NOVEMBER 2018HR TECH OUTLOOK9life so they can be applied. However, well-developed ideas are of little value if they are stuffed away inside some pocket of a much broader organization. Diffusion Connections facilitate the linking-up process to move ideas beyond local development pockets by scaling them across the organization. Fact is, ideas that are developed deep within cohesive teams are 43 percent more likely to be rejected by the broader organization. We know this as the "not created here" phenomenon. This is where network energy becomes essential. A few years ago, network experts Rob Cross and Wayne Baker conducted a comprehensive study of seven large organizational networks. What they discovered was amazing: energy has a significant impact on organizational progress. They determined that energy inside the network has four times the lift in facilitating progress and idea diffusion. That is, positive energy encourages others to engage in diffusion of an idea. However, even diffused ideas need to break through the brick walls of well-fortified organizational structures and systems. Disruption Connections help to break down the roadblocks that exist within organizations that stifle bold innovations. These connections disrupt the existing structures to enable new solutions and innovations to be formally endorsed. Disruption connections help to combat against the current status quo by seeding the network to break through the brick walls of formality. They help to build formal sponsorship for change. In today's dynamic world, existing talent frameworks must shift--from a predominantly human capital centric approach, to one that emphasizes social capital. Talent 2.0 will focus on the social connections necessary to actively facilitate the movement of ideas into and across the organization. The result will be greater organizational agility. More recently, focus has shifted towards building out robust people analytics capabilities and organization network analysis
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