ELE brings leaders together across companies and industries to work through the messy stuff: decisions, risk, handoffs, execution drag, and what it takes to move from idea to action.

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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.

ELE Group, LLC

Too many conversations about AI leadership stay stuck at awareness, principles, or high-level aspiration. This Design Charrette is built to move faster. Together, leaders will work through what it actually takes to build AI-driven leaders inside real teams, real decisions, and real operating constraints. Through peer exchange, practical examples, and focused working discussion, participants will surface the leadership behaviors, support structures, and capability shifts needed to turn interest into action.
This Charrette is fueled by real-world friction.

Most AI conversations stay stuck in "high-level aspiration." We’re here to move faster by:
<ul data-path-to-node="2,2">
 	<li>
Mapping your roadblocks: Submit your top-of-mind leadership or capability challenge.
</li>
 	<li>
Designing the shift: We will use the Strategy &amp; Change Action Planning Worksheet to live-map your path forward during the session.
</li>
 	<li>
Peer-Powered Decisions: Turn your friction into a practical, peer-ready example.
</li>
</ul>
<blockquote>
Don't just watch—participate. Submit your toughest roadblock below, and we'll use the Strategy &amp; Change Action Planning Worksheet to live-map a path forward for you during the session.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
<img class="aligncenter wp-image-45180" src="https://wp.ele.llc/wp-content/uploads/2026/04/About-ELE-Real-Business-Challenges.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="1254" height="245" />

<h3 data-path-to-node="2"></h3>
Participants will leave with:

<ul data-path-to-node="3">
 	<li>
The AI-Ready Roadmap: A peer-vetted draft of your Strategy &amp; Change Action Planning Worksheet to move from aspiration to execution.
</li>
 	<li>
Friction-to-Fuel Framework: A methodology for turning real-world roadblocks into scalable leadership capability.
</li>
 	<li>
Peer Insights: Direct takeaways from fellow senior leaders navigating the same 2026 operating constraints.
</li>
</ul>
<img class="aligncenter size-full wp-image-44953" src="https://wp.ele.llc/wp-content/uploads/2026/03/AI-Driven-Leaders-are-Becoming-a-Composer-and-a-Conductor-A.jpg" alt="As an AI-driven leader you are becoming a composer of strategy and a conductor of teams and technology." width="1600" height="370" />
<img class="aligncenter size-full wp-image-45010" src="https://wp.ele.llc/wp-content/uploads/2025/11/AI-Driven-Leaders.jpg" alt="ELE Design Charrette: diverse leadership team intensely focused on peer-exchange and live-mapping organizational 'AI-Ready Execution' strategy using the 'Strategy &amp; Change' worksheet framework to 'Stop Talking. Start Building AI-Driven Leaders.'" width="1024" height="572" />
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<img class="aligncenter size-full wp-image-45161" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260410_Action-Planning-Worksheet.jpg" alt="Design Charrette | Stop Talking. Start Building AI Leaders" width="1008" height="612" />
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

<hr />
This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>
&nbsp;

&nbsp;

Design Charrette | Stop Talking. Start Building AI Leaders

single-event

future of work

Your Teams

Learning Circles

digital transformation

dirk.tussing

michael.grubich

innovation

upskilling

talent development

Complimentary

online event

complimentary event

collaboration

Future of Work

Leadership

Engagement &amp; Culture

continuous learning

reskilling

career mobility

L&amp;D

matt.sernaker

david.scherer

HR leaders

AI in HR

Confidence Building

workplace adaptation

knowledge sharing

Career Growth

actionable insights

practical strategies

career momentum

AI and learning

2Q2026

AI reskilling

Design Charrette

confidence capability clarity

AI-enabled leadership

AI Disruption

AI Driven Leadership

AI-Driven Leader

ai leaders

iliana.alvarado

Alter Domus

AI adoption is moving fast—but in most organizations, it’s still fragmented across teams.
Different functions experimenting. Different tools. Very little consistency in how work actually gets done.
This AI Practical Lab builds on a recent ELE design charrette with leaders in financial services and insurance, where a clear pattern emerged:
AI isn’t failing— it’s just not yet embedded in decisions and day-to-day work.


[caption id="attachment_44940" align="aligncenter" width="835"]<img class=" wp-image-44940" src="https://wp.ele.llc/wp-content/uploads/2026/03/Gemini_Generated_Image_CRIT-model.jpg" alt="Infographic of the CRIT model for AI leading, breaking down Context, Role, Interview, and Task with icons and descriptions for each step." width="835" height="455" /> The CRIT Model for AI-driven leadership, from Geoff Woods. (Credit: Google Gemini Banana)[/caption]

What we’ll do (live working experience):
You’ll work through ELE’s Action Planning Worksheet to move from scattered experimentation → to focused, repeatable practice.

<ul data-start="843" data-end="1194">
 	<li data-start="843" data-end="929">Define one real decision or workflow where AI should change how work gets done</li>
 	<li data-start="930" data-end="992">Clarify what managers must do differently this quarter</li>
 	<li data-start="993" data-end="1062">Apply the CRIT model to structure better prompts and thinking</li>
 	<li data-start="1063" data-end="1133">Identify what’s already working—and what to scale across teams</li>
 	<li data-start="1134" data-end="1194">Build a 30-day action plan you can apply immediately</li>
</ul>

<hr data-start="1196" data-end="1199" />
Who was in the room:

<ul data-start="1227" data-end="1290">
 	<li data-start="1227" data-end="1246">Internal Client</li>
 	<li data-start="1247" data-end="1267">AI Learning Guru</li>
 	<li data-start="1268" data-end="1290">Real-world Skeptic</li>
</ul>

<hr data-start="1292" data-end="1295" />
What you’ll walk away with:

<ul data-start="1330" data-end="1488">
 	<li data-start="1330" data-end="1358">A 30-day action plan</li>
 	<li data-start="1359" data-end="1423">One AI-enabled decision or workflow to apply immediately</li>
 	<li data-start="1424" data-end="1488">A way to turn AI use into shared practice across your team</li>
</ul>
Below is the Action Planning Worksheet we’ll use live:
<img class="aligncenter wp-image-44983" src="https://wp.ele.llc/wp-content/uploads/2025/11/2026-03MAR-Zurich-Charrette-Action-Planning-Worksheet-Updated-2026APR09.jpg" alt="Action planning worksheet for ELE AI Practical Lab showing sections for Situation, From-To shift, Insight, Choice, Risk, Opportunities, and Actions (Next 30 Days) focused on applying AI to real decisions and workflows." width="922" height="560" />
If AI isn’t changing how decisions get made, it’s not adoption yet.
Join us to move from experimentation → to real work.


<hr data-start="1292" data-end="1295" />

ELE produces this member-only monthly AI Practical Lab on Zoom.
Collaborate online with your peers on our <a title="ELE's Idea Exchange" href="https://www.ele.llc/idea-exchange/">Idea Exchange</a> to keep the conversation going!

&nbsp;

✨ AI Practical Lab: Framing the Why — Leadership Development for AI at Scale

Team Leaders

Virtual Cohort

anton.maletich

Adding Value

marty.murrillo

agile mindset

Digital

Strategy

learning trends

peer-learning

ChatGPT

patricia.ouzounian

AI tools

HR future

GenAI

talent-talk

ai practical lab

nicole.defalco

human and AI collaboration

job market transition

Komatsu

Session Focus: Explore how we can all contribute to an environment that welcomes diverse ideas and fosters innovation.

<blockquote>"Data and algorithm bias issues extend to both internal operations and outsourced functions."--<a href="https://www.ele.llc/members/nicholas-leonard" target="_blank" rel="noopener">Nicholas Leonard</a></blockquote>
In the session, <a href="https://www.ele.llc/members/iris-farley" target="_blank" rel="noopener">Iris Wilson-Farley</a>, Vice President of HR Innovation at Komatsu, shared her organization's approach to exploring AI's potential in HR while grappling with the complexities and ethical considerations involved.
<iframe title="YouTube video player" src="https://www.youtube.com/embed/7_RlKMkhzNY?si=uXWBYEweNSlIrfzt" width="315" height="560" frameborder="0" allowfullscreen="allowfullscreen" data-mce-fragment="1">﻿</iframe>

Three key takeaways from the insightful discussion:
<ol>
 	<li style="list-style-type: none;">
<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Thoroughly evaluate potential bias and ethical concerns when implementing AI, especially for tasks like screening candidates or making hiring decisions. Validate outputs and have human oversight to prevent perpetuating biases and making flawed decisions.</li>
 	<li class="whitespace-normal break-words">Emphasize inclusion, diversity of perspectives, and psychological safety when forming AI project teams. This can help mitigate blind spots and biases that may arise from relying too heavily on a single perspective.</li>
 	<li class="whitespace-normal break-words">Assess organizational readiness and change management needs, as AI adoption may fundamentally shift roles and processes, requiring reskilling and mindset shifts among employees.</li>
</ol>
</li>
</ol>
Iris aptly encapsulated a crucial consideration with her thought-provoking quote: "What do the biases of that person look like and what kind of problems could we run into and what are the limitations of putting all our eggs in a particular basket that has faults and flaws that are based on its biases"
As organizations explore leveraging AI to enhance HR processes and foster innovation, they must contribute to an environment that welcomes diverse ideas and approaches. By embracing diverse perspectives, rigorously evaluating ethical implications, and prioritizing inclusive change management, companies can navigate the promises and perils of AI, harnessing its potential while mitigating its risks.

Exploring HR Innovation: Embracing AI and Advancing Global Talent Mobility

engagement &amp; culture

Digital &amp; AI

newton.moore

nick.allen

richard.busby

inclusion

edward.desrosiers

psychological safety

ruben.contreras

DEIB

iris.farley

tresha.lovell

HR Innovation

AI talent management

HR strategies

workplace innovation

nicholas.leonard

Session Focus: Explore how we can all contribute to an environment that welcomes diverse ideas and fosters innovation.
Join us for an enlightening Zoom roundtable titled "Exploring HR Innovation: Embracing AI and Advancing Global Talent Mobility." We're honored to host <a href="https://www.ele.llc/members/iris-farley">@Iris Wilson-Farley</a>, an esteemed transgender Chief Talent Officer from Komatsu America, and advocate for Diversity, Equity, and Inclusion initiatives. This session will unravel the symbiosis between artificial intelligence and human ingenuity within global talent frameworks, emphasizing the crucial interplay of diverse perspectives in driving forward-thinking HR solutions.
<img class="aligncenter wp-image-40594" src="https://wp.ele.llc/wp-content/uploads/2024/02/DALL·E-2024-03-12-16.39.42-A-vibrant-and-energetic-digital-collage-that-captures-the-essence-of-innovation-and-teamwork.-The-scene-is-filled-with-diverse-groups-of-people-engagi.webp" alt="Fostering an Inclusive Culture for Innovation" width="458" height="458" />

Discussion Questions we will explore together:
<ol>
 	<li>How can AI be integrated into HR practices to enhance talent acquisition and global mobility while ensuring inclusivity?</li>
 	<li>What role does leadership play in championing AI integration within HR to promote diversity and inclusion?</li>
 	<li>How can global talent mobility be redefined through AI to support a more diverse and innovative workforce?</li>
 	<li>In what ways can organizations adapt their HR strategies to leverage AI's potential for fostering a culture of innovation?</li>
 	<li>What are the essential ethical standards and fairness considerations in AI-driven HR processes?</li>
</ol>
As an interactive roundtable, we'll share stories, tips, and strategies to get fresh ideas. This discussion isn't just for managers or leaders; it's for anyone who believes in the power of working together to spark innovation. Whether you're just starting your career or you've been in the game for years, there's something in this conversation for you.

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.

Zurich North America

CNA Insurance

Session Focus: Community-source tips for starting from scratch to create a skills database.

As learning leaders, we often find ourselves excited about initiatives like creating skills databases, but do the CEO and other business leaders truly understand the "why" behind it? In this insightful session, a panel of experts shared tips on how to approach this from the ground up while keeping the core business objectives in mind.

Key Takeaways:
1. Clearly define the "why" - link it to core business objectives beyond just HR/talent goals to get leadership buy-in.
2. Focus on the employee experience and career journey to drive engagement with the skills initiative.
3. Take an iterative approach, celebrate small wins, and get broad input - don't aim for perfection from day one.

A poignant quote that resonated: "While for us as HR practitioners and professionals this is really exciting and we get it and we know why it makes sense but does the CEO know, do they care just of marketing or sales like so it is the why are we doing this not just for HR but help the organization like does everyone get it is everyone on board with like the why and the impacts?"

Join us as we dive deep into practical tips shared by leaders who have been through this journey, from establishing a clear purpose aligned with business priorities to managing change effectively. Whether you're just starting out or looking to refine your approach, this session offers valuable insights to create a skills database that truly moves the needle for your organization.

Tips for Starting from Scratch | Creating Skills Databases

evidence-based research

Integrated Talent Management

talent mobility

jean.ryan

career development

career path

organizational readiness

Change Management

azizeh.constantinescu

geovanny.andino

Learning Agility

strategic alignment

employee engagement

business

skills​

skillsforthefuture

stateofskills

future-skill

future of learning

maryann.kennedy

reskill

skill development

paula.y..spears

mary.zolna

skills database

personalization of skills

megan.bickle

skills data

gordon.ritchie

Session Focus: GE Digital case study upskilling HR to make progress with a capability-based talent strategy.

In this insightful session, Megan Bickle, former leader of culture, engagement, and employee listening at companies like Western Digital, Dropbox, and GE Digital, shared GE Digital's pioneering journey to build an integrated capabilities framework from 2013-2017.
The key takeaways were:
1) Build a capability/skills framework aligned to your talent processes like hiring, promotions, learning etc. to enable consistency and data-driven decisions.
2) Get buy-in and involvement from influential leaders and subject matter experts - don't make it just an HR initiative. Constantly sell the value. 
3) Integrate the framework into your culture and employee/manager conversations. Provide a shared skills language.
As Megan stated: "It was really through that lens of how are we growing Talent, how is Talent, what are the capabilities that people are taking with them when they leave new talent that we're bringing in, are they a good fit for their role and how do we grow them"

GE Digital's pioneering work predated much of the modern skills cloud technology. Despite being very labor-intensive upfront, their integrated approach transformed how they hired, developed, promoted, and planned talent needs. It enabled better coaching through a shared language around capabilities.

However, new leadership's lack of buy-in led to its dismantling by 2021 as GE split into three companies. This case study highlights the potential impact but also the challenges of undertaking an integrated capabilities approach in today's skills-based landscape.

Integrated Capabilities Framework | GE Digital Case Study Upskilling HR

integrated talent management

prashant.Bhat

jill.mack

jesse.james

brian.richardson

jennifer.rainey

katie.hoff

capabilities

Session Focus: Tips for creating a skills database with Skills Cloud (Workday)

In this insightful session, panelists shared their real-world experiences implementing skills initiatives like Workday Skills Cloud. Key takeaways included:
1) Data harmonization across different skill source systems like learning platforms and applicant tracking systems is a major challenge that should not be underestimated. Having a unified skills taxonomy/ontology is helpful for scaling skills efforts.
2) Manage expectations by starting small with pilots/proof of concepts rather than overselling an enterprise-wide skills solution upfront. Properly resourcing the skills initiative is critical for success.
3) As one panelist stated: "I think depends on your industry, some Industries have a lot of rapidly changing skills where you need a lot more flexibility. While others maybe things haven't changed as much." The flexibility vs structure required in your skills model should depend on how rapidly skills are evolving in your organization's roles.
Attendees gained valuable tips on getting a skills implementation off the ground, from defining skills and harmonizing data sources, to rightsizing expectations and resources. The panel's insights highlighted both the potential and pitfalls to be aware of when launching a skills cloud platform like Workday's offering.

Tips for Getting Started with Workday Skills Cloud

allyson.carter

julian.malnak

serena.huang

workday

skills-cloud

rigo.barragan

UL Solutions

Session Focus: A case study capacity study using lean methods to develop a skill matrix analyzing the processes used to do the actual work.


In the session "Creating a Skill Matrix | Identification of Skills Needed To Do the Work", presenter Azizeh Constantinescu shared a case study on how she conducted a capacity analysis that revealed powerful insights into mapping employee skills to the granular work tasks and processes within her organization.

The core takeaway, as quoted in the session, is that "Skills-based organization is really about unlocking skills from jobs and that happens across a number of dimensions - it's not just a talent thing, it's not just a learning thing, it is a business thing."

Through careful observation of work processes and dialogue with employees actually performing the tasks, Aiza was able to deconstruct high-level activities like "conducting product testing" into detailed step-by-step processes. For each granular task step, she mapped out the specific skills an employee would need to have mastery over.

This skills mapping exercise yielded three critical takeaways for participants:
1. Map employee skills directly to the granular tasks and processes involved in the actual work being done, not just high-level job descriptions.
2. Use this granular skills mapping to facilitate knowledge transfer between employees, identify skills gaps, inform training, and enable dynamic staffing of work based on employee skill inventories.
3. Get leaders and stakeholders aligned on consistent skill definitions and taxonomies across the organization to allow true skills transferability and mobility between roles/departments.
By taking a bottoms-up, lean approach to analyzing work at the process level, organizations can "unlock" employee skills from traditional job roles and titles. This enables much more agility in workforce deployment, skills development, and strategic capacity planning aligned to business objectives.

The session provided a compelling case study on how analyzing skills through the lens of actual work processes, rather than just job descriptions, can transform an organization into a truly skills-based operating model.

Creating a Skill Matrix | Identification of Skills Needed To Do the Work

deborah.lenchard

bill.ryan

Skills Needed

Capacity Study

Lean Methods

Reskilling and Upskilling

Corporate Relevance

Competitive Edge

Skills Gaps

Skills Audit

Agile Transformation

Skill Matrix

Session Focus: Community-source tips for starting from scratch to create a skills database.

💥 Does your organization’s workforce have the skills and capabilities needed now and for the future?

As HR leaders, one of your key responsibilities is to ensure that your organization has the right talent with the necessary skills to achieve business objectives.

Tips for starting from scratch
<ul>
 	<li>Start with Why</li>
 	<li>Measure the pieces to understand the whole, then thread them through everything</li>
 	<li>Start small, scale incrementally; don't build what you can’t scale</li>
 	<li>Technology should follow process &amp; strategy, not the other way around</li>
 	<li>It doesn’t take an army, but an intern never hurts</li>
 	<li>“Buy-in” beats brawn; bring employees and leaders into the journey</li>
 	<li>Not just change management, change acceleration</li>
 	<li>It has to be embedded into everything you do and the culture</li>
 	<li>Start with the outcomes and goal in mind</li>
 	<li>Start with data in mind, but don’t start with data</li>
</ul>
&nbsp;

Connecting Job Profiles, Roles, Capabilities, Competencies, and Skills
<blockquote><img class="aligncenter size-large wp-image-39203" src="https://wp.ele.llc/wp-content/uploads/2023/06/FranklinCovey-Research-Developing-a-Skills-Based-Organization-1024x538.jpg" alt="Developing a Skills-Based Organization" width="1024" height="538" /></blockquote>
ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Session Focus: GE Digital case study upskilling HR to make progress with a capability-based talent strategy.

As HR leaders, understanding and effectively implementing this approach is essential for driving talent development and organizational success.

We will explore how GE Digital upskilled its HR team to advance its capability-based talent strategy and foster a culture of continuous learning and growth.
<img class="aligncenter wp-image-39057" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-3-Capabilities-Source-Josh-Bersin-1024x574.jpg" alt="ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy" width="589" height="330" />

&nbsp;

During this session, we will delve into the concept of an integrated capabilities framework, which forms the foundation for identifying, assessing, and developing the skills and competencies needed to excel in different job roles. We will examine the GE Digital case study, highlighting their journey of upskilling HR professionals to drive capability-based talent management initiatives.

💥 Engage in a dynamic discussion with fellow HR leaders and learn from their experiences and perspectives.

Key Takeaways:
✅ Understanding the importance of an integrated capabilities framework in talent management.
✅ Exploring the GE Digital case study: Challenges, goals, and strategies.
✅ Building a skills database: Capturing and mapping skills to job roles.
✅ Leveraging technology for effective skills database management.
✅ Upskilling HR professionals: Strategies and best practices.
✅ Fostering a culture of continuous learning and growth.
✅ Implementing a capability-based talent strategy: Lessons learned from GE Digital.
Megan Bickle will share valuable insights from the GE Digital case study and learn from their experiences in implementing an integrated capabilities framework.

<img class="aligncenter size-full wp-image-39060" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-3-GE-Digital-Integrated-Capabilities-Talent-Strategy.png" alt="GE Digital Integrated Capabilities Talent Strategy" width="647" height="332" />

&nbsp;

Whether you are in the early stages of adopting a capability-based talent strategy or looking to enhance your existing framework, this session will equip you with the knowledge and tools to create effective skills databases and upskill your HR team to drive organizational growth and talent development. Don't miss this opportunity to gain valuable insights from the GE Digital case study and connect with industry experts and peers.

<img class="wp-image-37608 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2022/12/WorkWithoutJobs_ITM-Tip-of-Iceberg-1.jpg" alt="Simplifies Journey to be a Skills-based Enterprise (Ravin Jesuthasan)" width="545" height="398" />

ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Session Focus: Tips for creating a skills database with Skills Cloud (Workday)


As HR leaders, one of your key responsibilities is to ensure that your organization has the right talent with the necessary skills to achieve business objectives.  During this session, we will explore the powerful capabilities of Skills Cloud, a cutting-edge feature offered by Workday, a leading HR technology provider. Skills Cloud enables organizations to create a comprehensive skills database that accurately captures and leverages employee capabilities, fostering a culture of talent optimization and strategic workforce planning.

<img class="aligncenter size-full wp-image-36727" src="https://wp.ele.llc/wp-content/uploads/2022/09/skills-abilities-knowledge.jpg" alt="Keys to a Successful Skill Database" width="300" height="225" />

&nbsp;

Join us as Serena Huang delves into real-world examples and best practices from organizations implementing Skills Cloud. During this roundtable discussion, HR leaders will share their insights, providing you with valuable tips and actionable strategies to manage your workforce's skills and improve your organization's performance.

<img class="aligncenter wp-image-39058" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-2-Workday-Skills-Cloud-1024x576.png" alt="" width="489" height="275" />

During this roundtable discussion, let's explore:
<ul>
 	<li>Understanding the importance of skills management in today's business environment.</li>
 	<li>Exploring the features and benefits of Skills Cloud in Workday.</li>
 	<li>Practical tips for effectively creating and maintaining skills that matter most.</li>
 	<li>Strategies for promoting skills visibility and fostering collaboration across teams.</li>
 	<li>Leveraging skills data for talent acquisition, learning and development, and succession planning.</li>
 	<li>Overcoming common challenges in implementing and utilizing a skills database.</li>
</ul>
Three main components: 
<ol>
 	<li>Skills Inference</li>
 	<li>Skills Verification</li>
 	<li>Skills Strength

<img class="aligncenter wp-image-39056" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-2-Inference-and-Verification-Source-Josh-Bersin-1024x586.jpg" alt="Inference and Verification | Workday Skills Cloud " width="434" height="248" /></li>
</ol>
&nbsp;

Whether you are considering adopting Skills Cloud or already utilizing it within your organization, this session will equip you with the knowledge and tools to make the most of this powerful feature. Don't miss this opportunity to engage with industry experts and fellow HR leaders in a dynamic discussion on creating a skills database with Skills Cloud (Workday).

ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Session Focus: A case study capacity study using lean methods to develop a skill matrix analyzing the processes used to do the actual work.


As HR leaders, you play a vital role in ensuring that your organization's workforce possesses the right skills to drive productivity, efficiency, and innovation. To effectively align your talent with the demands of the ever-evolving workplace, it is essential to develop a comprehensive skill matrix that accurately identifies the skills required to perform various job roles.

<img class="aligncenter wp-image-39055" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-1-Job-Design-Source-Josh-Bersin-1024x578.jpg" alt="Skills Strategy | Job Design" width="595" height="336" />

Azizeh will share her current capacity study project, using lean methods to develop a skill matrix by analyzing the processes used in the actual work. She will explore the importance of a skill matrix in strategic workforce planning. This approach allows organizations to understand better the skills required for each job role and make data-driven decisions to optimize their workforce.

Key Takeaways:
<ol>
 	<li>Understanding the significance of creating a skill matrix for effective talent management.</li>
 	<li>Exploring a case study on the capacity study and lean methods for skill matrix development.</li>
 	<li>Applying capacity study techniques to analyze the processes used in the actual work.</li>
 	<li>Identifying and defining the essential skills needed for each job role.</li>
 	<li>Building a comprehensive skill matrix that aligns with organizational goals.</li>
 	<li>Leveraging the skill matrix for talent acquisition, development, and succession planning.</li>
 	<li>Overcoming challenges in implementing a capacity study and developing a skill matrix.</li>
</ol>
Whether you want to enhance your current skill assessment processes or start from scratch, this session will equip you with valuable knowledge and tools to create a robust skill matrix that drives workforce optimization and supports strategic decision-making. Don't miss this opportunity to engage with industry experts and fellow HR leaders in a dynamic discussion on creating a skill matrix using capacity study and lean methods.

&nbsp;

Pre-read: <a href="https://www.aihr.com/blog/create-skills-matrix-competency-matrix/">How to Create a Skills Matrix for Success | Competency Matrix (aihr.com)</a>

<img class="aligncenter wp-image-39063" src="https://wp.ele.llc/wp-content/uploads/2023/05/Skills-DB-1-AIHR-create-skills-matrix-competency-matrix.jpg" alt="AIHR Create Skills Matrix Competency Matrix" width="636" height="341" />

Resources: i4cp's Creating a Skills Database Guide book and AIHR's <a href="https://www.aihr.com/wp-content/uploads/2018/02/SKILL-MATRIX-POWERPOINT-TEMPLATE.pptx">Skills Matrix PowerPoint Template</a> &amp; <a href="https://www.aihr.com/wp-content/uploads/2018/02/SKILL-MATRIX-EXCEL-TEMPLATE.xlsx">Skills Matrix Excel Template</a> (these and similar data-driven tools that will help the HR professional check their <a href="https://www.aihr.com/hr-analyst-course/">HR analyst course</a>).

ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

i4cp

In an era where talent is a critical differentiator, organizations are increasingly recognizing the importance of internal talent mobility. Jay Jamrog's insightful presentation shed light on the crucial role of measuring and rewarding managers who develop talent, emphasizing that "What gets measured, gets done. What gets rewarded, gets repeated."

The session explored how high-performing companies leverage internal talent marketplaces to drive organizational success. Jamrog highlighted three key takeaways:
1. Internal Talent Mobility is crucial for organizational success: Companies that prioritize talent mobility consistently outperform their peers in the market. By implementing effective internal talent marketplaces, organizations can foster better skill development, improve retention, and drive overall growth.
2. Measurement and incentives are critical for success: To make internal talent mobility work, organizations need to move beyond traditional efficiency metrics and focus on effectiveness. This includes creating incentive structures that reward managers for developing and sharing talent, rather than hoarding it.
3. Technology enables personalization and accessibility: Modern talent marketplaces leverage AI and other technologies to create personalized experiences for employees. This makes it easier for individuals to discover opportunities and for organizations to tap into hidden skills within their workforce.
Jamrog emphasized the personal nature of career development, stating, "Careers are personal. It takes leaders and Technology to maintain personalization." This underscores the need for a holistic approach that combines leadership commitment, technological tools, and a supportive culture to create effective talent mobility programs.

The session provided valuable insights for HR professionals and leaders looking to enhance their talent development strategies. By focusing on measuring and rewarding the right behaviors, organizations can create a culture that truly values and nurtures talent, leading to improved performance and competitive advantage in the marketplace.

Talent Mobility and the Internal Talent Marketplace: Talent Ecosystem & Risk Analysis

jay.jamrog

emmployee engagement

internal talent marketplace

internal talent

talent culture

CHIE2022

Bev Kaye Inc

In today's rapidly changing workplace that is more global, multi-generational, dispersed and mobile than ever before, how we once viewed and discussed Career Mobility is no longer 'good enough' to ensure long term success. What we are experiencing is more like Career Disruption; not just for the employee, but equally for the leader and the organization. What was once a ladder is now a lattice; and a healthy career is likened to a kaleidoscope - one subtle shift and the entire lens changes in ways we previously could not have scripted. Since its original publication in 1982, 'Up is Not the Only Way' has been a cornerstone for Career Development Practitioners, but even more importantly, it has become a mantra for all who coach, counsel, lead and execute career development strategies in this ever-evolving environment. This new edition highlights and emphasizes how and why multiple growth options and experiences are no longer a 'nicety', but rather a 'necessity' for those looking to successfully grow the individual as well as the organization. 'Up is Still Not the Only Way' promises to 'master the mindset' on those possibilities with provocative questions, unvarnished truths and break through thinking, to foster new conversations around mobility and development.



&nbsp;

Up is Not the Only Way: Rethinking Career Mobility

post-format-video

beverly.kaye

individual development

mobility and development

How has your answer changed since childhood to the often-asked question “What do you want to be when you grow up?”

For most, the answers tend to begin with excited seven-year-olds confidently and excitedly screaming out things like, “A basketball player!” or “A fireman!” or “A cook!” and then ten to fifteen years later those same kids are shrugging their shoulders while saying, “Not sure. Maybe something in accounting?”

What happened? (Besides only growing to five foot eight and not being able to even reach the net when you jump.)

When did we lose the courage to find our true calling and not just settle for what makes sense in today’s workforce, or what our parents pushed us toward?

Career Courage is meant to help you conquer your fears, shedding misguided ideas, and muster the strength to let go of a safe job and stage your next act. Whether you’re a college grad contemplating choices, a seasoned professional seeking new directions, or a stay-at-home mom preparing to reenter the workplace, this invaluable guidebook poses tough questions about motivation, confidence, character, risk tolerance, and more.

The answers will power your journey forward as you learn to:
<ul>
 	<li>Clarify what really matters</li>
 	<li>Express your point of view</li>
 	<li>Build strong relationships and a robust network</li>
 	<li>Think like an entrepreneur</li>
 	<li>Prioritize a truly fulfilling life</li>
 	<li>And more!</li>
</ul>
&nbsp;

Starting or changing careers can be a scary, soul-searching process. Career Courage will give you the strength and guidance you need to break free from your fears and find fulfillment in the workforce.

Career Courage: Discover Your Passion, Step Out of Your Comfort Zone, and Create the Success You Want

early career

mentoring

marti.konstant

Coaching

katie.kelley

In today’s challenging job market, as recent grads face a shifting economic landscape and seek work that pays and inspires, as workers are laid off mid-career, and as people search for an inspiring work-life change, the time-tested advice of What Color Is Your Parachute? is needed more than ever.

This new edition has been fully revised for 2022 by Vanderbilt University Career Center director Katharine Brooks, EdD, with modern advice on the job-hunt strategies that are working today, such as building an online resume, making the most of social media tools, and acing virtual interviews. Building on the wisdom of original author Richard N. Bolles, this edition updates the famed Flower Exercise (which walks job seekers through the seven ways of thinking about themselves) and demystifies the entire job-search process, from writing resumes to interviewing and networking.

With the unique and authoritative guidance of What Color Is Your Parachute? job-hunters and career changers will have all the tools to discover—and land—their dream job.

&nbsp;

“One of the first job-hunting books on the market. It is still arguably the best. And it is indisputably the most popular.”—Fast Company

What Color Is Your Parachute? 2022: Your Guide to a Lifetime of Meaningful Work and Career Success

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