Support Organizational Change

Don't confuse this with change control (Task III-3) — that's about controlling changes to the project's scope/schedule/cost; this task is about managing how the organization and its people adapt to the change the project's output represents (a new system, a new process, a new structure).

PMI expects familiarity with structured change-management thinking — models like ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) — as the underlying logic even when a specific model isn't named in a question. Resistance to change is treated as normal and predictable, not a personal failure of the people resisting; the PM's job is to plan communication, training, and reinforcement to move people through it.

Study focus: exam scenarios often show low adoption after go-live and ask for the root cause — the typical correct diagnosis is insufficient change management (communication/training/reinforcement), not a technical failure of the delivered solution.