Comprehensive and Detailed In-Depth
Change management’s role in benefits realization is a critical theme in the APMG Change
Management Foundation, focusing on enabling people to adopt and optimize change. Let’s explore
each option in depth:
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Option A: "Encourages users to make the best use of the new situation" – This is correct.
Change management ensures benefits by preparing, supporting, and motivating people to embrace
and maximize the change. For example, training staff on a new CRM system ensures they use its
features effectively, driving benefits like increased sales. The framework defines this as change
management’s primary contribution: aligning human behavior with intended outcomes.
•
Option B: "Ensures dis-benefits are avoided" – While change management mitigates risks
(e.g., resistance), avoiding dis-benefits entirely is not its core focus or guarantee. This is more a
project management responsibility, making this incorrect.
•
Option C: "Provides ultimate accountability for the benefits of a change" – Accountability lies
with sponsors or business owners, not change management, which supports rather than owns
benefits realization. This is false per the APMG roles delineation.
•
Option D: "Produces all of the outcomes required to deliver benefits" – Change management
influences adoption but doesn’t produce all outcomes (e.g., technical delivery), which involves other
disciplines. This overstates its scope.
Option A aligns with the APMG emphasis on adoption and utilization as the bridge between change
delivery and benefits, making it the most accurate answer.
Reference: APMG Change Management Foundation, Chapter 8 – Measuring and Sustaining Change
Outcomes, Benefits Realization section.
