organizational network analysis cards

Change Management

HOW4

HOW4 is a powerful tool that allows to perform Organizational Network Analyses in a simple, but extremely effective way.HOW4 allows organizations to map complex networks of communication between internal resources and their informal relation-ships.So it will be possible to carry out a comprehensive assessment of the organization from a ‘Network Perspective’ providing at least 3 organizational views: 1. Employees, 2. Units, 3. Company as a whole.

With HOW4 you can:

Map how the work is

really played

Locate influencers, leaders and hidden

‘experts’

Identify the best agents of change

Track down barriers and bottlenecks for

communication

Find and strengthen critical and relevant

connections

Understand how to create communityof change leaders

Diagnostic AnalysisRealize a web-based analysis in order to obtain a snapshot of the organization through diagnostic indicators and different organizational views

Internal Network MapExtend some features of the platform to groups of resources in order to support internal processes, facilitate interaction and continuously monitor the organization

Define scope and organizational focus

Administer a web-based survey (4 questions)

Read and analyze results

Provide evidences and detailed reports

Define scope and main features

Open web-based survey to selected groups

Collect profiles and internal expertise

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Win resistance Find Agents of Change Speed up the organization

More than 75% of organizational operations fail due to resistance of the internal resourc-es to the efforts and initiatives undertaken to achieve them. HOW4 quickly and effec-tively allows to deeply know the organiza-tion in order to strengthen the power of the informal networks and in order to influence and overcome the resistance to change.

Formal StructureInformal StructureVisible Organization

Coordination and hierarchical controlOrganizational chart and formalized job descriptions

Invisible OrganizationInformal RolesNetwork Maps

Driving change by involving those resourc-es within the company that can influence others so to adopt new behaviors, is more effective than driving guidelines from the Top. The challenge, however, consists in spotting these ‘informal and hidden leaders’ because they are rarely visible on the company organizational charts.

HOW4 helps organizations to map their real logical operations in order to under-stand how information moves and who the specific actors are. Then it will be easier to think on its optimization or re-design according to business goals as well as to promote the spread of new ideas, behaviors, change initiatives.

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Mergers & AcquisitionsWith HOW4 you can:

Map the organiza-tional network of merging entities

Uncover key links before / during / after

the merger

Identifyopportunities for a better integration

Locate barriers in the information flow and

decision-making

Identify resources that can facilitate the

transition

Support talent reten-tion and accelerate

the integration

Realize difficult integration Read networks to avoid errors Involve valuable resources

The primary reason for mergers and ac-quisitions is gaining access to valuable resources, technology, customers and dis-tribution channels. These operations, how-ever, if not effectively managed, can bring more disadvantages than benefits. A ‘net-work approach’ can reduce inefficiencies, loss of key people and ‘missed’ objectives.

By mapping the organizational network before and after a merger or acquisition, HOW4 shows where exactly key links are and where, however, they fail. Understand-ing how the knowledge and decisions pass along the network, HOW® allows targeted interventions, internal realignments and the elimination of barriers to integration.

HOW4 identifies fundamental resourc-es for integration: informal leaders, con-nectors, influencers and facilitators, so that they can be involved in the activities execution. By selecting the right people to communicate and drive the integra-tion process you speed up the cultural change and the capacity of retain talents.


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Team Development

HOW4

With HOW4 you can:

Map Project Teams within the

organization

Understand how to effectively structure

different Teams

Improve communica-tion between Resourc-es, Teams, Countries

Remove bottlenecks and bridge communi-

cation gaps

Effectively measure internal collaboration between resources

Replicatebest performances of

Teams

Build Effective Teams Facilitate Collaboration Know internal dynamics

Building high potential Teams is a skill that every organization must have to be competitive and to achieve strate-gic objectives. With HOW4 companies identify what resources they can put to-gether in order to get effective results while maximizing experience, skills and internal collaboration among resources.

Completing a project is difficult if resources don’t communicate effectively, exchange ideas or share information. Many com-panies invest huge resources to improve communication among Teams and People. Just Few companies make this possible by a systematic approach focused on gather-ing the right people around the same table.

With HOW4 you can monitor the cooper-ation within a specific Team and among different Teams so as to develop actions that improve performance. Why this? Because it optimizes, when necessary, the internal and external cohesion of each Team in order to promote the pro-ductivity and speed up the execution.












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Talent Management

HOW4

With HOW4 you can:

Map key talents inside

the organization

Add a network perspective to Talent

Programs

Identify ‘socialtalents ‘within the

organization

Make decisions con-cerning development

and replacements

Encourage andsolidify leadership

relationships

Fosterconnection between

different Team leaders

Find ‘hidden’ Talent Develop talents reading networks Build leadership relations

Several Companies know their Top Per-formers, but very few can mention their best opinion leaders, influencers, con-nectors or ‘informal’ experts. Resourc-es with valuable social skills are often overlooked in the Talent Management plans. This is because, without prop-er tools, they’re very difficult to detect.

The Organizational Network Analysis will add a new dimension to your Leader-ship or Talent Management Programs. HOW4 will show you where ‘hidden’ ex-perts exactly are and what role they play within the ‘informal’ organization. It will be easier to manage development pro-grams or succession planning choices.

No match can be won thanks to a single protagonist. For this reason, successful leadership programs need to notice the employee capacity to build useful and valuable relationships for the company. Having strategic connections with oth-er key people provides direct access to complementary skills and competences.












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Organizational Performance

HOW4

With HOW4 you can:

Detail the information flow within projects /

process

Act on interactions to strengthen the

organization

Understand the rela-tional patterns within

each process

Identify critical links and strengthen key

connections

Recognize valuable resources, facilitators

and internal hubs

Make decisions to allocate projects or compose Teams

Focus on key relations Organize for better performances Put right people in a right placeEach organization is a set of connected processes. The best organizations are working to optimize internal processes in order to provide better products or ser-vices as efficiently and quickly as pos-sible. The processes are based on the interactions among resources. Boosting these relations is the key to spot efficiency.

Through network maps and quantita-tive measures, HOW4 allows to identi-fy the critical connections and key links that should be strengthened, as well as those to neglect in order to seek efficien-cy. These represent useful information for redesigning process flows, improve productivity and look for innovation.

The network analysis identifies the best people, the internal hubs, connectors, agents of change. Understanding the strengths of your relational resources helps you to make more informed decisions about their actions and responsibilities. HOW4 can be used to allocate resources where they can have the greatest impact.












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Knowledge Management

HOW4

With HOW4 you can:

Map the knowledge sharing in your organization

Locate valuable resources or groups for the organization

Improve the knowl-edge flow among experts or Teams

Break silos, remove bottlenecks, create

‘bridge’

Identify ‘informal’ experts and ‘hidden’

leaders

Cultivate community of experts and their internal connections

Locate ‘informal’ knowledge Recognize networks of knowledge Connect key resources

The value of effective knowledge man-agement is known to every organization. The ability to acquire, develop, share and use internal intellectual resources impacts directly on innovation, produc-tivity and performance. These processes are informal, dynamic and, in many cas-es, invisible on the organizational charts.

In order to improve the internal knowledge management, you need to understand the flow among Teams and resources, trying to align it with the processes and the or-ganization’s goals. HOW4 identifies gaps, silos and helps to promote the develop-ment of strategic connections between leading experts and knowledge centers.

Thanks to HOW4 you can identify key re-sources within the organization: problem solvers, the information centers, the gener-ators of ideas and knowledge brokers. They can be displayed within the network and the company can assign individual goals to promote (when appropriate) collabora-tion and sharing among internal resources.












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organizational network analysis cards

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