Ace Your CCMP Change Management Professional Exam

If employees do not understandwhythe change is happening, the issue lies in thebusiness rationale/case for changecomponent of the communication strategy. ACMP stresses that building awareness starts with a clear explanation of why change is needed, risks of not changing, and expected benefits. The other options (B–D) deal with ability, adaptability, or future readiness, which follow only after a strong rationale is understood. Thus, revising thebusiness rationale(A) is necessary.

(Reference: ACMP Standard, Process Group 3 – Communication Plan; Activity: Communicate business rationale to build awareness and alignment.)

Thechange impact assessmentidentifies who is affected, how they are affected, and the level of change required. ACMP emphasizes this as a critical input to the communication strategy because it allows tailoring ofmessages to audience needs and impacts. Budget and resource assessments inform feasibility, while risk assessment helps mitigate issues, but they do not define messaging needs. Thus, the change impact assessment is the most relevant input.

(Reference: ACMP Standard, Process Group 3 – Communication Plan; Inputs: Change impact assessment and stakeholder analysis.)

ACMP identifies sponsorship as thesingle most important success factorin change. Effective sponsorship requiresactive and visible participation throughout the project. This includes building awareness of the need for change, championing the case for change, modeling behaviors, and engaging stakeholders. While clear roles (B), coaching (C), and communication skills (D) are essential enablers, the hallmark of sponsorship success isongoing, visible engagement from start to finish.

(Reference: ACMP Standard, Process Group 2 – Sponsorship Strategy; Outcomes: Active, visible, and continuous sponsorship engagement.)

ACMP emphasizes thatlearning and development plansare not limited to frontline employees — they also extend tomanagers and supervisors. Supervisors play a critical role in coaching, reinforcing, and clarifying expectations for their teams. The learning and development plan ensures that leaders are trained in the tools and techniques they need to guide employees effectively. Sustainability (A) occurs later to reinforce adoption. Performance planning (B) supports long-term integration, and stakeholder analysis (D) identifies who is impacted but does not provide tools. Therefore, the correct answer is C.

(Reference: ACMP Standard, Process Group 3 – Learning and Development Plan; Purpose: Equip all levels, including supervisors, to support employees in change adoption.)