The Change Agent Index charts the organisation’s viral network. This gives you insight into the main influencers, their connections, and their opinions on certain issues. For those aspects of your corporate culture that cannot be formalized (such as the conversations between employees and the small concrete actions that people take and that can create or break a culture) this is crucial.
Change Agent Index
The real organigram
We map out three elements:
1 – Number of connections
This is the easiest way to look at a network. The more connections you have, the more likely you are to pick up something that rages through the network. A virus, in terms of disease, gossip, news, etc. If you have a lot of connections, you’ll quickly know what’s going on in the network.
2 – Proximity
Proximity is the distance between groups and people. The closer the people in the organisation are to each other, the smoother the information flows through; in organisations with lower proximity, it will therefore take longer for certain information from the network to reach these groups.
3 – Bridge figures
The betweenness score indicates the number of times a person occurs on the shortest route between two other persons or groups. This means to what extent she functions as a bridge figure. A high betweenness score of a person means that he/she has a high degree of control over the flow of information in the network.
When we are working on corporate culture, it is of course these bridge figures that are important players.
A standard analysis works as follows:
- Drawing up the questionnaire
- Setting up the IT tool for collecting responses
- Focus on the completion of the questionnaires
- Analysis & visualization of the answers
- Reporting the conclusions in a visualized final report
- Presenting and discussing the final report
Example of a network analysis
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