Network Leader provides organizations with data-driven metrics and insights to measure and improve their key people outcomes across 5 key factors. The Leader Network Diagnostic draws from 30 years of research in network science to provide proven insights and actions across each factor. With almost zero set up time (you can start tomorrow), minimal time investment (less than 20 min to get started), and extensibility (from 10 to 10,000+ people) this is an ideal solution to maximize scale and impact.
Invest in & monitor the health of key talent networks
Belonging, Diversity, & Inclusion
Help sponsors diversify their networks
Ensure your talent has the social support to stay resilient
Activate your change and innovation agents
Help sponsors diversify their networks
Learn about the team behind Network Leader
Inefficient networks can derail a manager’s path to success , disrupt high performers, slow-down technical talent’s productivity, and impact overall integration and desire to stay in organizations. Networks are critical for your key talent. Individuals with effective networks are able to take on leadership roles more quickly, adapt more easily and effectively, and become more influential change leaders.
The LND helps HR leaders and program sponsors monitor the health of their key talent networks, so that they can quickly identify any issues and develop focused, measurable programs and solutions.
Additionally, the LND provides key talent with awareness and agency over their own network effectiveness.
Learning this key information improves the likelihood that key talent will be retained or promoted by an organization.Talent who spend time learning about their networks network are:
more likely to receive top performance evaluations
more likely to receive a promotion
more likely to be retained by an organization
Our suite of tools provides HR leaders with indicators to measure, maintain, or improve the “health” of key talent networks.
The LND helps organizations improve their belonging, diversity, and inclusion measurements and initiatives. It provides “sponsors” with direct evidence of the diversity of the talent they are sponsoring or mentoring.
Organizations can use this information to rectify under sponsorship or over mentorship of their diverse talent. Additionally, the LND provides diverse talent with actionable feedback for closing gaps in their network, specifically mentorship and sponsorship gaps identified that provide pathways to promotions and upward mobility.
Women are often over mentored and under sponsored in organizations. Racially diverse candidates often miss out on key career experiences because of the lack of sponsorship, specifically key connections, in leadership networks. Because of this, women and racially diverse people are often underrepresented in organizational leadership positions, which impact the overall parity and justice in an organization. Equal access to sponsorship and leadership networks is a necessity if we are to ensure belonging and inclusion for all in today’s organization.
Networks are conduits of vital resources that promote worker wellbeing. The LND provides HR and organizational leaders with a snapshot of the social wellbeing of their talent.
Although the LND is professionally oriented, we ask questions about social support and friendship connections because they have a huge impact on personal wellbeing, especially during tough times or periods of instability.
HR leaders can utilize levels of these network indicators to inform the development and implementation of wellbeing support initiatives. Individuals can use the feedback from the LND to better understand the support resources available to them through their networks, and how they need to build relationships to improve their wellbeing.
Networks help accelerate change and innovation initiatives, increase their overall adoption, and ensure intended outcomes are achieved. The personal networks of change and innovation agents are often the key to an initiative’s success.
The LND helps innovation and change agents identify network gaps needed to improve project success. It provides quantifiable metrics to measure the effectiveness of the personal networks of change and innovation agents both prior to and during these initiatives. These measurements enable change and innovation leaders to quickly remedy gaps or provide new pathways to ensure project adoption.
Leaders with effective (e.g., open) networks tend to have higher performing groups and teams. Moreover, leaders are most effective not only when they have built a network that positions them well, but also when they have an accurate understanding of the network within their organization. This astute understanding of their network allows them to develop the connections they need and also help those they lead develop the networks they need to be effective.
The LND can be used to integrate a network lens to your organization's leadership development programs and initiatives. It provides leaders with actionable metrics to improve their leadership connections and strategies to increase overall effectiveness. The LND also provides Talent Managers, Learning & Development leaders, and program sponsors with insights on the overall network health of your organization's leadership cohorts.