Zurich North America

Lead Belay

ELE Group, LLC

This interactive discussion reminded us that culture doesn’t live in a handbook — it lives in how people lead, connect, and perform every day.

<blockquote data-start="465" data-end="647">
“Everyone is a leader—it’s not a title. It’s how we behave every day to drive performance and culture.” — <a href="https://www.ele.llc/members/melissa-versino" target="_blank" rel="noopener">Melissa Versino</a>, Zurich North America
</blockquote>
Melissa and her team at Zurich reframed leadership as a shared behavior, not a role. Their Manager Essentials journey moved beyond traditional training to build a manager core that actively drives performance — blending mindset, feedback, and ownership with the practical use of AI-enabled coaching.
The message was clear: culture is everyone’s job, but managers set the tone. They are the engine of both accountability and belonging.
<a href="https://www.ele.llc/members/mike-kester" target="_blank" rel="noopener">Michael Kester</a> of Lead Belay added another critical layer:

<blockquote data-start="1151" data-end="1265">
“When a team has psychological safety, clear communication, and alignment, they’re going to be unstoppable.”
</blockquote>
It’s a reminder that sustainable performance isn’t built on productivity alone — it thrives when people feel safe enough to be honest, aligned enough to move fast, and supported enough to learn through the messy parts.
And as <a href="https://www.ele.llc/members/ana-bedard" target="_blank" rel="noopener">Ana Bedard</a> reflected,

<blockquote data-start="1526" data-end="1650">
“High-performance cultures happen when everyone takes radical ownership—no one says, ‘that’s someone else’s problem.”
</blockquote>
That mindset of shared ownership may be the real differentiator between high-performing teams and simply busy ones.
Together, these insights challenge us to look beyond “training programs” and toward capability ecosystems that connect leadership, culture, and practice — from onboarding to executive learning.
Because when everyone leads, teams align, and ownership takes root… culture stops being a slogan and starts becoming a system.


<hr data-start="2096" data-end="2099" />

<h3 data-start="2101" data-end="2125">🔑 Key Takeaways</h3>
<ol data-start="2127" data-end="2885">
 	<li data-start="2127" data-end="2285">
Culture must be defined—and felt. It’s not a value statement but an emotional experience that leaders shape daily through behavior and connection.
</li>
 	<li data-start="2287" data-end="2447">
Managers are the engine of performance. Zurich redefined management as core work, not “extra” work — giving leaders confidence to lead people first.
</li>
 	<li data-start="2449" data-end="2601">
Mindset change precedes skill change. Shifting from risk avoidance to results orientation requires rewiring habits, not just adding content.
</li>
 	<li data-start="2603" data-end="2739">
Practice makes culture real. AI feedback role-play and peer circles help translate leadership concepts into daily behaviors.
</li>
 	<li data-start="2741" data-end="2885">
Shared ownership drives scale. Culture grows when leaders, managers, and employees each take responsibility for driving performance.
</li>
</ol>

<hr data-start="2887" data-end="2890" />

<h3 data-start="2892" data-end="2951">🧩 Practical Actions for Talent Development Leaders</h3>
<ol data-start="2953" data-end="3671">
 	<li data-start="2953" data-end="3104">
Redefine leadership as a shared responsibility. Embed “everyone is a leader” expectations into hiring, onboarding, and performance systems.
</li>
 	<li data-start="3106" data-end="3260">
Equip managers to act as capability builders. Blend human coaching with AI-enabled practice for feedback, prioritization, and decision-making.
</li>
 	<li data-start="3262" data-end="3420">
Localize learning without losing alignment. Partner with business units to tailor examples and scenarios that reflect their real-world challenges.
</li>
 	<li data-start="3422" data-end="3539">
Close the knowing–doing gap. Move beyond theory by building practice loops into your leadership programs.
</li>
 	<li data-start="3541" data-end="3671">
Measure what matters. Track not only participation and NPS but also behavioral shifts that indicate cultural traction.
</li>
</ol>

<hr data-start="3673" data-end="3676" />

<h3 data-start="3678" data-end="3714">💬 Continue the Conversation</h3>
High performance isn’t built in classrooms — it’s cultivated in community. Start the discussion in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a> to continue the conversation explore how organizations are reshaping leadership capability, culture, and performance together.

Building Capability to Support a High Performing Culture

Leadership

dirk.tussing

mike.kester

leadership development

talent development

melissa.versino

colin.hahn

lorna.malloy

psychological safety

accountability

Performance Improvement

ana.bedard

continuous learning

organizational culture

AI in Learning

diana.anderson

tanya.tatera

Leadership Mindset

Manager Training

High Performing Teams

vanessa.penkala

owen.burns

4Q2025

cindy.pinkstaffmiller

brittany.shimek

manager capability

performance culture

inclusion and belonging

feedback culture

leadership capability

Origami Works Foundation

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

Digital &amp; AI

jane.shlaes

learning culture

jacki.davidoff

deborah.lenchard

dani.petrie1

employee engagement

workforce development

digital learning

adaptive learning

personalized learning

employee retention

skill-building

future-ready workforce

AI Use cases

people analytics

AI in HR

HR Technology

emily.decker-bess

organizational learning

nicole.defalco

3Q2025

workforce engagement

L&amp;D strategy

holly.r.pyatt

nonprofit leadership

career coaching

AI for nonprofits

nonprofit L&amp;D

talent development innovation

learning personalization

This live discussion provided a fresh lens on how talent leaders can become detectives of impact rather than order-takers for training.
<blockquote>"Impact isn’t about one program — it’s about the collective contributions of the whole village working toward business goals." -- <a href="https://www.ele.llc/members/kevin-m-yates">Kevin M Yates</a></blockquote>
The discussion challenged us to move beyond ROI as the only measure of success. Instead, it’s about asking sharper questions, anchoring every request to a business goal, and uncovering the leading and lagging indicators that truly show progress.
In breakout labs, leaders tested Kevin’s L&amp;D Detective® Method with AI tools like ChatGPT, Copilot, Claude, and Gemini. The result? What normally takes days to build — a Performance Impact Blueprint — was created in minutes. Still, as <a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt Donovan</a> reminded us:

<blockquote>"AI can get you started fast, but real results come when you combine its power with human wisdom."</blockquote>
<h3 data-start="1043" data-end="1079">Key Takeaways for Talent Leaders</h3>
<ul data-start="1080" data-end="1452">
 	<li data-start="1080" data-end="1134">
Impact comes from the ecosystem, not just L&amp;D.
</li>
 	<li data-start="1135" data-end="1229">
ROI is too narrow; align instead to business metrics, time, quality, and expectations.
</li>
 	<li data-start="1230" data-end="1301">
Ask the 12 performance questions before designing any solution.
</li>
 	<li data-start="1302" data-end="1381">
Use AI to accelerate blueprinting, then apply human judgment to refine.
</li>
 	<li data-start="1382" data-end="1452">
Reframe L&amp;D’s role as performance consulting, not fulfillment.
</li>
</ul>
<h3 data-start="1454" data-end="1475">Practical Actions</h3>
<ul data-start="1476" data-end="1946">
 	<li data-start="1476" data-end="1575">
Adopt the detective mindset: use frameworks to investigate, blueprint, design, and measure.
</li>
 	<li data-start="1576" data-end="1676">
Start every request with the business goal: ask “How will we know if this moves the needle?”
</li>
 	<li data-start="1677" data-end="1760">
Pilot AI in your measurement work: let it draft blueprints you can sharpen.
</li>
 	<li data-start="1761" data-end="1843">
Secure executive champions to back the shift from training to performance.
</li>
 	<li data-start="1844" data-end="1946">
Use shared tools (frameworks, blueprints) to break silos and build cross-functional alignment.
</li>
</ul>

<hr data-start="1948" data-end="1951" />
👉 For senior talent leaders, the challenge is clear: stop measuring learning in isolation. Start showing how the village — powered by AI and guided by human wisdom — moves the business forward.
🎁 Bonus: Download your FREE copy of the L&amp;D Detective Kit for Investigating Performance Impact (2nd Ed.) here → <a class="" href="https://lnkd.in/gDiewY-W" target="_new" rel="noopener" data-start="2124" data-end="2176">https://lnkd.in/gDiewY-W</a>
We’ve got measurement mysteries to solve. Let’s get sleuthing. 🕵🏽‍♀️🧩
<img class="aligncenter size-medium wp-image-42702" src="https://wp.ele.llc/wp-content/uploads/2025/03/Yates-Book-2nd-Edition-LD-Detective-Kit-300x180.jpg" alt="L&amp;D Detective Kit v2 (PDF)" width="300" height="180" />
<blockquote>"Measure the Impact of Training and Learning with Facts, Clues, and Evidence" - <a href="https://www.ele.llc/members/kevin-m-yates">Kevin M Yates</a></blockquote>

✨ AI Practical Lab: The L&D Detective Kit for Measuring Real Impact

Analytics

kevin.m.yates

upskilling

jason.davis

matt.donovan

Adding Value

brady.bair

learning trends

Performance Consulting

ChatGPT

timeka.young

AI tools

HR future

human AI collaboration

learning analytics

GenAI

talent-talk

ai practical lab

AI in talent development

susan.c.guest

kathleen.yang-clayton

roberto.seif

deepa.kartha

talent development strategy

cecilia.lillegard

ali.glaser

L&amp;D Detective Method

Measuring Learning Impact

Business Metrics

ROI vs ROE

Performance Blueprint

Instructional Design for Performance

Breaking Down Silos

Executive Sponsorship

This session provided a hands-on look at how AI tools like Canva are reshaping the influence and agility of talent development teams—not just speeding up design, but elevating L&amp;D’s role as a strategic business partner.

<blockquote data-start="562" data-end="716">
“Something that used to take me 3–4 hours or a day, I can now do in Canva in half an hour.” -- <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener">Deepa Kartha</a>
</blockquote>
That’s not just time saved—it’s a shift in power. With the right AI tools, L&amp;D no longer waits in line behind Comms or Marketing. It steps up with its own voice, brand, and business-ready story.
Key takeaways for leaders:

<ul data-start="728" data-end="1593">
 	<li data-start="728" data-end="902">
Combine tools like ChatGPT + Canva for smarter, faster workflows.
</li>
 	<li data-start="903" data-end="1063">
Build data-backed narratives to answer: “Why now?” and “What’s the ROI?”
</li>
 	<li data-start="1064" data-end="1235">
Elevate L&amp;D’s brand inside your org through credible, consistent outputs.
</li>
 	<li data-start="1236" data-end="1409">
Experiment with purpose—teams testing AI today are shaping tomorrow’s strategy.
</li>
</ul>
For leaders, the opportunity is clear: combine AI tools smartly, craft data-backed narratives that win over stakeholders, and build an L&amp;D brand that signals innovation. Most critically, don’t wait. The teams experimenting now will be the ones shaping how AI raises—not replaces—their strategic relevance.
Practical actions you can take now: ✅ Audit where AI can remove internal bottlenecks. ✅ Develop L&amp;D “pitch decks” tackling executive objections. ✅ Create brand-aligned Canva templates for your team. ✅ Run an internal AI lab session to build fluency. ✅ Maintain a shared “AI lessons learned” playbook for your function.
For talent development leaders, this isn’t just about adopting tools—it’s about reshaping how L&amp;D shows up: faster, sharper, and positioned to drive the business, not just support it.


<hr />

Ready to experiment with us?
👉 Share your Canva AI creations in our Collaborative Folder → <a href="https://drive.google.com/drive/folders/1RGZt-1hSN4oaQdbn0Adph8NpSLSo19x_?usp=drive_link" target="_blank" rel="noopener">AI Practical Lab: Canva Creations</a>

✨ AI in Action: How Smart Talent Teams Use Canva to Boost Speed, Influence, and Strategic Learning

learning strategy

Integrated Talent Management

digital transformation

edward.desrosiers

marty.murrillo

organizational agility

future of learning

rachel.kaberon

canva

ashley.davis

adam.walleser

michael.kern

L&amp;D leadership

AI Experimentation

learning innovation

cathleen.cooke

business impact of L&amp;D

internal branding

agile L&amp;D

leadership influence

Ziel Leadership

West Bend Insurance

Session Focus: Strategies Talent Leaders Can Use to Navigate the Challenges of the AI-Enhanced Workplace.

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This interactive roundtable provided a candid, grounded discussion on how AI is reshaping workplace learning and leadership development—with new opportunities and new risks.
As AI tools move rapidly into coaching, feedback, and employee wellbeing, senior HR leaders face a challenge: how to scale learning in ways that deepen—not flatten—human leadership capacity.

<blockquote>
“AI should build human capacity—not become a learning crutch.” — <a href="https://www.ele.llc/members/missy-gonzales" target="_blank" rel="noopener">Michelle Gonzales</a>, West Bend Insurance.
</blockquote>
This was one of the key insights from our recent ELE peer discussion on thriving in the AI era—an open conversation on where AI is helping, where it’s creating new risks, and where HR leaders must set clear guardrails.


<hr data-start="916" data-end="919" />

<h3 data-start="921" data-end="938">Key Takeaways</h3>
<ul>
 	<li data-start="940" data-end="1129">L&amp;D must lead enterprise AI readiness L&amp;D plays a pivotal role in building organizational AI fluency and ethics awareness—equipping employees to use AI critically and responsibly.</li>
 	<li data-start="1131" data-end="1392">AI can scale learning—but not replace human interaction AI enables judgment-free practice (e.g. 360 feedback, sales coaching), but can create an illusion of safety that lacks the accountability and emotional nuance required for real leadership growth.</li>
 	<li>Data ethics and transparency are non-negotiable Employees must know exactly how their AI data is used. Without transparency, trust will erode.</li>
</ul>
<blockquote>
“Trust depends on transparency. Employees must know exactly how their AI data is used—or we risk losing trust altogether.” — <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener">Deepa Kartha</a>.
</blockquote>
<ul>
 	<li data-pm-slice="1 1 ">AI should enhance—not diminish—human leadership capacity
AI can automate routine feedback and scale coaching, freeing humans to focus on complex judgment, empathy, and innovation. HR must design AI use that strengthens—not undermines—these capabilities.</li>
</ul>

<hr data-start="1956" data-end="1959" />

<h3 data-start="1961" data-end="2004">Practical Actions for Senior HR Leaders:</h3>
✅ Champion AI literacy: Lead the development of critical AI skills and ethics awareness across your organization.
✅ Set clear data standards: Collaborate with legal and data teams to ensure AI data practices are transparent and trusted.
✅ Design human-centric learning: Use AI to enhance—not replace—leadership capabilities like judgment, empathy, and connection.
✅ Foster critical engagement: Encourage employees to challenge AI outputs, avoiding blind acceptance.
✅ Watch for learning crutches: Regularly evaluate where AI is helping—and where it may be dulling human leadership skills.


<hr data-start="2628" data-end="2631" />
AI is now embedded in how employees learn, reflect, and grow—but it brings new complexity.
HR leaders cannot delegate this responsibility to IT or data teams alone. How we frame, govern, and design AI use in leadership and learning will shape the future of trust, culture, and leadership readiness.
We must ensure that AI supports—not undermines—critical human leadership capabilities: judgment, empathy, courage, and connection.


[caption id="" align="aligncenter" width="613"]<a href="https://hbr.org/2025/04/how-people-are-really-using-gen-ai-in-2025" target="_blank" rel="noopener"><img src="https://wp.ele.llc/wp-content/uploads/2024/10/HBR-2025-Gen-AI-Use-Cases-1st-Wellbeing.jpg" alt="" width="613" height="592" /></a> Source: Infographic from <a href="https://hbr.org/2025/04/how-people-are-really-using-gen-ai-in-2025" target="_blank" rel="noopener">How People Are Really Using Gen AI in 2025 (HBR April, 2025)</a>[/caption]
The question isn’t whether we use AI. The question is: will we use it well? Share with us on ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

</div>
</div>
</div>
</div>
</div>
</div>

Thriving in the AI Era: Employee Wellbeing, Mental Resilience, and Burnout Prevention

kyle.swanson

missy.gonzales

eduardo.burgos

katrina.williams

critical thinking

guillermo.gutierrez

reskilling

matt.sernaker

HR leadership

HR strategies

Burnout Prevention

AI ethics

erin.joslin

team communication

knowledge sharing

innovation culture

teaming techniques

AI for Wellbeing

AI Coaching

2Q2025

human-centric AI

AI-enhanced leadership

AI literacy

data privacy

leadership readiness

trust in AI

GEICO

This session provided a comprehensive exploration of how learning and development (L&amp;D) can evolve into agile, data-integrated entities to effectively meet the demands of a rapidly changing business landscape. With a focus on "Transforming L&amp;D for Tomorrow's Challenges," we explored strategies that not only address current skills gaps but also aim to future-proof our workforce against upcoming challenges.


<blockquote>"We're not just about filling gaps, we're about future-proofing our workforce." -- <a href="https://www.ele.llc/members/julian-malnak" target="_blank" rel="noopener">Julian Malnak</a>, GEICO</blockquote>
As Julian insightfully noted, this perspective is crucial as it shifts the L&amp;D paradigm from reactive to strategic, emphasizing the importance of preparing our organizations for the future rather than merely responding to the present.
Key Takeaways for Senior HR Talent Leaders:

<ol data-start="785" data-end="1437">
 	<li class="" data-start="785" data-end="981">
Embrace Agile L&amp;D Frameworks: Ensure that learning and development strategies are flexible and adaptable, capable of responding quickly to new challenges and opportunities as they arise.
</li>
 	<li class="" data-start="983" data-end="1210">
Harness Data and Technology for Enhanced Learning: Leverage the power of data analytics and artificial intelligence to create personalized, impactful learning experiences that are directly aligned with business goals.
</li>
 	<li class="" data-start="1212" data-end="1437">
Cultivate a Culture of Continuous Learning: Foster an environment where learning is continuous, collaborative, and deeply integrated into the fabric of the organization, promoting a culture of growth and innovation.
</li>
</ol>
Practical Actions:

<ol data-start="1463" data-end="2191">
 	<li class="" data-start="1463" data-end="1685">
Implement Agile Methodologies: Regularly review and adjust training programs to reflect current trends and feedback. Adopt agile methodologies that enable quick pivots and adaptations without extensive overhauls.
</li>
 	<li class="" data-start="1687" data-end="1932">
Develop a Data Analytics Framework: Invest in technology that supports the collection and analysis of data from L&amp;D activities. Use this data to tailor learning programs to individual needs and measure their effectiveness in real time.
</li>
 	<li class="" data-start="1934" data-end="2191">
Promote Continuous Professional Development: Champion policies and initiatives that encourage continuous learning. Provide platforms for knowledge sharing and collaboration, and recognize and reward learning and innovation within the organization.
</li>
</ol>
By embracing these strategies, senior HR talent leaders can transform their L&amp;D functions into dynamic, future-oriented pillars of their organizations. This shift is not just about adapting to change—it's about leading it, ensuring that our teams are not only prepared for the future but are also instrumental in shaping it.

The Future is Now: Transforming L&D for Tomorrow's Challenges

newton.moore

jill.mack

julian.malnak

learning &amp; development

betty.hart

employee development

ann.brownell

agile learning

workforce planning

kelly.wojda

yolanda.mangram

skills development

HR Strategy

Professional Development

data driven HR

Workforce Training

ben.warner

Innovation in HR

Tech-Enabled Learning

Data-Driven L&amp;D

Session Focus: A reflective discussion on the most impactful topics of 2025 and a strategic look ahead at the critical priorities shaping HR and talent development in 2026
2025 wasn’t just “the year AI accelerated.” It was the year talent development teams finally confronted the structural gaps holding organizations back: unclear roles, inconsistent manager readiness, and AI experimentation that outpaced governance and skills. This December 12 discussion brings those threads together—not as a recap, but as a springboard for the decisions we need to make before 2026 arrives.
Across ELE’s Reskilling Talent Development series, AI Practical Labs, the ELE Talent Development Conference 2025 @ Zurich North America, and the Milwaukee Talent Development Conference 2025 @ ManpowerGroup, four themes surfaced repeatedly:
1. Work evolved faster than roles—again. Teams saw tasks shifting weekly, but role clarity and expectations lagged months behind. Many leaders admitted they were “reskilling into a moving target.”
2. Reskilling efforts still sit too far from real work. Programs expanded, yet employees continued to ask: “What does this help me do tomorrow?” Managers wanted simpler tools, not more content—strengths mapping, task redesign, and clearer pathways.
3. AI adoption exposed cultural and operational gaps. From unapproved tools to governance bottlenecks, AI labs revealed the same tension: people want to move fast, but systems (and trust) aren't keeping pace. Governance isn't the blocker—misalignment is.
4. L&amp;D’s identity is shifting—quickly. Leaders are no longer talking about “building courses.” They’re talking about orchestrating ecosystems, shaping AI guardrails, and enabling managers to redesign work itself.


<hr data-start="2148" data-end="2151" />
👂Listen to a 4-minute strategic briefing on how experts are achieving 10x productivity with GenAI, transforming the L&amp;D role from content creation to co-creation and strategy:
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<h5 data-start="2153" data-end="2193">Why This Conversation Matters Now</h5>
Teams don’t need more AI inspiration—they need clarity. 2026 will demand sharper talent priorities:

<ul data-start="2299" data-end="2435">
 	<li data-start="2299" data-end="2337">
What work is actually worth doing?
</li>
 	<li data-start="2338" data-end="2374">
Which skills unlock performance?
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Where should AI accelerate—not replace—human capability?
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This is the moment to align.


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<h5 data-start="2472" data-end="2511">What We’ll Tackle on December 12</h5>
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The 3–4 hard talent priorities your peers flagged across all 2025 ELE convenings
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How to simplify reskilling by anchoring it in actual tasks—not abstract learning journeys
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What “responsible AI adoption” really looks like when you strip away the hype
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Where L&amp;D must shift from deliverables to enablement to stay relevant in 2026
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</ul>

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<h5 data-start="2874" data-end="2898">Who Should Attend</h5>
Senior talent development leaders who want a clear, peer-validated picture of where AI is taking work—and what must change inside their organizations to keep pace.

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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.
ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

2025 in Review, 2026 in Focus: Defining Talent Priorities for the AI Workforce

AI Strategies Simplify the Future of Learning: An Introduction

2025 in Review, 2026 in Focus: Defining Talent Priorities for the AI Workforce

AI Strategies Simplify the Future of Learning: An Introduction

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