ArmenkisThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesOrganizationalexperience;Managerialsupport;ChangeHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentWhy there isthe need forchange;What needschangingThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityTrustworthyLeadershipWhychange?Leader-developedvisionCommunicatingvertically,horizontally andwith customersOrganization-levelstatementsFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinkingTransformative;MeaningfulSpecific,Measurable,Attainable,Relevant, andTime-boundManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateBeliefThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathThepressure forchange inthe situation(Theneed for)changeA broaderrange ofpeople; Amore diversegroupInvolvedMiddleManagementArmenkisThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesOrganizationalexperience;Managerialsupport;ChangeHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentWhy there isthe need forchange;What needschangingThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityTrustworthyLeadershipWhychange?Leader-developedvisionCommunicatingvertically,horizontally andwith customersOrganization-levelstatementsFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinkingTransformative;MeaningfulSpecific,Measurable,Attainable,Relevant, andTime-boundManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateBeliefThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathThepressure forchange inthe situation(Theneed for)changeA broaderrange ofpeople; Amore diversegroupInvolvedMiddleManagement

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