SystemsThinking(Theneed for)changeThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathCommunicatingvertically,horizontally andwith customersThepressure forchange inthe situationThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentWhy there isthe need forchange;What needschangingInvolvedMiddleManagementOrganizationalexperience;Managerialsupport;ChangeManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateA broaderrange ofpeople; Amore diversegroupOrganization-levelstatementsArmenkisThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesWhychange?TrustworthyLeadershipTransformative;MeaningfulSpecific,Measurable,Attainable,Relevant, andTime-boundBeliefLeader-developedvisionFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinking(Theneed for)changeThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathCommunicatingvertically,horizontally andwith customersThepressure forchange inthe situationThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentWhy there isthe need forchange;What needschangingInvolvedMiddleManagementOrganizationalexperience;Managerialsupport;ChangeManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateA broaderrange ofpeople; Amore diversegroupOrganization-levelstatementsArmenkisThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesWhychange?TrustworthyLeadershipTransformative;MeaningfulSpecific,Measurable,Attainable,Relevant, andTime-boundBeliefLeader-developedvisionFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership team

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