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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.

Versiti

U.S. Coast Guard

In today's rapidly evolving business landscape, organizations face continuous change and must adapt to remain competitive. As a C-level executive, it's crucial to develop and maintain a thriving corporate culture that fosters innovation, agility, and resilience. This interactive session will delve into strategies for enhancing skills and nurturing a culture that not only endures change but thrives in it. Through a combination of expert insights and real-world examples, attendees will gain valuable tools to help their organizations flourish in times of change.

Skills & Culture During Times of Change

Strategy

Future of Work

kery.mortenson

Change Management

agility

strategy

wendy.greeson

cultural transformation

bryan.burkhalter

organizational success

insights-wise-2023

skills development

corporate culture

resilience

C-level executives

skill enhancement

Rockwell Automation

Building a Skills-First Talent Development Strategy: Key Components and Best Practices
This engaging and insightful keynote presentation will delve into the key components and best practices of skills-based talent development strategies, showcasing how organizations can empower a future-ready workforce and foster agility. You will learn the importance of aligning talent development initiatives with organizational goals, creating personalized learning paths, and establishing a competency framework to guide employee development at Rockwell Automation.

Discover the benefits of cross-functional training, leadership development, and fostering a learning culture to cultivate an adaptable and highly skilled workforce. Gain insights into the role of managers in talent development and the potential of technology to deliver personalized training content and track progress.

Connecting the dots–SKILLS STRATEGY–Missing Piece to the Talent Puzzle

shweta.srivastava

learning culture

leadership development

talent development

personalized learning

gosia.prior

future-ready workforce

organizational goals

competency framework

adaptable workforce

Oshkosh Corporation

<h5>What It Is and Why It Matters?</h5>
We know that employee engagement is connected to retention, as well as team and company performance. We also know that engagement itself isn’t enough (no, ping pong tables and beer in the fridge don’t get you engagement). Companies that want sustained engagement have to consider the entire employee experience.

<hr />

<h5>What we will Explore Together:</h5>
<ul>
 	<li>Companies that spend time focusing on the customer experience have higher customer satisfaction. Focusing on the employee experience can lead to higher engagement, which reduces voluntary turnover and increases productivity.</li>
 	<li>Workforce priorities have shifted throughout the pandemic. We’ll share some of the ways priorities have shifted and what that might mean for your employee experience.</li>
 	<li>How is engagement measured? We’ll explore current trends in engagement surveys and share our organizations’ approach to measuring engagement.</li>
</ul>

Employee Experience: Engagement through Diversity, Equity, Inclusion and Belonging

Engagement &amp; Culture

Operations

onboarding

culture

new hire orientation

leading remote workers

Adding Value

employee engagement

employee experience

amanda.mickelson

cristi.burrill

insights-wise-2022

getAbstract

The priorities of leaders for the year ahead must shift to ensuring top talent not only stays with the company but that their skills can evolve quickly enough to stay competitive. Regardless of where your employees work — in an office, in a hospital, in a manufacturing center, in their living rooms, or on a beach — empowering them with continuous learning opportunities will pay dividends in 2022 and beyond. Investing in workforce development facilitates employee productivity keeps employees engaged and satisfied in their work, boosts employee retention, and supports the innovation needed to grow revenue.

2022 Global L&D Trends Research: What this means for your organization

future of work

Leadership

dirk.tussing

richard.busby

tomas.ramirez

organizational readiness

laura.schart

upskilling

jill.mack

amy.cooper

michelle.cereghino

power skills

Learning Agility

bill.ryan

reskilling

andrew.savikas

insights-wise-2022-virtual

Rush Health

Session Focus: Building Relationships &amp; Rapport, Influencing Others, Political Savviness

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport (Session 8)</li>
</ul>

How To Be a Consultative Learning Partner 8 | Building Relationships & Rapport

Sales &amp; Customer Service

Project Management

consultative

relationship building

jesse.james

teresa.oliszewicz

wendi.barlow

trust

improving engagement

relationship resiliency

planning

Session Focus: Generating Options and Taking Action, Recommendation &amp; Implementation, Change Management

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action (Session 7)
</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 7 | Generating Options and Taking Action

Session Focus: Data Gathering Methods, Resistance to Data Sharing, Data Analysis &amp; Diagnosis


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis (Session 6)</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 6 | Data Gathering, Data Analysis & Diagnosis

relationship resilience

Session Focus: Client Resistance


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance (Session 5)</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 5 | Client Resistance

Session Focus: Contracting (continue)

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Contracting (Session 4)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner 4 | Contracting

improvement engagement

Session Focus: Client Engagement


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

💥 This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

✅ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

✅ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

✅ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement (Session 3)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Client Engagement

nick.allen

janice.simmons

cavinda.caldera

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

✅ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

✅ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

✅ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Consultant Roles, Skills and Competencies

chris.lazzerini

edward.desrosiers

monica.macfarlane

ELE Group, LLC

Session Focus: How will employee onboarding change in a post-pandemic hybrid workplace?


The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same.

What changes have you had to make to the “how” of your onboarding program?

The “how” is a different story. The “how” is more challenging, both in tactics and tools

Who really “owns” the employee onboarding process and should there be a re-evaluation of this process post-COVID-19?

In this session, let’s explore together:
<ul class="pl-4">
 	<li>To what degree have the goals for your onboarding program changed since the declaration of the pandemic? If they have changed, how have they changed? If not, how might they need to change in the new reality?</li>
 	<li>What about the challenge that most companies are facing currently, surrounding virtual onboarding owing to socially isolating?</li>
 	<li>What challenges have you experienced in adapting Hybrid Work Settings?</li>
 	<li>What tactic, tool or process have you implemented successfully to improve the employee experience and be more inclusive?</li>
</ul>

Modernizing Onboarding for Hybrid Work Settings

retention

brian.watkins

azizeh.constantinescu

janna.scheese

tricia.danielsen

measurement

mary.vales

karen.brenneman

jeff.gill

hybrid workplace

tracy.adams

hybrid onboarding

emmployee engagement

lisa.erlich

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Internal Consultant Role

alison.cowan

lisa.williams

Session Focus: Building Relationships &amp; Rapport, Influencing Others, Political Savviness

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport (Session 8)</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

single-event

Team Leaders

Your Teams

Learning Circles

online event

Session Focus: Generating Options and Tacking Action, Recommendation &amp; Implementation, Change Management

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Tacking Action (Session 7)
</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Data Gathering Methods, Resistance to Data Sharing, Data Analysis &amp; Diagnosis


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis (Session 6)</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Client Resistance


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance (Session 5)</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Resistance

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Resistance (Session 4)</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 4 | Resistance

Session Focus: Client Engagement


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li> Client Engagement (Session 3)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 3 | Client Engagement

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li> Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 2 | Internal Consultant Role

How To Be a Consultative Learning Partner 1

Session Focus: How will employee onboarding change in a post-pandemic hybrid workplace?


The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same.

What changes have you had to make to the “how” of your onboarding program?

The “how” is a different story. The “how” is more challenging, both in tactics and tools

Who really "owns" the employee onboarding process and should there be a re-evaluation of this process post-COVID-19?

In this session, let's explore together:
<ul class="pl-4">
 	<li>To what degree have the goals for your onboarding program changed since the declaration of the pandemic? If they have changed, how have they changed? If not, how might they need to change in the new reality?</li>
 	<li>What about the challenge that most companies are facing currently, surrounding virtual onboarding owing to socially isolating?</li>
 	<li>What challenges have you experienced in adapting Hybrid Work Settings?</li>
 	<li>What tactic, tool or process have you implemented successfully to improve the employee experience and be more inclusive?</li>
</ul>
&nbsp;

<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2021/12/Employee-Onboarding-in-hybrid-workplace.png" />
Alternative work arrangements could become a normal way of working
Source: Flexible Work and Rewards Survey: 2021 Design and Budget Priorities
.

<hr />

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

Complimentary

complimentary event

Session Focus: Career Agility for Learning Professionals: What’s In Your Future?

As the chameleon subject matter expert, you’ve mastered the art of learning so you can train others to do their work.  You do this so organizations can grow, stay current, and compete in a business environment of insistent change.

Whether you are learning professional in tech skills, power skills, or leadership, your knack for educating the workforce is central to business performance. Yet, have you ever wondered how your talents like learning leadership, design thinking, and the ability to connect with people can help you advance or pivot to new career roles?

Training helps individuals advance and get promoted. How does this happen for the L &amp; D leader? Join us as we explore the future of the learning professional. We will discuss:

<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.1.0/svg/2705.svg" alt="✅" /> How to advance in the learning organization beyond your current role
<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.1.0/svg/2705.svg" alt="✅" /> How transferrable skills can help you pivot
<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.1.0/svg/2705.svg" alt="✅" /> How career agility will help you rethink your career options for the future of work

<center><img src="https://www.learningexecutive.com/wp-content/uploads/2021/11/Career-Agility-Model-Marti-Konstant-scaled.jpg" alt="Career Agility Model" width="442" height="230" data-pagespeed-url-hash="3173487616" /></center><center></center>
ELE produces this – Future of Work Learning Circle.

Career Agility for Learning Professionals: What’s In Your Future?

evidence-based research

tracey.wik

marti.konstant

Coaching

dave.dessart

kevin.rillo

anissa.perkins

Chicagoland Talent Leaders

The future is flexible. In response to the significant changes of the past year, the shape-shifting of the workplace is in motion. As Steelcase reflects in their research, "Be prepared to experiment." The future of work combines the tectonic plates of workplace trends, human behavior, and technology development to form the next generation of the distributed work environment. The pandemic accelerated the creative work arrangements and distributed teams that were already in place on a smaller scale. Flexible systems and an agile mindset that reframe design and workplace behavior preferences will accommodate individual and organizational needs as they continue to shift. The presentation will cover multiple trends that impact the future workplace and strategies to usher in the big shift. The mandate for future relevance and flexing with change has never been stronger

How to Bring Your Future to the Present to Design a Resilient Workplace

transformation

workforce readiness

resilent workplace

insights-chie-2021-virtual

GE HealthCare

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In this session, you’ll get the opportunity to explore the GE &amp; UL approaches using Lean and dynamic work to foster individual learning as part of organizational learning &amp; development.
<h6 class="font-weight-bold m-0">What we will explore together:</h6>
Lean thinking is a self-directed learning strategy that develops people's reasoning by incorporating self-reflection. Self-reflection is a diagnostic on to itself. Reflection is “practice.” The Lean part of this equation is also a focus on eliminating waste in the performance and execution of one’s skills that are deployed in the flow of work.

Learning organization is the capacity of an organization to reinvent its products/ services through the collective learning of its employees. They will acquire the personal learning mastery and along with the leaders, they have to identify learning opportunities, solve problems, share the solutions and make them accessible for reuse and product/ process improvements
<h6 class="font-weight-bold m-0">Discussion Points:</h6>
We explore and have a conversation on the following questions:

✅ How can we design the learning organization without additional technology investment and in a “scrappy or agile” way?

✅ What are the components of a learning organization that emphasize the Lean principles and behaviors?

✅ GE’s approach to integrating personal learning into organizational knowledge. A step-by-step process for comprehensive L&amp;D with a Lean mindset.

✅ UL’s approach to dynamic work design in coordination/ collaborative work hands-offs.

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Re-thinking Learning Organization | Applying Lean Principles

learning strategy

Digital &amp; AI

newton.moore

performance improvement

learning &amp; development

learning experience platform

strategic alignment

alignment

Lean Six Sigma

platform strategy

high performance

rachad.el-badawi-el-najjar

insights-wise-2021

annotation

American Medical Association

In this session, we will dive deeper into how other organizations are starting to think about and plan for the future of work post-covid...
<h6 class="font-weight-bold m-0">What we will explore together</h6>
As we think about hybrid work teams and all of the implications — how do we prepare our executives, managers, and employees for the new normal?

According to the BCC, a recent survey showed that

✅ 55% of <a href="https://siepr.stanford.edu/research/publications/how-working-home-works-out" target="_blank" rel="noopener">US workers want a mixture of home and office working</a>.

✅ Employers expect the proportion of regular home workers <a href="https://www.cipd.co.uk/about/media/press/home-working-increases" target="_blank" rel="noopener">to double in the UK from 18% pre-pandemic to 37% post-pandemic</a>.

✅ In China, employment expert Alicia Tung has <a href="https://news.microsoft.com/apac/2020/07/29/microsoft-forecasts-a-hybrid-new-normal-of-work-in-asia-pacific/" target="_blank" rel="noopener">predicted that in 10 years, there will be a 60/40 split of onsite/remote work.</a>

Hybrid Work Teams - Best Practices for Leading Hybrid and Remote Teams

ann.manikas

aimee.louw

meadhbh.broderick

andrea.obrien

jennifer.olsen

german.ruiz

return to workplace

denis.sternberg

taura.prosek

i4cp

The COVID-19 pandemic has forever altered work as we know it. Everything from the type of work that gets done to where, when, how, and who gets the work done has undergone dramatic change. In this session, you’ll explore alongside i4cp futurist Jay Jamrog how high-performance organizations enable effective collaboration, innovation, and employees’ sense of connection in a hybrid working environment.
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
You’ll be among the first to see early findings from i4cp’s major global study into the future of work, based on input from thousands of HR, talent, and learning professionals worldwide. Jay will walk through the biggest surprises, considerations, and worries the data reveals about the opportunities—and challenges—the next era of work will offer.

From Cube to Cloud - The Next Era of Work

jay.jamrog

innovation

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