HARNESSING THE POWER OF ORGANIZATION NETWORKS

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Questions and Answers

How do I identify these influencers? how do I what these influencers can influence? Will different influencers have different influencing capability

There is a well-defined methodology on identification of influencers. The domains of influence are typically 4 – as defined by research – namely, technical, leadership/ managerial, information sharing and personal support.

Degree of influence definitely differs – the basic thumb rule being the more diverse the nature of influence by the same individuals, more will be the strength of influence.

What about bad influencers? I would try to identify them and send them out and I guess bad influencers would not let others find out that they are influencers. What are your comments on this?

Influencers are identified by others – social validation principle. Bad influencers exist but as a practice, organizations are interested in identifying influencers who will benefit them positively and help them in strategic initiatives.

Everyone influences others in some varying degree. How do we know at what level of influence should a person be called influencer?

An algorithm at the back-end sorts and ranks the individuals in terms of the influencing capacity. The thumb rule being – more the social validation of influence from others, higher will be the rank. Also, more diverse the influence (example: technical support, information sharing …), higher will be the rank.

What happens to the left out 12% who do not get influenced by the influencers? Do they influence themselves?

Those individuals can be reached in an indirect manner. They will be indirectly influenced.

How do I become an influencer? Does it have anything to do with where someone is in the organization hierarchy? How about becoming an influencer outside in other areas, say my local sports group where I play? What are the pre-requisites to becoming an influencer?

Influence will follow the 3 principles we discussed in the webinar. This has nothing to do with hierarchy of the individual in the organization structure. The network analysis as a concept was formulated for social setting – to identify social influencers – so this will very well work in scenarios outside of organization settings – the principles will remain the same though.

What should an introvert do to become an influencer? Does becoming an influencer requires being an extrovert personality?

Typically, its observed that people with introversion tendencies are good at technical influence. So, it’s not that they cannot become an influencer.

If 3% of the influencers are impacting 85% of audience, then they must be higher in the hierarchy. Is this true?

Influencers need not be higher in the management level to influence others. The basic tenet of the concept is that influencers work without hierarchy.

What’s the right time to leverage an influencer during day to day operations of an organization?

Influencers needs to be leveraged for gaining support to key management decisions where its required to align larger number of audiences. While they can help in conducting day to day operations of organizations, as a practice they are leveraged for key decisions only.

Is working remotely a new normal or temporarily being forced upon us due to Covid19?

We discussed that it’s going to become a new normal as a lot of organizations and individuals have adapted to this new way of working. We anticipate that organizations will revisit their ways of working and invest more in digitizing their work to ease remote working.

Of all the networks in the company how much importance can we give to grape vines?

They are also a kind of information which is circulated by one or more networks. Grape vine can be good for the organization depending on the information management wishes to disseminate.

What is the best way to engage and drive an influencer network towards a common business goal?

Once influencers have been identified, they can be leveraged by involving them in project teams and other core teams responsible for implementing strategic initiative. Typically, when teams are formed for project implementation, involving the influencers in such teams will be beneficial.

What is the best way to engage and drive an influencer network towards a common business goal?

Culture forms the fabric of the organization and through interactions between the individuals

What is the Cost and ROI implications of implementing ONA?

In one of the real-life case studies of merger and acquisition, application of ONA saved a potential of 3% of the deal value. That was a huge savings from their investment perspective.

Can you elaborate on the methodology of ONA?

Active ONA is based on short survey taking not more than 8 minutes. Post the survey, analysis is conducted and reports are shared at the organization level, department level and manager level. It also provides a heat map of the information exchange between the departments or teams. More can be discussed separately.

How to sustain energy of (organic/inorganic) influencer networks?

Periodic engagement of influencers in senior level meetings to communicate about strategic initiatives and company progress will be beneficial.

How can ONA help in merger and acquisition?

In a merger and acquisition scenario, we need to identify influencers from the acquirer and the target organization who can help us in managing the stakeholders effectively. There are many sensitive communications that are sent out during such a change. These are the areas where influencers can be identified and leveraged.

If the influencers have problems with management regarding their recognition, what will they do?

Usually, influencers are recognized by the management. If that doesn’t happen then they will consciously try to bring down their influence on their network.

What if the COO/CEO or critical top leader is not part of the 3% of influencers? How will the change or anything new work for others and what should be our action course of that case?

Usually these levels are removed from the ONA intervention. ONA is sponsored by CEO/ COO level and it is assumed that they wish to make changes to their organization culture and enhance teamwork. If they are not keen on undergoing such initiatives, then this may not be effective.

Influencers are ready to improve productivity and sound culture and they have great technical knowledge and relationships with coworkers, but the management has not recognized them. What needs to be done in this case?

Influencers need to be recognized. Perhaps it will be good idea to remind the management on the potential of influencers to carry out effective change management.

How does one influence peers and superiors of other functions of the organization to accept suggestions which do not compromise quality and ethical standards to facilitate the achievement of business deliverables? (Some colleagues do not accept logical reasoning to navigate through a situation).

There is a well-defined methodology on identification of influencers. The domains of influence are typically 4 – as defined by research – namely, technical, leadership/ managerial, information sharing and personal support. Degree of influence definitely differs – the basic thumb rule being the more diverse the nature of influence by the same individuals, more will be the strength of influence.

Influencers are identified by others – social validation principle. Bad influencers exist but as a practice, organizations are interested in identifying influencers who will benefit them positively and help them in strategic initiatives.

If they are not a threat to the organization, will they be a good team player?

Periodic engagement of influencers in senior level meetings to communicate about strategic initiatives and company progress will be beneficial.

What are some of the important attributes that makes a person good influencer?

There is a well-defined methodology on identification of influencers. The domains of influence are typically 4 – as defined by research – namely, technical, leadership/ managerial, information sharing and personal support. Degree of influence definitely differs – the basic thumb rule being the more diverse the nature of influence by the same individuals, more will be the strength of influence.

Influencers are identified by others – social validation principle. Bad influencers exist but as a practice, organizations are interested in identifying influencers who will benefit them positively and help them in strategic initiatives.