OVERVIEW
A new combination of people & technology to rethink the way we work. We select or develop the best solutions for companies to place employees at the center of change and strategy execution.
HOW IT WORKS
The HOW4 process is designed to be fast, non-intrusive and immediately actionable. The entire diagnostic cycle — from data collection to real-time results — can be completed in just a few days.
1
Data Setup
Load the employee registry and define teams, functions and reporting lines
2
Survey distribution
4 simple questions sent to all participants — takes under 10 minutes per person
3
Network mapping
Responses generate the real hierarchical, working and desired relational networks
4
Algorithm analysis
20+ algorithms compute centrality, cooperation, managerial openness and more
5
Real-time results
Relational maps and quantitative indices — at every level of the organisation
USE CASES
HOW4 results translate directly into concrete organisational interventions across three strategic areas.
1
COMPANY LEVEL
Change management plan
Understand how to guide organisational change by leveraging real human networks — not the org chart.
Activate change agents identified by the ONA
Reduce resistance by addressing real silos
Track network evolution across diagnostic runs
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Badge
2
TEAM LEVEL
Knowledge management plan
Move beyond "value = role assigned". Enable smarter role rotation based on actual competencies and network positioning.
Identify who holds critical tacit knowledge
Design rotation paths that preserve know-how
Reduce key-person risk across the organisation
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Badge
3
INDIVIDUAL LEVEL
Organisational performance plan
Grow team size and span of control intelligently — reducing coordination overhead and unlocking senior expert capacity.
Optimise span of control with data
Strengthen cross-functional collaboration
Free up management bandwidth for strategic work
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HOW IT WORKS
HOW4 delivers quantitative behavioural indices grouped into macro-categories — at company, team and individual level — so leadership can act at the right scale.
1
COMPANY LEVEL
Organisational health
Structure
Are roles and responsibilities clearly defined — formally and informally?
Management openness
How connected are managers? How strong are cross-team links?
Culture & engagement
Are employees genuinely engaged and cooperating beyond their immediate team?
2
TEAM LEVEL
Team dynamics
Centrality
Which teams are the fastest at sharing information and most connected to the core?
Cooperation
Which teams excel at internal and cross-team collaboration?
Management insight
How do different team managers interact? What are the inter-group dynamics?
3
INDIVIDUAL LEVEL
People intelligence
Centrality profile
Identifies hubs, peripheral employees, change agents and natural leaders
Cooperation score
Who collaborates most broadly? Who are the most sought-after colleagues?
Rotation candidates
People best placed for role rotation based on real network position and skills
