Whychange?The ability of theorganization toestablish norms ofinnovation andencourageinnovative activityBeliefThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThepressure forchange inthe situationOrganization-levelstatementsOrganizationalexperience;Managerialsupport;ChangeA broaderrange ofpeople; Amore diversegroupWhy there isthe need forchange;What needschangingCommunicatingvertically,horizontally andwith customersArmenkisManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentSpecific,Measurable,Attainable,Relevant, andTime-boundTransformative;MeaningfulTrustworthyLeadershipFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamLeader-developedvision(Theneed for)changeSystemsThinkingInvolvedMiddleManagementWhychange?The ability of theorganization toestablish norms ofinnovation andencourageinnovative activityBeliefThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesThepressure forchange inthe situationOrganization-levelstatementsOrganizationalexperience;Managerialsupport;ChangeA broaderrange ofpeople; Amore diversegroupWhy there isthe need forchange;What needschangingCommunicatingvertically,horizontally andwith customersArmenkisManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentSpecific,Measurable,Attainable,Relevant, andTime-boundTransformative;MeaningfulTrustworthyLeadershipFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamLeader-developedvision(Theneed for)changeSystemsThinkingInvolvedMiddleManagement

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