Organizational Network Analysis (ONA)

Workplace Effectiveness Strategic Change Organizational Network Analysis
Culture Development & Integration Strategic Planning

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.

Organizational Analysis chart Expectation vs. Reality

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: Traditional Readiness vs. Network Readiness

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?

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