Management failsto addresswarnings that arevisible well inadvance;Managementchanges too lateArmenkisThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentTransformative;MeaningfulFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathSystemsThinkingThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesInvolvedMiddleManagementOrganization-levelstatementsWhy there isthe need forchange;What needschangingA broaderrange ofpeople; Amore diversegroupLeader-developedvisionTrustworthyLeadership(Theneed for)changeThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeSpecific,Measurable,Attainable,Relevant, andTime-boundWhychange?BeliefCommunicatingvertically,horizontally andwith customersManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateArmenkisThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentTransformative;MeaningfulFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathSystemsThinkingThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesInvolvedMiddleManagementOrganization-levelstatementsWhy there isthe need forchange;What needschangingA broaderrange ofpeople; Amore diversegroupLeader-developedvisionTrustworthyLeadership(Theneed for)changeThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeSpecific,Measurable,Attainable,Relevant, andTime-boundWhychange?BeliefCommunicatingvertically,horizontally andwith customers

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