SALINE ? Leadership confidence is declining in the latest Leadership Pulse study from eePulse. The survey also indicated a lack of capital for business execution is depressing confidence.

“Our research indicates that leadership confidence is linked to individual and firm performance,” said Theresa M. Welbourne, Ph.D., eePulse Founder, President and CEO and Research Professor with the Center for Effective Organizations, University of Southern California. “With responses from 677 executives, we found that confidence is declining due to strategy not being executed, leaders and employees lacking clear direction and overall, low morale from low or excessively high personal energy levels at work. Survey comments also indicate a lack of capital for execution having a negative effect on confidence as well as leaders feeling beat up from struggling through economic conditions over the last few years.”

Compared to last year’s survey data from 667 respondents, this year, the percent of people reporting they are confident:

In the economic climate increased from 40 to 55 percent;

In their leadership teams overall decreased from 82 to 72 percent;

That their firms have the right people and skills decreased from 73 to 64 percent;

Their organizations have the ability to execute on vision decreased from 73 to 64 percent;

Their firms have the ability to change as needed decreased from 60 to 55 percent;

Their own personal leadership and management skills decreased from 91 to 88 percent; In the organization?s strategy making process decreased from 63 to 54 percent.

“Given the data we?ve seen from clients, these results are not surprising,” said Welbourne. “Without a way to create and execute strategy quickly, personal, team and organizational confidence will decrease. We find that by using Fast HRM tools, including extreme strategizing and HR pods, human resources management leaders can enable rapid and ongoing change, increase confidence levels and take on a strategic role within the organization.”

The study is conducted in partnership with eePulse, the Center for Effective Organizations (CEO) at USC, the Conference Board, and the Institute for Management Development’s (IMD) Corporate Learning Network.

For additional information, click on eePulse.Com

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