Leader-developedvisionHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentBeliefManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateSystemsThinkingTrustworthyLeadershipThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityWhychange?Communicatingvertically,horizontally andwith customersWhy there isthe need forchange;What needschangingOrganization-levelstatementsThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathSpecific,Measurable,Attainable,Relevant, andTime-boundFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamArmenkisA broaderrange ofpeople; Amore diversegroupTransformative;Meaningful(Theneed for)changeInvolvedMiddleManagementLeader-developedvisionHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentBeliefManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateSystemsThinkingTrustworthyLeadershipThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityWhychange?Communicatingvertically,horizontally andwith customersWhy there isthe need forchange;What needschangingOrganization-levelstatementsThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathSpecific,Measurable,Attainable,Relevant, andTime-boundFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamArmenkisA broaderrange ofpeople; Amore diversegroupTransformative;Meaningful(Theneed for)changeInvolvedMiddleManagement

Chapter 4 (Part 1) - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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  1. Leader-developed vision
  2. Highlighting impact on inappropriate behavior; Develop vision of future showing problems at present
  3. Belief
  4. Management fails to address warnings that are visible well in advance; Management changes too late
  5. Systems Thinking
  6. Trustworthy Leadership
  7. The pressure for change in the situation
  8. Organizational experience; Managerial support; Change
  9. The ability of the organization to establish norms of innovation and encourage innovative activity
  10. Why change?
  11. Communicating vertically, horizontally and with customers
  12. Why there is the need for change; What needs changing
  13. Organization-level statements
  14. The ability of an organization to carefully steward resources and successfully meet predetermined deadlines
  15. The ability of non-executives to constructively dissent or willingly follow the new path
  16. Specific, Measurable, Attainable, Relevant, and Time-bound
  17. Flexibility, adaptability of the organizational culture; openness commitment and involvement from the leadership team
  18. Armenkis
  19. A broader range of people; A more diverse group
  20. Transformative; Meaningful
  21. (The need for) change
  22. Involved Middle Management