The ability of theorganization toestablish norms ofinnovation andencourageinnovative activityBeliefSpecific,Measurable,Attainable,Relevant, andTime-boundHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathOrganizationalexperience;Managerialsupport;ChangeLeader-developedvisionInvolvedMiddleManagementThepressure forchange inthe situationOrganization-levelstatementsWhychange?SystemsThinking(Theneed for)changeTrustworthyLeadershipWhy there isthe need forchange;What needschangingFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamTransformative;MeaningfulA broaderrange ofpeople; Amore diversegroupThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesCommunicatingvertically,horizontally andwith customersManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateArmenkisThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityBeliefSpecific,Measurable,Attainable,Relevant, andTime-boundHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathOrganizationalexperience;Managerialsupport;ChangeLeader-developedvisionInvolvedMiddleManagementThepressure forchange inthe situationOrganization-levelstatementsWhychange?SystemsThinking(Theneed for)changeTrustworthyLeadershipWhy there isthe need forchange;What needschangingFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamTransformative;MeaningfulA broaderrange ofpeople; Amore diversegroupThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesCommunicatingvertically,horizontally andwith customersManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateArmenkis

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