In today’s competitive environment, organizations strive for performance excellence. The Baldrige Criteria is one of the approaches, innovation being a critical aspect that is assessed while considering in depth all aspects of an organization, including leadership and workforce. On the other hand, researchers in the field of organizational studies have long been preoccupied with the role of social networks, both formal and informal, in organizational performance and innovation. In this paper we bring together the two fields by proposing an integration of organizational social network analysis in the Baldrige assessment process for leadership and workforce. This integration has the potential to offer organizations taking the Baldrige approach a different insight into the dynamic processes within their workforce and to highlight novel avenues for attaining performance excellence and fostering a culture of innovation.