Detect your change agents
Leading organisational change management software to detect change agents and screen internal communications
What is the best approach to deliver a successful change process? Change agents! As you know, implementation of change takes place at the local level. So, if you have the right tool to identify local Change Agents, your project will benefit from this critical element of successful change.
We analyse what type of people are needed in times of change. OrgMapper provides you with the most influential, capable, best connected employees who are willing to put effort into helping the company achieve its goals. In parallel, we give recommendations for effectively communicating the change process.
By inviting the right people at the right time, the change capability of your organisation will be maximised. At the same time you can tailor and maximise the impact of internal communications. It results in a change program with shorter time frames and wider adoption of the planned changes.
Powerful insights, clear visualisation
You will obtain tangible results which focus on your company’s strengths and development areas
Narrative guide with comprehensive explanations about influencer identification and communication diagnostics, including recommendations on how to involve influencers and improve internal communications
Filterable list of peer-elected, most acknowledged and capable employees who are motivated to drive organisational change initiatives
Interactive diagram showing formal and informal communication flows, with drilldowns to specific locations and business areas.
ENGAGE EMPLOYEES IN CHANGE
OrgMapper provides employees with an opportunity to nominate their colleagues for their change capabilities, so they can help the company achieve its goals. The nomination tool is secure, online, easy and quick to complete.
TAILOR INTERNAL COMMUNICATIONS
The diagnostics interface has drill-down functions to get to detailed insights. OrgMapper allows you to focus on communication strengths and remove blockages in information flows to be able to better support company-wide change initiatives.
A broad range of business challenges can be addressed by OrgMapper
You promote ongoing continuous change and you aim to drive change from within the company with limited external expertise. To maximise the change capability of the organisation you want to select change agents who can assist with change implementation and getting buy-in at the local level.
You focus on making an impact with employee communications and you are looking for strengths and blockages in information flows to be able to better support company-wide initiatives. You want to identify employees who are acknowledged as opinion leaders and use them to distribute key messages and act as a feedback mechanism.
You have received the employee engagement survey results and are committed to implementing some recommendations. You are keen to find employees who are seen as credible players by their colleagues. They are key to successfully amplify and enhance engagement in every employee segment. You want to make them a comprehensive part of your engagement strategy
Your organisation has chosen a bottom-up approach for development and roll-out of its growth strategy. You want to work with your internal experts and involve them in future-shaping workshops, so they can act as multipliers, can help release the developed stories, and can play a key role in accelerating the change.
BEHAVIOURAL / CULTURAL CHANGE
You need to drive cultural change, with non-negotiable behaviours. You are looking for employees who have strong personal trust networks and who can be counted on to help shape your corporate culture in every business area. These highly enagaged and well-connected indivuals are your ambassadors for ongoing cultural change.
NEW PROCESSES / SYSTEM
You are (re)designing processes and/or introducing new systems and ways of working. You need an internal group of employees with the right capabilities across the company. These experts assist in the detailed roll-out so all employees know exactly what is new, how to do it and how to comply.
Nothing demonstrates our expertise more than some real-life client situations
AMERICAS / 11 COUNTRIES 1,970 PARTICIPATING EMPLOYEES
The company’s transformation program aimed at moving from a functional view towards an enterprise-wide approach, with a focus on customer service and performance improvement.
The company desired to identify key employees who can involve and inform others, build bridges to support collaboration between functions, continually learn better ways to do work and succeed, anticipate customer’s needs and create customer loyalty.
The company was able to
1) drive and accelerate change at all levels of the organisation;
2) understand the reaction of teams to the changes and then focus on relieving the impacts;
3) encourage employees to work effectively in changing contexts.
EUROPE / 4 COUNTRIES 5,120 PARTICIPATING EMPLOYEES
The company creates a unique working environment that enables its employees to make a contribution and actively shape the future, through constructive feedback mechanisms and open dialogue. The company decided on a bottom-up approach for development and roll-out of their growth strategy, which focussed on changing the culture and behavioural values.
Management wanted to work with internal experts, who can act as multipliers, can help release the developed stories, and can play a key role in accelerating the change.
”You can’t start a fire without a spark”! The identified influencers (Sparks) were positioned as ambassadors for ongoing cultural change and invited to ”future shaping” workshops to share their ideas on how the company should move forward. Because of their roles, the Sparks were very committed and able to spread the corporate vision fast through their vast personal networks.
EUROPE / 1 COUNTRY 2,805 PARTICIPATING EMPLOYEES
The business environment in the financial sector became unpredictable. Therefore, this company launched their organisational cultural change program to strengthen the company’s client focus behaviour. This included changing the communication strategy from a top-down into a bottom-up process and speeding up decision making.
Both HR and Internal Communication departments requested the analysis to identify influential employees with whom management could work together. These employees needed to be involved in appreciative inquiry methodologies to boost engagement and spread the word on the organisational cultural change program.
The identified influencers participated in workshops, events and lean launch projects across the organisation. The influencers’ engagement increased and they were able to share their excitement and valuable information through their own personal networks of influence. This process sped up internal communications and got the rest of the workforce onboard.
Insights on Organisational Network Analysis
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