Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Michael Arena
**Using Networks to Achieve Agility**
Description
Michael Arena shares his insights from his book, Adaptive Space which describes how connections, ideas, information, and resources allow for greater innovation and adaptability in your organization.
Learning Points
You will learn:
- Next practices for innovation.
- The four critical roles in enabling agility: 1. broker, 2. connector, 3. energizer and 4. challenger.
Key Takeaways
- 1.Organizational adaptability is driven by the network of connections, ideas, information, and resources.
- 2.Michael Arena's book, 'Adaptive Space,' offers a framework for improving innovation and agility.
- 3.Fostering agility requires moving beyond old practices to embrace next practices for innovation.
- 4.Four critical roles enable organizational agility: the broker, connector, energizer, and challenger.
- 5.These roles are crucial for connecting people and ideas to drive adaptability.
Using Networks to Achieve Agility
In this webinar, Michael Arena, author of Adaptive Space, explores how organizations can foster greater innovation and adaptability. The key lies in understanding and leveraging internal networks to facilitate the flow of ideas, information, and resources. This approach allows companies to become more agile and responsive to change.
The Concept of Adaptive Space
Drawing from his book, Arena introduces the concept of "Adaptive Space." This refers to the connections and relationships that allow new ideas to emerge and spread throughout an organization. By creating and supporting this space, leaders can enable proactive innovation and enhance the organization's overall adaptability.
Four Critical Roles for Agility
The framework for building and sustaining adaptive space is supported by four distinct roles that individuals can play within the network. These roles are essential for enabling agility:
- Broker: Connects disparate groups and individuals across the organization, bridging structural holes.
- Connector: Builds relationships and strengthens ties within existing networks.
- Energizer: Motivates and inspires others, creating momentum behind new ideas.
- Challenger: Questions the status quo and pushes for new, innovative solutions.
By identifying and empowering individuals in these four roles, organizations can create a more dynamic and adaptive environment capable of sustained innovation.
This session delves into the critical transition from traditional talent management to a human capital approach, emphasizing the strategic role of networks in fostering organizational agility. It explores how leveraging internal connections and communication pathways can unlock significant capabilities within an organization, making it more adaptive and responsive to change.
What you'll learn
- How to redefine talent management as human capital strategy.
- The foundational principles of organizational agility.
- The role of networks (formal and informal) in driving innovation and change.
- Strategies for mapping and analyzing internal networks to identify key influencers and connectors.
- Methods for cultivating a culture that supports rapid adaptation and continuous improvement.
Who this webinar is for
- HR executives and professionals.
- Organizational development specialists.
- Senior leaders and C-suite executives.
- Managers responsible for team performance and collaboration.
- Anyone interested in enhancing organizational responsiveness and innovation.
Why it matters now
In today's fast-evolving business landscape, the ability to adapt quickly is paramount for survival and growth. Organizations that effectively leverage their human capital through robust internal networks can accelerate decision-making, foster innovation, and navigate disruptions more effectively. The shift to a human capital perspective provides a strategic advantage, moving beyond mere talent acquisition to holistic development and deployment of an organization's most valuable asset: its people. Understanding and optimizing these internal dynamics is crucial for maintaining a competitive edge.
How leaders can apply this
Leaders can begin by assessing their organization's current networking capabilities, identifying areas where connectivity can be strengthened to boost collaboration and knowledge sharing. Applying insights from Michael Arena's work, they can strategically design interventions that encourage boundary-spanning connections, breaking down silos that impede agility. This includes:
- Encouraging cross-functional projects and collaboration.
- Identifying and empowering key network connectors.
- Investing in tools and platforms that facilitate communication and knowledge exchange.
- Creating pathways for informal interactions that build trust and foster innovation.
- Regularly evaluating how human capital initiatives contribute to overall organizational responsiveness.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Michael Arena's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.