Communicatingvertically,horizontally andwith customersOrganization-levelstatementsSystemsThinkingTransformative;MeaningfulLeader-developedvisionThepressure forchange inthe situationTrustworthyLeadershipInvolvedMiddleManagementBeliefThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentA broaderrange ofpeople; Amore diversegroupWhy there isthe need forchange;What needschanging(Theneed for)changeSpecific,Measurable,Attainable,Relevant, andTime-boundFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathWhychange?Organizationalexperience;Managerialsupport;ChangeArmenkisCommunicatingvertically,horizontally andwith customersOrganization-levelstatementsSystemsThinkingTransformative;MeaningfulLeader-developedvisionThepressure forchange inthe situationTrustworthyLeadershipInvolvedMiddleManagementBeliefThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentA broaderrange ofpeople; Amore diversegroupWhy there isthe need forchange;What needschanging(Theneed for)changeSpecific,Measurable,Attainable,Relevant, andTime-boundFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathWhychange?Organizationalexperience;Managerialsupport;ChangeArmenkis

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