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<p>ELE is a peer-powered community where people leaders don't just reframe challenges — they leave with decisions, next moves, and 30/60/90-day commitments to move real work forward.</p><p>&nbsp;</p><p>For 22 years, leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.</p>

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<p>Find the peer conversation that moves your work forward.</p><p>The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.</p>

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Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

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Zurich North America

Every senior leader knows the truth: your culture and performance <b>rise and fall on your managers.</b> They are the critical link between strategy and execution—and often the silent bottleneck preventing a truly high-performing culture from taking root.

This focused discussion moved beyond the limitations of generic leadership training to deliver a crucial blueprint for senior HR and Talent leaders: <b>how to build a powerful, consistent "manager core"</b> that actively drives cultural and performance outcomes, rather than just sustaining the status quo.
<h3>Key Strategic Takeaways for Manager Enablement:</h3>
<ul>
 	<li><b>Align Capability to Enterprise Strategy:</b> The essential first step is to end the separation between training and business goals. Leaders learned how to intentionally align manager capability building with enterprise strategy to ensure cultural goals and performance standards are <b>embedded in daily execution</b>, not merely theoretical concepts.</li>
 	<li><b>Build the Consistent Development Roadmap:</b> To achieve consistency at scale, organizations must move away from ad-hoc interventions. The session provided a framework for building a <b>consistent development roadmap</b> that clarifies expectations and equips managers with enabling skills across all organizational levels.</li>
 	<li><b>Redefining Accountability for Outcomes:</b> Attendees explored how to redefine manager accountability, shifting the focus from completing training modules to taking ownership of <b>tangible culture and performance outcomes</b>, driving measurable business impact.</li>
 	<li><b>The New "Must-Have" Capabilities:</b> The session identified the critical leadership capabilities for the future of work, emphasizing the move beyond compliance and traditional coaching toward <b>adaptive leadership</b>—enabling managers to lead with clarity and consistency amid volatility.</li>
</ul>
This session armed HR and Talent leaders with the actionable insights necessary to transform rigid management structures into adaptive, empowered networks that finally deliver measurable returns on manager enablement strategy.

Building Capability to Support a High Performing Culture | Moving Beyond Generic Leadership Training to Build a Manager Core

future of work

Leadership

mike.kester

leadership development

melissa.versino

Talent Strategy

strategic alignment

accountability

Performance Improvement

business impact

CHIE2025

spencer.macdonald

organizational culture

adaptive leadership

L&amp;D strategy

manager capability

high performing culture

manager core

performance outcomes

talent enablement

Abbott

For senior HR and L&amp;D leaders, the greatest challenge isn't implementing change, but managing the <b>cumulative human exhaustion</b> from <i>constant</i> change. As <b>Jennifer Rainey</b>, IT Change Management Leader at Abbott, emphasized, "Change is no longer an event. It's the environment we live in."

This session delivered a powerful, practical case study on how Abbott IT successfully navigated large-scale transformations by embedding <b>human-centered methodologies</b>—shifting focus from process compliance to <b>people adoption and empowerment</b>.
<h3>Key Takeaways for Talent and L&amp;D Leaders:</h3>
<ul>
 	<li><b>The Power of Behavioral Economics:</b> Attendees learned how to leverage behavioral science to identify the <b>specific human barriers</b> to adoption (e.g., status quo bias, loss aversion) and design targeted interventions that move people from passive resistance to active acceptance.</li>
 	<li><b>The Three Pillars of Change Success:</b> The session detailed Abbott's successful framework for managing concurrent change waves, focusing on:
<ol start="1">
 	<li><b>Sponsorship Alignment:</b> Ensuring senior leaders don't just <i>approve</i> change but <b>actively model</b> the new behaviors.</li>
 	<li><b>Stakeholder Empathy:</b> Using deep listening and feedback loops to tailor communications and training, rather than delivering generic mandates.</li>
 	<li><b>Adoption Measurement:</b> Moving beyond system completion rates to measure the <b>quality of skill application</b> and the true adoption of new ways of working.</li>
</ol>
</li>
 	<li><b>Building the Muscle of Adaptability:</b> The core insight was that the goal is not just to survive the current change, but to build organizational <b>adaptability</b> as a core, measurable capability—preparing the workforce to <b>innovate and adapt</b> continuously.</li>
</ul>
This post-session review provides the blueprint for leaders to replace generic change models with a human-centric approach that secures adoption, reduces employee burnout, and ensures strategic IT investments deliver on their business value.

Innovate and Adapt | A Human-Centered Approach to Managing and Leading Change in Abbott IT

leadership

Future of Work

Change Management

talent development

Learning Agility

psychological safety

reskilling

organizational change

emmployee engagement

jennifer.rainey

future skills

adaptability

HR leadership

Change Readiness

hybrid work

innovation culture

Coaching Culture

human-centered design

Innovate and Adapt

Leading Change

Navigating Change

wellbeing at work

empathy mapping

Executive Learning Exchange (ELE)

<p class="whitespace-pre-wrap"><strong data-start="318" data-end="352">The workforce is changing fast</strong>—with an estimated 78 million new jobs expected globally by 2030, widening skill gaps, and the rise of AI as a “cognitive industrial revolution.” In this environment, adaptability isn’t optional; it’s the core of how we work.</p>

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<p data-start="581" data-end="737"><strong data-start="581" data-end="636">This video discussion provided a powerful reminder:</strong> in a world accelerating with AI, change, and complexity, adaptability starts—and ends—with people.</p>

<blockquote data-start="738" data-end="873">
<p data-start="740" data-end="873">“Even in the age of AI, we’re human beings at heart—and our work must always be human-focused.” — <em data-start="846" data-end="871"><a href="https://www.ele.llc/members/jennifer-rainey" target="_blank" rel="noopener">Jennifer Rainey</a>, Abbott</em></p>
</blockquote>
<p data-start="875" data-end="1060">Jennifer challenged us to rethink empathy not as sentiment, but as a <em data-start="951" data-end="967">strategic tool</em> for leading transformation. When teams feel seen and supported, agility follows naturally.</p>
<p data-start="1062" data-end="1433">From redefining inclusion to designing AI-enabled learning that stays human-centered, participants explored how connection and adaptability go hand in hand. This conversation offered practical, human-centered strategies for building future-ready talent systems—where empathy fuels innovation, belonging drives performance, and AI enhances (not replaces) human judgment.</p>


<hr data-start="1435" data-end="1438" />

<h3 data-start="1440" data-end="1462">🔑 Key Takeaways</h3>
<ul data-start="1463" data-end="2013">
 	<li data-start="1463" data-end="1571">
<p data-start="1465" data-end="1571"><strong data-start="1465" data-end="1496">Empathy drives performance.</strong> It’s the foundation for psychological safety, inclusion, and innovation.</p>
</li>
 	<li data-start="1572" data-end="1683">
<p data-start="1574" data-end="1683"><strong data-start="1574" data-end="1609">AI should amplify, not replace.</strong> Use it to personalize learning, surface insights, and scale capability.</p>
</li>
 	<li data-start="1684" data-end="1793">
<p data-start="1686" data-end="1793"><strong data-start="1686" data-end="1710">Connection is a KPI.</strong> Loneliness and isolation are now measurable business risks in hybrid workplaces.</p>
</li>
 	<li data-start="1794" data-end="1894">
<p data-start="1796" data-end="1894"><strong data-start="1796" data-end="1824">Agility defines success.</strong> Build just-in-time learning labs and iterate like product teams do.</p>
</li>
 	<li data-start="1895" data-end="2013">
<p data-start="1897" data-end="2013"><strong data-start="1897" data-end="1923">Inclusion must evolve.</strong> Extend belonging to neurodivergent employees, caregivers, and all who work differently.</p>
</li>
 	<li style="text-align: left;"><strong data-start="1897" data-end="1923">Transforming culture starts with being human.</strong> <a href="https://www.ele.llc/members/azizeh-constantinescu" target="_blank" rel="noopener">Azizeh Elias Constantinescu</a> expands on this in her latest book, which shows how servant leadership and empathy can heal toxic cultures and help people—and performance—flourish.
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/10/Becoming-a-Human-Organization-book.jpg" alt="" /></li>
</ul>
<p style="text-align: center;"><a href="https://www.ele.llc/members/bookshelf/becoming-a-human-organization-transforming-work-touching-lives" target="_blank" rel="noopener">Becoming a Human Organization: Transforming Work, Touching Lives</a></p>


<hr data-start="2015" data-end="2018" />

<h3 data-start="2020" data-end="2046">🚀 Practical Actions</h3>
<ul data-start="2047" data-end="2589">
 	<li data-start="2047" data-end="2158">
<p data-start="2049" data-end="2158">Integrate <strong data-start="2059" data-end="2078">empathy mapping</strong> into change and learning design to see programs through your employees’ eyes.</p>
</li>
 	<li data-start="2159" data-end="2250">
<p data-start="2161" data-end="2250">Equip managers as <strong data-start="2179" data-end="2205">connection multipliers</strong> who create psychological safety and trust.</p>
</li>
 	<li data-start="2251" data-end="2360">
<p data-start="2253" data-end="2360">Use <strong data-start="2257" data-end="2269">AI tools</strong> like Copilot or NotebookLM to automate administrative tasks and personalize development.</p>
</li>
 	<li data-start="2361" data-end="2470">
<p data-start="2363" data-end="2470">Redesign “return-to-office” strategies around <strong data-start="2409" data-end="2443">purposeful moments that matter</strong>, not attendance metrics.</p>
</li>
 	<li data-start="2471" data-end="2589">
<p data-start="2473" data-end="2589">Launch <strong data-start="2480" data-end="2508">bite-sized learning labs</strong> to close emerging skills gaps quickly and keep capability building continuous.</p>
</li>
</ul>

<hr data-start="2591" data-end="2594" />
<p data-start="2596" data-end="2772">In an era when technology moves faster than people can adapt, empathy becomes a competitive advantage.<br data-start="2698" data-end="2701" />Jennifer’s words still resonate: <em data-start="2734" data-end="2770">empathy isn’t soft—it’s strategic.</em></p>
<p data-start="2774" data-end="2916">Join the ongoing conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a> as we explore how empathy, AI, and adaptability are reshaping talent development.</p>

</div>
</div>
</div>
</div>
</div>
</div>

Innovate and Adapt: Reimagining Talent Development for a Changing Workforce

dirk.tussing

azizeh.constantinescu

edward.desrosiers

marty.murrillo

matt.sernaker

diana.anderson

erin.joslin

4Q2025

cindy.pinkstaffmiller

tonja.sasser-bonds

sam.amelio

laura.ruff

insightsoftware

Froedtert ThedaCare Health

<p class="whitespace-pre-wrap" style="text-align: left;"><strong style="font-size: 16px;" data-start="299" data-end="386">This session provided a sharp reality check for leaders navigating constant change.</strong></p>

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If you're leading through swirling priorities, burned-out teams, or restructuring fatigue—pause here.

✅ <strong>Kicked Off with New Latest Book Drop on the ELE Bookshelf</strong>
<a href="https://www.ele.llc/members/diana-anderson">Diana Anderson</a>, opened the session by sharing a recent addition to her ELE Bookshelf:
<a href="https://www.ele.llc/members/bookshelf/the-problem-with-change-and-the-essential-nature-of-human-performance" target="_blank" rel="noopener"><i><strong>The Problem With Change and the Essential Nature of Human Performance</strong></i></a> by Ashley Goodall.

She highlighted how the book challenges the overuse of “change” as strategy—and instead offers practical tools to help leaders create clarity, stability, and human-centered focus during disruption.

✅ <a href="https://www.ele.llc/members/janice-simmons" target="_blank" rel="noopener"><strong>Janice Simmons</strong></a> (Froedtert ThedaCare Health) followed with a myth-busting lens on leadership during transition:
<blockquote data-start="562" data-end="716">
<p data-start="564" data-end="716">“Leaders need to protect what matters—by pausing, stopping, or pushing back on the work that’s draining focus and energy from what truly drives change.”</p>
</blockquote>
Her call to action? Stop managing the chaos—start shielding your people from it. Think like an organizational antibody: remove distractions, protect priorities, and give your teams space to perform.

✅ <a href="https://www.ele.llc/members/laura-jones" target="_blank" rel="noopener"><strong>Laura Jones</strong></a> (insightsoftware) brought those insights to life with a real-world case study from the Orbitz–Expedia merger.
<blockquote data-start="961" data-end="1075">
<p data-start="963" data-end="1075">“Employees just want to be heard—and giving them clarity and space is what helps them feel safe enough to stay.”</p>
</blockquote>
During a 9-month DOJ “quiet period,” her team leaned into trust and development. With unscripted Q&amp;As, strengths-based work, and personal brand coaching, they retained 89% of employees—without directives from the acquiring company.

<hr />

✅ <strong>We Wrapped Up with Highlights from Breakout Groups</strong>
<ul>
 	<li><a href="https://www.ele.llc/members/colin-hahn" target="_blank" rel="noopener"><strong>Colin Hahn</strong></a> underscored the value of <i>small wins</i> and inclusive momentum.</li>
 	<li><a href="https://www.ele.llc/members/jane-shlaes" target="_blank" rel="noopener"><strong>Jane Shlaes</strong></a> reframed leadership as a trust-building act, not a control exercise.</li>
 	<li><a href="https://www.ele.llc/members/rhonda-sharp" target="_blank" rel="noopener"><strong>Rhonda Sharp</strong></a> showed how <i>change champions</i> drive alignment from strategy to action.</li>
 	<li><a href="https://www.ele.llc/members/adam-walleser" target="_blank" rel="noopener"><strong>Adam Walleser</strong></a> reminded us that trust lives in relationships—not org charts.</li>
</ul>

<hr data-start="1346" data-end="1349" />

<h3 data-start="1351" data-end="1371">🔑 Key Takeaways</h3>
<ol data-start="1373" data-end="1906">
 	<li data-start="1373" data-end="1493">
<p data-start="1376" data-end="1493"><strong data-start="1376" data-end="1407">Stabilizers drive momentum.</strong> Progress doesn't come from adding more change—but from protecting space to breathe.</p>
</li>
 	<li data-start="1494" data-end="1607">
<p data-start="1497" data-end="1607"><strong data-start="1497" data-end="1521">Messaging ≠ meaning.</strong> Even a compelling mission falls flat if it doesn’t connect to what people do today.</p>
</li>
 	<li data-start="1608" data-end="1706">
<p data-start="1611" data-end="1706"><strong data-start="1611" data-end="1645">More change ≠ more innovation.</strong> Creativity needs calm, not a constant swirl of priorities.</p>
</li>
 	<li data-start="1707" data-end="1804">
<p data-start="1710" data-end="1804"><strong data-start="1710" data-end="1746">Org charts don’t drive outcomes.</strong> Influence lives in relationships, not boxes on a slide.</p>
</li>
 	<li data-start="1805" data-end="1906">
<p data-start="1808" data-end="1906"><strong data-start="1808" data-end="1836">Visibility builds trust.</strong> Showing up as a leader—even with no answers—beats silence every time.</p>
</li>
</ol>

<hr data-start="1908" data-end="1911" />

<h3 data-start="1913" data-end="1937">🛠 Practical Actions</h3>
<ul data-start="1939" data-end="2477">
 	<li data-start="1939" data-end="2032">
<p data-start="1941" data-end="2032"><strong data-start="1941" data-end="1959">Cut the noise.</strong> Inventory what’s overwhelming your team—and decide what needs to stop.</p>
</li>
 	<li data-start="2033" data-end="2137">
<p data-start="2035" data-end="2137"><strong data-start="2035" data-end="2060">Block breathing room.</strong> Protect time for people to think, reflect, and recover—even during change.</p>
</li>
 	<li data-start="2138" data-end="2238">
<p data-start="2140" data-end="2238"><strong data-start="2140" data-end="2174">Coach visibility over control.</strong> Get leaders out of their inboxes and into real conversations.</p>
</li>
 	<li data-start="2239" data-end="2350">
<p data-start="2241" data-end="2350"><strong data-start="2241" data-end="2270">Ask: Who do people trust?</strong> Map the informal network—not just the hierarchy—and support those connectors.</p>
</li>
 	<li data-start="2351" data-end="2477">
<p data-start="2353" data-end="2477"><strong data-start="2353" data-end="2388">Start with one “anchor ritual.”</strong> Weekly huddles, clarity check-ins, or rumor-busting AMAs can create immediate grounding.</p>
</li>
</ul>

<hr data-start="2479" data-end="2482" />

<h3 data-start="2484" data-end="2499">💡 What if…</h3>
<p data-start="2501" data-end="2615">What if your most strategic leadership move this quarter isn’t <em data-start="2564" data-end="2592">launching a new initiative</em>—but shutting one down?</p>
<p data-start="2617" data-end="2715">What if the key to retention isn’t a vision statement—but the leader who listens without a script?</p>
<p data-start="2717" data-end="2829">This session dismantled tired assumptions about change. It asked: who’s protecting focus, not just pushing pace?</p>
<p data-start="2831" data-end="2963">If you're rethinking how to lead through uncertainty, maybe it's time to stop managing change—and start defending what matters most.</p>

</div>
</div>
</div>
</div>
</div>
</div>
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<strong data-start="1454" data-end="1477">CLOSING INVITATION:</strong> Are you ready to reshape leadership development in your organization to better manage through change and uncertainty? Share with us on the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

<a href="https://www.ele.llc/members/bookshelf/the-problem-with-change-and-the-essential-nature-of-human-performance"><img class="aligncenter wp-image-43208" src="https://wp.ele.llc/wp-content/uploads/2024/10/Problem-With-Change-Goodall.jpg" alt="" width="167" height="259" /></a>

</div>
</div>
</div>
</div>
</div>
&nbsp;

Leadership in Transition: Busting Myths, Building Stability

Engagement &amp; Culture

jane.shlaes

laura.jones

janice.simmons

colin.hahn

employee engagement

continuous learning

employee retention

yolanda.mangram

HR strategies

lauren.marder

maggie.lowenberg

change leadership

organizational learning

team communication

knowledge sharing

teaming techniques

2Q2025

angelica.janina.stilling

adam.walleser

rhonda.sharp

L&amp;D leadership

organizational clarity

leadership visibility

change fatigue

workplace trust

mission alignment

M&amp;A integration

chaitali.kothari

Cognitive Advisors

<p class="" data-start="474" data-end="718">This session provided a compelling case for reimagining leadership—and the role of L&amp;D—in today’s volatile world. Marty didn’t just talk agility—he showed us what it means to think in systems, learn in loops, and lead like nature.</p>

<blockquote data-start="720" data-end="800">
<p class="" data-start="722" data-end="800">“Our role isn’t just building skills—it’s helping leaders shift mindsets.” -- <a href="https://www.ele.llc/members/marty-rosenheck" target="_blank" rel="noopener">Marty Rosenheck</a></p>
</blockquote>
<p data-start="802" data-end="1048"><img class="aligncenter  wp-image-43015" src="https://wp.ele.llc/wp-content/uploads/2025/05/Rosenheck-15-MAY-2025.jpg" alt="The Agile Leader: An Adaptive Systems Approach to Thriving in Complexity" width="990" height="557" /></p>
<p class="" data-start="802" data-end="1048">That shift starts with seeing organizations not as machines to optimize, but as living systems to cultivate. Where old models of command-and-control break down, complexity invites us to lean into purpose, autonomy, and continuous experimentation.</p>

<blockquote data-start="1050" data-end="1175">
<p class="" data-start="1052" data-end="1175">“Safe-to-fail experiments are key. Try small things, see what works, amplify what does. That’s how adaptation happens.” -- <a href="https://www.ele.llc/members/marty-rosenheck" target="_blank" rel="noopener">Marty Rosenheck</a></p>
</blockquote>
<p class="" data-start="1177" data-end="1231">🧠 <strong data-start="1180" data-end="1231">Key takeaways for senior HR and talent leaders:</strong></p>

<ul data-start="1232" data-end="1587">
 	<li class="" data-start="1232" data-end="1296">
<p class="" data-start="1234" data-end="1296">Treat your organization as a <strong data-start="1263" data-end="1280">living system</strong>, not a machine.</p>
</li>
 	<li class="" data-start="1297" data-end="1364">
<p class="" data-start="1299" data-end="1364">Use <strong data-start="1303" data-end="1331">safe-to-fail experiments</strong> to learn and adapt in real time.</p>
</li>
 	<li class="" data-start="1365" data-end="1437">
<p class="" data-start="1367" data-end="1437">Build <strong data-start="1373" data-end="1397">trust-based networks</strong> that support horizontal knowledge flow.</p>
</li>
 	<li class="" data-start="1438" data-end="1510">
<p class="" data-start="1440" data-end="1510">Anchor decisions in a <strong data-start="1462" data-end="1492">shared, meaningful purpose</strong>—your new compass.</p>
</li>
 	<li class="" data-start="1511" data-end="1587">
<p class="" data-start="1513" data-end="1587">Rethink your role: HR and L&amp;D as <strong data-start="1546" data-end="1586">evolutionary leadership facilitators</strong>.</p>
</li>
</ul>
<p class="" data-start="1589" data-end="1620">💡 <strong data-start="1592" data-end="1620">Try this with your team:</strong></p>

<ol data-start="1621" data-end="1964">
 	<li class="" data-start="1621" data-end="1685">
<p class="" data-start="1624" data-end="1685">Launch a micro-experiment—test an agile practice in one area.</p>
</li>
 	<li class="" data-start="1686" data-end="1753">
<p class="" data-start="1689" data-end="1753">Map your internal communication network—what’s flowing (or not)?</p>
</li>
 	<li class="" data-start="1754" data-end="1818">
<p class="" data-start="1757" data-end="1818">Audit your purpose: is it clear, lived, and decision-driving?</p>
</li>
 	<li class="" data-start="1819" data-end="1892">
<p class="" data-start="1822" data-end="1892">Build a coalition of open-minded leaders willing to try something new.</p>
</li>
 	<li class="" data-start="1893" data-end="1964">
<p class="" data-start="1896" data-end="1964">Reframe your L&amp;D goals—are you building skills or shifting mindsets?</p>
</li>
</ol>
<p class="" data-start="1966" data-end="2084">This isn’t just a leadership upgrade—it’s a systems-level redesign. Are you ready to move from control to cultivation?</p>
<p class="" data-start="2086" data-end="2188">🔁 Let’s continue the conversation on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener"><strong data-start="2125" data-end="2146">ELE Idea Exchange</strong></a>—what’s your role in evolving leadership?</p>

The Agile Leader: An Adaptive Systems Approach to Thriving in Complexity

Integrated Talent Management

marty.rosenheck

systems thinking

learning and development

HR transformation

organizational resilience

Mindset Shift

wise2025

leadership agility

agile leader

thriving in complexity

leadership approach

empowering leaders

navigating complexity

fostering resilience

continuous innovation

practical insights

complex systems

safe-to-fail experiments

regenerative organizations

decentralized leadership

VUCA environment

evolutionary facilitator

Problem Solutions

Upsurge Advisors

<p data-start="167" data-end="414">At the Milwaukee Talent Development Conference 2025, <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a> and <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a> sparked a compelling dialogue about the evolving partnership between humans and artificial intelligence—and what it means for leadership, learning, and culture.</p>
<p data-start="416" data-end="703">Their session, <em data-start="431" data-end="494">Authentic Intelligence: How Humans and AI Can Work in Harmony</em>, didn’t center on machines replacing people. Instead, it made the case for a smarter approach: augmenting human insight with AI’s speed and scale to solve complex problems more creatively and collaboratively.</p>

<blockquote data-start="705" data-end="833">
<p data-start="707" data-end="833"><strong data-start="707" data-end="810">“</strong>Two people working with AI is better than any other combination. That’s what we’re here to prove.<strong data-start="707" data-end="810">” </strong>— <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener"><em data-start="817" data-end="833">Nicole DeFalco</em></a></p>
</blockquote>
&nbsp;
<p data-start="835" data-end="1227"><img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/who-is-your-best-bet-for-solving-a-problem.jpg" alt="" width="885" height="498" /></p>
<p data-start="835" data-end="1227">This insight grounded the session—and the room agreed. When humans bring context, empathy, and strategic judgment, and AI brings data, memory, and speed, the result is a powerfully effective team. Whether it’s designing leadership programs, creating knowledge-sharing podcasts, or managing skills-based learning plans—AI becomes most impactful when paired with thoughtful human collaboration.</p>
<p data-start="1229" data-end="1284">🔍 <strong data-start="1232" data-end="1282">So, what’s changing for HR and talent leaders?</strong></p>

<ul data-start="1285" data-end="1586">
 	<li data-start="1285" data-end="1354">
<p data-start="1287" data-end="1354">AI is no longer a future concept. It’s a present-day accelerator.</p>
</li>
 	<li data-start="1355" data-end="1438">
<p data-start="1357" data-end="1438">Managers need to offload data grunt work and step fully into people leadership.</p>
</li>
 	<li data-start="1439" data-end="1586">
<p data-start="1441" data-end="1586">Multigenerational teams, especially Gen Z, expect more coaching, context, and culture—areas where AI can inform but not replace human leadership.</p>
</li>
</ul>
<p data-start="1588" data-end="1630">But this shift doesn’t happen in a vacuum.</p>

<blockquote data-start="1632" data-end="1806">
<p data-start="1634" data-end="1806"><strong data-start="1634" data-end="1783">“</strong>Organizational culture will either launch or break your AI strategy. You’ve got to ask: what in the culture is helping—or hindering—this shift?<strong data-start="1634" data-end="1783">” </strong>— <em data-start="1790" data-end="1806"><a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, Problem Solutions</em></p>
</blockquote>
<p data-start="1808" data-end="2031">From communication norms to psychological safety, culture determines whether AI-supported leadership can truly take root. If your culture resists experimentation or transparency, even the most powerful tools will fall flat.</p>
<p data-start="2033" data-end="2272">🚀 The keynote also spotlighted AI agents that generate dynamic workflows and learning journeys—no manual coding required. But the takeaway wasn’t about tech bells and whistles. It was about mindset: start small, test fast, build momentum.</p>
<p data-start="2274" data-end="2438">AI isn’t replacing leadership. It’s reshaping it. And the leaders who embrace authentic intelligence—human + artificial—will be the ones shaping the future of work.</p>

✨ AI in Action: Authentic Intelligence: How Humans and AI Can Work in Harmony

Digital &amp; AI

digital transformation

skills development

AI in HR

human AI collaboration

workplace innovation

michael.hruska

nicole.defalco

authentic intelligence

AI-enabled learning

Gen Z workforce

people leadership

baryons.aimentor

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: Vet out the new Executive Innovation Sprints with Solution #1 -- High-Performance Coaching with AI</strong></p>
At our October 20th Talent Development Conference hosted by Zurich Insurance, we opened a powerful conversation on how AI can transform coaching into a high-performance advantage. This ideation sprint continues that dialogue—bringing members together to identify the business challenges, compare emerging AI tools, and explore why AI coaches are fundamentally different.

Unlike expensive human coaching resources that require infrequent, fixed scheduling, AI coaching offers just-in-time access at scale. No wonder platforms like BetterUp face high dropout rates when the cadence doesn’t match real-time needs. The opportunity before us: to define a model that delivers the lowest-cost solution with the highest impact, creating a scalable coaching framework that sticks.
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<div class="markdown prose w-full break-words dark:prose-invert light"><img class="aligncenter size-full wp-image-43834" src="https://wp.ele.llc/wp-content/uploads/2025/03/ELE-Solutions-Biggest-Impact-Slide-2.jpg" alt="SOLUTION EXCHANGE | Biggest impact on the most people" width="1200" height="623" /></div>
</div>
</div>
</div>
<div>
<p data-start="1062" data-end="1300">Through this interactive Zoom exchange, we’ll lay the foundation for an <strong data-start="1134" data-end="1158">AI Coaching Playbook</strong>—a peer-created set of frameworks, prompts, and adoption guidance designed to help leaders elevate coaching effectiveness across industries.</p>
<p data-start="1302" data-end="1317"><strong data-start="1302" data-end="1315">Why Join?</strong></p>

<ul>
 	<li data-start="1320" data-end="1387">Continue the October 20th conversation and carry forward momentum</li>
 	<li data-start="1390" data-end="1460">Pinpoint the business challenges that block effective coaching today</li>
 	<li data-start="1463" data-end="1543">Explore why AI coaching changes the game with access, affordability, and scale</li>
 	<li data-start="1546" data-end="1625">Co-create the first step toward an ELE-certified “Coaching with AI” framework</li>
</ul>
<strong data-start="1627" data-end="1642">What’s Next</strong><br data-start="1642" data-end="1645" />After this virtual ideation, ELE will recruit <strong data-start="1691" data-end="1706">4–6 members</strong> to participate in our <strong data-start="1729" data-end="1754">first Solution Sprint</strong>—a design-thinking journey to co-create the <strong data-start="1798" data-end="1822">AI Coaching Playbook</strong>.

</div>
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🔁 <a href="https://docs.google.com/presentation/d/1qFs__kIJsCLH6ynAeNopOsz6PHEpub9ntpAmvuJt588/edit?mc_cid=e7686c688f&amp;mc_eid=621cbc8540&amp;slide=id.p1#slide=id.p1" target="_blank" rel="noopener noreferrer">ELE Solution Exchange Overview</a>

<img class="aligncenter size-full wp-image-43751" src="https://wp.ele.llc/wp-content/uploads/2025/08/S1-High-Performance-Coaching-with-AI.jpg" alt="🔄 ELE Solution Exchange: High-Performance Coaching with AI" width="1542" height="874" />

</div>
</div>
</div>
</div>
</div>
</div>
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⚡ Expect a fast-paced, collaborative exchange where your insights directly shape the solution path ahead.

<hr />

</div>
</div>
</div>
</div>
</div>
<p class="whitespace-pre-wrap">This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

Kick-off: ELE Executive Innovation Sprints | High-Performance Coaching with AI

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

maryann.kennedy

manager effectiveness

Artificial Intelligence in HR

AI Coaching

deepa.kartha

ELE Solution Exchange

Ideation Sprint

High-Performance Coaching

dan.kwong

Executive Innovation Sprints

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: Moving beyond generic leadership training to build a manager core that actively drives performance and culture.</strong></p>

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Every senior leader knows the truth: your culture rises and falls on your managers. They are the critical link between strategy and execution—and often the bottleneck to a truly high-performing culture.So how do we move beyond generic leadership training to build a manager core that actively drives performance, rather than just sustaining it?

Join us for a focused video discussion on "<strong>Building Manager Capability to Support a High-Performing Culture</strong>"

This session will explore how organizations can evolve their leadership development strategies to:
<ul>
 	<li><strong>Align manager capability building with enterprise strategy</strong> to ensure cultural and performance goals are embedded in daily execution.</li>
 	<li><strong>Build a development roadmap</strong> that creates a consistent understanding of expectations and equips leaders with enabling skills across all levels.</li>
 	<li><strong>Redefine manager accountability</strong> for culture and performance outcomes in a way that drives tangible business impact.</li>
 	<li><strong>Identify the new “must-have” capabilities</strong> for managers in the future of work—moving beyond compliance to adaptive leadership.</li>
</ul>
If you’re ready to level up your manager enablement strategy and see measurable returns in culture and performance, this session is for you.

Designed for HR and Talent leaders, this session will offer actionable insights from industry experts on transforming rigid structures into adaptive networks that empower managers to lead with clarity, consistency, and impact.

</div>
</div>
</div>
</div>
</div>
</div>
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<hr />

</div>
</div>
</div>
</div>
</div>
<p class="whitespace-pre-wrap">This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

Building Capability to Support a High Performing Culture

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: </strong>Explore practical strategies for navigating, managing, and leading change in today’s environment—where adaptability isn’t optional, it’s the core of how we work.</p>

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The workforce is changing fast—with an estimated <strong>78 million new jobs expected globally by 2030</strong>, pervasive <strong>skill gaps</strong>, and the rise of AI as a "cognitive industrial revolution." In this highly dynamic environment, adaptability isn't optional; it's the core of how we work.

Access this discussion with Jennifer Rainey to explore practical, human-centered strategies for talent development. The discussion covers critical trends, from rapid job transformation to the business risk posed by loneliness in the workforce. You'll learn what these trends mean for talent leaders, including the need for programs to be agile, scalable, and future-focused.

Discover how to leverage <strong>Empathy Mapping</strong> as a strategic tool to understand your audience and build inclusive, adaptive programs. The session also details ways to use <strong>AI to enhance</strong>—not replace—human-centered design and decision-making. Learn to deliver <strong>personalized, micro-learning at scale</strong> and integrate fragmented training into cohesive development frameworks. Walk away with actionable ideas to conduct strategic workforce planning and design for connection, psychological safety, and well-being.

</div>
<div><strong>Recommended Reading</strong>
To further explore the power of human-centered leadership and organizational transformation, we encourage you to check out <a href="https://www.ele.llc/members/bookshelf/becoming-a-human-organization-transforming-work-touching-lives" target="_blank" rel="noopener">Becoming a Human Organization, Transforming Work, Touching Lives</a> by Azizeh Constantinescu. Her book offers a unique look at how principles of ancient wisdom can be applied to foster collegial respect, belonging, and growth in today's workplaces.</div>
<div><img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/10/Becoming-a-Human-Organization-book.jpg" alt="" /></div>
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<hr />

</div>
</div>
</div>
</div>
</div>
<p class="whitespace-pre-wrap">This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

business transformation

Northern Trust

ACH Food

Alter Domus

<strong>This session provided a masterclass in leadership development, offering valuable strategies and actionable insights for senior HR talent leaders.</strong>

In a rapidly changing world, leaders at every level face unique challenges, from individual contributors seeking alignment with their values to managers navigating chaos and stress, to leaders of leaders transitioning to strategic roles. One powerful takeaway stood out:
<blockquote><em>“If you don’t have time to reflect on how you lead, you need to find that time—otherwise, you’re inviting chaos.” -- <a href="https://www.ele.llc/members/mike-kester" target="_blank" rel="noopener">Mike Kester</a></em></blockquote>
This call to action underscores the critical need for leaders to pause, reflect, and recalibrate their approach to fostering team and organizational success. Here are the key lessons from the session that senior HR leaders can apply to build impactful leadership programs:
<ol>
 	<li><strong>Tailored Development for Every Leadership Level</strong>: Address the distinct needs of individual contributors, managers, and leaders of leaders, focusing on mental model shifts that promote growth and alignment with organizational goals.</li>
 	<li><strong>Dual Career Pathways</strong>: Create clear paths for individual contributors to excel without requiring a move into management roles, ensuring talent retention and satisfaction.</li>
 	<li><strong>Cohort-Based Learning</strong>: Use safe spaces and peer accountability to enable leaders to share challenges, foster psychological safety, and apply new skills effectively.</li>
 	<li><strong>Practical, Immediate Application</strong>: Programs should focus on "Monday morning impact," ensuring participants can apply insights in real-world scenarios without delay.</li>
 	<li><strong>Embedding Leadership in Systems</strong>: Align leadership expectations with organizational values, performance management systems, and cultural initiatives for sustained change.</li>
 	<li><strong>Adapting to Rapid Change</strong>: Equip leaders with tools for adaptability and resilience, ensuring they can thrive amidst evolving demands.</li>
</ol>
By fostering a culture of reflection, accountability, and adaptability, senior HR leaders can build leadership pipelines that not only navigate the complexities of today’s workplace but also drive sustainable organizational success.

What are your thoughts on prioritizing reflection as a leadership practice? How do you embed these principles into your development programs? Let’s discuss on ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>!

Building Tomorrow’s Leaders: Cohort Development for Each Level of Leader

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