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Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

Skillsoft

EmpathAI Learning Solutions

The modern corporate reality is simple: your employees are drowning in a sea of training options, yet starving for clarity and direction. The sheer volume of content, much of it irrelevant, actively slows down enterprise agility and wastes talent investment.

In this highly interactive session, leaders from Skillsoft and Empath.AI Learning Solutions tackled the chaos head-on, sharing a practical framework for designing smarter, simplified learning ecosystems that accelerate workforce readiness. The core challenge is clarifying what's "must-have" vs. "build-your-skillset" to create clear career momentum.
<h3>Key Takeaways for Talent Leaders:</h3>
<ul>
 	<li>The Clarity Framework: Attendees rolled up their sleeves to co-create practical career and skill maps for key enterprise roles. The key learning was how to ruthlessly filter content to define the essential path (mandatory knowledge) and separate it from the growth path (optional, personalized skill-building).</li>
 	<li>AI as the Simplicity Engine: The session explored how adaptive learning and AI-driven personalization are the primary tools for simplification. Instead of managing a large course catalog, L&amp;D can leverage AI to instantly curate content that is relevant at the moment of need, ensuring employees get guidance, not just more options.</li>
 	<li>The Plug-and-Play Template: Participants walked away with a tangible, plug-and-play template to immediately streamline development paths in their organizations. This template is the blueprint for moving away from generic content assignments toward a skills-based ecosystem designed to scale and evolve with emerging business needs.</li>
</ul>
This session proved that effective, modern L&amp;D is defined not by how much content you have, but by how skillfully you simplify the path for your people, directly fueling enterprise agility.

Simplifying Training | Designing Smarter Learning Ecosystems for Enterprise Agility

Integrated Talent Management

Digital &amp; AI

performance improvement

talent development

workforce readiness

future of learning

adaptive learning

CHIE2025

yolanda.mangram

Strategic HR

skills-based learning

HR Technology

Learning Ecosystems

L&amp;D strategy

heber.sambucetti

integrated talent

enterprise agility

AI personalization

skill maps

plug and play template

career momentum

talent investment

clarity framework

content curation

operational simplicity

Origami Works Foundation

ELE Group, LLC

This interactive discussion explores nonprofit use cases—often working with limited resources—are using AI in smart, practical ways to transform learning and development. The conversation made it clear: AI is not replacing talent leaders, but amplifying their ability to deliver personalized learning, empower staff, and build future-ready cultures.
As one panelist shared:

<blockquote data-start="618" data-end="739">
“By embracing AI, a team member unlocked new skills, greater confidence, and a well-earned raise.” — <a href="https://www.ele.llc/members/dani-petrie1" target="_blank" rel="noopener">Dani Houchin</a>, Origami Works Foundation
</blockquote>
And at scale, the potential is just as powerful:

<blockquote data-start="792" data-end="908">
“AI helps us customize training to each role, making learning more relevant and engaging.” — Natalie Kindred
</blockquote>
Together, these stories highlight AI’s dual impact—driving both personal growth and organizational transformation.


<hr data-start="1028" data-end="1031" />

<h2 data-start="1033" data-end="1056">🔑 5 Key Takeaways</h2>
<ol data-start="1057" data-end="1820">
 	<li data-start="1057" data-end="1220">
AI is a Co-Creator, Not a Replacement: Leaders are using AI to draft outlines, scenarios, and training objectives, while refining for culture and context.
</li>
 	<li data-start="1221" data-end="1358">
Personalization at Scale: AI makes role-based and learner-specific customization possible, even in large and diverse workforces.
</li>
 	<li data-start="1359" data-end="1518">
AI as a Retention Tool: Employees who adopt AI gain confidence, deliver higher-value work, and are more likely to stay and grow with the organization.
</li>
 	<li data-start="1519" data-end="1663">
Faster Prototyping &amp; Content Creation: From brainstorming to role-play scenarios, AI accelerates design cycles and increases relevance.
</li>
 	<li data-start="1664" data-end="1820">
Transparency Builds Trust: Sharing how AI was used to create drafts makes it easier for teams to give constructive feedback and adopt AI practices.
</li>
</ol>

<hr data-start="1822" data-end="1825" />

<h2 data-start="1827" data-end="1873">🛠 5 Practical Actions for Talent Leaders</h2>
<ol data-start="1874" data-end="2451">
 	<li data-start="1874" data-end="1983">
Pilot AI Experiments: Start with safe, small-scale use cases like goal setting or workshop outlines.
</li>
 	<li data-start="1984" data-end="2105">
Leverage Personas: Use AI to design role-specific or personality-driven learning experiences that feel tailored.
</li>
 	<li data-start="2106" data-end="2216">
Set Guardrails Early: Train teams on safe AI use to prevent risks like uploading sensitive documents.
</li>
 	<li data-start="2217" data-end="2333">
Coach AI Fluency: Encourage employees to see AI as a growth tool that expands their skills, not a shortcut.
</li>
 	<li data-start="2334" data-end="2451">
Refine Prompts Intentionally: Ask AI, “What’s generic?” or “What’s missing?” to sharpen quality outputs.
</li>
</ol>

<hr data-start="2453" data-end="2456" />
For nonprofit organizations—and any talent development leader—AI offers a rare combination: accessibility, low cost, and high impact. The session underscored that when AI is used as a partner in learning, it empowers employees to grow, helps leaders personalize development at scale, and accelerates content creation without sacrificing quality.
💬 Continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—share how you’re experimenting with AI in L&amp;D and learn from your peers.

Nonprofit Success Stories Using AI for L&D

future of work

Engagement &amp; Culture

Future of Work

dirk.tussing

jane.shlaes

learning culture

jacki.davidoff

deborah.lenchard

leadership development

dani.petrie1

employee engagement

workforce development

continuous learning

digital learning

personalized learning

employee retention

skill-building

future-ready workforce

AI Use cases

people analytics

AI in Learning

AI in HR

diana.anderson

emily.decker-bess

organizational learning

nicole.defalco

3Q2025

workforce engagement

holly.r.pyatt

nonprofit leadership

career coaching

AI for nonprofits

nonprofit L&amp;D

talent development innovation

learning personalization

Session Focus: Utilizing Data to Transform Talent Development and Improve Employee Engagement

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In today’s shifting workplace, it’s not enough to track learning activity—we need to turn insights into outcomes. In Learning and Development, data is no longer just a resource—it’s a roadmap for enhancing the employee experience and aligning talent strategy with business priorities. At our recent ELE peer discussion, we explored how leading organizations are embracing a data-driven strategy to personalize development, elevate the employee experience, and align learning with what the business truly needs.

<blockquote>"Our data-driven adaptive learning strategy helped us pinpoint what learners didn’t know—and deliver only what they needed." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
Whether you're using adaptive tech or building insights through 1:1 conversations, the message is clear: we’re no longer just tracking progress—we’re transforming how we develop and engage our people. Now is the time to interconnect data-driven strategies with talent development to drive business impact where it matters most.
These insights emerged as top priorities for HR and talent leaders looking to create impact through smarter data use:

<ol data-start="1239" data-end="1678">
 	<li class="" data-start="1239" data-end="1377">
Data is a strategic tool. Learning data should guide decisions—not just reflect them.
</li>
 	<li class="" data-start="1379" data-end="1527">
Personalized learning drives engagement. Targeted development increases relevance, confidence, and speed to proficiency.
</li>
 	<li class="" data-start="1529" data-end="1678">
Qualitative insights count. Listening systems like focus groups and 1:1s can surface what surveys miss—and drive culture.

<blockquote>"The dashboard made it easy to see where learners were struggling with unconscious incompetence—and where to focus coaching or redesign." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/ADAPTing-to-a-new-way-of-learning.jpg" alt="" width="769" height="432" /></li>
</ol>
🛠️ Three Actions to Bring This to Life

<ol data-start="1818" data-end="2225">
 	<li class="" data-start="1818" data-end="1960">
Use data to shape learning priorities. Connect learning to KPIs like mobility, retention, and performance.
</li>
 	<li class="" data-start="1962" data-end="2090">
Build listening into your strategy. Code feedback from real conversations to spot trends and blind spots early.
</li>
 	<li class="" data-start="2092" data-end="2225">
Connect learning efforts to business outcomes.
Make talent development part of strategic planning—not an isolated function.

<blockquote>"Listening became the data strategy." -- <a href="https://www.ele.llc/members/ben-warner" target="_blank" rel="noopener">Ben Warner</a></blockquote>
</li>
</ol>
The takeaway? A data-driven strategy only delivers value when it's connected to business goals. Now is the time to interconnect talent development with business impact—and position HR as a true driver of enterprise success.
How are you using data to elevate your talent strategy? -- Share your thoughts in the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a> and continue the conversation with fellow leaders.

</div>
</div>
</div>
</div>
</div>
</div>

Data-Driven Talent Development: Leading Indicator for Elevating Employee Experience

learning strategy

Analytics

marsha.love-morrow

employee experience

betty.hart

guillermo.gutierrez

organizational effectiveness

reskilling

matt.sernaker

Reskilling and Upskilling

brian.gold

HR leadership

HR strategies

employee listening

team communication

knowledge sharing

innovation culture

teaming techniques

data driven HR

ben.warner

2Q2025

laura.sandera

learning impact

performance enablement

ELB Learning

Session Focus: Explore how AI can personalize microlearning experiences to optimize engagement and knowledge retention.

<blockquote>"AI, like a GPS for learning, guides each learner from their starting point, adjusting the path as they progress." -- <a href="https://www.ele.llc/members/kevin-adams" target="_blank" rel="noopener">Kevin Adams</a> ,ELB Learning</blockquote>
This session illuminated the transformative potential of integrating artificial intelligence with microlearning for talent development. The analogy of AI as a learning GPS perfectly captures how it personalizes the educational journey, adapting to each individual's unique pace and progress. This personalized approach maximizes engagement and knowledge retention, creating a more effective and efficient learning experience.

This session provided actionable insights for HR leaders looking to leverage AI-powered microlearning:
<ol data-sourcepos="13:1-24:0">
 	<li data-sourcepos="13:1-14:0">
Personalization Power: Harness AI to tailor learning experiences to individual needs and preferences. This targeted approach significantly boosts learner engagement and knowledge absorption compared to traditional, one-size-fits-all training. Action: Identify areas within current training programs where AI-driven personalization could have the biggest impact.
</li>
 	<li data-sourcepos="15:1-16:0">
Microlearning Mastery: Implement microlearning principles by delivering concise, focused learning modules. This caters to shorter attention spans and facilitates better knowledge retention and application. Action: Audit existing training content and identify opportunities to break it down into microlearning modules.
</li>
 	<li data-sourcepos="17:1-18:0">
Collaborative Intelligence: Foster a collaborative learning culture where employees can interact, share knowledge, and learn from each other. AI can play a key role in facilitating this dynamic environment. Action: Explore AI-powered platforms that support collaborative learning, such as discussion forums or knowledge-sharing wikis.
</li>
 	<li data-sourcepos="19:1-20:0">
Real-Time Feedback: Leverage AI tools to provide learners with immediate feedback. This allows them to quickly identify and correct errors, accelerating the learning process. Action: Research and pilot AI-driven feedback tools within existing microlearning programs.
</li>
 	<li data-sourcepos="21:1-22:0">
Continuous Learning &amp; Adaptation: Stay informed about the latest advancements in AI and learning technologies. This ensures your learning strategies remain cutting-edge and aligned with evolving organizational needs. Action: Subscribe to industry publications and attend webinars focused on AI in learning and development.
</li>
 	<li data-sourcepos="23:1-24:0">
Data-Driven Optimization: Use data analytics to measure the impact of AI-enhanced learning tools and programs. Regularly analyze this data to refine strategies and maximize learning outcomes and organizational performance. Action: Establish clear metrics for evaluating the effectiveness of AI-driven microlearning initiatives.
</li>
</ol>
By embracing these AI-driven approaches, HR leaders can significantly enhance the effectiveness of their learning and development programs. This will empower their organizations to become more agile, adaptable, and future-ready in today's rapidly changing business landscape. Investing in AI-powered microlearning is not just a trend; it's a strategic imperative for organizations looking to cultivate a highly skilled and engaged workforce.

Microlearning in the AI Age: Building Adaptive, Personalized Learning Experiences

digital transformation

microlearning

jean.ryan

learning experience

azizeh.constantinescu

sara.larson

ana.bedard

learning and development

brian.richardson

jennifer.rainey

HR Innovation

Workplace Learning

AI integration

rachel.kaberon

kevin.adams

training and development

juliana.sobanski

AI in Education

Knowledge Retention

jacqueline.gargiulo

The Regis Company

Session Focus: The research, framework, and use cases align well with the theme of sustainable change readiness and the focus on skills.

This keynote provided a timely and insightful look into the rapidly evolving world of AI and its impact on talent development. Aligning with the conference's focus on sustainable change readiness and skills, the speakers presented compelling research highlighting the widespread adoption of AI tools, with 90% of organizations utilizing them.

However, a striking gap was revealed – over 60% lack a comprehensive AI strategy. To address this, a pragmatic three-pillar framework was introduced: a manifesto for vision, a playbook for sourcing solutions, and advocates for cross-functional communication.

Notably, <a href="https://www.ele.llc/members/michael-vaughan" target="_blank" rel="noopener">Mike Vaughan</a> and <a href="https://www.ele.llc/members/markus-bernhardt" target="_blank" rel="noopener">Markus Bernhardt</a> showcased their integrated AI system capable of generating instructionally-designed content, saving instructional designers a remarkable 70-90% of their time. Emerging trends discussed included conversational AI assistants, experiential simulations, and personalized adaptive learning driven by generative AI.

As the talent development landscape is disrupted, the keynote underscored the urgency of robust AI policies, understanding AI's capabilities and limitations, and continuous adaptation to this rapidly evolving space.

Research | Generative AI WILL DISRUPT Talent Development

michael.vaughan

employee development

markus.bernhardt

generative AI

innovation in L&amp;D

wise2024

AI strategies

AI transformation

2024 Top 10

Area9 Lyceum

Every learning professional should be able to articulate a point of view on technologies that are quickly becoming mainstream. Join this lively session if you want a jargon-free discussion about how AI is being used for workplace learning. We’ll cover AI for content recommendations, content conversion, natural language processing, image generation, and personalized, adaptive learning experiences.

What you should know about Artificial Intelligence

innovation

organizational readiness

anton.maletich

judy.albers

Learning Agility

Automating HR

AI Bot Technology

ethics

AI within HR

transparency

content conversion

natural language processing

image generation

and personalized

Future of l

CHIE2022

Session Focus: Get Smart on Artificial Intelligence

This session provided valuable insights into the transformative potential of adaptive learning for HR leaders looking to enhance workforce development, compliance, and internal mobility strategies.
<blockquote>Our panel emphasized that adaptive learning goes beyond traditional training by providing a strategic, real-time view of organizational knowledge and gaps. As <a href="https://www.ele.llc/members/judy-albers" target="_blank" rel="noopener">Judy Albers</a> shared, “Our CFO told me, ‘I don’t care about saving time; I care about the safety and soundness of this organization. You’re showing me what our people actually know—and that’s something we’ve never had before.’”</blockquote>
This points to adaptive learning’s unique ability to deliver actionable insights that directly support organizational readiness and compliance.

Three key takeaways for HR leaders:
<ol>
 	<li>Deep Visibility into Workforce Knowledge: Adaptive learning offers real-time insights into employee knowledge gaps, allowing HR leaders to strategically plan workforce development and ensure critical compliance, especially in high-stakes fields.</li>
 	<li>Personalized and Inclusive Development: By personalizing content, adaptive learning meets diverse employees where they are, providing targeted learning that bridges skills gaps and supports DEI goals.</li>
 	<li>Enhanced Readiness for Role Transitions and Internal Mobility: Adaptive learning validates skills mastery, making it an invaluable tool for onboarding, internal mobility, and career rotations, aligning with long-term talent strategies.</li>
</ol>
Embracing adaptive learning can equip HR leaders with the data-driven insights needed to build a skilled, compliant, and agile workforce.

Impactful Adaptive Learning

digital

engagement &amp; culture

richard.busby

tomas.ramirez

upskilling

matt.donovan

organizational development

kelly.kram

elizabeth.barisik

Skills Gap

Internal Mobility

Session Focus: Get Smart on Artificial Intelligence

Are you looking to increase your tech-savviness? Do you lack a point of view on the use of AI in learning? Join us for a discussion of the use of AI for content recommendations (Netflix style) as compared to the use of AI for an adaptive learning experience.​

[embed]http://media.ele.llc/2022/Adaptive-Learning-Area9-teaser.mp4[/embed]

&nbsp;

?“Technological progress has merely provided us with more efficient means for going backward” – Aldous Huxley 

This next practice allows us to customize the learning journey for each individual employee. Making the learning new skills process more self-service, allows to learners obtain only the information they require, without being overwhelmed.

? It's our duty as learning leaders to leverage that information for continual progress.

In this interactive roundtable, Judy Albers from Area9 Lyceum will share practical insights about an academic approach to learning that is grounded in years of research enabling organizations to create a high-impact transformative learning experience that allows learners to achieve their full potential through a truly personalized experience.

WHAT ARE THE BENEFITS OF ADAPTIVE LEARNING?
<ul>
 	<li>Compared to traditional training:
<ul>
 	<li>Cuts training time in half</li>
 	<li>Creates higher proficiency</li>
 	<li>No one left behind</li>
</ul>
</li>
 	<li>Eliminates boredom and frustration</li>
 	<li>Improves business outcomes</li>
 	<li>Uncovers and fixes unconscious incompetence</li>
 	<li>Retention and reinforcement</li>
</ul>
&nbsp;

Suggested articles about diving deeper:
<ul>
 	<li><a href="https://www.bluetreenetwork.com/blog/digital-learning-transformation-where-do-we-go-from-here/">Blogpost: Digital Learning Transformation: Planning for the Future</a></li>
 	<li><a href="https://www.bluetreenetwork.com/blog/increase-productivity-and-improve-outcomes-with-adaptive-learning/">Blogpost: Increase Productivity and Improve Outcomes with Adaptive Learning</a></li>
</ul>
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Digital

<div style="font-family: 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; color: #333; line-height: 1.8; max-width: 850px; margin: auto; text-align: justify; font-size: 18px;">
<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">From Mastery to Fluency: The 30% Rule</h4>
We often assume that to lead in a digital-first world, we need to go back to school for a degree in data science or computer engineering. In The Digital Mindset, Paul Leonardi and Tsedal Neeley dismantle this myth. They argue that leaders don’t need mastery; they need fluency.
The authors introduce the "30% Rule"—the idea that you only need about 30% fluency in technical topics to see the patterns, ask the right questions, and leverage digital tools effectively. For ELE members, this is an empowering shift: it moves the focus away from technical expertise and back toward what you do best—strategic leadership and talent development.


<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Blueprint: Collaboration, Computation, and Change</h4>
The book organizes the digital mindset into three core approaches that redefine how work gets done. For a senior leader, these are the levers of modern organizational performance:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">Collaboration: This isn't just about using Slack or Zoom; it’s about "human-machine partnership." It involves understanding how to treat AI and algorithms as "team members" while maintaining a strong digital presence that fosters trust in a distributed workforce.</li>
 	<li style="margin-bottom: 1.2rem;">Computation: Developing a mindset for data means understanding where data comes from, how it is categorized, and—critically—what its biases are. It’s about moving from "gut feel" to "data-informed" by asking the right questions of the models presented to you.</li>
 	<li style="margin-bottom: 1.2rem;">Change: In the digital era, change isn't a project with a start and end date; it’s a permanent state of transition. This approach focuses on "adaptive learning" and creating a culture where employees are encouraged to experiment, fail fast, and iterate constantly.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">Why It Matters for the ELE Community</h4>
Leonardi and Neeley’s work resonates with the ELE mission to prepare leaders for a complex, tech-driven future:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">Bridging the Talent Gap: As HR and L&amp;D leaders, your job is to build a "digital-ready" workforce. This book provides a clear, achievable curriculum for upskilling that doesn't overwhelm employees but rather equips them with the confidence to engage with technology.</li>
 	<li style="margin-bottom: 1.2rem;">Leading Through Ambiguity: The "Computation" and "Change" frameworks help ELE members navigate the uncertainty of AI and Big Data, turning "digital exhaustion" into a competitive advantage through better systems and psychological safety.</li>
 	<li style="margin-bottom: 1.2rem;">Redefining the L&amp;D Agenda: It moves L&amp;D from being a "skills provider" to a "mindset architect," ensuring that digital transformation isn't just an IT initiative, but a fundamental cultural shift.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<div style="font-style: italic; color: #444; background-color: #f4f4f4; padding: 30px; border-radius: 12px; border-right: 5px solid #cc0000;">As we navigate an era defined by data and algorithms, our most valuable asset remains our ability to think critically and act decisively. By embracing the 30% rule, we can strip away the intimidation of technology and reclaim our role as the strategic drivers of organizational evolution. The goal isn't to become a machine—it's to become a leader who knows exactly how to make the machines work for us.</div>
</div>

The Digital Mindset: What It Really Takes to Thrive in the Age of Data, Algorithms, and AI

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