Communicatingvertically,horizontally andwith customersSystemsThinkingThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathThepressure forchange inthe situationWhy there isthe need forchange;What needschangingTrustworthyLeadershipSpecific,Measurable,Attainable,Relevant, andTime-boundBeliefA broaderrange ofpeople; Amore diversegroupWhychange?Flexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamOrganizationalexperience;Managerialsupport;ChangeManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateOrganization-levelstatementsThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activity(Theneed for)changeInvolvedMiddleManagementLeader-developedvisionTransformative;MeaningfulThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesArmenkisHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentCommunicatingvertically,horizontally andwith customersSystemsThinkingThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathThepressure forchange inthe situationWhy there isthe need forchange;What needschangingTrustworthyLeadershipSpecific,Measurable,Attainable,Relevant, andTime-boundBeliefA broaderrange ofpeople; Amore diversegroupWhychange?Flexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamOrganizationalexperience;Managerialsupport;ChangeManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateOrganization-levelstatementsThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activity(Theneed for)changeInvolvedMiddleManagementLeader-developedvisionTransformative;MeaningfulThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesArmenkisHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresent

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