Highlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentOrganization-levelstatementsFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamThepressure forchange inthe situationWhy there isthe need forchange;What needschangingTrustworthyLeadershipLeader-developedvisionArmenkisThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesTransformative;Meaningful(Theneed for)changeWhychange?Management failsto addresswarnings that arevisible well inadvance;Managementchanges too lateBeliefSystemsThinkingThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathA broaderrange ofpeople; Amore diversegroupThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activitySpecific,Measurable,Attainable,Relevant, andTime-boundCommunicatingvertically,horizontally andwith customersInvolvedMiddleManagementOrganizationalexperience;Managerialsupport;ChangeHighlighting impacton inappropriatebehavior; Developvision of futureshowing problems atpresentOrganization-levelstatementsFlexibility,adaptability of theorganizationalculture; opennesscommitment andinvolvement from theleadership teamThepressure forchange inthe situationWhy there isthe need forchange;What needschangingTrustworthyLeadershipLeader-developedvisionArmenkisThe ability of anorganization tocarefully stewardresources andsuccessfully meetpredetermineddeadlinesTransformative;Meaningful(Theneed for)changeWhychange?Management failsto addresswarnings that arevisible well inadvance;Managementchanges too lateBeliefSystemsThinkingThe ability of non-executives toconstructivelydissent or willinglyfollow the newpathA broaderrange ofpeople; Amore diversegroupThe ability of theorganization toestablish norms ofinnovation andencourageinnovative activitySpecific,Measurable,Attainable,Relevant, andTime-boundCommunicatingvertically,horizontally andwith customersInvolvedMiddleManagementOrganizationalexperience;Managerialsupport;Change

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.


1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
  1. Highlighting impact on inappropriate behavior; Develop vision of future showing problems at present
  2. Organization-level statements
  3. Flexibility, adaptability of the organizational culture; openness commitment and involvement from the leadership team
  4. The pressure for change in the situation
  5. Why there is the need for change; What needs changing
  6. Trustworthy Leadership
  7. Leader-developed vision
  8. Armenkis
  9. The ability of an organization to carefully steward resources and successfully meet predetermined deadlines
  10. Transformative; Meaningful
  11. (The need for) change
  12. Why change?
  13. Management fails to address warnings that are visible well in advance; Management changes too late
  14. Belief
  15. Systems Thinking
  16. The ability of non-executives to constructively dissent or willingly follow the new path
  17. A broader range of people; A more diverse group
  18. The ability of the organization to establish norms of innovation and encourage innovative activity
  19. Specific, Measurable, Attainable, Relevant, and Time-bound
  20. Communicating vertically, horizontally and with customers
  21. Involved Middle Management
  22. Organizational experience; Managerial support; Change