Specific,Measurable,Attainable,Relevant, andTime-boundThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathArmenkisOrganization-levelstatementsTransformative;MeaningfulCommunicatingvertically,horizontally andwith customersWhychange?Why there isthe need forchange;What needschangingTrustworthyLeadershipThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamA broaderrange ofpeople; Amore diversegroupManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateBeliefThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeSystemsThinking(Theneed for)changeInvolvedMiddleManagementThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesLeader-developedvisionSpecific,Measurable,Attainable,Relevant, andTime-boundThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathArmenkisOrganization-levelstatementsTransformative;MeaningfulCommunicatingvertically,horizontally andwith customersWhychange?Why there isthe need forchange;What needschangingTrustworthyLeadershipThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamA broaderrange ofpeople; Amore diversegroupManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateBeliefThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeSystemsThinking(Theneed for)changeInvolvedMiddleManagementThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesLeader-developedvision

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