Everyone who responds to an Organizational Network Survey in Teamspective gets access to their personal Network Profile.

Read on to learn what the profile means and how you can use it for your benefit.

What is the Network Profile?

The network profile is an overview of your role and strengths as part of your organization's network. The results on the page are generated based on how other people around you have nominated you in the Organizational Network Survey. The survey consists of these 10 statements:

The main chart demonstrates your network strengths, as indicated by other people's survey responses. Each area in the chart is related to a statement in the survey (see more details later in this article). Teamspective calculates a percentile rank for each individual based on the survey responses.

With this chart you get an overview of what your strengths are in the network. If you are missing a score in the chart, it does not mean that you are bad in this area. It just means that you were not nominated by others. This might be for multiple reasons: your colleagues only nominated a few individuals or some of your colleagues did not respond to the survey at all.

Definitions of the Dimensions

Each dimension matches one statement from the survey. They show what kind of connections others primarily experience having with you. Below you’ll find a short explanation of each dimension:

Trust
How much people rely on you as a dependable colleague and safe person to share with. Trust reflects confidence in your intentions and follow-through.

Energy
How much positivity, motivation, or enthusiasm you bring to others. High energy means you help uplift people and keep momentum going.

Development
How much you support the growth and learning of others — for example, by mentoring, coaching, or creating opportunities for them to develop.

Clarity
How much you help others understand goals, priorities, or next steps. Colleagues may look to you for simplifying complexity or making things clearer.

Excellence
How much you raise standards and push for quality. This reflects your contribution to ensuring things are done well and with attention to detail.

Information
How much you are a source of knowledge, updates, or context that others need. You may be the “go-to” person for certain expertise or insights.

Agility
How much you help others progress in their work and adapt quickly. Agility reflects enabling movement and removing obstacles.

Advice
How much others come to you for your perspective, judgment, or guidance when making decisions.

Execution, Leadership and Culture

The Execution, Leadership and Culture categories combine multiple statements to indicate your overall level of connections in that category. These scores are percentile ranks, i.e. scoring 65 means you scored higher than 65% of the organization.

Execution

• Advice - People you go to for advice on completing difficult tasks

• Excellence - People you admire for consistently doing outstanding work

Leadership

• Clarity - People who help clarify your goals and priorities

• Agility - People who help you to get things done or ensure faster progress

• Development - People who actively support your development in your role

Culture

• Energy - People who you feel energized by

• Trust - People who you can be open and honest with

Influence and Demand

The influence and demand scores are calculated by Teamspective based on a specific mix of ONA survey statements and algorithms.

These scores are relational, meaning that the highest-scoring individual in your organization has the top score and every other score is calculated in comparison to that individual.

Demand measures the level of the person's incoming pressure from others, especially related to getting work done.

📏 Scale: Base level - Moderate - Elevated - High - Exceptional

For example how many people:

• seek for their advice,

• help to progress their work,

• give clarity on goals and priorities etc.

Influence measures the level of the person's outgoing influence on others.

📏 Scale: Base level - Moderate - Elevated - High - Exceptional

For example how many people

• depend on them as sources of information,

• expert advice,

• energy, or

• clarity on goals.

Network Tags

Your profile can also include network tags which highlight your role within specific teams if you are in the top percentiles. This gives some further insight and perspective in how you are positioned in the network and what your impact could be in regards to collaboration and connectivity.

Connector - (TEAM NAME):

This tag means that you are an internal connector within this team (or these teams if you have multiple tags).

• Big amount of connections within the team goes through this individual

• If a connector would leave this team, it would have a significant impact on the connectivity / collaboration between members of the team.

Leadership / Culture / Execution

This tag means that you are in the top percentiles of the organization for the specific area.

How Scores Are Calculated?

Scores are based on mentions in the survey.

1. First, your overall mentions are combined and weighted by how central individuals have mentioned you.

2. Overall scores are scaled from 1–10, with 10 matching the person with highest overall score in your organization.

3. In most views the scores are translated into percentiles. In other words, scoring 65 means you scored same or higher than 65% of the organization.

   Please note: Even a “low” score means multiple people have nominated you — it’s still meaningful. Most employees are closer to 1 than 10, so don’t expect everyone to score “high.”'

Your survey responses

The table at the bottom of the page includes your own nominations in the most recent survey. It includes who you nominated and to which statements.