In SAP OCM, a change assessment (often in the Prepare phase) evaluates readiness, and interviews

are a key method. An interview guide enhances their effectiveness. Option C is correct because it

provides structure—organizing questions into sections (e.g., culture, capabilities, attitudes) ensures a

logical flow, preventing chaotic or off-topic discussions. For example, a guide might start with “How

open is your team to change?” before delving into specifics, keeping the interview coherent. Option

D is correct as it focuses on key topics (e.g., resistance risks, resource readiness), ensuring critical

data isn’t missed amidst casual conversation. This focus aligns questions with assessment goals, like

identifying adoption barriers. Option E is correct because it acts as a cheat sheet—interviewers can

refer to it if they lose track, maintaining professionalism and coverage, especially under pressure or

with resistant interviewees.

Option A is incorrect—interviews prioritize qualitative insights (e.g., opinions, concerns) over

quantitative data (e.g., scores), which surveys handle better; efficiency isn’t the guide’s primary aim.

Option B is incorrect; it’s too rigid—interviewers should adapt to responses, not stick strictly to listed

questions, as flexibility uncovers deeper insights. SAP OCM emphasizes structured yet adaptable

interview guides to maximize value.

“An interview guide provides structure, focuses on key topics, and serves as a reference, ensuring

change assessment interviews yield comprehensive and relevant insights” (SAP OCM Framework,

Change Assessment Interview Guidelines).