Energy is an optimization construct; that means too much or too little are both bad. When energy is too high, employees are at a state close to burnout. Research with millions of individuals around the world shows that the ideal energy level is different for everyone. The key to success for employees and for organizations is finding the level of energy at where one works best and then minimizing variance around that number. Think of energy at work like body pulse and target heart rates. When exercising, the goal is to get "in the zone" or to stay within your target heart rate zone. It's a number specific to an individual. The same happens at work. Extensive research on energy at work shows that energy levels and being "in the zone" predict sales growth, customer satisfaction, productivity, 360 ratings of performance and more. A recent study showed that a one point increase in sales executives' energy levels improved sales by US $400,000 per person per quarter. Energy matters; successful firms have employees moving forward at a pace that does not burn them out. Part two to success is direction. Energy + the right direction = winning.

Learn more about energy and ways to track both energy and direction at www.eepulse.com.

The most recent Leadership Confidence Pulse closed Tuesday, July 6th, and personal reports were sent out to members July 8th . If you got a report, you can see your score vs. the overall scores. If you listed an industry in your demographics, you also can see your score vs. the industry you are in. And if you are a member of a team in the team pulse, you can also benchmark your score against your team's group scores. Over the next few weeks, we'll be reporting out the data, analyses of the various findings, and scheduling webinars to review what we learned. A few highlights are below:

News and Trends on Confidence, trended annually since 2003
Confidence in economic conditions went up since last year.
Confidence in everything else went down. That is confidence in leadership teams, leadership skills of people taking the survey, their firm's ability to change, that their firms have the right people and skills, and their firm's ability to execute on their visions.

Fast HRM findings
We measured speed and accuracy. We learned the two are highly and positively correlated. As speed goes up (Fast HRM), accuracy improves. And when looking at each metric (speed vs. accuracy), speed has a stronger and more positive relationship with confidence than does accuracy. Why? Let's discuss in the forum section below.

Also, the highest performing firms are the fastest and the most accurate.

www.leadershippulse.com

Try the 3-minute 360; it is an innovative and new approach to development and performance management. It's part of an overall initiative called Fast HR.

The 3-minute 360 is based on an extensive area of research on identity and role theory, and the roles can be linked to an organization's competencies and business strategy. It's great for new teams, for pulse 360s and to help improve career growth in an easy, low-cost manner.

* Get 75% of your 360 data within 24 hours
* Have high quality dialogues about employee performance
* Drive change and growth in your organization
* Engage your employees in continuous improvement and learning

These are examples of what leaders are doing with the 3-minute 360.

Contact: info@eepulse.com to learn more.