ArmenkisThepressure forchange inthe situationSpecific,Measurable,Attainable,Relevant, andTime-boundTransformative;MeaningfulLeader-developedvisionThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathWhychange?A broaderrange ofpeople; Amore diversegroupTrustworthyLeadershipWhy there isthe need forchange;What needschangingThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesCommunicatingvertically,horizontally andwith customersManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentOrganizationalexperience;Managerialsupport;ChangeOrganization-levelstatements(Theneed for)changeFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamInvolvedMiddleManagementBeliefSystemsThinkingArmenkisThepressure forchange inthe situationSpecific,Measurable,Attainable,Relevant, andTime-boundTransformative;MeaningfulLeader-developedvisionThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathWhychange?A broaderrange ofpeople; Amore diversegroupTrustworthyLeadershipWhy there isthe need forchange;What needschangingThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesCommunicatingvertically,horizontally andwith customersManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentOrganizationalexperience;Managerialsupport;ChangeOrganization-levelstatements(Theneed for)changeFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamInvolvedMiddleManagementBeliefSystemsThinking

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