social norm is best
REWARDS — feeling like one's efforts, intrinsic value, and good work are
both noticed and appreciated● Different segments react differently to types
of rewards● Rewards don't necessarily need to be material; sometimes
recognition itself goes a long way: gamification, real-time stats, community
competitions, community encouragement● Remember to build in
unpredictability and variability to the frequency and structure in order to
increase engagement and fight against complacency
RITUALS — rituals engage people around the things that matter most to an
org, ins
8. STRUCTURES (4 Pillars of Cultural Influence) - ANSWER ✓ a person's
social environment determines how/what that person will behave,believe,
and value
Data points collected in culture assessments give a picture of different
structures (or groups) that already exist in your org, and can be used to
segment your training
Culture carriers are a social structure that can be harnessed to influence (and
infiltrate)other existing social structures throughout the org
9. PRESSURES (4 Pillars of Cultural Influence) - ANSWER ✓ behavioral
norms are naturally established by a culture; social control theory points to
the fact that deviance is avoided because it's seen as a such by the culture to
which it belongs
Pressure Rewards: peer recognition, acceptance, inclusion ("one of us")
Pressure Sanctions: peer disapproval, exclusion ("not one of us")
4 Social Bonds that promote conformity and dissuade deviance:
a. Attachment - circle of close social connections that influence and
provide feedback regarding good vs bad behavior
b. Commitment - level of commitment a person is to the overarching
group, which can be strengthened or hindered
, c. Involvement - ability to continue to be involved in social activities
based on desired behaviors and values d. Belief - reinforcement of
shared beliefs, values, and vision across a culture, which often explain
why a given social norm is best
10.REWARDS (4 Pillars of Cultural Influence) - ANSWER ✓ feeling like one's
efforts, intrinsic value, and good work are both noticed and appreciated
● Different segments react differently to types of rewards
● Rewards don't necessarily need to be material; sometimes recognition
itself goes a long way: gamification, real-time stats, community
competitions, community encouragement
● Remember to build in unpredictability and variability to the frequency and
structure in order to increase engagement and fight against complacency
11.RITUALS (4 Pillars of Cultural Influence) - ANSWER ✓ rituals engage
people around the things that matter most to an org, instilling a sense of
shared purpose and experience, sparking behaviors that make the org more
successful
● All rituals start with setting an explicit intention and a great one will
reinforce the mindset and behavior you want to "enculturate" in a way that
feels authentic to the org and its people
12.Draft Communications for Stakeholder Review and Approval - ANSWER ✓
(blank)
13.Finalize Communications - ANSWER ✓ (blank)
14.Distribute Communications - ANSWER ✓ Continually seek out new and
better ways to communicate and influence
15.What would you do (or best step flow) for an in-person campaign?
Validate and Report Efficacy (e.g., Reach, Engagement, Behavior
Change,Culture) - ANSWER ✓ "The main thing to consider is that you can,
and should, find something that provides a valuable insight about each large
strategy item in your program. Become a master storyteller about the value
of security awareness in your organization." (TSA-278)
