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