Communicatingvertically,horizontally andwith customersOrganization-levelstatementsArmenkisA broaderrange ofpeople; Amore diversegroupThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathSpecific,Measurable,Attainable,Relevant, andTime-boundLeader-developedvisionFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinkingInvolvedMiddleManagementThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesBeliefHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresent(Theneed for)changeWhy there isthe need forchange;What needschangingThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateTrustworthyLeadershipWhychange?Transformative;MeaningfulCommunicatingvertically,horizontally andwith customersOrganization-levelstatementsArmenkisA broaderrange ofpeople; Amore diversegroupThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathSpecific,Measurable,Attainable,Relevant, andTime-boundLeader-developedvisionFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSystemsThinkingInvolvedMiddleManagementThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesBeliefHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresent(Theneed for)changeWhy there isthe need forchange;What needschangingThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateTrustworthyLeadershipWhychange?Transformative;Meaningful

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