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.

The Power of Organizational Network Analysis and How to Use It

In today's rapidly changing business landscape, organizations are constantly seeking new ways to gain a competitive edge and drive sustainable growth. One powerful tool that has emerged as a game-changer in the realm of organizational development is Organizational Network Analysis (ONA). ONA provides invaluable insights into the informal networks that exist within an organization, shedding light on how information flows, how decisions are made, and how work gets done.

At its core, ONA is about understanding the relationships and connections between individuals and groups within an organization. By mapping out these networks, organizations can uncover hidden patterns, identify key influencers, and pinpoint areas for improvement. Here's a closer look at the power of ONA and how you can leverage it to enhance organizational effectiveness:

Identifying Key Players and Influencers

One of the primary benefits of ONA is its ability to identify key players and influencers within the organization. These individuals often serve as hubs or connectors within the network, bridging different departments or teams and facilitating the flow of information. By pinpointing these influencers, organizations can leverage their expertise and influence to drive change and foster collaboration.

Optimizing Communication and Collaboration 

ONA can also help organizations optimize communication and collaboration by identifying bottlenecks or gaps in the network. For example, if certain departments or teams are isolated from the rest of the organization, it can hinder the flow of information and impede collaboration. By identifying these gaps, organizations can take steps to bridge silos, facilitate cross-functional communication, and foster a more cohesive and collaborative culture.

Enhancing Decision-Making

In addition to improving communication and collaboration, ONA can also enhance decision-making within the organization. By understanding how information flows and who holds the most influence, leaders can ensure that decisions are made with the input of key stakeholders and are based on accurate and timely information. This can lead to more informed decisions and better outcomes for the organization as a whole.

Driving Organizational Change

 Perhaps most importantly, ONA can be a powerful tool for driving organizational change. Whether it's implementing a new strategy, launching a new initiative, or undergoing a restructuring, understanding the informal networks within the organization can be instrumental in ensuring the success of the change effort. By engaging key influencers, mobilizing support, and addressing potential resistance, organizations can navigate change more effectively and achieve their desired outcomes.

To harness the power of ONA, organizations must first conduct a thorough analysis of their existing networks. This typically involves collecting data through surveys, interviews, or other methods, and using specialized software to visualize and analyze the results. Once the networks have been mapped out, organizations can then use the insights gained to inform strategic decision-making, design targeted interventions, and drive positive change.