The Tactical Data Company

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Metric Glossary

Click any node to see their individual profile. These metrics explain what the network data means for your organisation.

Connectivity: How well-linked the management team is. High connectivity reduces the risk of communication silos and ensures strategic decisions propagate quickly through the organisation.
Brokerage: Identifies managers who act as bridges between departments. These individuals are critical for cross-functional alignment — their absence would fragment the leadership network.
Siloing Risk: Measures how isolated different management clusters have become. A high score suggests the leadership team has fragmented, which can impede coordinated decision-making.
Influence: Captures whose judgement carries the most weight in the advice network. A highly influential manager is connected to other well-connected peers — their views shape the organisation's direction.
Information Speed: The average number of steps needed to pass information between any two managers. Shorter paths indicate faster, more agile decision-making across the leadership team.
Hierarchy Alignment: Compares where managers seek advice against the formal reporting structure. Low alignment reveals informal networks that bypass the org chart — which may indicate gaps in the designed authority structure.
Community Detection: Groups of managers more densely connected to each other than to the rest. Communities often correspond to departments, project teams, or informal leadership coalitions.

The Composite Influence Score identifies the true all-rounders in the management network — individuals who score highly across all three core centrality dimensions simultaneously. Betweenness captures information brokerage between teams, PageRank captures sustainable peer influence, and Closeness captures strategic accessibility across the organisation. A high composite score signals a manager whose departure would simultaneously reduce information flow, lower collective influence, and increase average coordination distances across the hierarchy.

#	Name	Score	Role	Seniority Level	Department	Tenure (yrs)	Hub	Authority

These managers act as bridges between different departments and teams. They control the flow of information and are critical for preventing organisational silos. Removing a key gatekeeper can fragment the leadership network overnight.

#	Name	Score	Details

This metric measures sustainable, organisation-wide influence. It highlights individuals who are critical to the flow of information, whilst mathematically correcting for 'knowledge hoarders' who receive advice but rarely pass it on.

#	Name	Score	Details

Measures the volume of direct day-to-day interactions. High scorers maintain the broadest active relationships across the management team and are well-placed for rapid communication or strategic rollouts.

#	Name	Score	Details

This metric reveals the dual nature of influence in the network. Subject Experts (Authorities) are the deep knowledge centres frequently sought out for answers. Knowledge Navigators (Hubs) are the essential connectors who might not hold the answers themselves, but efficiently route people to the exact experts who do.

Subject Experts — Authority Score

#	Name	Score	Details

Knowledge Navigators — Hub Score

#	Name	Score	Details

Band	Score Range	Organisational Diagnosis
Low	< 10%	Fragmented: The network is disconnected. Risk of isolation, poor knowledge sharing, and weak company culture. Collaboration happens only in small, isolated pockets.
Optimal	10% – 30%	Balanced: A healthy mix of cohesion and autonomy. Sufficient connectivity for trust and efficient communication, without bogging individuals down in constant meetings or emails.
High	> 30%	Over-connected: Risk of collaborative overload and burnout. Too many people are involved in too many things, often leading to consensus-paralysis and a lack of deep, focused work.

Band	Score Range	Organisational Diagnosis
Low	< 2.0	Hyper-responsive: Information travels instantly. Excellent for crisis management and rapid adaptation. However, it can indicate a lack of formal structure or a highly reactive environment where rumours spread as quickly as facts.
Optimal	2.0 – 3.0	Efficient: Standard for a well-functioning hierarchy or matrix. Leadership is accessible, and information cascades efficiently without skipping necessary management layers.
High	> 3.0	Bureaucratic: Information flows are sluggish. The front line is likely disconnected from leadership, causing strategic misalignment and delayed decision-making.

Band	Score Range	Organisational Diagnosis
Low	< 15%	Homogeneous: Weak team boundaries. While very unified, the organisation may lack specialised, focused work groups. Everyone talks to everyone, but deep, domain-specific expertise might not be forming naturally.
Optimal	15% – 40%	Focused but Integrated: Teams have strong internal identities and focus heavily on their specific functions, but they maintain enough cross-boundary “bridge” connections to collaborate effectively with other departments.
High	> 40%	Entrenched Silos: Severe lack of cross-functional collaboration. High risk of an “us versus them” mentality, duplicated efforts, and hoarded information.

Band	Pattern	Organisational Diagnosis
Low	Fewer than formal departments	Blurring Boundaries: Formal departmental boundaries are blurring in practice. This can be highly innovative — cross-functional merging — or a sign that the formal organisational chart is obsolete.
Optimal	Matches formal departments (e.g., 3–5)	Aligned: The informal network aligns perfectly with the formal structure. People collaborate exactly as management designed them to.
High	Highly fractured (e.g., 10+ micro-clusters)	Fragmented into Cliques: The organisation is heavily segmented. This often requires central leadership intervention to build a unifying culture or create deliberate cross-functional project teams.

Analysis of Management in High-Tech Manufacturing Company

Organisational Network Analysis — Reporting Lines, Advice & Friendship