The Conference Board, the global business research and membership organization, and eePulse, Inc., a human resources consulting firm, announced today they will offer a new, real-time management tool that measures, analyzes, and benchmarks employee attitudes, knowledge, and engagement.
Jan. 29, 2008…The Conference Board, the global business research and membership organization, and eePulse, Inc., a human resources consulting firm, announced today they will offer a new, real-time management tool that measures, analyzes, and benchmarks employee attitudes, knowledge, and engagement.
The Leadership Pulse is a Web-based application that tracks and continually reports on leader energy and confidence and provides insights into critical business challenges facing corporate leaders — to ensure they anticipate emerging problems, identify opportunities, set priorities effectively, and make well-informed decisions. The tool provides organizations with critical information about their current operations, uncovers trends, and provides comparative data by industry, job level, function, and other perspectives. The Leadership Pulse is an ongoing learning collaborative and service created in 2003 by Dr. Theresa M. Welbourne of the University of Michigan.
Until now, the Leadership Pulse collaborative has involved over 3,000 senior executives who take part in the ongoing research and learning experience. The partnership between eePulse and The Conference Board Councils will more than double the number of participants and expand it to a global scale.
The initiative will allow members of The Conference Board Councils to benchmark themselves and their companies on a bi-monthly basis without investing a great deal of time. After responding to a five-minute survey, users will receive a personal report, opportunities to further benchmark with peers, invitations to webinars, and other services.
Special interest topics the Leadership Pulse has explored include:
Stacking-work syndrome: Leaders say they are more burned out than ever before, suffering from personal problems and buried in “stacking work.” The Leadership Pulse uncovered the extent of the problem and — through robust data collection and ongoing dialogue with leaders in the study — provided solutions to the participants.
Cash may not be king: In the most recent study (December 2007), the Leadership Pulse examined what motivates leaders and the people who work for them. Contrary to what much other research shows, the data suggest “having your ideas implemented at work” can have higher value than cash. This insight has significant implications for organizations striving to engage, motivate and keep their best employees and avoid paying for what’s not valued.
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