In just a couple of days, I have been asked by several people to share value propositions for using Organizational Network Analysis. These are excellent questions, because this will help an organization to define the right design and focus on the right metrics.
Rather than to answer each of these questions individually, why not sharing this with everyone. I am therefore sharing the five value propositions for Organizational Networks with links to some insightful article written by Jeppe Vilstrup Hansgaard. And if you know of other value propositions, share this with us by leaving a comment.
1. CHANGE MANAGEMENT PROGRAMS (INNOVATIONS, CULTURE & M&A INTEGRATIONS)
“We know that 3% of staff influence 85% of the organization. We also know how magnetic the 3% is in driving perceptions within the organizations. If they are positive then they drag the perceptions of everybody else upwards. If they are negative, we see the opposite.”
Read more on: Influencers Shape Employee Engagement
2. ORGANIZATIONAL DEVELOPMENT RESTRUCTURING
“Complexity drives inefficiencies. You need to build insights on how work is really getting done in your organization, and then remove obstacles for your employees in the form of formal structures, processes and procedures.”
Read more on: Is Organizational Friction Good or Bad?
3. TALENT IDENTIFICATION
“Somehow the talent challenges and opportunities are almost universal. This has led Innovisor to formulate a gross list of 9 hypotheses that we recommend diagnose as input for better practice talent management.”
Read more on: 9 Talent Hypotheses You Would Like To Know The Answer To
4. EXECUTIVE ONBOARDING
“It is critical to rethink how new CXOs can accelerate their understanding of the companies they enter. The new CXO needs to understand the new company, its people, the linkages between departments and all internal organizational networks to succeed.”
Read more on: Dear New CXO, Welcome! – Do You Want To Sink or Swim
5. LEADERSHIP TEAM RECALIBRATION
“You need to lead Leadership Forums in the same way, as you lead your organization. Just with more discipline, as you only have a short period of time to achieve the results that you need: to build a stronger Leadership network. Who needs to be connected to who? – and why?”