70% of Change Management Initiatives fail to meet objectives
Failure to meet shareholder objectives
Many key individuals and teams resist change
Many teams operate in silos, impeding effective collaboration and adoption of change
Identifying the key individuals able to influence your organization’s network and support change
Initiating change through your organizational network from the ground up
Identifying hidden opportunities and risks in your change initiatives
Measuring meaningful and dynamic ROI.
Using a short survey, and powerful data analytics, Network Centrality maps the collective relationship resources between individuals and teams. This computational analysis is visualized in graph form and measures the strength of each person’s role within the network.
Organizations have very different cultures. As a result, large scale Change Initiatives like Mergers & Acquisitions can often cause clashes in corporate identity, processes, and style; which ultimately undermines performance. What typically occurs is a joining of the two organisations on paper, but marked separation in reality and practise. Communication and collaboration between the separate areas of the new organisation are critical to ensure that processes are not disrupted and that performance is maintained or improved. In this illustration, the European R&D division are highly fragmented and poorly integrated with the North American R&D division.
A European based Bank and Building Society had recently moved it’s various HR functional teams from their local offices to it’s centralized Headquarters to streamline workflow processes. The company wanted to ensure that the relocation initiative was having the desired effect on the communication and collaboration between the HR teams.
Every organization has its formal structures. But traditional organizational charts do not represent the true interactions between individuals and teams. These workplace relationships create informal networks that guide the flow of information and drive performance. They define how the work actually gets done.
A large multinational pharmaceutical company was undergoing rapid expansion and organizational change in it’s Middle-East operations, and wanted to ensure that it’s teams were collaborating effectively and coordinating workflow efficiently as the organization progressed.