Qualitative risk assessmentis most appropriate when reliable quantitative data is unavailable or too costly to gather. In such cases, qualitative methods (like risk matrices or expert judgment) provide valuable input based on impact and likelihood without requiring precise numerical data.
This approach is especially useful in new or evolving domains (e.g., cybersecurity or AI) where historical data may be lacking.
Reference:
CGEIT Review Manual: Domain 4 - Risk Optimization: "Qualitative assessments are suitable when quantitative methods are not feasible due to lack of historical data or high costs associated with obtaining it." COBIT 2019 Focus Area: Risk Management.

This is because training metrics are measurable values that indicate the effectiveness and impact of the training programs on the IT staff's knowledge, skills, and performance1. By embedding training metrics into the annual performance appraisal process, the CIO can:
Communicate the importance and value of IT-related training to the IT management team and direct employees2 Motivate and incentivize the IT management team and direct employees to participate in and complete the IT- related training2 Monitor and evaluate the IT management team and direct employees' progress, achievement, and improvement in the IT-related training2 Provide feedback and recognition to the IT management team and direct employees who excel in the IT- related training2 Identify and address any gaps or issues in the IT-related training or its outcomes2 Embedding training metrics into the annual performance appraisal process can help to create a culture of learning, development, and accountability for IT-related training within the organization. It can also help to align the individual goals of the IT management team and direct employees with the organizational goals of IT governance.
The other options, developing training programs based on results of an IT staff survey of preferences, promoting IT-specific training awareness program, and researching and identifying training needs based on industry trends are not as effective as embedding training metrics into the annual performance appraisal process for ensuring that IT-related training is taken seriously by the IT management team and direct employees. They are more related to the design and delivery of the IT-related training, rather than its integration and evaluation. They may also not have a significant impact on the behavior and attitude of the IT management team and direct employees towards IT-related training, as they may not provide sufficient motivation, feedback, or recognition for participation or completion.

A balanced scorecard is the most comprehensive method to report on overall IT performance to the board of directors, as it provides a holistic view of the IT value proposition, covering four perspectives: financial, customer, internal process, and learning and growth. A balanced scorecard helps to align IT goals and objectives with the enterprise strategy, measure and monitor IT performance, and communicate IT value to the board and other stakeholders123. References := CGEIT Exam Content Outline, Domain 3, Subtopic B:
Performance Measurement and Optimization, Task 1: Establish and monitor IT performance measurement systems to evaluate the extent to which IT delivers on its strategic objectives and desired outcomes.

The MOST important consideration when planning for long-term IT service delivery is the ability of the IT organization to sustain business requirements. A service-oriented IT organization model is one that focuses on delivering value and outcomes to the business through IT services that are aligned with business needs and expectations1. To achieve this, the IT organization must be able to adapt to the changing and growing demands of the business, as well as the advances in technology and innovation. The IT organization must also have the necessary resources, capabilities, processes, and governance mechanisms to ensure the quality, reliability, availability, security, and performance of the IT services2. Therefore, the ability of the IT organization to sustain business requirements is essential for long-term IT service delivery.
The other options are not as important as option D. While it is important to have the approval of the business, an IT risk management process, and a comprehensive service catalog, these are not sufficient to ensure long-term IT service delivery. They are rather means to achieve the end goal of satisfying and sustaining business requirements. References := Make the IT function service-oriented - @CIOPortfolio1 What is SOA (Service-Oriented Architecture)? | IBM

The CIO's first step should be to ask the CEO to be the sponsor of the program, as this can help overcome the resistance from the business units and ensure the support and commitment of the top management. The CEO's sponsorship can also help communicate the vision, goals, and benefits of the ERP system to the enterprise, as well as allocate the necessary resources and budget for the implementation. The CEO's sponsorship can also help resolve any conflicts or issues that may arise during the implementation, as well as monitor and evaluate the progress and outcomes of the program.
Building a governance framework for identifying non-standard processes, requesting funding from the CEO to hire ERP consultants, and engaging a reluctant business unit to conduct a proof-of-concept pilot are possible steps to take after asking the CEO to be the sponsor of the program, but they are not the first step.
Building a governance framework can help define and implementthe policies, standards, and procedures for IT standardization, as well as the roles, responsibilities, and authorities of the IT stakeholders. Requesting funding can help secure the financial resources needed to hire external experts or vendors that can provide guidance and assistance for the ERP implementation. Engaging a reluctant business unit can help demonstrate the feasibility and value of the ERP system, as well as gain feedback and buy-in from the end users. However, these steps may not be effective or successful without the CEO's sponsorship and leadership.