Communicatingvertically,horizontally andwith customersLeader-developedvisionSpecific,Measurable,Attainable,Relevant, andTime-bound(Theneed for)changeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityTrustworthyLeadershipOrganization-levelstatementsArmenkisHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentInvolvedMiddleManagementThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathOrganizationalexperience;Managerialsupport;ChangeFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinkingThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesWhy there isthe need forchange;What needschangingA broaderrange ofpeople; Amore diversegroupTransformative;MeaningfulManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateWhychange?BeliefThepressure forchange inthe situationCommunicatingvertically,horizontally andwith customersLeader-developedvisionSpecific,Measurable,Attainable,Relevant, andTime-bound(Theneed for)changeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityTrustworthyLeadershipOrganization-levelstatementsArmenkisHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentInvolvedMiddleManagementThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathOrganizationalexperience;Managerialsupport;ChangeFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinkingThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesWhy there isthe need forchange;What needschangingA broaderrange ofpeople; Amore diversegroupTransformative;MeaningfulManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateWhychange?BeliefThepressure forchange inthe situation

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