Specific,Measurable,Attainable,Relevant, andTime-boundWhychange?The ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesCommunicatingvertically,horizontally andwith customersWhy there isthe need forchange;What needschangingSystemsThinkingOrganization-levelstatementsFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamLeader-developedvisionManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityBeliefHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentA broaderrange ofpeople; Amore diversegroupThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathTransformative;Meaningful(Theneed for)changeInvolvedMiddleManagementTrustworthyLeadershipArmenkisSpecific,Measurable,Attainable,Relevant, andTime-boundWhychange?The ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesCommunicatingvertically,horizontally andwith customersWhy there isthe need forchange;What needschangingSystemsThinkingOrganization-levelstatementsFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamLeader-developedvisionManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateThepressure forchange inthe situationOrganizationalexperience;Managerialsupport;ChangeThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activityBeliefHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentA broaderrange ofpeople; Amore diversegroupThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathTransformative;Meaningful(Theneed for)changeInvolvedMiddleManagementTrustworthyLeadershipArmenkis

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