The ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesArmenkisWhychange?The ability of non-executives toconstructivelydissent or willinglyfollow the newpathTrustworthyLeadershipHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentBeliefSystemsThinkingTransformative;MeaningfulFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSpecific,Measurable,Attainable,Relevant, andTime-boundA broaderrange ofpeople; Amore diversegroupInvolvedMiddleManagementManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateWhy there isthe need forchange;What needschangingThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activity(Theneed for)changeCommunicatingvertically,horizontally andwith customersLeader-developedvisionOrganization-levelstatementsOrganizationalexperience;Managerialsupport;ChangeThepressure forchange inthe situationThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesArmenkisWhychange?The ability of non-executives toconstructivelydissent or willinglyfollow the newpathTrustworthyLeadershipHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentBeliefSystemsThinkingTransformative;MeaningfulFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamSpecific,Measurable,Attainable,Relevant, andTime-boundA broaderrange ofpeople; Amore diversegroupInvolvedMiddleManagementManagement failsto addresswarnings that arevisible well inadvance;Managementchanges too lateWhy there isthe need forchange;What needschangingThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activity(Theneed for)changeCommunicatingvertically,horizontally andwith customersLeader-developedvisionOrganization-levelstatementsOrganizationalexperience;Managerialsupport;ChangeThepressure forchange inthe situation

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