Organizational Network Analysis (ONA)
See How Work Really Gets Done—Before Your Next Change
Informal networks drive up to 80% of performance. Yet most leaders plan change as if formal structure is what matters.
Organizational Network Analysis (ONA) makes invisible networks visible—so leaders can see how information, influence and work actually flow across the enterprise.
What ONA Reveals That Traditional Analytics Miss
Drawing on leading research in systems and network dynamics, ONA shows how people truly:
- Collaborate across boundaries
- Share (or withhold) information
- Solve problems when pressure rises
- Influence decisions and adoption
- Get work done—despite formal processes
Instead of averages, ONA exposes structural differences that drive outcomes: overload, bottlenecks, fragility and untapped resilience.
What Leaders Learn—Quickly and Credibly
ONA surfaces what leaders need to know but rarely see:
- Who people actually go to for decisions and problem-solving
- Where hidden risks and points of failure live
- Which subject matter experts are isolated or underutilized
- How communication really moves across silos
- Who holds informal power and influence
- Why some changes spread—and others stall
- Where innovation and knowledge sharing break down
From “Change Readiness” to Network Readiness
Traditional readiness asks:
- Are people aware?
- Do they agree?
- Are leaders aligned?
ONA sets the stage for change success—before formal announcements are made.
How ONA Works (Without Survey Fatigue)
Ahead of a transformation, we:
- Map informal influencers, sense-makers, and blockers
- Identify a small, credible “change spine” instead of hoping mass communication works
- Surface assets and liabilities in your change network
A focused ONA—often as few as 10 questions over 2–3 weeks to reveal where change will accelerate or fracture.
The Questions Leaders Need Answers To
- “Who do people turn to to make sense of major change?”
- “Whose support actually determines success?”
- “Who moves work forward when implementation stalls?”
- “Who raises concerns early—and helps teams adapt?”
ONA answers these questions with evidence—before consequences show up in results.
Ready to See Your Organization Clearly?
If you’re planning a transformation—or wondering why past ones stalled—ONA provides the insight leaders need to act with confidence.
♦ Talk with Innolect about an Organizational Network Analysis
♦ Or read our article in Strategy+Business: Using a Network Strategy to Align a Multinational Organization
Explore Recent Blogs
Assessing Leadership Potential: A Guide for Managers
Leadership potential is a critical aspect of talent management and succession planning. Identifying and nurturing potential leaders is not only essential for the continuity of leadership but also for driving business growth and innovation. However, assessing leadership potential can be a complex task, fraught with biases and misconceptions. Here’s a guide to help managers navigate […]
Neurodiversity: Navigate How To Lead With Compassion And Success
“Acceptance is the key to unlocking the potential of every person.” — Temple Grandin How does your company embrace neurodiversity? With 1 in 7 adults considered to be neurodivergent, leaders need to understand that a percentage of their employees may experience ADHD, dyslexia, OCD, Tourette syndrome, epilepsy, be on the autism spectrum or possess […]
The Unexpected Benefits of Executive Coaching
Executive coaching has long been recognized as a powerful tool for leaders seeking to improve their performance and leadership skills. However, beyond the obvious advantages, there are several unexpected benefits that can have a profound impact on both professional and personal growth. Let’s explore some of the surprising perks that come with executive coaching: Combat […]
Our Services
Growing
Teams
Learn More:
Growing
Organizations
Keynote Presentations &
Webinars
Learn More
Sign up for our Newsletter
Thanks for subscribing!
