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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.&nbsp;For 22 years, leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.

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This is where people leaders get sharper — and their teams get smarter.ELE is a peer-powered network of people leaders who accelerate business results through shared intelligence and real-work collaboration. Learn more below about why ELE has been the trusted choice for leaders building high-performing teams for over 20 years.

About ELE

The community's votes decide what gets on the calendar.

Explain the challenge. Shape what we tackle next.

Bring a real talent challenge. Name what's at stake, what you've tried, and why it matters now.

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Signal what matters most. Your vote shapes what your peers tackle next.

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

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.

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.

Where people leaders share what's working, ask what's hard, and learn from peers navigating the same talent challenges right now. Search before you post. When referencing a resource, paste the key insight directly into your response with a link to the source.

Real conversations from people leaders tackling today's toughest talent challenges -- captured live, ready to apply with your teams when it fits your schedule, and connected to what's happening right now.

Insights on Talent Challenges | Captured Peer Conversations | ELE

Welcome

Pick your path — each plan reflects a different commitment to accelerating business value.

ELE Plans — Find your place.

Want ELE to come to you? Propose a local gathering — the community decides what gets scheduled.

Executive Learning Exchange (ELE)

Session Focus: Embracing the diversity of workstyles and bringing equity to the core of teams.

Some companies worry that hybrid work options will result in a productivity decline. By embracing the diversity of work styles, leaders can build trust and embrace the purpose of equity. Inclusion comes when leaders invite everyone to participate in the standards to which we’ve all agreed to work in this new space. Join our discussion as we reverse engineer DEI and how your team can feel supported in the hybrid workspace of your organization.

Together, let’s explore:

✅ Leaders are challenged to differentiate preferences in a way that is equitable and doesn’t get you in trouble for treating people differently. As leaders, what is the impact on equity and inclusion if we have a “sameness” approach because we believe we have to treat everyone the same?

✅ If you are a people leader, how does your style differ from other people in your team, and what are strategies you can do to be more inclusive for those who differ?

✅ As leaders or as an organization, how are you practicing tolerance of preference of workstyles (i.e. working parent vs single employee)?

If you would like to dig deeper into Embracing the diversity of workstyles and bringing equity to the core of teams, here are two resources:

✅ <a href="https://www.linkedin.com/pulse/diversity-inclusion-post-pandemic-world-shreya-choubey/" target="_blank" rel="noopener">DEI in Post Pandemic World</a> (Fortune, May 2020)

✅ <a href="https://fortune.com/2021/06/24/designing-for-inclusion-post-covid-office-workplace-business-leadership-dei/" target="_blank" rel="noopener">How Business Leaders are Designing for Inclusion in the Post Pandemic Workplace</a> (Fortune, June 2021)

This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Workstyles Diversity: Shapes Culture, Equity, Inclusion And Belonging

engagement &amp; culture

Engagement &amp; Culture

Integrated Talent Management

retention

alison.cowan

tomas.ramirez

learning culture

culture

joanne.prochnow

jesse.james

return to workplace

Empathy

employee engagement

karen.gilley

lynn.yazbec

brigette.richaerson

trust

scenario planning

well-being

betty.hart

agile leaders

ruben.abarca

return to office

hybrid workplace

hybrid professional

julie.hassel

Equitable Inclusive

erika.whyte

Gensler

Current circumstances in our country and the world thrust organizations into the reality that the future of work is NOW. What does this mean for talent management leaders and the people in your organizations? There aren’t any playbooks or best practices for us to reference. This is a time for reinvention. What will it take to keep talent aligned with the business while addressing the health and well-being of every human being in the workplace yet to be defined?
<h6 class="font-weight-bold m-0">Discussion Points:</h6>
In this session, we will focus our discussion on two questions:

<ol class="pl-4">
 	<li>What does "ReTooling" mean regarding new key competencies, practices, and priorities for yourselves and other leaders.</li>
 	<li>What talent management strategies do you recognize need to stop, start and continue in the context of uncertainty?</li>
</ol>

Building a Resilient Workforce

future of work

integrated talent management

Strategy

brian.watkins

nick.allen

transformation

kacie.walters

upskilling

thomas.stone@i4cp.com

talent development

agility

katrina.williams

agile mindset

workforce development

insights-wise-2021

annotation

Stewart Leadership

As the workplace wrestles with remote work, social justice issues, mental health challenges, increased digitization, and political unrest, how does this impact how we view and develop our leaders? We expect leaders to set the tone, paint the vision, and remove obstacles to allow work to get done. Identifying the latest leadership trends is critical to inform what expectations, skills, and mindsets leaders need today to rally their teams for the future.
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
Daniel will share from his recent leadership development survey top ten result findings &amp; what skills are critical in the next 18 months to kick off this session. As a group, we will explore tools, research, and insights on changing the way we develop leaders post-COVID-19.

Your Culture Changed During The Pandemic: How Are Leaders Responding?

leadership

learning strategy

kristin.derwinski

engagement

edward.desrosiers

leadership development

wendi.barlow

business transformation

daniel.stewart

LAK Group

Companies today are looking to develop responsive business strategies to accelerate growth and contend with disruptive change. They need confident, competent, and resilient leaders who can inspire and support their people through good times and bad, keeping them resilient, aligned, and centered on achieving their business objectives.
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
In this keynote, Mike and Teri will provide the rationale and roadmap, tips, and techniques for developing The Six Attributes of Agile Leaders that you and your leaders will need to attract, inspire, and retain the best talent.

✅  Personal Integrity - your presence as a leader.

✅ Learning Agility - your ability and willingness to learn from experience

✅  Coaching Others – accepting accountability for the development of others.

✅  Followership - your talent to inspire, build credibility, and earn the trust of others.

✅  Systems Thinking – your capacity to view the organization from a broader perspective.

✅  Change Resiliency – your ability to maintain consistent personal integrity and a level of productivity through various situations.

Leadership on Purpose: How Agile Leaders Inspire Others

Leadership

michael.grubich

teri.hart

new manager

effective leadership

shelley.smith

helping managers

servant leadership

humane leadership

Session Focus: Embracing the diversity of workstyles and bringing equity to the core of teams.

Some companies worry that hybrid work options will result in a productivity decline. By embracing the diversity of work styles, leaders can build trust and embrace the purpose of equity. Inclusion comes when leaders invite everyone to participate in the standards to which we’ve all agreed to work in this new space. Join our discussion as we reverse engineer DEI and how your team can feel supported in the hybrid workspace of your organization.

Together, let's explore:
<ol>
 	<li>? Leaders are challenged to differentiate preferences in a way that is equitable and doesn’t get you in trouble for treating people differently. As leaders, what is the impact on equity and inclusion if we have a “sameness” approach because we believe we have to treat everyone the same?</li>
 	<li>? If you are a people leader, how does your style differ from other people in your team, and what are strategies you can do to be more inclusive for those who differ?</li>
 	<li>? As leaders or as an organization, how are you practicing tolerance of preference of workstyles (i.e. working parent vs single employee)?</li>
</ol>
If you would like to dig deeper into Embracing the diversity of workstyles and bringing equity to the core of teams, here are two resources:
<ul>
 	<li>✅ <a href="https://www.linkedin.com/pulse/diversity-inclusion-post-pandemic-world-shreya-choubey/" target="_blank" rel="noopener">DEI in Post Pandemic World</a> (Fortune, May 2020)</li>
 	<li>✅ <a href="https://fortune.com/2021/06/24/designing-for-inclusion-post-covid-office-workplace-business-leadership-dei/" target="_blank" rel="noopener">How Business Leaders are Designing for Inclusion in the Post Pandemic Workplace</a> (Fortune, June 2021)</li>
</ul>
This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener">here</a>.

Workstyles Diversity: Shapes Culture, Equity, Inclusion and Belonging

single-event

Team Leaders

Learning Circles

kym.anglin

online event

In Leadership ON PURPOSE, Grubich and Smith provide the rationale and roadmap, tips and techniques for developing The Six Attributes of Agile Leaders that you and your leaders will need to create cultures that attract, inspire, and retain the best talent.

There are six attributes that we believe are of the utmost importance for leaders ON PURPOSE to possess for the sustainability and success of their organization.
<ol>
 	<li>Personal Integrity - your presence as a leader.</li>
 	<li>Learning Agility - your ability and willingness to learn from experience.</li>
 	<li>Coaching Others – accepting accountability for the development of others.</li>
 	<li>Followership - your talent to inspire, build credibility, and earn the trust of others.</li>
 	<li>Systems Thinking – your capacity to view the organization from a broader perspective.</li>
 	<li>Change Resiliency – your ability to maintain consistent personal integrity and a level of productivity through a variety of situations.</li>
</ol>
This useful and timely guide filled with engaging stories and compelling thought models gives leaders the right mindset and the true bearing for success.

Leadership ON PURPOSE: How Agile Leaders Inspire Others

coaching

mike.milsted

Learning Agility

systems thinking

agile

purpose

Followership

Change Resiliency

Personal Integrity

susan.c.guest

We are all remote workers. Who today doesn’t use technology to communicate with our families and coworkers? We email, text, leave voice messages, video conference with friends, children, and grandchildren and participate in social media to both share and receive news from those who are important to us.

Even though we leverage the power of virtual communication, we often default to doing so as if we are always face-to-face. There’s a difference. Literally Virtually is filled with best practices to help you and your virtual workforce members not only survive but to excel, including:
<ul>
 	<li>How to build trust from a distance,</li>
 	<li>Best practices to leverage communications technology,</li>
 	<li>How to avoid underestimating cultural differences,</li>
 	<li>How to align virtual members behind the team’s purpose and vision,</li>
 	<li>Creating and maintaining virtual team engagement, and</li>
 	<li>An introduction to the Long Distance Leadership™ model</li>
</ul>