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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Learning and Enablement | 18% | - Plan and execute rollout strategies - Create learning materials and resources - Design training programs for users and admins - Support adoption and troubleshoot issues |
| Topic 2: Policies and Settings | 22% | - Slack Connect and app approval settings - Identity and access management - Analytics and dashboard usage - Security and compliance configurations |
| Topic 3: Discovery | 10% | - Assess organizational readiness - Communicate Slack value proposition - Gather and analyze client requirements |
| Topic 4: Channel Strategy | 10% | - Design channels for collaboration and workflows - Apply use cases and best practices - Channel naming conventions and structure |
| Topic 5: Governance Structure | 8% | - Manage workflows and processes - Define admin and owner roles - Establish governance policies |
| Topic 6: Delivery and Migration | 17% | - Define roles and responsibilities - Plan and execute migration from other platforms - Understand implementation best practices |
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NEW QUESTION # 53
In a final review meeting for the Slack grid design, the client expresses concerns about future scalability. How should you address this in the context of the final sign-off?
Answer: C
Explanation:
Addressing the client's concerns about scalability involves demonstrating how the proposed grid design is flexible and can be adjusted to accommodate future growth and changes. This reassures the client that the design is a sustainable solution that can evolve with their organization, facilitating a confident sign-off.
NEW QUESTION # 54
You are a Slack consultant helping a client on Enterprise Grid set up Slack Connect channels that will be used to collaborate with an external partner. The client's Enterprise Grid houses four workspaces: Social, External, Marketing and Finance.
Unless modified from the default in the client's Enterprise Grid, which workspaces can channel members request to work with individuals from the external partner?
Answer: D
Explanation:
The correct answer is B. Unless the Enterprise Grid's Slack Connect settings have been restricted, users are not limited to only an "External" workspace for external collaboration. Slack Connect is an Enterprise Grid capability that can be governed centrally, and by default the collaboration capability can apply across the workspaces in the grid. The client may later decide to restrict external collaboration to selected workspaces, such as an External workspace, but that would be a deliberate policy decision, not the default assumption. Option A is tempting because the workspace is named
"External," but workspace naming alone does not automatically restrict Slack Connect requests to that workspace. Option C and Option D are arbitrary and have no relationship to Slack Connect policy behavior. The consultant should clarify that workspace architecture and policy settings work together:
the grid can include an External workspace for strategic organization, but administrators still need to configure policies if they want external collaboration limited to that workspace only.
NEW QUESTION # 55
You are holding a discovery session with your client and they mention they have several big initiatives in the next month, so that it may be difficult for all employees to participate in pre-scheduled training activities.
Which two methods of delivery are best for your client's learning experience?
Answer: C,D
Explanation:
The correct answers are A and D . The client's constraint is that employees may not be able to attend pre- scheduled training because of competing initiatives. That immediately reduces the value of synchronous formats and increases the value of self-paced enablement. Videos let employees learn asynchronously, pause, replay, and consume material when their schedule allows. Documentation provides a durable reference that employees can search and revisit while using Slack. Together, videos and documentation create a flexible learning path that does not depend on everyone being available at the same time. Option B, a customer story, may inspire adoption but does not provide practical training coverage. Option C, live training, is exactly what the client may struggle to attend. Option E, a leadership AMA, can support launch engagement, but it is still scheduled and interactive rather than a reliable training delivery method for employees with limited availability. The consultant's job is to adapt the learning format to the client's capacity constraints, not force the standard delivery model.
Reference topic: Learning and Enablement - asynchronous learning design, video enablement, documentation strategy, launch constraints, and flexible training delivery.
NEW QUESTION # 56
During the enablement discovery call, your client confirmed that organization-wide communications are announced to employees by the executive leadership team. Subsequent communications are sent by department and/or director-level leadership with the expectation that they will optimize communications to align with the change management needs of their departments.
Which recommendation should be included in your client's Communication Plan to meet these needs?
Answer: D
Explanation:
The correct recommendation is to identify one stakeholder for general communications and additional stakeholders for department-specific communications. The scenario describes a layered communication model: executive leadership owns broad organizational messaging, while department or director-level leaders adapt follow-up communications to the needs of their own teams. A strong Slack communication plan must mirror that operating model by defining communication owners, audiences, message responsibilities, and delivery channels. Option A may be useful in some organizations, but simply creating department announcement channels does not solve ownership and coordination. Option B is too rigid; threading can be useful for keeping questions and discussion organized depending on the channel's purpose. Option D focuses on engagement tools, but sentiment capture is secondary to the core requirement: structured communication ownership across enterprise and department levels. Option C directly supports change management because it assigns accountability for enterprise-wide communications and localized reinforcement. This prevents message gaps, duplicate announcements, and inconsistent guidance during launch.
Reference topic: Learning and Enablement - communication planning, stakeholder ownership, change management, department-level reinforcement, and launch communications.
NEW QUESTION # 57
Your Enterprise Grid plan client is preparing a presentation for senior leadership and needs to provide a complete count of the number of people in the workspace.
Which org-level metric should you recommend your client use to find this count?
Answer: C
Explanation:
The correct answer is D . If the client needs a complete count of the number of people in the workspace, the correct org-level metric is Total membership . Full members alone would undercount the population because it excludes guests. Guests alone would obviously undercount because it captures only external or limited- access users. Members who posted is an engagement metric, not a population metric; it measures activity, not total people. Senior leadership reporting usually requires a clear rollup metric that represents the entire membership footprint, especially in Enterprise Grid where leadership may need visibility across workspaces, users, guests, and adoption trends. Total membership is the only option that reflects the complete count of people associated with the workspace. The consultant should distinguish between membership metrics and engagement metrics: membership tells how many people are present, while posting metrics tell how many are actively participating. For a complete count, total membership is the only defensible recommendation.
Reference topic: Governance Structure (Owner and Admin Roles) - org-level reporting, workspace membership metrics, admin analytics, and leadership reporting.
NEW QUESTION # 58
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