Organizational Network Analysis: Mapping Influence for Change

When leaders think about organizational charts, they picture boxes and lines showing hierarchy. But here’s the truth: real influence in an organization rarely follows those lines.

That’s where Organizational Network Analysis (ONA) comes in. ONA reveals the hidden webs of collaboration, trust, and communication that truly drive results. By mapping who people turn to for advice, support, or innovation, leaders gain visibility into the informal networks shaping performance.

Why ONA Matters Now

In times of disruption or transformation, leaders often underestimate the informal influencers inside their organizations. They rely on positional authority, overlooking the connectors and knowledge brokers who make or break change adoption.

Studies show that change initiatives are 60–70% more successful when informal influencers are engaged early. ONA provides a data-driven way to identify and empower these key players.

The Pain Point Leaders Face

Leaders often assume that influence equals title. But in reality:

• A mid-level employee may be the trusted go-to person for advice.

• An informal connector might bridge departments more effectively than formal channels.

• A hidden bottleneck may slow collaboration, unnoticed on the org chart.

Without visibility into these networks, leaders miss opportunities to accelerate change or worse, encounter resistance they never saw coming.

How ONA Works

Organizational Network Analysis maps the flow of information and relationships across an organization by gathering data through surveys, communication patterns, or digital collaboration tools. It identifies:

• Connectors — employees who link teams and spread information.

• Influencers — trusted voices whose opinions sway others.

• Bottlenecks — individuals or processes that slow communication.

Applying ONA to Change Initiatives

1. Identify Informal Leaders - ONA highlights who holds trust and influence, regardless of title. These people should be engaged as ambassadors for change.

2. Strengthen Collaboration Across Silos - By spotting gaps, leaders can bridge disconnected groups and improve cross-functional execution.

3. Reduce Bottlenecks - Mapping networks reveals where workflows stall. Leaders can redistribute responsibilities to improve efficiency.

4. Measure Impact of Change - ONA allows leaders to compare networks before and after interventions, showing how trust and communication evolve.

Why This Matters for Growing Businesses

For fast-growing organizations, silos and hidden influencers often emerge quickly. Without visibility, leaders risk misalignment and resistance. ONA equips leaders with the insights needed to design change strategies that stick.

The org chart tells you who’s in charge. ONA tells you who people actually listen to. In the age of disruption, leaders can’t afford to ignore those networks.

4 Ways to Energize and Empower Employees as Change Champions

Successful change initiatives go beyond simply implementing new processes or technologies. The true key to driving lasting transformation lies in empowering employees to become active participants and advocates for change. These change champions play a crucial role in fostering understanding, addressing concerns, and motivating their peers throughout the journey.

However, simply identifying individuals with potential isn't enough. To truly energize and empower your employee change champions, you need to provide them with the necessary support and resources. Here are four key strategies to achieve this:

1. Provide Clear Communication and Training:

• Equip them with knowledge: Ensure your change champions have a deep understanding of the rationale, goals, and potential impact of the change initiative. Provide comprehensive training sessions, access to relevant resources, and opportunities to clarify any uncertainties.

• Develop their communication skills: Equip them with effective communication skills to articulate the vision, answer questions, and address concerns from their peers. This includes training on active listening, clear messaging, and handling resistance constructively.

2. Foster Collaboration and Ownership:

• Create a collaborative environment: Encourage your change champions to collaborate with each other and other stakeholders throughout the process. This fosters a sense of shared ownership and responsibility for the success of the change.

• Delegate tasks and responsibilities: Empower your change champions by delegating specific tasks and responsibilities aligned with their strengths and interests. This allows them to contribute meaningfully and gain valuable experience.

3. Recognize and Reward Contributions 

• Acknowledge their efforts: Publicly recognize and appreciate the contributions of your change champions. This reinforces their commitment and motivates them to continue their efforts.

• Offer tangible rewards: Consider offering incentives and rewards for achieving milestones or demonstrating exceptional leadership throughout the change process. This can include additional training opportunities, career development support, or even performance-based bonuses.

4. Provide Ongoing Support and Development 

• Offer coaching and mentorship: Provide your change champions with access to mentorship or coaching from experienced leaders or external consultants. This can help them navigate challenges, develop their leadership skills, and build confidence.

• Create opportunities for continuous learning: Encourage your change champions to continuously learn and develop their skills through access to conferences, workshops, or online learning resources relevant to change management and leadership.

 By implementing these strategies, you can create a supportive and empowering environment for your employee change champions. This not only increases their effectiveness in driving change but also fosters a culture of ownership, engagement, and continuous improvement throughout your organization.

Managing Mergers and Acquisitions - A Change Management Perspective

Mergers and acquisitions (M&A) present exciting opportunities for organizations to expand their reach, access new markets, and unlock synergies. However, the integration process can be complex and fraught with challenges, often leading to employee disengagement, cultural clashes, and even operational disruptions.

A successful M&A hinges on effective change management. By adopting a change management perspective, organizations can navigate the integration process more smoothly, minimize disruptions, and maximize the potential benefits of the M&A.

Here are key considerations for managing M&A through a change management lens:

1. Define a Clear Vision and Communicate Effectively:

• Develop a shared vision: Articulate a clear and compelling vision for the combined entity, outlining the rationale for the M&A and the anticipated benefits for all stakeholders.

• Transparent communication: Communicate the vision and progress throughout the integration process, using multiple channels to reach all employees. Ensure transparency and address concerns openly.

2. Foster a Culture of Inclusion and Collaboration:

• Embrace diverse perspectives: Value the unique strengths and experiences of employees from both organizations. Encourage collaboration and knowledge sharing to foster a sense of unity and belonging.

• Build trust and psychological safety: Create an environment where employees feel comfortable expressing concerns, asking questions, and participating in the integration process.

3. Address Concerns and Manage Resistance:

• Acknowledge anxieties: Recognize that change can be unsettling. Listen to employee concerns, address them with empathy, and provide clarity and reassurance.

• Develop change management strategies: Proactively address potential resistance through targeted communication, training programs, and support mechanisms.

4. Align Leadership and Equip Teams:

• Executive sponsorship: Secure strong leadership commitment to the change process. Leaders should actively champion the vision, communicate effectively, and role model desired behaviors.

• Empowerment and skill development: Equip employees with the necessary skills and resources to navigate the changes effectively. Provide training on new processes, systems, and cultural norms. 

5. Integrate Systems and Processes:

• Develop a clear integration plan: Define a structured approach for merging systems, processes, and workflows, considering both efficiency and user-friendliness.

• Manage data migration: Ensure smooth data migration between systems, minimizing disruptions and maintaining data integrity.

6. Celebrate Milestones and Recognize Achievements:

• Acknowledge progress: Regularly acknowledge and celebrate milestones achieved throughout the integration process. This helps maintain morale and reinforces the positive aspects of the change.

• Recognize individual and team contributions: Celebrate the contributions of individuals and teams who are instrumental in driving the integration forward. 

By integrating these change management principles into your M&A strategy, you can increase the likelihood of a successful integration, foster employee engagement, and unlock the full potential of the combined entity.