eePulse, Michigan Ross Business School Leadership Pulse Study discovers what leaders think about surveys

Ann Arbor, MI -- (ReleaseWire) -- 11/30/2006 -- Dr. Theresa M. Welbourne of eePulse, Inc., www.eepulse.com, and the Ross School of Business, University of Michigan, today announced the current Leadership PulseT study results. In this Pulse Dialogue, the focus was on what leaders think about surveys. A total of six questions asked participants to rate the degree to which they thought surveys were evil and to respond to the value of surveys.

"We find that surveys are being used more and more within organizations given the onslaught of free and low-cost web-based tools, and at the same time, we are hearing from employees that they are frustrated by the number of surveys, poor question quality, and lack of action associated with these tools," states Welbourne. "In order to explore the topic in more depth, we asked the leaders who generally budget for, approve and use surveys to share their opinions on the topic."

Results
Based on a scale where 1 = strongly disagree and 5 = strongly agree, 307 respondents indicated average ratings of:

1.95 I believe annual employee surveys are evil.
2.17 I believe customer surveys are evil.
2.87 The annual survey we use at my company is something all employees
value.
2.88 There is a definite and high ROI from our annual employee survey.
2.89 When I receive a customer service survey, I feel much better about
the company.
3.23 I experience high value from participating in customer surveys.

Within the job-function sub-groups, the following were most likely to think employee surveys are evil:

. 23% Research and Development (not information technology or IT) . 22% Engineering . 20% Finance and Accounting . 19% Marketing . 17% Manufacturing

Extreme questions on surveys being evil were included to add some "lightness" to the study as a survey was used to ask about surveys). "Not surprising, most respondents did not consider either employee or customer surveys to be "evil," but we did not anticipate the degree of ambiguity and general dislike of surveys expressed by most in the respondent population," states Welbourne. "Even those who responded with relatively positive numbers had negative comments about the process."

Noting that none of the scores are high at all, Dr. Welbourne suggests that the way surveys are used is in need of a dramatic overhaul. "Surveys need to be transformed from their current state of score taking and disengaging employees, managers, and customers to a process that adds high value through intense dialogue and learning," she states.

Since June of 2003, over 4,000 executives worldwide have joined the Leadership Pulse DialogueT where they receive Pulse DialoguesT (or surveys), online reports and executive summaries every two months related to current business trends and firm performance. For more information about the Leadership Pulse or the Pulse Dialogue process overall, contact Dr. Welbourne at 1-877-377-8573 or write to info@eepulse.com. To learn more about the Leadership Pulse research study, see http://www.eepulse.com/leadership_reports.html. If you want to join the Leadership Pulse study and receive free reports, sign up at http://www.umbs.leadership.eepulse.com/signup.html.

About eePulse, Inc.
eePulse, Inc. delivers technology and research-consulting services that support Data and Dialogue Driven LeadershipT processes. Using eePulse's proprietary, web-based enterprise-wide software suite called MeasurecomT (measurement and communication); organizations and leaders immediately improve their performance. Productivity enhancement comes from action taken in response to real-time stakeholder information. For additional information, please call 877-377-8573 or visit www.eepulse.com.

About Executive Education at the Ross School of Business Executive Education at the Ross School of Business, University of Michigan is made up of world-class educators and researchers renowned for their skill in creating and integrating knowledge with practical application. They offer a wide array of choices for executive and organizational development. For additional information, please contact Executive Education at the Ross School of Business at um.exec.ed@umich.edu, 734-763-1000.

Media Contact: Melanie Rembrandt, melanie@eepulse.com, 734-996-2321

For more information on this press release visit: http://www.releasewire.com/press-releases/release-3.htm

eePulse, Michigan Ross School of Business Leadership Pulse Study reports current energy data

Ann Arbor, MI -- (ReleaseWire) -- 08/24/2006 -- Dr. Theresa M. Welbourne of eePulse, Inc., www.eepulse.com, and the Ross School of Business, University of Michigan, today announced the results of the Leadership Pulse™. The study reveals current leadership energy trends, the importance of specific drivers for business success and undervalued drivers in select industries. Over 4,000 executives worldwide have joined the Leadership Pulse Dialogue™ since it began in June 2003. Participants receive Pulse Dialogues™ (or surveys), online reports and executive summaries every two months.

In the July 2006 study, 256 participants engaged in the dialogue. And 17 industries were represented ranging from manufacturing (19.1%) to information technology (9.0%). Organization sizes included "less than 100" (38.3%), "between 501-5000" (12.9%) and "more than 25,000" (8.6%) employees.

Results

12% of respondents reported being in "danger" zones (overly energized to the point of potential burnout or not energized, reflecting low productivity).

Overall results indicate a downward trend in energy (scale of 0 = not energized, to 10 = overly energized). From 10/29/04 to 7/14/06, the energy average dropped from 6.71 to 6.04 (-.67 points), respondents in high energy zones went from 62% to 53% (-9 points), and those in low energy zones increased from 10% to 19% (+9 points).

Out of 22 drivers based on a study of long-term stock price and earnings growth conducted by Welbourne, respondents indicated six, "higher-order" categories in order of relative importance to their firm's overall performance (1 to 5 scale used, where 1 = not at all important and 5= very important):

4.34 Agility and Quality
4.25 Strategy/Leadership
4.12 Technology
3.97 Human Capital
3.91 Product
3.82 Costs

The majority of respondents felt that human capital drivers (e.g. employee-development practices, the manner people are energized, overall culture, and rewarding top-performers) are perceived as important but are underutilized and/or underrated business drivers. And the data analysis supports their explanations.

This finding is consistent with earlier studies conducted by Welbourne using large samples of organizations. These results indicated that factors such as technology, production and costs were considered highly important. But it was only the human capital factor that truly differentiated losers versus winners when it came to long-term stock-price growth, growth in earnings per share and even long-term firm survival.

"Using a regression analysis and self reports of overall firm performance, our data shows that only the human capital resources differentiate high from low performance firms," states Welbourne. "Thus, what employers believe may be most important may truly be contradicting what in reality is important for results."

For an assessment of your own firm's own readiness to this and other demographic shifts and trends, contact Dr. Welbourne at 1-877-377-8573 or write to info@eepulse.com. To learn more about the Leadership Pulse research study, see http://www.eepulse.com/leadership_reports.html. If you want to join the Leadership Pulse study and receive free reports, sign up at www.umbs.leadership.eepulse.com.

About eePulse, Inc.
eePulse, Inc. delivers technology and research-consulting services that support Data and Dialogue Driven Leadership™ processes. Using eePulse's proprietary, web-based enterprise-wide software suite called Measurecom™ (measurement and communication); organizations and leaders immediately improve their performance. Productivity enhancement comes from action taken in response to real-time stakeholder information. For additional information, please call 877-377-8573 or visit www.eepulse.com.

About Executive Education at the Ross School of Business
Executive Education at the Ross School of Business, University of Michigan is made up of world-class educators and researchers renowned for their skill in creating and integrating knowledge with practical application. They offer a wide array of choices for executive and organizational development. For additional information, please contact Executive Education at the Ross School of Business at um.exec.ed@umich.edu, 734-763-1000.

Media Contact: Melanie Rembrandt, melanie@eepulse.com, 734-996-2321

For more information on this press release visit: http://www.releasewire.com/press-releases/release-3.htm

Ann Arbor, MI -- (ReleaseWire) -- 05/10/2006 -- Dr. Theresa M. Welbourne of eePulse, Inc., www.eepulse.com, and the Ross School of Business, University of Michigan, today announced the results of the Leadership Pulse™. The study was designed to understand the current effects of the aging workforce (AWF) and readiness to address future AWF issues. The data indicates that overall, businesses are ready to respond to the 17% of the U.S. workforce that will be 55 and older by 2010.*

Respondent Results
62% agree that they are ready to retain older workers.
49% agree that they are ready to recruit older workers.
43% agree that the AWF currently affects their organization's culture.
42% agree that the AWF currently affects the quality of talent in their organization.
41% agree that the AWF currently affects their ability to compete in their particular industry.

Those age 46-plus reported higher readiness levels and more AWF issues currently affecting them.

Larger organizations reported that current AWF issues are affecting their culture more than smaller organizations. But smaller organizations reported that they are more ready for future, AWF issues.

Executive-level leaders indicated higher levels of readiness to address AWF issues than general managers reported. But general managers indicated that the AWF has more of a current impact on their organization.

Males indicated that current AWF issues are affecting them more than the female respondents reported.

Higher performing companies indicated that they are ready for future AWF issues and that AWF was currently affecting their organization more than the lower-performing companies reported.

Higher energy is related to higher levels of readiness to recruit, retain and re-energize the AWF.

Major AWF concerns included a loss in knowledge, a leadership gap and an unintended culture shift.

"The consulting and scientific/IT industries reported less of an overall impact of the AWF on overall recruitment efforts compared to the manufacturing industries," states Dr. Welbourne. "This could be due to the fact that more of a standardized education and lengthier experience is involved in working successfully in these specific areas with a disregard for physical abilities and other, age-related factors."

The 369 respondents included general managers to C-level executives at an average age of 51.9 years (SD = 8.1). Of the respondents, 54.4% were male and 45.6% were female. Company sizes ranged from "less than 100" (51.1%) to "more than 25,000" (7.8%).

For an assessment of your own firm's own readiness to this and other demographic shifts and trends, contact Dr. Welbourne at 1-877-377-8573 or write to info@eepulse.com. To learn more about the Leadership Pulse research study, see http://www.eepulse.com/leadership_reports.html. If you want to join the Leadership Pulse study and receive free reports, sign up at www.umbs.leadership.eepulse.com.

About eePulse, Inc.
eePulse, Inc. delivers technology and research-consulting services that support Data and Dialogue Driven Leadership™ processes. Using eePulse's proprietary, web-based enterprise-wide software suite called Measurecom™ (measurement and communication); organizations and leaders immediately improve their performance. Productivity enhancement comes from action taken in response to real-time stakeholder information. For additional information, please call 877-377-8573 or visit www.eepulse.com.

About Executive Education at the Ross School of Business
Executive Education at the Ross School of Business, University of Michigan is made up of world-class educators and researchers renowned for their skill in creating and integrating knowledge with practical application. They offer a wide array of choices for executive and organizational development. For additional information, please contact Executive Education at the Ross School of Business at um.exec.ed@umich.edu, 734-763-1000.

Media Contact: Melanie Rembrandt, melanie@eepulse.com, 734-996-2321
* The U.S. Department of Labor's Bureaus of Labor Statistics

For more information on this press release visit: http://www.releasewire.com/press-releases/release-3.htm

Ann Arbor, MI -- (ReleaseWire) -- 05/10/2006 -- Dr. Theresa M. Welbourne of eePulse, Inc., www.eepulse.com, and the Ross School of Business, University of Michigan, today announced the results of the Leadership Pulse™. The study was designed to understand the current effects of the aging workforce (AWF) and readiness to address future AWF issues. The data indicates that overall, businesses are ready to respond to the 17% of the U.S. workforce that will be 55 and older by 2010.*

Respondent Results

62% agree that they are ready to retain older workers.

49% agree that they are ready to recruit older workers.

43% agree that the AWF currently affects their organization's culture.

42% agree that the AWF currently affects the quality of talent in their organization.

41% agree that the AWF currently affects their ability to compete in their particular industry.

Those age 46-plus reported higher readiness levels and more AWF issues currently affecting them.

Larger organizations reported that current AWF issues are affecting their culture more than smaller organizations. But smaller organizations reported that they are more ready for future, AWF issues.

Executive-level leaders indicated higher levels of readiness to address AWF issues than general managers reported. But general managers indicated that the AWF has more of a current impact on their organization.

Males indicated that current AWF issues are affecting them more than the female respondents reported.

Higher performing companies indicated that they are ready for future AWF issues and that AWF was currently affecting their organization more than the lower-performing companies reported.

Higher energy is related to higher levels of readiness to recruit, retain and re-energize the AWF.

Major AWF concerns included a loss in knowledge, a leadership gap and an unintended culture shift.

"The consulting and scientific/IT industries reported less of an overall impact of the AWF on overall recruitment efforts compared to the manufacturing industries," states Dr. Welbourne. "This could be due to the fact that more of a standardized education and lengthier experience is involved in working successfully in these specific areas with a disregard for physical abilities and other, age-related factors."

The 369 respondents included general managers to C-level executives at an average age of 51.9 years (SD = 8.1). Of the respondents, 54.4% were male and 45.6% were female. Company sizes ranged from "less than 100" (51.1%) to "more than 25,000" (7.8%).

For an assessment of your own firm's own readiness to this and other demographic shifts and trends, contact Dr. Welbourne at 1-877-377-8573 or write to info@eepulse.com. To learn more about the Leadership Pulse research study, see http://www.eepulse.com/leadership_reports.html. If you want to join the Leadership Pulse study and receive free reports, sign up at www.umbs.leadership.eepulse.com.

About eePulse, Inc.

eePulse, Inc. delivers technology and research-consulting services that support Data and Dialogue Driven Leadership™ processes. Using eePulse's proprietary, web-based enterprise-wide software suite called Measurecom™ (measurement and communication); organizations and leaders immediately improve their performance. Productivity enhancement comes from action taken in response to real-time stakeholder information. For additional information, please call 877-377-8573 or visit www.eepulse.com.

About Executive Education at the Ross School of Business

Executive Education at the Ross School of Business, University of Michigan is made up of world-class educators and researchers renowned for their skill in creating and integrating knowledge with practical application. They offer a wide array of choices for executive and organizational development. For additional information, please contact Executive Education at the Ross School of Business at um.exec.ed@umich.edu, 734-763-1000.

Media Contact: Melanie Rembrandt, melanie@eepulse.com, 734-996-2321

* The U.S. Department of Labor's Bureaus of Labor Statistics

For more information on this press release visit: http://www.releasewire.com/press-releases/release-3.htm

Ann Arbor, MI -- (ReleaseWire) -- 05/10/2006 -- Dr. Theresa M. Welbourne of eePulse, Inc., www.eepulse.com, and the Ross School of Business, University of Michigan, today announced the results of the Leadership Pulse™. The study was designed to understand the current effects of the aging workforce (AWF) and readiness to address future AWF issues. The data indicates that overall, businesses are ready to respond to the 17% of the U.S. workforce that will be 55 and older by 2010.*

Respondent Results

62% agree that they are ready to retain older workers.

49% agree that they are ready to recruit older workers.

43% agree that the AWF currently affects their organization's culture.

42% agree that the AWF currently affects the quality of talent in their organization.

41% agree that the AWF currently affects their ability to compete in their particular industry.

Those age 46-plus reported higher readiness levels and more AWF issues currently affecting them.

Larger organizations reported that current AWF issues are affecting their culture more than smaller organizations. But smaller organizations reported that they are more ready for future, AWF issues.

Executive-level leaders indicated higher levels of readiness to address AWF issues than general managers reported. But general managers indicated that the AWF has more of a current impact on their organization.

Males indicated that current AWF issues are affecting them more than the female respondents reported.

Higher performing companies indicated that they are ready for future AWF issues and that AWF was currently affecting their organization more than the lower-performing companies reported.

Higher energy is related to higher levels of readiness to recruit, retain and re-energize the AWF.

Major AWF concerns included a loss in knowledge, a leadership gap and an unintended culture shift.

"The consulting and scientific/IT industries reported less of an overall impact of the AWF on overall recruitment efforts compared to the manufacturing industries," states Dr. Welbourne. "This could be due to the fact that more of a standardized education and lengthier experience is involved in working successfully in these specific areas with a disregard for physical abilities and other, age-related factors."

The 369 respondents included general managers to C-level executives at an average age of 51.9 years (SD = 8.1). Of the respondents, 54.4% were male and 45.6% were female. Company sizes ranged from "less than 100" (51.1%) to "more than 25,000" (7.8%).

For an assessment of your own firm's own readiness to this and other demographic shifts and trends, contact Dr. Welbourne at 1-877-377-8573 or write to info@eepulse.com. To learn more about the Leadership Pulse research study, see http://www.eepulse.com/leadership_reports.html. If you want to join the Leadership Pulse study and receive free reports, sign up at www.umbs.leadership.eepulse.com.

About eePulse, Inc.

eePulse, Inc. delivers technology and research-consulting services that support Data and Dialogue Driven Leadership™ processes. Using eePulse's proprietary, web-based enterprise-wide software suite called Measurecom™ (measurement and communication); organizations and leaders immediately improve their performance. Productivity enhancement comes from action taken in response to real-time stakeholder information. For additional information, please call 877-377-8573 or visit www.eepulse.com.

About Executive Education at the Ross School of Business

Executive Education at the Ross School of Business, University of Michigan is made up of world-class educators and researchers renowned for their skill in creating and integrating knowledge with practical application. They offer a wide array of choices for executive and organizational development. For additional information, please contact Executive Education at the Ross School of Business at um.exec.ed@umich.edu, 734-763-1000.

Media Contact: Melanie Rembrandt, melanie@eepulse.com, 734-996-2321

* The U.S. Department of Labor's Bureaus of Labor Statistics

Also, most of the 13 industries previously indicating low energy in June 2005 are now reporting higher energy levels. Energy levels in the construction and transportation and public-utilities industries soared while they significantly declined in retail trade and consulting.

"Our research indicates that employee energy predicts turnover, absenteeism, customer satisfaction, and other performance metrics in an organization," states Dr. Welbourne. "These industry trends indicate an increase in leader energy, which in turn helps to increase employee energy, engagement, firm performance, and employer excellence."

The Study

Conducted every two months, the Leadership Pulse Study trends organizational change, leadership energy and confidence data from a sample of over 4,500 worldwide, senior-executives in various industries. Respondents answer short questions online and provide individual comments via a Pulse Dialogue™ process. Energy levels are rated low (0 to 3.74), medium (3.75 to 6.25) and high (6.26 to 10.0). Respondents are asked to rate current energy levels and rates where they are most productive; the relationship between these two numbers is key for predicting future outcomes.

The Results

The current Leadership Pulse results indicate that since December 2005:

- The biotechnology (energy level 6.97) and construction (energy level 7.57) industries moved from low energy zones into their highest productivity levels.

- Web-based technology, not-for-profit agencies, and service industries (other than consulting) all rated levels within the highest energy zones.

- Moving closer to their optimal energy zones, energy levels in the finance insurance and real estate (up .17 points), manufacturing (up .28), information technology (up .5) and health care (up .59) industries increased.

- Energy levels rated below the optimal zones for wholesale trade (down .87 points), engineering (down .69), retail trade (down .58), consulting (down .11), and communications (down .02).

"Our next Leadership Pulse Dialogue will drill down into the reasons for these increases," states Welbourne. "But based on research within client firms, our data indicates that positive results are coming from proactive responses from leaders who aggressively try to improve their energy scores and to more positive economic conditions for many organizations."

For an assessment of your own firm's risk of turnover and performance potential or to learn how your leadership team compares to the industry trends, contact Dr. Welbourne at 1-877-377-8573 or write to info@eepulse.com. To learn more about the Leadership Pulse research study, see http://www.eepulse.com/leadership_reports.html.

About eePulse, Inc.

eePulse, Inc. delivers technology and research-consulting services that support Data and Dialogue Driven Leadership™ processes. Using eePulse's proprietary, web-based enterprise-wide software suite called Measurecom™ (measurement and communication); organizations and leaders immediately improve their performance. Productivity enhancement comes from action taken in response to real-time stakeholder information. For additional information, please call 877-377-8573 or visit www.eepulse.com.

About Executive Education at the Ross School of Business Executive Education at the Ross School of Business, University of Michigan is made up of world-class educators and researchers renowned for their skill in creating and integrating knowledge with practical application. They offer a wide array of choices for executive and organizational development. For additional information, please contact Executive Education at the Ross School of Business at um.exec.ed@umich.edu, 734-763-1000.

Media Contact: Melanie Rembrandt, melanie@eepulse.com, 734-996-2321

For more information on this press release visit: http://www.releasewire.com/press-releases/release-3.htm