Blinded background information on the company, their reorg and the goal of working with ANI.
Post-acquisition (though many lessons can be learned before and during the change initiative)Company wanted to analyze these 5 criteria to determine what drove collaboration post-change.Main concern: Is the old structure (“legacy affiliation”) still driving collaboration dynamics? In other words, were they successful? Did the change work?
From email data, a network can be created by looking at the exchange of emails between individuals. In this analysis, both the volume of emails between individuals, as well as the time between responses relative to each individual’s typical email patterns were used to create connections, or relationships, between individuals.
The initial hypothesis was that 3 months of email data would be required for an analysis. The graph to the right demonstrates the changes by adding additional weeks of email data. Around week 12, the correlation begins to plateau, supporting the initial hypothesis.
Repeat slide to remind audience of the initial question (ie was the legacy group still driving collaboration?)
No, in fact, sub-functions were correctly driving employee communication. The reorg was successful in changing the collaborating away from the old structure into the new structure.
Emphasis that although this case study was about post-change, ONA can help change initiatives at any stage of the process.
CISummit 2013: Luke Matthews, The Leading Edge of ONA; eData; Reorgs; Networks Outside the Organization
The Leading Edge of ONA; eData; Reorgs;
Networks Outside the Organization
Luke J Matthews, PhD
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