CCMP Exam Dumps - ACMP Global Change Management Professional Questions and Answers

Definingsuccess criteria and measures to track progressis the essence of ameasurement and benefits realization strategy. ACMP defines this plan as a framework for identifying metrics, assigning accountability, and monitoring progress toward adoption and benefits. Sustainability (B) focuses on reinforcement after adoption, while evaluation strategies (C, D) are generic terms not part of the ACMP Standard. Thus, option A is the accurate and standard-aligned choice.

(Reference: ACMP Standard, Process Group 3 – Measurement and Benefits Realization Plan; Purpose: Define success criteria and measures to track adoption.)

ACMP defines a communication plan as specifyingwho (target audience), what (key messages), and why (desired outcomes). These three elements ensure communications are intentional, audience-centered, and outcome-oriented. Frequency, RACI, channels, and measures are helpful details, but the essential backbone isaudience, message, and intended effect. Option B captures these essentials.

(Reference: ACMP Standard, Process Group 3 – Communication Plan; Required components: Audience segmentation, message definition, and outcomes alignment.)

Thesponsorship planensures that senior executives are active, visible, and aligned throughout the change. It defines actions such as attending town halls, modeling new behaviors, and removing barriers. ACMP highlights that sponsorship is the most important predictor of success, and without structured engagement, leadership risks becoming passive. The change management plan (C) covers the broader initiative, but the sponsorship plan (D) specifically addresses executive involvement.

(Reference: ACMP Standard, Process Group 2 – Sponsorship Plan; Purpose: Ensure senior executives are engaged and visible throughout.)

ACMP specifies thatassigning owners for each measure and targetis crucial to ensure accountability in benefits realization. Without clear ownership, tracking progress and achieving adoption goals becomes fragmented. Training delivery (A), communication of the business case (B), and impact analysis (D) are important activities but belong to other components of the change plan. In measurement strategy, the focus is on definingmetrics, targets, and accountable owners.

(Reference: ACMP Standard, Process Group 3 – Measurement and Benefits Realization Plan; Activity: Define metrics and assign owners.)

ACMP directs practitioners to ground all plans inobjectives, goals, and intended outcomes. These provide clarity on what adoption looks like, what success means, and how progress will be measured. Resource availability (A), business case (B), and sponsorship (C) are critical, but they feed into or support the plan. Theanchorof the plan is defining objectives and outcomes. Thus, option D is correct.

(Reference: ACMP Standard, Process Group 3 – Develop Plan; Activity: Define objectives and outcomes before designing activities.)

When assessments highlighthigh risk, ACMP advises incorporatingresistance management activitiesinto the mitigation plan. These activities include addressing concerns, clarifying roles, and creating feedback mechanisms. Hiring vendors (B) may help with training but does not address resistance. Reinforcing the vision (C) is important but not comprehensive, and budget increases (D) are reactive. Proactively managing resistance (A) is the recommended mitigation.

(Reference: ACMP Standard, Process Group 2 – Risk Management Strategy; Activity: Include resistance management activities in mitigation planning.)

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.)

ACMP explains thatproject managementfocuses on delivering outputs (scope, schedule, budget, quality), whereaschange managementfocuses on ensuring adoption, usage, and benefits realization by addressing thepeople side of change. This difference infocusis the clearest and most fundamental distinction. While differences in plans, stakeholders, and levels of focus exist, option A captures the primary clarification needed: methodologies differ infocus and objectives.

(Reference: ACMP Standard, Introduction; Distinction between project management outputs and change management outcomes.)

Engagement is best ensured through astakeholder strategy, which specifies how each stakeholder will be involved, supported, and motivated. Readiness (A) and impact analysis (B) provide insights into where engagement is needed, and training strategies (D) address skill gaps. However, the plan that directly ensuresengagement of individualsis the stakeholder strategy. It aligns activities to roles, influence, and readiness levels, making engagement intentional and personalized.

(Reference: ACMP Standard, Process Group 2 – Stakeholder Engagement Strategy; Outcome: Ensure meaningful engagement of stakeholders in the change effort.)

To embed change, thebusiness caseserves as a foundational input because it defines the rationale, expected benefits, and alignment with organizational priorities. ACMP explains that embedding strategies should link to the original business rationale to ensure reinforcement mechanisms support intended outcomes. Resources (A) and communications (D) are useful tools, and key messages (B) guide communication, but they are not the anchor. Thebusiness caseensures alignment with organizational value.

(Reference: ACMP Standard, Process Group 4 – Sustainability Plan; Input: Business case to connect reinforcement to expected benefits.)