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<p>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.</p>

Alter Domus

HumanSide

<strong>Session Focus: </strong>Build on a  3-step AI workflow model presented by<a href="https://www.ele.llc/members/julia-meyer"> Julia Meyer</a> and <a href="https://www.ele.llc/members/rebecca-benson">Becca Benson</a> at our October 2025 conference by validating the underlying business problem with human context and committing to practical next steps that stick.
<p data-start="159" data-end="341">This hands-on AI Practical Lab builds directly on last month’s AI workflow challenge, shifting the focus from generating better outputs to ensuring we’re solving the right problem—before accelerating with AI.</p>
<p data-start="343" data-end="776">Using the same challenge from last month’s <a href="https://www.ele.llc/insights/ai-practical-lab-ai-powered-workflows" target="_blank" rel="noopener">✨ AI Practical Lab: AI-Powered Workflows</a>, talent learners in this lab will refine the 3-step model, surface root causes, and <em>apply ELE’s Four-Step Model to clarify why a problem exists—and what action is truly worth committing to.</em><em> </em>The emphasis is on human judgment, shared context, and practical decision-making so AI-enabled work translates into outcomes that actually stick.</p>
<p data-start="343" data-end="776">This lab introduces ELE’s Four-Step Model as a practical way to move from clarity to commitment—keeping humans at the center of AI-enabled work.</p>
<p data-start="343" data-end="776"><img class="aligncenter wp-image-44484" src="https://wp.ele.llc/wp-content/uploads/2025/12/Four-Step-Model-for-AI-Workflows-ELE-4-Cs.jpg" alt="ELE's 4 C Model for AI Workflows" width="900" height="506" /></p>
&nbsp;
<blockquote>"AI gives us amazing options, but I need to see the big picture. How is this actually moving the needle for the business?" -- <a href="https://www.ele.llc/members/keri-kersten" target="_blank" rel="noopener">Keri Kersten</a></blockquote>
<p data-start="237" data-end="377"><strong data-start="237" data-end="283">This discussion offered a timely reminder:</strong> most capability gaps don’t start with a learning problem—they start with a <em data-start="359" data-end="376">clarity problem</em>.</p>
<p data-start="379" data-end="793">As <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener"><strong data-start="382" data-end="400">Nicole DeFalco</strong></a> put it,</p>

<blockquote data-path-to-node="3,0,1">
<p data-path-to-node="3,0,1,0">"Clients don’t come to us with problems—they come to us with solutions wrapped in assumptions."</p>
</blockquote>
<p data-start="379" data-end="793">That framing resonated because it reflects the daily reality talent leaders face. We’re often handed a fully formed request—<em data-start="637" data-end="679">train this, roll that out, scale it fast</em>—and rewarded for speed, not scrutiny. But when we rush to deliver, we risk solving the wrong problem beautifully.</p>
<p data-start="795" data-end="872">The most powerful moments came from slowing down and asking harder questions:</p>

<ul data-start="873" data-end="1111">
 	<li data-start="873" data-end="917">
<p data-start="875" data-end="917"><em data-start="875" data-end="915">What business outcome is actually off?</em></p>
</li>
 	<li data-start="918" data-end="1030">
<p data-start="920" data-end="1030"><em data-start="920" data-end="1028">What evidence says this is a skills issue—and not incentives, workload, role design, or market conditions?</em></p>
</li>
 	<li data-start="1031" data-end="1111">
<p data-start="1033" data-end="1111"><em data-start="1033" data-end="1111">What would people need to do differently in real work for results to change?</em></p>
</li>
</ul>
<p data-start="1113" data-end="1200">That shift—from order-taker to problem framer—is where team capability actually starts.</p>
<p data-start="1202" data-end="1512">Another insight landed hard: <strong data-start="1231" data-end="1338">training can’t compensate for an environment that discourages the very behaviors we’re trying to build.</strong> If KPIs, job design, time pressure, or incentives pull people in the opposite direction, no amount of content will stick. Capability has to be designed into the work itself.</p>
<p data-start="1514" data-end="1805">The group also challenged the instinct to “train everyone.” Instead, the conversation moved toward <strong data-start="1613" data-end="1657">targeted pilots with high-impact cohorts</strong>—designing with the people closest to the outcome, learning fast, and scaling only once behavior change is visible. That’s not slower; it’s smarter.</p>
<p data-start="1807" data-end="2066">AI showed up not as a content engine, but as a <strong data-start="1854" data-end="1874">thinking partner</strong>—helping leaders rehearse stakeholder conversations, pressure-test assumptions, and surface blind spots before committing resources. Used this way, AI didn’t replace judgment; it sharpened it.</p>
<p data-start="2068" data-end="2312">And as <a href="https://www.ele.llc/members/angelica-janina-stilling" target="_blank" rel="noopener"><strong data-start="2075" data-end="2096">Angelica Stilling</strong></a> summed up succinctly,</p>

<blockquote data-path-to-node="3,0,1">
<p data-path-to-node="3,0,1,0">"Clients don’t come to us with problems—they come to us with solutions wrapped in assumptions."</p>
</blockquote>
<p data-start="2068" data-end="2312">That line captured the discipline required of leaders right now—not more activity, not faster delivery, but clearer thinking.</p>
<p data-start="2314" data-end="2557">For talent leaders, the takeaway is straightforward but demanding:<br data-start="2380" data-end="2383" />Building team capability isn’t about delivering better learning. It’s about <strong data-start="2459" data-end="2557">designing the conditions where learning shows up as different decisions, actions, and results.</strong></p>
<p data-start="2559" data-end="2731">If your team is busy building programs but struggling to move the needle, the most impactful move may be to pause—and ask better questions before you build anything at all.</p>
&nbsp;

&nbsp;

&nbsp;

✨ AI Practical Lab: Humans Solving the Right Problem — ELE’s Four-Step Model

learning strategy

Digital &amp; AI

tracey.wik

performance improvement

mike.kester

edward.desrosiers

leadership development

anton.maletich

marty.murrillo

Performance Improvement

diana.anderson

ai practical lab

Workforce Transformation

future ready teams

nicole.defalco

angelica.janina.stilling

Behavior Change

capability building

Strategic L&amp;D

AI-enabled learning

1Q2026

organizational performance

dustin.brewer

human-centered learning

amy.p.wilkins

team capability

learning in the flow of work

talent experience design

trusted advisor mindset

problem framing

AI as thought partner

confidence capability clarity

design thinking for talent

evidence-based learning

ELE Group, LLC

Journyz

<p data-start="394" data-end="574"><strong data-start="394" data-end="428">This innovation sprint kickoff</strong> provided a powerful launch to ELE’s new <strong data-start="469" data-end="506">Executive Innovation Sprint model</strong> — a peer-powered framework for co-creating solutions that matter.</p>

<blockquote data-start="576" data-end="660">
<p data-start="578" data-end="660">“When senior leaders co-create across industries, they don’t just solve problems — they build the muscles of agile leadership together.” — <a href="https://www.ele.llc/members/dirk-tussing" target="_blank" rel="noopener"><em data-start="644" data-end="658">Dirk Tussing</em></a></p>
</blockquote>
<p data-pm-slice="1 1 []">The sprint kicked off with an important exercise: defining the precise area of opportunity in high-performance coaching where AI could deliver the most value.</p>
During this kick-off on Zoom, two problems were identified as a potential opportunity to experiment:
<ol>
 	<li>Post-Training Coaching</li>
 	<li>Job Performance Coaching</li>
</ol>
For this kick-off sprint, the group voted and ELE would like to dive deeper into using AI to improve <strong>Post-Training Coaching</strong>.

To deeply understand the chosen challenge, two separate breakout groups then developed detailed problem definitions, which solidified the scope of the sprint.

<strong><a href="https://www.ele.llc/members/cindy-pinkstaffmiller" target="_blank" rel="noopener">Cindy Miller</a>’s Breakout Room’s Problem Definition</strong> <strong>Post-Training Coaching
</strong>In our current environment, post-training coaching is not happening. As evidenced by XYZ, we face the impact of behavior change not occurring and a low ROI on training. The lack of post-training coaching is due to several potential root causes: managers do not know their employees are attending training, managers do not know what is being taught in the training, there is no set expectation around post-training coaching, managers do not know what to coach, managers do not know what good coaching looks like, or managers do not know how to do the behaviors themselves—so they feel unable to provide feedback or coaching. Therefore, we have the opportunity to provide context to managers about what is being taught in training and to provide examples of what to coach on post training, among other support.

<strong><a href="https://www.ele.llc/members/matthew-eade" target="_blank" rel="noopener">Matthew Eade</a>’s Breakout Room’s Problem Definition</strong> <strong>Post-Training Coaching
</strong>In our current environment, post-learning coaching is inconsistent and heavily dependent on manager availability, as evidenced by engagement surveys, customer feedback KPIs, and high turnover rates. The impact is that employees—especially new hires in large, distributed teams and healthcare environments—struggle to apply newly acquired skills, leading to lower performance and missed opportunities for growth. The root cause is limited manager bandwidth and conflicting priorities, which prevent on-the-job feedback and support. Therefore, there is an opportunity to explore scalable, context-driven solutions—such as AI-powered coaching tools—that can provide real-time, personalized feedback and bridge the coaching gap when managers are unavailable..

<hr data-start="1738" data-end="1741" />
<p data-start="662" data-end="889">At the October 20th Talent Development Conference, this idea took root. The spirit of agility came alive at the October 31st virtual event, which provided a powerful launch to ELE’s new Executive Innovation Sprint model — a peer-powered experience designed to help leaders practice innovation, not just talk about it.</p>
In true ELE fashion, this first sprint brought together senior leaders from across industries to tackle a shared challenge. After thoughtful discussion and a live vote, the group narrowed the focus from Performance Coaching to Post-Learning Coaching—exploring how AI can make feedback continuous, scalable, and deeply human.
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<div class="markdown prose w-full break-words dark:prose-invert light"><img class="aligncenter wp-image-43834" src="https://wp.ele.llc/wp-content/uploads/2025/03/ELE-Solutions-Biggest-Impact-Slide-2.jpg" alt="SOLUTION EXCHANGE | Biggest impact on the most people" width="834" height="433" /></div>
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<div>
<h3>Defining the Challenge: Post-Learning Coaching</h3>
The first sprint tackled the performance gap that happens after learning: why employees so rarely apply what they’ve learned once the workshop ends.
<blockquote data-start="1055" data-end="1135">
<p data-start="1057" data-end="1135">“Define the problem well, or the solution won’t be usable.” — <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener"><em data-start="1119" data-end="1133">Deepa Kartha</em></a></p>
</blockquote>
Using a defendable-problem framework, participants surfaced a shared reality:
<ul>
 	<li>Post-learning coaching is <b>inconsistent</b> and depends too much on manager availability.</li>
 	<li>Limited time and unclear expectations <b>erode follow-through</b>.</li>
 	<li>The opportunity? Use AI to <b>extend coaching capacity</b> and deliver personalized, real-time feedback when managers can’t.</li>
</ul>
<blockquote data-start="1493" data-end="1582">
<p data-start="1495" data-end="1582">“Learning ROI is lost when post-learning coaching doesn’t happen.” — <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener"><em data-start="1564" data-end="1580">Nicole DeFalco</em></a></p>
</blockquote>
<p data-start="1584" data-end="1736">The conversation reframed AI as a <b>performance enabler</b>, not a threat — a way to make feedback timely, scalable, and rooted in real behavior change.</p>


<hr data-start="1738" data-end="1741" />

<h3 data-start="1743" data-end="1798">🔍 <strong data-start="1750" data-end="1798">Key Takeaways for Talent Development Leaders</strong></h3>
<ul>
 	<li><b>Innovation is a leadership skill.</b> Sprints enable leaders to practice agility by solving real problems together across various industries.</li>
 	<li><b>AI amplifies and scales coaching.</b> Viewed as a performance enabler, AI helps make feedback timely and human.</li>
 	<li><b>Post-learning coaching drives results.</b> Training builds knowledge; coaching ensures it sticks and delivers impact.</li>
 	<li><b>Short sprints, faster progress.</b> In 2–3 weeks, executives design, test, and refine solutions that scale.</li>
 	<li><b>Insights become playbooks.</b> Each sprint’s results feed the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—where members share, adapt, and apply what works.</li>
 	<li style="list-style-type: none;"></li>
</ul>

<hr data-start="2430" data-end="2433" />

<h3 data-start="2435" data-end="2476">⚙️ <strong data-start="2442" data-end="2476">Practical Actions to Apply Now</strong></h3>
<ol data-start="2478" data-end="3066">
 	<li data-start="2478" data-end="2611">
<p data-start="2481" data-end="2611"><strong data-start="2481" data-end="2511">Run a 2–3 week mini-sprint</strong> inside your organization to tackle a specific challenge like improving post-learning application.</p>
</li>
 	<li data-start="2612" data-end="2718">
<p data-start="2615" data-end="2718"><strong data-start="2615" data-end="2644">Audit your feedback flow.</strong> Identify where and why coaching stops between training and performance.</p>
</li>
 	<li data-start="2719" data-end="2834">
<p data-start="2722" data-end="2834"><strong data-start="2722" data-end="2750">Pilot AI coaching tools.</strong> Test digital nudges or conversational AI to provide scalable, real-time feedback.</p>
</li>
 	<li data-start="2835" data-end="2943">
<p data-start="2838" data-end="2943"><strong data-start="2838" data-end="2863">Measure what matters.</strong> Track engagement and behavior change before and after coaching interventions.</p>
</li>
 	<li data-start="2944" data-end="3066">
<p data-start="2947" data-end="3066"><strong data-start="2947" data-end="2979">Capture and share learnings.</strong> Document insights to strengthen your organization’s innovation and coaching culture.</p>
</li>
</ol>
</div>
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🔁 <a href="https://docs.google.com/presentation/d/1qFs__kIJsCLH6ynAeNopOsz6PHEpub9ntpAmvuJt588/edit?mc_cid=e7686c688f&amp;mc_eid=621cbc8540&amp;slide=id.p1#slide=id.p1" target="_blank" rel="noopener noreferrer">ELE Solution Exchange Overview</a>

<img class="aligncenter wp-image-43751" src="https://wp.ele.llc/wp-content/uploads/2025/08/S1-High-Performance-Coaching-with-AI.jpg" alt="🔄 ELE Solution Exchange: High-Performance Coaching with AI" width="834" height="433" />

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<p data-start="3096" data-end="3232">The High-Performance Coaching with AI innovation sprint reminded us that technology doesn’t replace leaders — it amplifies them.<strong data-start="3171" data-end="3230">
</strong></p>
When we define problems clearly, collaborate across boundaries, and use AI to make coaching continuous, learning becomes performance. The next phase will be a 2–3 week experiment centered on <b>AI-supported Post-Learning Coaching</b>, testing how scalable, data-driven feedback can accelerate learning transfer and performance.

As these sprints unfold, insights, toolkits, and outcomes will be shared on the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener"><strong>ELE</strong> <b>Idea Exchange</b></a>—so every member can learn, adapt, and apply what works inside their own organization. Because at ELE, innovation isn’t theory — it’s a shared practice that turns insight into action.

</div>
</div>
</div>
</div>
</div>

Kick-off: ELE Innovation Sprints | High-Performance Coaching with AI

future of work

design thinking

dirk.tussing

newton.moore

matthew.eade

colin.hahn

Coaching

matt.donovan

audrey..hackley

L&amp;D innovation

scott.tang

lauren.marder

Coaching Culture

AI Coaching

4Q2025

learning impact

cindy.pinkstaffmiller

deepa.kartha

ali.glaser

mike.hoyt

executive innovation sprint

post-learning coaching

learning transfer

peer co-creation

talent development leaders

human and AI collaboration

learning roi

continuous experimentation

scalable feedback

digital transformation in learning

data-driven coaching

<strong><span class="a-text-bold">An INFLUENCER leads change.
An INFLUENCER replaces bad behaviors with powerful new skills.
An INFLUENCER makes things happen.
This is what it takes to be an INFLUENCER.</span></strong>

Whether you're a CEO, a parent, or merely a person who wants to make a difference, you probably wish you had more influence with the people in your life. But most of us stop trying to make change happen because we believe it is too difficult, if not impossible. We learn to cope rather than learning to influence.

From the bestselling authors who taught the world how to have <span class="a-text-italic">Crucial Conversations</span> comes the new edition of <span class="a-text-italic">Influencer</span>, a thought provoking book that combines the remarkable insights of behavioral scientists and business leaders with the astonishing stories of high powered influencers from all walks of life. You'll be taught each and every step of the influence process including robust strategies for making change inevitable in your personal life, your business, and your world. You'll learn how to:
<ul class="a-unordered-list a-vertical">
 	<li><span class="a-list-item">Identify high leverage behaviors that lead to rapid and profound change</span></li>
 	<li><span class="a-list-item">Apply strategies for changing both thoughts and actions</span></li>
 	<li><span class="a-list-item">Marshal six sources of influence to make change inevitable</span></li>
</ul>
<span class="a-text-italic">Influencer</span> takes you on a fascinating journey from San Francisco to Thailand to South Africa, where you'll see how seemingly "insignificant" people are making incredibly significant improvements in solving problems others would think impossible. You'll learn how savvy folks make change not only achievable and sustainable, but inevitable. You'll discover breakthrough ways of changing the key behaviors that lead to greater safety, productivity, quality, and customer service.

No matter who you are or what you do, you'll never learn a more valuable or important set of principles and skills. Once you tap into the power of influence, you can reach out and help others work smarter, grow faster, live, look, and feel better and even save lives. The sky is the limit . . . for an <span class="a-text-italic">Influencer</span>.

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