Author: orgmapper
Harnessing the power of collaboration and informal relationships in a time of remote work
The coronavirus crisis is a huge challenge – and raises an enormous question—for organizations. For one, will cross-functional virtual collaboration between employees and departments be sufficient for the enterprise to survive all of the necessary changes?
Spreading calmness via networks of trust in times of uncertainty
Physical distance and remote work have many detrimental effects on organizational performance. As a leader you can upgrade communication and collaboration within your community and improve the efficiency of your company with the right approach, tools and knowledge.
RIGHT IN THE BLIND SPOT – NEGATIVE RELATIONSHIPS IN ORGANIZATIONAL SOCIAL NETWORKS
Conflict, strife, and discord are all very human. Wherever people interact, co-workers bond and friendships blossom, negative relationships appear too. Workplaces are no exception, even if corporate culture makes open hostility taboo. Negative relationships affect almost every feature of organizational life, from internal communication and knowledge sharing to employee retention, from decision-making to change management. As in many other cases, organizational network analysis can help make the invisible apparent. Continue reading
Maven7 Competed among the Top 5 People Analytics-Related Startups Worldwide at the Wharton Conference
Maven7 is one of the cutting-edge startups who has been honored to showcase its business at the Wharton People Analytics Conference in Philadelphia, USA.
This year at the sixth annual Wharton People Analytics Conference and Competition we had the opportunity to get acquainted with the latest innovations in the field of people analytics.
Maven7 was selected as one of the finalists with the OrgMapper product family, a leading organizational change management tool that leverages the business application of network science to accelerate change and break down silos within organizations.
Accelerating Change & Mobilizing the Organization via Influencers
Research shows that 52 percent of companies in the Fortune 500 have either gone bankrupt, been acquired, or ceased to exist as a result of digital disruption since 2000. The collision of the physical and digital worlds has affected every dimension of society, commerce, enterprises, and individuals. Organizations need to change radically in order to keep up with the pace of fast-moving startups. Continue reading
Data-Driven HR: Three Steps To Get Started With HR Analytics Today
As companies increasingly focus on the agile and digital transformation of HR, the best way to get started is by mapping the organizational challenges that represent priorities and pain points not just for HR, but also for the business, its leaders and its employees alike. Doing that in a data-driven way has many advantages. Just one example: a data-driven HR function could easily predict today’s talent shortages—which, in all likelihood, are only going to get worse in the majority of developed countries—five years ago, and prepare for them in time.
Reader discretion advised: this long and detailed article is not for the fainthearted! Proceed only if you have a serious interest in learning about HR analytics.
Useful Resources from the 1st Global Strategic Partner Gathering & Workshop
We couldn’t be more grateful for our strategic partners who joined from 11 different countries – from Australia to the U.S. – representing 18 organizations in person or virtually at the very first two-day-long Global Strategic Partner Gathering & Workshop organized by OrgMapper in September 2018.
At the event, we shared personal experiences related to the corporate implementation of organizational network analysis, thoughts about the future of the ONA market and dived deeper into the business application of network science. The event was the first step to make our vision happen: creating a community committed to promoting the professional and ethical use of network science within organizations.
How Influencers Help You Enact Successful Organizational Change?
Change is inevitable, intrusive and unwelcome. However, change is essential. The key to successful change management is keeping the organization happy. Easier said than done!
