BeliefHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentWhy there isthe need forchange;What needschangingInvolvedMiddleManagementWhychange?The ability of non-executives toconstructivelydissent or willinglyfollow the newpathCommunicatingvertically,horizontally andwith customersSpecific,Measurable,Attainable,Relevant, andTime-boundSystemsThinking(Theneed for)changeOrganization-levelstatementsTrustworthyLeadershipA broaderrange ofpeople; Amore diversegroupThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThepressure forchange inthe situationManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityArmenkisOrganizationalexperience;Managerialsupport;ChangeFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamTransformative;MeaningfulLeader-developedvisionBeliefHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentWhy there isthe need forchange;What needschangingInvolvedMiddleManagementWhychange?The ability of non-executives toconstructivelydissent or willinglyfollow the newpathCommunicatingvertically,horizontally andwith customersSpecific,Measurable,Attainable,Relevant, andTime-boundSystemsThinking(Theneed for)changeOrganization-levelstatementsTrustworthyLeadershipA broaderrange ofpeople; Amore diversegroupThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThepressure forchange inthe situationManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityArmenkisOrganizationalexperience;Managerialsupport;ChangeFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamTransformative;MeaningfulLeader-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. Belief
  2. Highlighting impact on inappropriate behavior; Develop vision of future showing problems at present
  3. Why there is the need for change; What needs changing
  4. Involved Middle Management
  5. Why change?
  6. The ability of non-executives to constructively dissent or willingly follow the new path
  7. Communicating vertically, horizontally and with customers
  8. Specific, Measurable, Attainable, Relevant, and Time-bound
  9. Systems Thinking
  10. (The need for) change
  11. Organization-level statements
  12. Trustworthy Leadership
  13. A broader range of people; A more diverse group
  14. The ability of an organization to carefully steward resources and successfully meet predetermined deadlines
  15. The pressure for change in the situation
  16. Management fails to address warnings that are visible well in advance; Management changes too late
  17. The ability of the organization to establish norms of innovation and encourage innovative activity
  18. Armenkis
  19. Organizational experience; Managerial support; Change
  20. Flexibility, adaptability of the organizational culture; openness commitment and involvement from the leadership team
  21. Transformative; Meaningful
  22. Leader-developed vision