Use Cases
If you have an org chart or org graph idea you would like to see, click Help above and choose contact to send us a note.
WHAT DO I DO? 14 POINT CHECKLIST EXAMPLE
:34
For an indivdual, understanding all of the answers to the 14 Pt Checklist is as easy as right clicking your picture and selecting the 14 Point Checklist.
Org Chart to Org Graph – Overview
3:36 – (2:24 at 1.5x speed)
Gain a quick understanding about how your Org Chart morphs into an Org Graph.
Walt, our founder, takes you through the 12 objects and the connections that make your Org Graph come alive. You can watch at 1.5x and still understand the video: Walt speaks slowly.
This is what was drawn on a napkin to describe to our data wonk what we were after in an org chart software solution. Walt has been drawing this on whiteboards for 12 years.
Onboarding and orienting a New Employee with hops and the 14 Pt checklist
1:32
Real data example of how quickly a new employee can drill into what they are accountable and responsible for.
One simple benefit, an easy ROI example, is to think about an on-boarding event of a new employee. With an Organizational Graph in play your new individual contributor (IC) will have answers to The 14 Point Checklist™
People, Jobs, and Positions / Roles.
This is a snap, start as simple as any other Org Chart Software.
Org Graph makes org charting click, drag and drop simple, and powerful.
You can upload pictures of people, connect Jobs with Positions, and capture job descriptions and purpose statements. Make it come alive via rich-text fields, linked, or attached documents, videos etc. right where they belong, in your Org Graph.
[Video Note: Our founder Walt, narrates the videos and he is a SLOW talker, so speeding up to 1.5 really helps. =;- ) ]
EASILY FILTER WHAT YOU WANT TO SEE AND NOT SEE
At first you will not be expecting the level of control you have over what you can see on your screen, but, with practice and mastery, you will be able to filter, hide, and drag to get the exact view that gives you the clarity and answers you are looking for, all in one place.
REALLY SEE your JOBS, PEOPLE, POSITIONS and ROLES
At the most fundamental level we still want to be able to see our basic org structure and we really would like to be able to drill down inside each box on our Org Chart. The ability to replace the Person Icon with individual Photos is a basic step, the rich text function and the ability to attach files to each and every object makes your Org Graph come alive with the right click of a button.
Meetings, Teams, Entities.
Collaboration Visualized. See how you are organized to achieve through your Meetings, Teams and internal or external Entity interactions.
UNDERSTAND WHO ATTENDS WHICH MEETINGS AND WHY
Individual Contributors are often wondering: “Why am I even in this meeting? I am in so many meetings, I wish someone would show me why having me in this meeting makes any sense.” Meetings can proliferate like rabbits and like rabbits can go down nowhere holes that lead to no-where. Being able to see how meetings connect to the whole can help us maximize the time and effort of our folks and focus and direct our efforts. Want to know what the meeting is about, what are the objectives and agenda? This information can be captured right inside the Meeting object and accessed with a right click in your org graph.
SEE WHAT TEAMS AM I PART OF TODAY, THIS WEEK, THIS YEAR
Often Individual Contributors are pulled in many directions and called to participate on many Teams at the drop of a hat. They are saying: “Why am I part of this Team, what Position am I playing as part of this Team, who are we serving, what is our Team Objective, what is the agenda…?” Teams are all the rage, but, without each Individual Contributor clearly understanding exactly what Position and role they play on the team leads to anxiety and confusion. Power comes from being able to update, map and see these interactions in real-time.
MAP AND SEE THE ANSWER TO: WHO DO I INTERACT WITH AND WHY? WHO IS MY CLIENT? WHAT DEPARTMENT AM I PART OF?
Nowadays we talk about internal clients, external clients, divisions, departments, contracts, projects the list goes on and we need to pull this out of the shadows and make it overt by linking these Entity answers to Jobs and Positions.
PROCESSES, WORKFLOWS / DEPARTMENTS, SYSTEMS.
Who is doing what, why and HOW!
Our Jobs and Positions need to connect to the Processes, Workflows and Systems we use everyday, if they are not linked clearly, out in the open for all to see, then there is really no need to capture them or document them.
Org Graph makes linking easy. Details at your fingertip, inside each node you can type rich text notes, create hyperlinks, and attach files. This is where you store your Standard Operating Procedures. This is how you make this hard work come alive.
LINK YOUR Standard Operating Procedures (SOP) TO YOUR JOBS and POSITIONS
Who follows a Process? People do, so why not have your Jobs, Positions and Roles link to your Processes.
BRING HIDDEN WORKFLOWS OUT INTO THE OPEN SO EVERYONE CAN SEE HOW IT ALL FLOWS TOGETHER
With the advent of computers and software systems, much of what goes on in the background is hidden out of site. This makes the need for clear workflow visualizations even more important. Why am I doing this Process, what does it tie to, why are the questions you will answer here.
CAPTURE, FULLY DOCUMENT AND ACCESS ALL OF YOUR PROCESSES IN ONE PLACE
Be honest, who knows where you keep your SOPs? Why are they not attached directly to the Jobs and Positions that your People are doing everyday? Now they will be. You can upload, attach and write via rich text inside each object.
UNDERSTAND WHICH SYSTEMS WE LOGIN TO AND WHY
This is so basic but so often overlooked, we need to know what Systems we login to and why. Electronic systems have become so prevalent that we don’t even think about it, but every IC uses Systems everyday, and we need to make sure that we have mapped who is using what system and why. When ICs know, when they are cognizant, they can focus, train and learn how to be most efficient with the Systems you deploy.
Objectives, Key Results, Skills.
Individual Contributors need Skills to achieve the purpose of their Job and the Objectives and Key Results that are linked to their Jobs and Positions.
Each Skill object can become or can augment your Learning Management System through uploaded materials, video links, or links to any type of digitized training.
[Video Note: Our founder narrates the videos and he is a SLOW talker, so speeding up to 1.5 really helps. =;- ) ]
VISUALIZE SKILLS THAT ARE REQUIRED AND SKILLS THAT PEOPLE HAVE OR CAN DEVELOP
Matching Individual Contributor Skills with the Skills that are required for Jobs and Positions is what Expert level companies do everyday. Getting this out in the open not only lets you see where you may have gaps, and who you need to hire, but, importantly it lets Individual Contributors see a path to their future. It flips the script, this is something you are doing “for them” and “not too” them, if they want to grow with your company, they can see their path.
VISUALIZE who owns YOUR OKR ACCOUNTABILITIES and RESPONSIBILITIES
Individual Contributors are saying: “I understand our Org Structure, but, what am I really accountable for, how does it align to the Objectives of my Job, my Team and of the Organization as a whole? I wish I could see this mapped.” When someone is Accountable and Responsible it means they understand and embrace the Why behind their Jobs and Positions. Make this come alive by getting shared Objectives linked and out in the open for all to see and absorb.
SEE WHO YOU HAVE ON YOUR BENCH THAT CAN BRING THE SKILLS YOU NEED TO FILL THE FUNCTIONS YOU REQUIRE
Remember, this is Death of The Org Chart. We are in the 21st Century and are not handcuffed by just our Employees. Your Person list will include all of your Individual Contributors, this includes Employees, Contractors, Giggers, Volunteers and in Org Graph they will be mapped to the Skills they have. Imagine being able to quickly drill down into your Gigger or Contractor list to find who has the right Skills match for the Positions you need filled. A few clicks, a little filtering and “POP” you will have your answer.
A BUILT IN LEARNING MANAGEMENT SYSTEM
Just like with Processes, we need to define and link required Skills to Jobs and Positions and get it out in the open, otherwise it is worthless. When we do this, we create a natural Learning Management System. An IC will ask: “What are the Skills I need to run the Systems required by this Position.” They click on the Skill object and are either linked to your LMS or you have the learnings embedded inside the Skill object.
BONUS: SEE WHO IS MY MENTOR, MY COACH, NOT JUST MY BOSS – AND WHY
Individual Contributors are saying: “I understand who my boss is, but, who is my Mentor for my career at this company? When I have specific questions, who can I turn to as my Coach? Is it clear why these relationships exist?” Remember this is Double Black Diamond stuff, Expert level. In Org Graph you will be able to map for your ICs exactly who they should turn to as their Mentor from their Job and who they should look to as a Coach for their Positions.
Document Management and Storage – Overview
1:45
Everything needed to understand and embrace your job, in one place, no longer scattered among folders and directories.
Inside each of the Objects (nodes) you have the ability to attach files and the ability to add rich-text documentation with links, images etc. etc.
OGraph is intended to be a one stop shop when it comes to answering any and all organization structure questions.
THE LANGUAGE OF THE ORGANIZATIONAL GRAPH – NODES AND EDGES – OBJECTS AND CONNECTIONS
2:02
A short but important lesson on the nerd language of the graph database software and how it is used to upgrade an org chart to an org graph. Nodes and how they are connected by edges are the programer words, inside OGraph.io we use more common words: Objects and Connections but this is a good video for orientation.
DEEP OGRAPH OVERVIEW AT 4X SPEED
2:07
This video is 4x speed giving you a full tour of the clicks,drags, etc to build nodes and connected them with edges to form the basis of an organizational graph. An org graph differs from an org chart in that it shows 14 interactions of an employee other than just who one reports to.
Linking jobs and objectives
2:50
Narrated video of how we capture and connect nested Objectives to the Jobs using OGraph