Network CentralityPowerful People Networks

A thorough exploration of the workings of your organization, including an in-depth look at the ways teams and networks interact and operate.

Determine the patterns of communication, collaboration, and trust that exist between individuals and teams.

Evaluate the significance of informal networks in relation to the organization’s goals and results.

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Thank you for your interest in exploring Network Centrality

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Powerful Insights for your Organization

Powerful insights, the customized report can help business leaders develop an agile business strategy and identify key influencers and working relationships to help implement sustainable change.

Revenue & Stock Return

– Organizations utilizing network analysis practices see an average increase in revenue of 18.7% and stock return by 2.6% (Collins & Clark, 2003).

Sales

– Sales teams that engage in ONA type interventions see a 15% increase in sales of value between $500,000- $2,000,000; and a 9% increase in sales of value between $2,000,000- $10,000,000 (Cross, 2009).

Employee & Customer Satisfaction

– Groups that engage in ONA-type solutions have an increase of 71% in employee satisfaction. Customers served by these groups have an increase in satisfaction between 35-245% (Reingold & Yang, 2007).

The value of identifying the social networks among your colleagues

+18.7%

Increase in revenue

+15%

Increase in sales

+71%

Increase in Employee Satisfaction

+35-245%

Increase in Customer Satisfaction

All work happens through a network

Accountability-structure

Traditional Hierarchy

Organizational charts provide useful information about the structure of accountability within a network however people simply don’t behave in the way an organizational chart shows.

Real Dynamics of the Network

Collaboration, engagement, teamwork, information transfer, and trust are all sub-components of Social Capital – we believe these are all important.

Dynamic-networks

“Usually, ONA surveys tend to be a top-down approach that doesn’t necessarily deliver value to individuals. Mentis has an approach that allows for individual awareness development while effectively gauging relational ties"

Simone Gargenti

Founder & CEO, Quint

Where does collaboration really matter?

Knowledge Sharing and Learning

A culture that values the connections between individuals promotes robust
knowledge sharing and more natural mentoring behaviors, connecting people to
the resource and expertise they need to grow and succeed.

Colleague Engagement

Fostering strong connections and a sense of community within the workplace
boosts employee engagement and retention, as individuals feel valued,
supported, and part of a cohesive team.

Innovation for the Future

Collaboration across diverse teams, fueled by a broader understanding of
interpersonal dynamics, drives innovation and enriches the creative process by
integrating varied perspectives.

Diversity, Equity & Inclusion (DEI)

Understanding and enhancing organizational relationships is crucial for
celebrating diversity and fostering inclusion. DEI bolsters these connections,
promoting equity, collaborative growth, and innovation in a supportive
environment.

Change Management

Identifying and leveraging key relationships within an organizations people
network enables effective change management, as trusted networks facilitate
the smooth adoption of new practices and ideas.

Transforming Workflow Efficiency

Insights into how people collaborate and communicate can reveal opportunities
to streamline operations, enhancing efficiency by eliminating bottlenecks and
simplifying workflows.

Learn more about upcoming accreditation courses for Network Centrality

Whole Network Insights

The 5 metrics of Social Capital

The informal structure within a network

Diameter

How many individuals do colleagues have to communicate through in order to reach another individual in the
network?

diameter

Density

What percentage of communication relationships exist out of the total possible number of relationships that could exist in the entire network?

density

Cohesion

Are there multiple communication relationships between colleagues within the same team / department?

cohesion

Collaboration

How well connected are teams and departments? Do several communication relationships support collaboration between teams?

collaboration

Fragmentation

Reveals groups with limited connectivity to other parts of the network. Could turnover cause significant disruption?

fragmentation

Individual & Team Insights

CORAL SQ - Individual & Team

The collaborative style and influence of an individual within a network

Centrality

How central the individual is to the whole communication network.

Key player

Has access to, and communicates with, many individuals.

centrality

Outreach

Sociable, popular and comfortable in establishing relationships and connecting with others.

Pioneer

Sociable and popular who comfortably establishes relationships and connect with others

Receptivity

How much others approach the individual for information.

Specialists

Respected and trusted for their opinion, advice and expertise.

Acccess

How effectively the individual can reach different parts of the network.

Pulse Taker

A person who sits at the intersection of information ‘highways’ and can efficiently relay information across the network.

access

Linkage

How much an individual connects disconnected groups or individuals in the network.

Broker

A lynchpin who can connect disconnected groups/individuals, this person knows who holds important information, and how to obtain and distribute it.

linkage

Learn how to apply insights & metrics with people networks

Hear From Our Clients

“I really enjoyed the Network Centrality Foundation Practitioner accreditation and I found that Network Centrality really gives very insightful data in terms of how people collaborate/network. I’m looking forward to using it to add unique insight for my team coaching”  

Anhar Coaching - Digital and Strategy Advisor to CIOs  and C-Level Leaders, ICF Certified Executive and Team Coach

Anhar Coaching - Digital and Strategy Advisor to CIOs and C-Level Leaders, ICF Certified Executive and Team Coach

Delel Chaabouni

"........I thought all three sessions were excellent - The content was clear and helped me develope my understanding on how to use ONA......What I really think Mentis has done a great job of is nailing ONA in terms of client end-user experience - specifically, the measurements you've developed in CORAL and Social Capital are clear and make the product easy to understand and use."

Founder at PeopleNav

Founder at PeopleNav

Hugh Hawthorne

Questions & Answers

Frequently Asked Questions?

Didn’t find your answer here? Just send us a message and we’ll help in no time.

Is Network Centrality a test/assessment?

Network Centrality is a ‘sociometric’, meaning it is only concerned with measuring the relationships that exist between people. It is not an assessment or a test. 

How do you weigh different criteria in process?

Data is collected through an active survey process and not through a passive data collection process (data mining). We believe that passive surveys are unethical. With us, participants of the network are invited to complete a brief survey comprising of 1- 3 question per network. Each question asks about relationships with co-workers in the context of the network being explored. This forms the basis of calculating Social Capital, Social Quotient and SONAR diagrams. 

How does asking just 1-3 questions per network give the insight required?

With ONA the accuracy of the outcome comes from the fact that its multiple people answering the same question to build up the true network, compared to psychometrics where its multiple questions to the same person.

The questions are directed to the entire network, allowing an accurate measure of the network to be determined based on responses from the actual network members.

How many networks should be covered in the survey?

While this does depend on the organisation’s needs, most organisations cover between 2-5 networks to provide sufficiently detailed data and actionable insights.

How long will the survey take participants?

This will depend on the number of networks covered in the survey and the size of the network, but typically the Network Centrality survey takes participants between 5 and 20 minutes to complete. 

How many people should be included in the Network?

While there is no upper limit to the size of the network you can explore with Network Centrality, when there is less than 30 participants, we can’t guarantee all metric scores can be generated and a network with less than 20 participants is considered undesirable for adequate analysis and insight. 

How long does data collection last?

Most Network Centrality projects capture the required data within 1-2 weeks. Very large networks may take longer given the number of participants involved. The time it takes is dependent on the response rate and speed of response by participants.

Should Network Centrality be repeated?

Yes is the simple answer, continuously tracking the strength of Social Capital within a network is one of the main insights of the tool. Given the nature of human relationships, networks are extremely dynamic and changeable over time and circumstance. Most Network Centrality projects repeat surveys every 3-6 months to identify how the networks are evolving within the organisation, and to determine efficacy of interventions and programmes. For larger networks (>200 pax) we recommend closer to 6 months between repeating to allow for the network to change during this time. For smaller networks (<75 pax), Network Centrality can be repeated at more regular intervals such as every 3 or 4 months since meaningful changes can occur quicker. 

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