LAK Group

ELE Group, LLC

<p class="whitespace-pre-wrap"><strong>Session Focus: Leveraging Assessments to Enhance Leadership Skills and Organizational Impact</strong></p>

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<p data-start="538" data-end="1070">In today’s fast-changing talent landscape, senior HR leaders are being challenged to rethink how assessments are used across the organization. Assessments are no longer just tools for selection — when used purposefully, they can strengthen leadership pipelines, drive cultural alignment, and fuel organizational resilience.<br data-start="819" data-end="822" />At our recent ELE peer discussion, we explored how leveraging assessments with <em data-start="892" data-end="920">insight and intentionality</em> is becoming a critical capability for future-ready organizations.<strong>
</strong></p>

<blockquote>"Assessments should drive development, not just selection—they’re valuable for onboarding, team building, and career growth." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
<p class="" data-start="413" data-end="734">This mindset — seeing assessments as tools to build leadership strength and organizational impact — was echoed by many of the senior talent leaders in the room.
However, as Erin Joslin wisely reminded us:<strong>
</strong></p>

<blockquote>"You have to align with leadership before using assessments—otherwise, you defeat the purpose." -- <a href="https://www.ele.llc/members/erin-joslin" target="_blank" rel="noopener">Erin Joslin</a>, Weber</blockquote>
<p class="" data-start="413" data-end="734">It’s not just about using assessments — it’s about using them the right way, with clear strategic intent, governance, and purpose.</p>
<p data-start="413" data-end="734">🔑 <strong data-start="1516" data-end="1574">Here are 3 Key Takeaways for Senior HR Talent Leaders:</strong></p>

<ul>
 	<li class="" data-start="1575" data-end="1674">
<p class="" data-start="1577" data-end="1674"><strong data-start="1577" data-end="1605">Purpose Before Tools:</strong> Define <em data-start="1613" data-end="1618">why</em> you’re using assessments before choosing <em data-start="1660" data-end="1666">what</em> to use.</p>
</li>
 	<li class="" data-start="1675" data-end="1790">
<p class="" data-start="1677" data-end="1790"><strong data-start="1677" data-end="1725">Data Is One Piece, Not the Whole Picture:</strong> Assessments should inform human decision-making, not replace it.</p>
</li>
 	<li class="" data-start="1791" data-end="1908">
<p class="" data-start="1793" data-end="1908"><strong data-start="1793" data-end="1839">Governance and Validation Are Critical:</strong> Without validation and oversight, even good intentions can backfire.</p>
</li>
</ul>
💡 <strong data-start="1913" data-end="1950">5 Practical Actions you can take:</strong>
<ul>
 	<li class="" data-start="1951" data-end="2029">
<p class="" data-start="1953" data-end="2029"><strong data-start="1953" data-end="1973">Define and align</strong> assessment strategies with leadership <em data-start="2012" data-end="2028">before rollout</em>.</p>
</li>
 	<li class="" data-start="2030" data-end="2120">
<p class="" data-start="2032" data-end="2120"><strong data-start="2032" data-end="2054">Audit and validate</strong> your current tools to ensure fairness, relevance, and compliance.</p>
</li>
 	<li class="" data-start="2121" data-end="2213">
<p class="" data-start="2123" data-end="2213"><strong data-start="2123" data-end="2143">Limit and govern</strong> your assessment portfolio to create a shared organizational language.</p>
</li>
 	<li class="" data-start="2214" data-end="2301">
<p class="" data-start="2216" data-end="2301"><strong data-start="2216" data-end="2241">Integrate assessments</strong> into development and succession planning — not just hiring.</p>
</li>
 	<li class="" data-start="2302" data-end="2378">
<p class="" data-start="2304" data-end="2378"><strong data-start="2304" data-end="2340">Communicate results thoughtfully</strong> to empower employees, not label them.</p>
</li>
</ul>
<p class="" data-start="2385" data-end="2777">As the role of assessments continues to expand, the opportunity for HR leaders is clear: use them not only to select talent, but to <em data-start="2535" data-end="2549">cultivate it</em>. When aligned to strategy, culture, and leadership development goals, assessments become a powerful driver of future-ready organizations.<br data-start="2687" data-end="2690" />Let’s move beyond "assessment as a gatekeeper" toward "assessment as a growth enabler."</p>
<p class="" data-start="2779" data-end="2896">Curious — how are you evolving your use of assessments to enhance leadership skills and culture in your organization? Please share your insights with us on the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.</p>

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Leading with Insight: How Assessments Drive Organizational Leadership Excellence

future of work

Integrated Talent Management

Leadership

dirk.tussing

michael.grubich

suzanne.sherry

jane.shlaes

leadership development

talent development

succession planning

keri.kersten

lorna.malloy

Talent Strategy

employee engagement

employee experience

workforce development

organizational effectiveness

continuous learning

reskilling

jenny.heitman

patricia.ouzounian

assessment

yolanda.mangram

people analytics

audrey..hackley

HR leadership

HR strategies

Strategic HR

charlie.l..moore1

Data-Driven Learning

Data-Driven Decisions

erin.joslin

organizational learning

team communication

knowledge sharing

innovation culture

teaming techniques

leadership excellence

ben.warner

owen.burns

2Q2025

amy.curler

Future Ready Leadership

Assessment Tools

Leadership Assessments

Skills Assessment

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: Leveraging Assessments to Enhance Leadership Skills and Organizational Impact</strong></p>

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<p data-start="538" data-end="1070">Assessments are more than just evaluation tools—they are fundamental to cultivating leadership that aligns with and propels organizational goals. In this discussion, we'll explore with <a href="https://www.ele.llc/members/michael-grubich">@Mike Grubich</a> and <a href="https://www.ele.llc/members/suzanne-sherry">@Suzanne Sherry</a> how different types of assessments can be strategically used to enhance leadership qualities and decision-making skills. From personality and behavioral assessments to 360-degree feedback and performance analytics, learn how these tools can provide critical insights into leadership styles, team dynamics, and individual performance.</p>
<p data-start="1072" data-end="1660">Participants will engage with case studies that demonstrate the effective use of assessments in identifying leadership potential and addressing areas for improvement. We will also discuss methodologies for integrating assessment results into leadership development programs, ensuring that insights lead to actionable personal and organizational growth strategies. Our goal is for attendees to learn how to use assessments to identify and develop leadership skills, and create a culture of continuous improvement and excellence within their teams.</p>

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<strong data-start="1662" data-end="1683">CLOSING QUESTION:</strong> Are you ready to harness the power of assessments to lead more effectively and drive your organization towards its strategic goals?

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<p class="whitespace-pre-wrap">This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Future of Work

Engagement &amp; Culture

Alter Domus

This session provided valuable insights into the challenges and opportunities of integrating AI into Learning &amp; Development functions. A key takeaway was encapsulated in this thought-provoking quote:
<blockquote>"With AI, the same prompt today will give you different results tomorrow. You're never stepping into the same AI stream twice." -- <a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt Donovan</a></blockquote>
This highlights the dynamic nature of AI and its implications for L&amp;D professionals. The session also emphasized three critical areas for organizations to focus on:
<ul>
 	<li class="whitespace-normal break-words"><strong>AI Policy Development</strong>: As organizations navigate the development of AI policies for L&amp;D, it is essential to prioritize ethical considerations, data privacy, and security. Effective governance structures must be established to ensure these policies are responsibly implemented and maintained.</li>
 	<li class="whitespace-normal break-words"><strong>Implementation Strategy</strong>: Effective AI deployment in L&amp;D requires a holistic strategy that encompasses not only securing necessary funding and preparing data but also training staff and identifying suitable use cases. Choosing the appropriate AI tools for specific tasks and integrating process enhancements are fundamental to successful implementation.</li>
 	<li class="whitespace-normal break-words"><strong>Evaluation and Governance</strong>: It is vital to set clear metrics for assessing the quality of outputs from AI systems and to uphold robust governance to manage these systems. As AI becomes more prevalent in daily operations, L&amp;D programs may also need to adapt, incorporating strategies for both human and AI training, thereby adding complexity to traditional training environments.</li>
</ul>
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As AI continues to evolve, L&amp;D professionals must stay informed and adaptable, ensuring that their strategies align with both the capabilities of AI and the needs of their organizations.

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Strategic AI Integration 🧩Crafting an Aligned AI Policy for L&D Leaders

sales training

Strategy

Digital &amp; AI

Sales &amp; Customer Service

digital transformation

richard.busby

azizeh.constantinescu

edward.desrosiers

anton.maletich

matt.donovan

ruben.contreras

learning and development

iris.farley

AI in Learning

CourseDev

CourseDesign

value-based selling

external expertise

technical sales

Shure Inc

global training

sales skills development

community sourcing

technical professionals

sales strategy

long-term relationships

sales

ai practical lab

workforce upskilling

AI Implementation

michele.catalano

<p style="text-align: left;"><strong>Proposed Session Focus #1: </strong><em>Provide tips for L&amp;D leaders to develop an AI policy that aligns with the corporate IT AI strategy, ensuring efficiency and innovation in learning and development.
</em></p>
<p style="text-align: center;"><em>
<iframe title="YouTube video player" src="https://www.youtube.com/embed/MOq9gY2h4IY?si=IS-kCpuiYZKj-hYx" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
</em></p>
This roundtable discussion will equip L&amp;D leaders with the knowledge and tools to develop a robust AI policy aligning with their organization’s corporate IT AI strategy. By focusing on best practices and actionable insights, participants will learn how to ensure their AI initiatives foster alignment, drive efficiency, and promote innovation within their learning and development functions. Most L&amp;D organizations have a healthy tension with their IT function, and this session aims to address that dynamic.
<blockquote><strong>When L&amp;D and IT have a healthy tension:</strong> If your company-wide IT policy prohibits using company information outside your firewall, your L&amp;D AI playbook should specify that when creating work training projects with AI, do not use any company-sensitive data with your AI tools.</blockquote>
Join us to explore strategic approaches, share experiences, and collaborate on crafting policies that meet L&amp;D and corporate objectives in the evolving AI landscape. 😊

&nbsp;

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Proposed Session Focus #2 Community-Sourcing External Expertise to Elevate Value-Based Sales Techniques for Technically Skilled Professionals <i>Case study: Shure Inc.</i>
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In this dynamic session, we explore the strategic integration of external expertise to enhance value-based sales skills among technically oriented professionals. Using Shure Inc.'s request for a tailored sales development program across multiple countries as a case study, participants will delve into community-sourced solutions that align technical prowess with essential sales techniques. This approach not only broadens the understanding of value-based selling but also addresses unique challenges faced by technical teams in establishing long-term customer relationships. Join us to uncover how external partnerships can be leveraged to foster a culture of effective and adaptive sales strategies within technically skilled teams.

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Pre-read: <a href="https://community.ele.llc/t/looking-for-a-good-sales-training-vendor/5426">Looking for a good sales training vendor - [ Vendor Recommendations ] - Idea Exchange - ELE Group</a>

<strong>This Learning Circle - Sales Training, Think Future-back</strong> is produced by Executive Learning Exchange.

Team Leaders

Digital

Shure Incorporated

<strong>Session Focus:</strong>  <strong>Using GenAI to build better, faster sales training content</strong>
<i>Case study: Shure Inc.</i>

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In a world where time is of the essence, leveraging the power of generative AI like ChatGPT can be a game-changer for creating effective sales training content. In this session, <a href="https://www.ele.llc/members/dave-klein">Dave Klein</a> and attendees shared valuable insights on how to harness this cutting-edge technology to streamline the content development process.

<img class="aligncenter size-full wp-image-37656" src="https://wp.ele.llc/wp-content/uploads/2022/12/ChatGPT-Prompts-for-Reskilling-Talent.jpg" alt="" width="908" height="600" />

The session's focus was on using GenAI to build better, faster sales training content, and it delivered on that promise. <strong>Participants learned three key takeaways:</strong>

1️⃣ Use descriptors instead of specific product names when prompting ChatGPT to get more generalized and versatile responses that can then be customized.
2️⃣ Don't just accept ChatGPT's first response. Iteratively refine the prompts to tweak and improve the outputs to better meet your needs.
3️⃣ While ChatGPT is a powerful tool, human expertise and editing is still required, especially for proprietary product details ChatGPT won't know. View it as an accelerator, not a full replacement.

The session provided a comprehensive walkthrough of the process, from conducting a training needs analysis and generating course outlines to crafting scripts and quiz questions. Attendees learned how to leverage ChatGPT's capabilities while maintaining control over the final output through iterative prompting and human editing.

As the world of sales training continues to evolve, embracing innovative technologies like ChatGPT can give organizations a competitive edge. By combining the power of AI with human expertise, companies can create engaging, up-to-date, and cost-effective training programs that equip their sales teams with the knowledge and skills they need to succeed.

💡 Tips for Using ChatGPT to Build Better Training

dave.klein

gabriela.munoz

Adding Value

ADDIE Model

marsha.love-morrow

ChatGPT

AI tools

debbie.murphy

LearningChain

ADDIE

Instruction

Workflow

Templates

GenAI

angela.tarafa

<strong>Session Focus:</strong>  <strong>Using GenAI to build better, faster sales training content</strong>
<i>Case study: Shure Inc.</i>

Join us on Zoom as <a href="https://www.ele.llc/members/dave-klein">Dave Klein</a> shares his experience with the transformative role of ChatGPT in course development, from planning to execution, addressing key educational design principles, copyright considerations, and practical strategies for enhancing learning outcomes.

<img class="aligncenter size-full wp-image-37656" src="https://wp.ele.llc/wp-content/uploads/2022/12/ChatGPT-Prompts-for-Reskilling-Talent.jpg" alt="" width="908" height="600" />

<strong>Working Agenda:</strong>
1️⃣ <strong>Start with the <em>End In Mind</em></strong>
2️⃣ <strong>Share the Sales Enablement Template</strong> we use at Shure (helps when prompting ChatGPT)
3️⃣ <strong>Create a Plan:</strong> What ChatGPT will be used for
4️⃣ <strong>Map The ChatGPT Learning Value Chain</strong> to assist in planning for what you want to use ChatGPT for
5️⃣ <strong>Use of Descriptors</strong> instead of Product Names (Discussion on copyright issues)
6️⃣ <strong>Tips</strong> for Editing and Enhancing Scripts
7️⃣ <strong>Use Case Activity</strong> – Where we'all will use ChatGPT
8️⃣<strong> Question and Answer</strong>

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<strong>This Learning Circle - Sales Training, Think Future-back</strong> is produced by Executive Learning Exchange.

💡 Tips for Using ChatGPT to Build Better Sales Training *** NEW ***

Skillable

<strong>Session Focus: </strong><strong>Navigating the Journey to Skill Mastery: Assess, Practice, Validate</strong>

We live in an era where technological advancements are disrupting the workplace at an unprecedented pace. Traditional training methods are struggling to keep up with the evolving skill demands, creating a critical need for organizations to adopt innovative approaches to skills development and validation.

This session explored the importance of transitioning from knowledge-based assessments to performance-based evaluation that truly measures an individual's ability to apply learned skills in real-world scenarios. As emphasized by the quote, "The importance of actual application of actual behavioral assessments to know what it is that we are doing."

<strong>Three key takeaways from the session:</strong>
<p style="padding-left: 40px;">1. Traditional training and knowledge-based assessments are insufficient for ensuring true job readiness. Organizations need performance-based assessments that validate applied skills.</p>
<p style="padding-left: 40px;">2. Providing safe, scenario-based environments for employees to practice skills on-the-job, make mistakes, and build confidence is critical.</p>
<p style="padding-left: 40px;">3. An experiential, hands-on "learn by doing" approach is scientifically proven to be more effective for skills development and knowledge retention than passive learning.</p>
The session delved into innovative strategies for creating immersive learning experiences that bridge the gap between theoretical knowledge and practical application. Attendees gained insights into cutting-edge assessments, simulations, and on-the-job training that empower employees to develop true skill mastery.

By embracing these transformative approaches, organizations can cultivate a workforce equipped with the adaptability and resilience necessary to navigate the ever-evolving landscape of the modern workplace successfully.

Embracing Cutting-Edge Assessments for Seamless Skills Integration!

engagement &amp; culture

kery.mortenson

upskilling

performance improvement

ann.klitzke

jill.mack

sarah.danzl

deborah.lenchard

geovanny.andino

performance assessment

effective leadership

learning &amp; development

steve.lange

DEIB

mary.zolna

brian.richardson

jennifer.rainey

Reskilling and Upskilling

gordon.ritchie

<strong>Session Focus: </strong><strong>Navigating the Journey to Skill Mastery: Assess, Practice, Validate</strong>

In the modern corporate landscape, upskilling and ensuring job readiness is no longer linear. Today's leading organizations are asking three pivotal questions:
<ol>
 	<li>Does the workforce possess the necessary skills for their respective jobs?</li>
 	<li>Can these employees effectively apply these skills in real-time, on-the-job scenarios?</li>
 	<li>And perhaps most importantly, can the application of this skill be tangibly validated?</li>
</ol>
Aligning these inquiries with organizational strategies means connecting each question to specific business objectives:
<ul>
 	<li><strong>Recruiting</strong>: For external candidates, validation becomes paramount. Can the prospective candidate truly perform the tasks associated with the job role? Are their professed skills genuine, and can they be substantiated?</li>
 	<li><strong>Talent Management</strong>: For internal candidates, especially those eyed for promotions or role transitions, the key is again validation. Do these employees, familiar though they may be with the organizational culture, genuinely possess the capabilities to take on new responsibilities?</li>
 	<li><strong>Learning &amp; Development</strong>: Here, assessment takes the lead. Before embarking on development initiatives, one must accurately gauge existing skill levels. What are the areas of proficiency, and where do gaps exist that require targeted development?</li>
 	<li><strong>Performance-based Skill Building &amp; Validation</strong>: The Modern Approach</li>
</ul>
Traditional learning often remains procedure-oriented, with a focus on rote techniques. However, the future of skill-building lies in a performance-based approach. This strategy:
<ul>
 	<li>Advocates for deep learning, emphasizing problem-solving and skill reinforcement over mere information retention.</li>
 	<li>Shifts the focus to scenarios and real-world problems rather than abstract concepts. This problem-centered methodology ensures that learning mirrors actual job tasks.</li>
 	<li>Provides employees with a conducive environment to practice and experiment. By offering a safe space, employees can explore solutions, make mistakes, and, crucially, "figure it out" without fearing real-world repercussions.</li>
 	<li>Strongly encourages experiential learning. The age-old adage of "learn by doing" is more relevant now than ever, ensuring skills are acquired and deeply ingrained.</li>
</ul>
&nbsp;

ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

megan.bickle

The Bridge to Your L&amp;D Measurement and Reporting Strategy

Building measurement skills is critical for talent development professionals who seek to align their L&amp;D programs to business outcomes for organizational success. Designed to improve your measurement capability and advance the measurement maturity of your organization, the Measurement Demystified Field Guide presents a refresher on the talent development reporting principles framework and measurement strategy. While the Field Guide serves as a standalone volume, it is also a companion to the authors’ first book, Measurement Demystified.

In an easy-to-use workbook style, the Field Guide provides nearly 100 skill-building exercises of varying types to help you uncover what measurement work your organization is doing; assess organizational maturity and gaps; understand how to apply specific concepts; and determine what’s right for your organization moving forward. It also offers interview questions to better understand users’ wants and needs; case study exercises to test your knowledge gaps; and reflection questions that focus on your deepening knowledge and skill. You can write your answers in the book or use the resource on ATD’s website.

Achieving measurement maturity is a change effort requiring commitment and discipline. Understanding your current capabilities and gaps is an essential first step followed by determining where your organization wants to go in this area. Once both are achieved, you will be able to develop your desired measurement and reporting strategy―the bridge between where you are today and where you aspire to be. The Measurement Demystified Field Guide is that bridge.

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