A slide titled “what is organizational network analysis”. Underneath is a diagram labelled 'What you normally see'. It shows an organisation chart with a hierarchical structure. Individuals are only connected to others in their teams, and each team appears to work in isolation. Next to it is a diagram labelled 'what an analysis of connections shows'. There are clusters of people from different teams who are all connected with lines, showing the interconnectedness of people and managers across the organisation.
A photograph of Jeppe standing behind microphones on the stage. The Learning Technologies London UK 2025 logo is in front of him. He has a warm, friendly smile on his face. Next to him is a slide with the title 'Contagion happens through connectedness'. At the bottom left of the slide is a person with an arrow labelled '15%'. The arrow points toward a second person in the image, symbolising the energy passed on to them. Another arrow, labelled '10%', points from the second person in the image to a third person, showing how energy is passed through lines of communication.
A slide with the title 'what can you do? #ThreePercentRule. The Innovisor logo is visible at the top of the slide. There are two diagrams of dots connected with lines, representing employees and how they are connected. The first diagram highlights three key people among the organisational networks. The second diagram has circles around the three key people, illustrating their spheres of influence. Together, the three key people are connected to 85% of all employees.
A slide that says 'how to work with the three percent'. There is a horizontal line that's labelled 'formal' at one end, and 'informal at the other. A vertical line passes through the centre of it, with the labels 'structured' at the top, and 'unstructured' at the bottom. 'Leadership and communication' is displayed in the formal - structured quadrant, 'listen and co-create' is displayed in the structured - informal' quadrant, 'sensemaking' is listed in the informal - unstructured quadrant, and 'role-modeling' is listed in the unstructured - formal quadrant. Arrows point from leadership communication, listen and co-create, and role-modeling to the sensemaking quadrant.
I'm still pondering insights shared at #LT25UK by @jeppehansgaard.bsky.social, CEO @innovisor.bsky.social ky.social
Grounded in Dunbar’s Number theory, Jeppe outlined L&D’s need for awareness of social groups in organisations & the benefits of creating high-impact networks. More below👇
#LandD #T5S3
