Network-Based Listening: Activate Hidden Influencers for Impact

Work rarely follows the org chart. This session shows how to combine survey data with organisational network analysis to see how work, influence, and culture actually flow. We will cover active ONA methods, influencer archetypes, and manager enablement, and show how relational analytics turns listening from sentiment tracking into a lever that moves adoption, productivity, and retention.

• Why conventional listening misses how cross-functional, matrixed work really gets done, and where sentiment-only metrics fall short.
• Active ONA via surveys – design choices, core measures, privacy, and cost compared with passive digital-trace methods.
• Influence archetypes – advisors, mentors, culture carriers, and AI champions – how to detect, engage, and measure impact.
• Manager enablement – using relational insights to lead across functions; why visibility into networks is a leading indicator of effectiveness.
• Integrating listening with relational analytics – connecting engagement, culture, retention, performance, and change adoption into repeatable products and governance.

• Apply relational analytics to map collaboration communities, surface key influencers, and activate them to scale change programmes.
• Use survey-based ONA to uncover hidden networks and influencers without relying on intrusive passive data or complex integrations.
• Differentiate influencer archetypes – advisors, culture carriers, mentors, and AI champions – and target them to improve engagement, performance, and AI adoption.
• Assess and improve manager effectiveness in networked teams by operationalising relational insights in coaching and development programmes.
• Embed relational analytics within employee listening to expose hidden dynamics, strengthen relationships, and inform strategies that lift experience, culture, and retention.

Craig Starbuck

Head of People Data, Analytics, & Technology · Chime

Cross-functional, distributed work means influence sits in networks, not hierarchies. Traditional listening misses the relational dynamics behind adoption, productivity, and attrition, while passive data raises privacy and access barriers. Senior leaders need a practical route to expose hidden infrastructure, equip managers, and link listening to measurable business value.