(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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has the clear vision for the organization and uses that vision to reinforce a culture of learning and adaptation
The Intuitive Adapter
centers on communicating need and gaining approval for the change
Pre-change phase
attempt to move people in the desired direction through rational persuasion
Push Tactics
attempt to draw people on the desired direction through rational persuasion
Pull Tactics
has a clear and powerful vision of what the organization needs and uses that vision to capture the hearts and motivations of the organization's members
The Emotional Champion
a change that grows out of incremental change initiatives
Emergent Change
plays an advisory and guidance role to change leaders and design and implementation teams
steering team
a traditional approach to planned change, starts with mission, plans, and objectives; sets out specific implementation steps, responsibilities, and timelines
Programmatic Change
an evaluation of the level of commitment of major players
Commitment Charts
a simplification of the complex, often volatile, human emotion that accompanies change
"Change Curve"
is the time when the hard work plays off and the organization seems new
Fruitation
describes a change situation when energy is liberated by actions
Exothermic
facilitates the "how to" of change, playing the role of third-party intervener often
process helper
senior executive who fosters commitment to the change and assists the change agents who are actively making the change happen
Sponsor
involve the use of structured questions to collect information from individuals and groups in systematic fashion
Surveys
the psychiatrist who's work inspired the behavior change model based on emotions
Elizabeth Kubler-Ross
an employee of the organization who knows the organization intimately and is attempting to create change
internal change agent
pull people to change through the use of a powerful change vision
Change Leaders
involves disseminating details of the change and should include obtaining and listening to feedback
Midstream phase
bottom-up participation on the change initiative focuses on attitudinal changed that will support the needed behavioral changes required by the organizational change
Participative Approach
motivation to continue the long path to transformation
Determination
asks change agents to consider the major choices and the possible consequences of those alternatives
Decision tree analysis
occurs when people have an insufficient sense of threat or challenge from the external world
Stagnation
examines the forces for and against change
Force field analysis
adjustments made to formal systems and processes that reduce resistance while advancing the desired changes
Systemic Adjustments
includes designing new organizational structures, job descriptions, and lots of other detailed plans as well as changing people's mindsets and work practices
Implementation
a willingness to engage in organizational analysis, see what needs to be done, and take the initiative to move the change forward
"Do it" Orientation
who will do what, when, where, why, and how
Responsibility Charting
the group of employees, usually from a cross-section of the organization, that is charged with a change task
change team
an approach when people need to see the whole picture before becoming committed
Seeing First Strategy
requires a tremendous amount of planning and operational work and alignment of leaders
Preparation
consultant who first introduced the change model based on emotional transitions
Jeanie Daniel Duck
includes change initiatives focused on altering established social relationships within the organization
Behavioral-social Change
needed to overcome inertia and focus the organization on the problems faced
catalyst
