There's a better way to work, and we can help you find it.
We combine data and scientific know-how to help you determine the right next step in solving your organization's greatest challenges.
We have worked with numerous clients, including large businesses, nonprofits, and in the government space, to realize significant tangible outcomes. In collaboration with senior leadership teams, we have realized significant tangible outcomes generating substantial strategic value for our customers.
We explore your data to generate statistically-testable hypotheses, and determine whether a given course of action is better than another in addressing your organization's most pressing challenges.
(Image): An example graphical representation of one-hours worth of communication that took place within a firm of around 250 people. Circles represent employees and lines between circles are email exchanges -- the more dense the lines appear, the more communication is occurring.
Using such analysis we can provide insight on the following:
- Communication/knowledge silos, and the identification of critical brokers
- Plausible pathways of learning and career development, from any point in the organization to any other
- The different styles of communication within different functional areas, and the effect on knowledge flow of the whole organization
- The level of importance of particular employees in the context of the communication network
- Differences in communication frequencies by department, siloing of knowledge, and an over-reliance on single individuals to connect otherwise disparate departments in organizations
There are a host of critical organizational opportunities to explore and optimize, using the tools of network analysis, including:
- Job satisfaction/employee engagement
- ROI on diversity and inclusion programming
- Existence/prevalence of knowledge silos
- Regrettable turnover/termination
- The location of innovation hubs
- The practice of real vs. espoused beliefs
- The seeding of social contagion to support behavior change
Graphical representations/maps can be combined with other data sources to provide dashboards of affect as a function of structure. Using email subject lines, for instance, we can run algorithmic analyses that examine personality such as the Big 5, affect & emotion, or tell-tale signs of creative thinking.
Comprehensive Organizational Assessment
Whether you are looking to understand something internal or external to your organization, we can help you craft a succinct, thoughtful, and rigorously relevant assessment vehicle.
We host and deploy assessments, using a sophisticated and accessible technology platform. We then work closely with our clients to determine an appropriate evaluation approach, routinely using statistical modeling (e.g. regression, ANOVA, t-test, multivariate regression, logit) to determine correlational and predictive probabilities.
Organizational assessment can be useful in understanding any of the following:
- Employee engagement
- Organizational culture
- Stakeholder perception
- Individual, group, organizational performance
- Alignment, understanding, and organizational coherence
- Future orientation and confidence
Read more to learn how interstitio helped a leading non-profit organization critically evaluate the success of a novel national program.
We help apply the scientific method to the process of decision-making, which is less challenging with applicable data. Through comprehensive data inquiry, we surface assumptions and underlying context. This helps us determine hypotheses, which inform experimentation. We then execute those real-world experiments (conditioning a business on x, y variable), to statistically evaluate what is true and directly test assumptions and competing explanations or hypotheses. We help you use statistics and modeling to determine, as a function of chance, what decision is “best.”
This process is perhaps best described with an example:
In 2015 the U.S. operating unit of a large global pharmaceutical company wanted to enact a behavioral and cultural change in response to environmental and market changes. Typically, Human Resources would select "change agents" (individuals with a perceived ability to promote change amongst peers) and task them with promoting the cultural and behavioral change.
We worked with this organization to understand the underlying problem, and after performing initial experimentation, we suggested leveraging social contagion, a process in which behaviors and attitudes get transmitted from person to person like a virus, to try and accomplish the much-needed organizational change.
We ended up testing two approaches to selecting change agents:
The organization's traditional methodology, using HR-selected change agents
Scientific methodology, in which we selected change agents using a network analysis to identify influential employees based on their structural location in the organizational email network.
Our approach was 3x more effective and saved the organization an estimated 5 million in lost opportunity cost. (This work also received an award at the 2016 Wharton People Analytics Conference. Please contact us if you're interested in reading the abstract.)
This example shows what happens when you apply the practice of scientific decision-making (mathematics and statistics) to affect large-scale behavioral and cultural change within an organization. Additionally, our methodology was causally unambiguous: we understand exactly why it worked, and can do it again, in other contexts, for other clients, with the same expectation of success.