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ACMP Global Certified Change Management Professional Sample Questions (Q128-Q133):

NEW QUESTION # 128
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 key impacted individuals are identified and engaged
C. To ensure that individuals or groups affected by a change are engaged in the change effort
D. To engage the most resistant employees in the change

Answer: C

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 # 129
Why is a stakeholder analysis important in the evolution of change impact and organizational readiness?

A. It facilitates the planning of focus groups and communications strategies
B. It identifies the impact of pitfalls and barriers on people
C. It facilitates the understanding of risks on people
D. It identifies those that would be impacted by the change

Answer: D

Explanation:
Stakeholder analysis is thefoundational activitythat identifies individuals and groups affected by the change.
ACMP explains that without knowingwho is impacted, it is impossible to design effective communications, engagement, resistance management, or training. While risks, pitfalls, and strategies are informed by analysis, the primary reason for conducting it is tomap out the population of stakeholders and their level of impact
/influence. Thus, option C is correct.
(Reference: ACMP Standard, Process Group 1 - Stakeholder Analysis; Outputs: List of impacted stakeholders with impact/influence mapping.)

NEW QUESTION # 130
What is a recommended practice for aligning stakeholders around benefits and value of a change?

A. Analyze the learning capabilities of the organization impacted by the change
B. Evaluate the final outcome of the change against the original objectives of the change
C. Use both formal and informal channels to communicate the business rationale for the change
D. Conduct a risk assessment of the dangers and impediments to implementing the change

Answer: C

Explanation:
ACMP emphasizes usingmultiple communication channelsto align stakeholders to benefits and value. Both formal channels(emails, town halls, official reports) andinformal channels(peer networks, change agents) reinforce understanding of why the change matters and how it supports strategy. Risk assessments (A) and learning capability analysis (B) are useful but not primarily about aligning stakeholders. Evaluating outcomes (D) occurs post-implementation, not during alignment. Thus, the best practice ismulti-channel communication of the business rationale.
(Reference: ACMP Standard, Process Group 4 - Communications execution; Guidance: Reinforce benefits through formal/informal networks.)

NEW QUESTION # 131
A credit card organization currently has multiple related change initiatives. The second initiative is taking longer than expected due to delayed access to subject matter expertise in a particular area. Which portion of the change management plan for the delayed initiative is directly impacted by this subject matter expertise requirement?

A. Risk mitigation plan
B. Learning and development plan
C. Resource plan
D. Sustainability plan

Answer: C

Explanation:
Subject matter expertise is aresource requirement. If expertise is unavailable, theresource planis impacted, since this plan defines roles, skills, and availability required to support the change. Risk mitigation (B) may eventually address consequences, but the direct plan affected is the resource plan. Learning (A) and sustainability (D) come later, after execution and adoption.
(Reference: ACMP Standard, Process Group 3 - Develop Resource Plan; Identify skill requirements, assign resources, and address gaps in expertise.)

NEW QUESTION # 132
You have been hired to manage an ongoing transformation initiative in an organization. You immediately observe that leadership is noticeably absent in that most of the leaders are unclear about their role. What plan would you develop to address this gap?

A. Project plan
B. Sponsorship plan
C. Resources plan
D. Communication plan

Answer: B

Explanation:
ACMP emphasizes thecriticality of sponsorship. If leadership is absent or unclear about their responsibilities, the change manager must create or refine asponsorship plan. This plan specifies sponsor roles, required visible behaviors, engagement activities, and alignment with stakeholders. Communications and resource plans address supporting activities, but they cannot substitute for active leadership. Without a sponsorship plan, resistance increases, employees lack direction, and adoption falters. Therefore, the most direct remedy to leadership absence is option D.
(Reference: ACMP Standard, Process Group 2 - Sponsorship Strategy and Plan; Activities: Define sponsor role, create plan for engagement and visibility, coach leaders.)

NEW QUESTION # 133
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