Mentis SONAR™

Talent Networks create vibrant ecosystems where individuals
thrive and organizations flourish
powerful people networks

Network Centrality

Talent Networks create vibrant ecosystems where individuals thrive and organizations flourish
Overline text.

Network Centrality, Powerful People Networks

Talent Networks create vibrant ecosystems where individuals thrive and organizations flourish
Overline text.

Network Centrality, Powerful People Networks

Talent Networks create vibrant ecosystems where individuals thrive and organizations flourish
  • REAL IMPACT

The value of identifying and nurturing the informal networks among colleagues.

Better Business Performance
SONAR reveals the real flow of information and influence, highlighting critical connectors and bottlenecks. Leaders can rebalance workloads, remove friction, and align the right people at the right moments. Work moves faster with fewer handoffs, quality improves, and teams deliver more with the same resources.
Improved Relationships and Social Capital
SONAR makes trust and collaboration visible. It identifies bridging ties, brokers, and isolated teams, then guides purposeful connection building. Mentoring pairs form more naturally, knowledge is shared across silos, and reciprocity grows. The result is stronger cohesion, faster problem solving, and a resilient culture that supports change.
Higher Employee Engagement
Network insights make invisible contributions visible. SONAR helps distribute collaboration fairly, build mentoring circles, and connect newcomers to high value communities of practice. People feel included and supported, burnout risk drops, and retention improves as employees see a clear path to impact and growth.
Better Customer Outcomes
Customers benefit when issues reach the real problem solvers quickly. SONAR exposes single points of failure and creates resilient coverage around key relationships. Response times improve, handoffs are smoother across functions and regions, and service quality stays consistent from first contact through delivery.

All Meaningful Work Flows Through Networks of People and Resources.

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.
  • Clear Authority
  • Bureaucracy
  • Slow
  • Blocks Innovation
  • Silos

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.
  • Evolving
  • Integrated
  • Inclusive
  • Rich
  • Collaboration
  • Dynamic

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.
  • Clear Authority
  • Bureaucracy
  • Slow
  • Blocks Innovation
  • Silos

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.
  • Evolving
  • Integrated
  • Inclusive
  • Rich
  • Collaboration
  • Dynamic

Where Does Collaboration Really Matter?

Empower your workforce decisions with in-depth, data-driven talent assessments designed to uncover potential, align capabilities.

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.

The Network Insight

Empower your workforce decisions with in-depth, data-driven talent assessments designed to uncover potential, align capabilities.

The 5 metrics of Social Capital

The informal structure within a network
Diameter
Density
Cohesion
Collaboration
Fragmentation

Diameter

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

Density

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

Cohesion

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

Collaboration

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

Fragmanetation

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

Individual & Team Insights

Empower your workforce decisions with in-depth, data-driven talent assessments designed to uncover potential, align capabilities.

CORAL SQ - Individual & Team

The collaborative style and influence of an individual within a network
Centrality
Outreach
Receptivity
Access
Linkage

Centrality

How central the individual is to the whole communication network.

Key player
Has access to, and communicates with, many individuals.

Density

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.

Access

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.

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.

“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 and network. I’m looking forward to using it to add unique insight for my team coaching.”  

Delel Chaabouni

Anhar Coaching - Digital and Strategy Advisor to CIOs and C-Level Leaders, ICF Certified Executive and Team Coach
"........I thought all three sessions were excellent - The content was clear and helped me develop my understanding about 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 developed in CORAL and Social Capital are clear and make the product easy to understand and use."

Hugh Hawthorne

Founder at PeopleNav

Case Studies

See how brands use talent evaluation to craft insightful, unforgettable guest experience.
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
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Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize

See Who’s Driving Impact in Your Network 

Discover your central connections today

Uncover the key players, hidden influencers, and relationships that shape performance.

Frequently Asked Questions

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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