An architecture company with +150 employees internally promoted a new CEO with the mandate to take on a culture transition.

The new CEO knew the culture transition had to be driven by the informal organization, and he knew that the deep-rooted leadership style from the years before could become a serious obstacle to the success of the transition.

The new CEO wanted to find the key persons on employee level – the key influencers – that could help him drive the new culture.

Innovisor identified two insights that the new CEO needed to successfully accelerate the culture transition:
  1. The company’s formal structure resulted in a collaboration barrier! Six leaders were bottlenecks for collaboration across locations. The company’s largest location – New York only collaborated with the rest of the company through Leader A, who displayed a controlling leadership style
  2. Influence was found on employee level! Six key influencers influenced 94% of the company. All were a surprise to the new CEO
Selected employees from New York were included in cross-collaborative projects to bridge the divide.
Leader A was repositioned into a Special Assignment role with no formal managerial obligations.
The six key influencers were engaged as the voices of the people allowing the CEO to understand how the rest of the organization perceive the culture transition.
The six key influencers were involved in specific culture activities during leadership meetings.