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.

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

About ELE

Schedule a Local Meetup

Companies In Our Network

Contact ELE

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

<ul>
 	<li>ERGs are a great place to make a big difference &amp; to grow leaders, but only if we support them.</li>
</ul>
This session provided valuable insights into the evolving landscape of DEIB and its importance for organizational success.

It's crucial to recognize that the competition for top talent is fierce. Organizations must prioritize DEIB initiatives to attract and retain skilled employees, regardless of whether their customer base is diverse.
Key takeaways for HR leaders:

<ol>
 	<li>Embed DEIB into the company's values and culture. Ensure that DEIB is reflected in the organization's values, leadership competencies, and employee lifecycle.</li>
 	<li class="container ng-tns-c413402989-362 hide">
<div class="carousel-container ng-tns-c413402989-362">
<div class="carousel-content ng-tns-c413402989-362">
<div class="sources-carousel-source ng-tns-c413402989-362 hide ng-star-inserted" data-test-id="sources-carousel-source">Connect DEIB to business outcomes. Articulate the value and impact of DEIB on profitability, talent acquisition and retention, and market agility.</div>
</div>
</div></li>
 	<li>Leverage ERGs, coaching, and communities of practice. Utilize these platforms to foster inclusivity, belonging, and knowledge sharing.</li>
 	<li>Stay agile and adapt. Continuously evolve DEIB programs to align with the changing legal and societal landscape, incorporating the latest best practices.</li>
</ol>
Let's continue the conversation and collaborate on ways to further integrate DEIB into our organizations. By working together, we can create a more inclusive and equitable workplace for all.

Stop De-prioritizing Your DEI Advantage: How Prioritizing Inclusion Fuels Business Performance

future of work

Integrated Talent Management

suzanne.sherry

communities of practice

Change Management

coaching

talent acquisition

employee experience

betty.hart

belonging

DEIB

inclusive leadership

CHIE2024

workplace culture

HR Strategy

Diversity and Inclusion

agile HR

ashanti.morgan

roberto.sepulveda

Talent Retention

ERGs

DEIB toolkit

At the core of a thriving organization is its ability to foster a sense of belonging and engagement among its employees. Peer coaching emerges as a powerful tool in this context, providing a structured yet flexible method to enhance employee retention and cultivate a supportive company culture.  This session provided valuable insights into the power of peer coaching for professional development and organizational growth. At its core, the discussion emphasized a crucial aspect of learning:
<blockquote>"Learning requires vulnerability. Creating psychological safety is vital because without it, people can't be vulnerable enough to learn." -- <a href="https://www.ele.llc/members/kyle-swanson" target="_blank" rel="noopener">Kyle Swanson</a></blockquote>
This profound statement encapsulates the essence of effective peer coaching. The session highlighted three key takeaways:
<ul>
 	<li>The Importance of Psychological Safety: Establishing a secure and accepting environment is pivotal for successful peer coaching. By fostering a space where individuals feel free to express vulnerability and share without judgment, the stage is set for deeper and more impactful learning interactions.</li>
 	<li>Valuing Diverse Viewpoints: Peer coaching circles are enriched by the variety of perspectives they bring together. Access to different viewpoints not only offers fresh insights but also encourages the exploration of questions that may not arise in a more homogenous group. This diversity catalyzes a more robust learning experience.</li>
 	<li>Commitment to Preparation Enhances Outcomes: The effectiveness of peer coaching hinges on the participants' dedication to the process. Success is facilitated by thorough preparation, which includes reflective thinking prior to sessions, active participation during discussions, and a solid commitment to both provide and receive constructive feedback.</li>
</ul>
<img class="aligncenter wp-image-40779" src="https://wp.ele.llc/wp-content/uploads/2024/03/graph-employee-retention-rates_3-source-MIT-Sloan-2019-Study-1024x512.png" alt="Retention: Hired vs. Acquired Employees" width="612" height="306" />

By focusing on these elements, organizations can harness the full potential of peer coaching, creating a culture of continuous learning and growth. This approach not only enhances individual development but also strengthens team dynamics and organizational resilience in an ever-evolving professional landscape.

Peer Coaching: Empowering Success

Engagement &amp; Culture

dirk.tussing

kyle.swanson

richard.busby

allyson.carter

edward.desrosiers

talent management

learning &amp; development

anton.maletich

shelley.smith

Coaching

kim.ludwig

employee engagement

psychological safety

organizational development

reskilling

learning and development

peer coaching

employee retention

organizational success

HR Innovation

workplace innovation

rachel.kaberon

Organizational Growth

lauren.marder

Lead Belay

Session Focus: Developing self-aware, culturally attuned leaders through peer learning
In this session, we explored innovative strategies for nurturing mid-level "leaders of leaders" through Lead Belay's virtual peer coaching program. Three key takeaways emerged:

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Use minimal content and instead create space for self-discovery, peer learning, and practicing skills like coaching.</li>
 	<li class="whitespace-normal break-words">Allow participants to choose their own development objectives within a guiding framework rather than forcing set objectives.</li>
 	<li class="whitespace-normal break-words">Prioritize building psychological safety and trust within diverse small cohorts, including from cross-company participants.</li>
</ol>
The 7 or 11-week program breaks from traditional leadership training by being highly experiential and content-light.
Panelists who went through the program lauded features like rapid relationship building exercises that quickly fostered cohort trust despite being virtual. They appreciated the freedom to define their own leadership vision through self-reflection and peer workshopping, while still getting light facilitation from professional coaches.

<blockquote>"You learn to apply the skills to the challenges you face in your organization's culture." -- <a href="https://www.ele.llc/members/andrea-nunez" target="_blank" rel="noopener">Andrea Nunez</a></blockquote>
Rather than one-size-fits-all content dumps, Lead Belay's design meets leaders where they are through small cohorts purposefully grouped for diversity. This creates an intimate environment for vulnerable discussions and mutual accountability for committed behavior changes back on the job.
By prioritizing self-awareness over rote skill teaching, the Next-Level Leader Ascent program exemplifies a powerful shift towards developing authentic leaders attuned to their organizational culture's unique challenges.

Mid-level Leader Development | Next-Level Leader Ascent

experiential learning

Leadership

Peer-to-Peer Learning

learning culture

mike.kester

assessments

leadership development

self-awareness

Adding Value

amanda.mickelson

lindy.stockton

peer-learning

andrea.nunez

organizational culture

wise2024

mid-level leaders

RunYourself

Bright Software, Inc.

Did you know that employees who have a coaching manager are eight times more likely to be highly engaged compared to their peers with managers who don’t take a coaching approach? (Source: <a href="https://www.forrester.com/blogs/can-your-managers-also-be-good-coaches/" target="_blank" rel="noopener noreferrer">Forrester</a>)

The human element remains the most pivotal yet challenging aspect in the dynamic landscape of mergers and acquisitions (M&amp;A). As HR Talent Development Leaders, our role transcends traditional boundaries, placing us at the heart of shaping the post-M&amp;A integration experience.

This interactive discussion will provide a platform for sharing insights, experiences, and innovative practices across industries. Together, we will dissect the symbiotic relationship between a sense of belonging, employee engagement, and the successful actualization of M&amp;A value through peer coaching.

Areas to Explore:
<ul>
 	<li>The Impact of Belonging: Delve into how a sense of belonging influences employee retention and integration efficacy after M&amp;A and the role HR leaders play in this dynamic.</li>
 	<li>Peer Coaching Frameworks: Examine diverse peer coaching models effective in M&amp;A contexts, focusing on strategies that promote connection, understanding, and a cohesive company culture.</li>
 	<li>Implementation and Challenges: Collaboratively identify practical steps for instituting peer coaching initiatives, address common hurdles, and strategize on metrics to gauge their impact on engagement and retention.</li>
</ul>
This roundtable is more than a discussion; it's an opportunity to co-create a repository of best practices that can guide HR Talent Development Leaders in leveraging peer coaching to enhance M&amp;A outcomes. Join us in this journey of discovery and innovation, where your experiences and ideas will help shape the future of HR practices in M&amp;A scenarios.

Recommended Reading: <a href="https://www.slalom.com/de/en/insights/10-practices-for-acquired-employee-onboarding-in-m-a" target="_blank" rel="noopener noreferrer">10 Practices for Acquired Employee Onboarding in M&amp;A</a>

Empowering M&A Success Through Peer Coaching | Building Belonging to Drive Retention and Value Realization

engagement &amp; culture

chris.olson

talent development

helping managers

wendy.greeson

manager development

coaching strategy

organizational challenges

manager effectiveness

retention strategies

mica.vaipan

Zurich North America

BetterUp

In this dynamic session, we will guide you through the process of creating a scalable peer coaching program to tackle your organization's most pressing challenges. We will demonstrate how to harness internal talent effectively to provide valuable support, ultimately contributing to a sustainable and engaged workforce. With a focus on improving manager effectiveness, increasing employee engagement, and enhancing career satisfaction and retention, this session will delve into the strategic implementation of structured peer coaching as a powerful solution.

Throughout this session, we will explore key elements such as:
<ol>
 	<li>Identifying Critical Business and People Priorities: learn how to identify and prioritize the specific business and people-related challenges that can benefit from a coaching approach. We'll explore how to align coaching with your organization's strategic goals.</li>
 	<li>Structuring Coach Recruitment and Development: discover strategies for recruiting and developing internal coaches. We'll discuss the competencies and qualities required for effective coaching, as well as methods to identify potential coaches within your organization.</li>
 	<li>Defining Coaching Engagement Outcomes and Success Measures: establish clear goals and success metrics for your coaching program. We will guide you in defining the outcomes you want to achieve, and how to measure the impact of coaching on manager effectiveness, employee engagement, and overall retention.</li>
</ol>
Join us in this session to gain actionable insights into building a scalable peer coaching solution that not only addresses your organization's biggest needs but also drives meaningful change and growth within your workforce.

Building a Scalable Peer Coaching Solution to Address the Organization’s Biggest Needs: Research followed by Roundtable Discussion

Strategy

melissa.versino

CHIE2023

sarah.lewis

scalable solutions

This engaging session will leverage a creative blend of Performance Technology tools to support the organization's strategic needs. The Innovative nature of this approach breathes new life into the 'tried and true standards often used. We will also help you see opportunities to move from "Order Taker" to "Difference Maker."

We will introduce and practice using the following PI tools and methods to Interrogate reality by defining the official truth vs. ground truth.
<ul>
 	<li>Categorize causal factors using a Rapid Gap Analysis.</li>
 	<li>Identify solutions that eliminate barriers.</li>
 	<li>Isolate and measure key behaviors that fuel the desired results.</li>
</ul>
Together we will explore:
<ul>
 	<li>Identify factors that either support or derail effective transformation.</li>
 	<li>Practice using innovative performance improvement tools.</li>
 	<li>Apply a simple framework to develop an actionable strategy.</li>
</ul>

Moving from Order Taker to Difference Maker: Optimize L&D with Performance Improvement

kery.mortenson

culture

performance improvement

effective leadership

teresa.sertic

Performance Improvement

L&amp;D

Session Focus: Scaling Coaching for Employee Development in Your Organization
<div class="grid grid-cols-1 gap-3 font-claude-message pr-9 relative overflow-x-auto leading-[1.65rem]">
Title: Scaling Coaching for Exponential Employee Growth and Business Impact
The "Art and Science of Next-Gen Coaching That Scales" session provided a fascinating look at the future of employee development through coaching. No longer just for executives, coaching is evolving to become a scalable, data-driven solution to upskill employees and drive tangible business outcomes across an organization.
Here are three key takeaways from the session:

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Next-Gen Coaching utilizes data, AI and technology integrations to identify the right employee populations to target with coaching in order to maximize impact on specific goals like innovation, retention, performance, etc.</li>
 	<li class="whitespace-normal break-words">It goes beyond traditional 1:1 coaching by incorporating diverse modalities like group coaching, AI-guided learning paths, and innovations like ChatGPT to provide personalized development at scale.</li>
 	<li class="whitespace-normal break-words">A core focus is the ability to directly measure and quantify the business impacts of coaching investments, as highlighted by this quote: "If organizations have started flipping the application of coaching on its head, it's come with a very intense drive to be able to measure what none of us could have done effectively before - the direct translation of investments to business impact."</li>
</ol>
The examples of Chevron using Next-Gen coaching to build an innovation culture and Truloe tying it directly to retention and performance metrics were powerful illustrations of this new approach. By integrating with existing HR technologies, applying AI to identify critical populations, and diversifying solutions, coaching is transforming from a niche executive benefit to a scalable catalyst for developing talent aligned to business strategy.
If you're exploring coaching, reskilling, or employee development initiatives, the Next-Gen Coaching framework provides a vision for exponentially maximizing the impacts across your workforce. The future of coaching is data-driven, tech-enabled, and focused squarely on driving measurable outcomes.

</div>
<div class="absolute -right-1.5 sm:right-2 bottom-0">
<div class="flex items-center bg-bg-000 border-0.5 border-border-300 shadow-sm pt-3 pb-1 px-2 rounded-lg translate-y-1/2 transition">
<div class="flex gap-0.5 -mx-1 -mt-2 text-text-400 justify-between items-stretch">
<div class="flex gap-0.5"></div>
</div>
</div>
</div>

The Art and Science of Next-Gen Coaching that Scales

jane.shlaes

azizeh.constantinescu

shane.bill

jesse.james

leading remote workers

trust

Coaching Conversations

hybrid environment

hybrid workforce

bryan.burkhalter

jennifer.rainey

kyla.holcombe

Session Focus: Scaling Coaching for Employee Development in Your Organization

In this session, we will explore the art and science of next-gen coaching that scales to support the growth and development of employees while driving business results. Join us to learn best practices, innovative strategies, and emerging trends in coaching for the future.

As organizations continue to face rapid changes in today’s business environment, one of the key challenges they encounter is to provide their employees with the right coaching and development opportunities. While many companies have established coaching programs, they often lack a strategic approach that aligns with the business goals and supports employees’ growth.

In this session, we will explore case studies and research insights for implementing a
strategic coaching approach that can help organizations thinking differently about their coaching efforts to drive business results.

We will focus on moving from a traditional programmatic coaching approach to a scaled, strategic coaching approach that aligns with the business goals today and in the future.

We will cover the utility of scaled coaching to imperatives such as building effective managers to drive performance, building a resilient and future-ready workforce to navigate change + transformation, and fosters a culture with well-being and belonging as core tenets.

Tactically, we’ll discuss best practices to align coaching with business goals, setting up measurable coaching goals, creating a coaching program that is flexible and adaptable, and strategically integrating internal + external coaching resources.
<img src="https://wp.ele.llc/wp-content/uploads/2023/03/The-Power-of-Scale.png" alt="The Power of Scale" width="1458" height="817" />
We will also discuss the role of technology in scaling coaching efforts, including the use of AI-powered coaching platforms and other digital tools that can help organizations provide personalized coaching experiences to employees at scale.

You will get fresh ideas for how to scale coaching solutions, including questions such as:
<ol>
 	<li>What are some of the key challenges organizations face in scaling coaching efforts, and how can they overcome them?</li>
 	<li>What are the benefits and utility of a strategic coaching approach, and how can it support the growth and development of employees while also driving business results?</li>
 	<li>How can organizations create a coaching culture that supports continuous learning and development?</li>
 	<li>What role do managers and leaders play in coaching, and how can they be trained to provide effective coaching to their team members?</li>
 	<li>How can technology be used to support coaching efforts?</li>
 	<li>How can coaching be tailored to meet the unique needs of different employees and organizations, such as those in remote or diverse work environments?</li>
 	<li>What are some of the key metrics and indicators of success for coaching programs, and how can organizations measure the ROI of their coaching efforts?</li>
 	<li>What are some of the common pitfalls to avoid when scaling coaching efforts, and how can organizations ensure their coaching programs are effective and sustainable over time?</li>
 	<li>How can coaching be integrated into broader talent management strategies, such as performance management and succession planning?</li>
 	<li>What are some of the emerging trends in coaching, and how can organizations stay up-to-date with the latest best practices and innovations in the field?</li>
</ol>
By the end of this session, you will have a clear understanding of what a strategic coaching approach looks like, and how your organization can implement it to drive business results and support employee growth and development. You will also learn how to measure the effectiveness of your coaching program, so you can continuously improve it and scale it to meet the needs of your organization.

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

dan.stanton

Charter Manufacturing

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="lazyautosizes lazyloaded aligncenter wp-image-36904 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg 745w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-300x181.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-234x141.jpg 234w" data-sizes="auto" />

Source for graphic: AIHR (The Netherlands)

In this insightful presentation, Megan Joecks, VP of Talent Management at Charter Manufacturing, shared how her organization revolutionized their talent management approach by moving beyond traditional 9-box grids. The new "Talent Builder" framework focuses on engaging employees at all levels while providing a more nuanced and actionable talent assessment process.
<blockquote>Megan emphasized, "We are taking the stance that development is for everyone and there might be additional engagement or retention tactics that may need to be deployed for your top talent."</blockquote>
This philosophy underpins their innovative approach to talent management and development.

Key Takeaways:
1. Rethinking Talent Assessment: By transitioning from the traditional nine-box grid to a "Development Paths" approach, organizations can foster more meaningful talent conversations and generate actionable insights for employee growth and succession planning.
2. Transparency and Engagement: Implementing a transparent talent management process that actively involves employees in their own development journey can significantly boost engagement levels and improve the effectiveness of succession planning efforts.
3. Facilitating Meaningful Conversations: Equipping both managers and employees with tools like conversation starters can help initiate and maintain productive discussions about career development and potential, leading to more engaged and motivated workforce.
This session provided valuable insights for HR professionals and leaders looking to modernize their talent management practices and create a more engaging, transparent, and development-focused organizational culture.

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

performance assessment

succession planning

hipo

ana.bedard

megan.joecks

intergrated talent development

talent performance

jenny.heitman

jb.mckoy

ann.brownell

shailesh.kamath

9 box assessments

talent review

meaningful conversations

talent management planning

Alter Domus

Session Focus: For Capability Building, Don’t market coaching, market the impact
This session explored the critical role of coaching in supporting new managers and building organizational capabilities. The discussion centered on the challenges faced by fast-growing companies in developing leadership skills and the potential solutions offered by scalable coaching platforms like BetterUp.

<blockquote>
A key insight from the session was captured in this quote: "My leaders, my executive team at the company, they don't really come to me and say we want a coaching solution. What they come to me and say is we've got new managers who don't know what they're doing, they've never had any training, and there's not a program available right now. What can we do to support these managers and limit our risk and exposure?"
</blockquote>
This statement underscores the real-world challenges that many organizations face and the need for practical, impactful solutions.
Key Takeaways:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Coaching is a valuable tool for supporting new managers and addressing gaps in leadership development, especially in fast-growing organizations.</li>
 	<li class="whitespace-normal break-words">Various approaches to coaching (one-on-one, group, team) can be tailored to an organization's needs and budget. The key is to start somewhere and demonstrate impact.</li>
 	<li class="whitespace-normal break-words">To gain support for coaching initiatives, tying coaching outcomes to business results and demonstrating return on investment is crucial. This approach can help secure funding and expand coaching programs within the organization.</li>
</ol>
The session provided valuable insights into implementing effective coaching strategies, emphasizing the importance of data-driven approaches and measurable outcomes. Attendees learned about the potential of scalable coaching solutions to bridge the gap between promotion and formal training for new managers, ultimately contributing to improved retention, productivity, and overall employee experience.

Global Coaching Strategies for Capability Building with BetterUp

new manager

katie.mcallister

missy.gonzales

front-line managers

ariel.mcgrew

retention strategy

building resilience

AbleLight

The delivery of coaching is wide-ranging and can be very costly. How can you get the most value and still have a big impact? In this session, we’ll discuss an approach to establishing an enterprise-wide Coaching Center that transforms development and saves tens of thousands of dollars each year.

&nbsp;

Objectives:
<ul>
 	<li>Establish a comprehensive enterprise-wide coaching system in a period of transformation</li>
 	<li>Harness the potential of certified internal coaches to gain a significant return on investment</li>
 	<li>Examine coaching engagement phases from initiation through summation including surveys to evaluate the effectiveness</li>
</ul>
About Michelle

Michelle is an executive coach and talent and organization development leader. She led the creation of an internal coaching practice for a 70,000+ employee multi-state integrated health system including building an internal certified pool of coaches as well as the vetting of external coaches. She’s worked in nonprofit and for profit global and national organizations in service, product, and manufacturing industries.

Radically Transform Potential and Gain Value through a centralized Coaching Practice Center: Case Study: Six Months to Saving Thousands

analytics

people strategy

upskilling

measurement

business impact

organizational agility

CHIE2022

Session Focus: Case Study that dives deep into Coaching as a Capability Solution, Marketing, Measurement, and more.
This session presented a compelling case study from Physicians Immediate Care, demonstrating how a comprehensive coaching program can address organizational challenges and drive positive change.

<blockquote>
The presenter emphasized, "We really wanted to push coaching as the main focus of the solution because especially after the initial push, coaching as a development opportunity was going to be the solution to keep scaling."
</blockquote>
Key Takeaways:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Comprehensive Approach: Implementing coaching across all organizational levels improves retention, engagement, and productivity.</li>
 	<li class="whitespace-normal break-words">Leadership Buy-in and Modeling: Success depends on leadership support and active engagement in coaching practices.</li>
 	<li class="whitespace-normal break-words">Adaptability and Continuous Improvement: Flexibility in coaching strategies is crucial for long-term success, especially during organizational changes.</li>
</ol>
This session offered practical insights into leveraging coaching as a strategic tool for organizational development, applicable across various industries and company sizes.

Global Coaching Strategies for Capability Building

tomas.ramirez

geovanny.andino

diversity &amp; inclusion

mike.rockelmann

leslie.lighton-humphreys

hybrid workplace

hybrid learning

DX Learning Solutions

Session Focus: Let’s talk about talent strategies for Measuring Coaching Impact


This session provided valuable insights into the transformative power of coaching in leadership development and organizational success.
<blockquote>As highlighted by Michelle Gonzales and Alex Draper, "The ultimate goal of coaching is human betterment... If we improve a leader, it leads to a better employee experience."</blockquote>
This simple yet profound truth emphasizes the lasting impact of coaching on both individual leaders and the teams they lead.

Here are three key takeaways for senior HR talent leaders:
<ol>
 	<li>Coaching Drives Leadership and Organizational Growth: Coaching helps unlock the potential of leaders, fostering personal and professional growth. When leaders improve, it directly influences team performance and strengthens overall company culture. Make coaching a central component of leadership development.</li>
 	<li>Shift from Command-and-Control to Empowerment: Today’s workforce expects more than traditional top-down management. Coaching nurtures decision-making skills and promotes an empowering, empathetic approach. Senior HR leaders should build a coaching culture that encourages autonomy and development at all levels.</li>
 	<li>Measuring the Impact of Coaching: Investing in coaching is only effective if outcomes are measurable. Align coaching programs with key business metrics such as leadership effectiveness, team performance, and employee engagement. This ensures coaching delivers tangible returns and fosters accountability.</li>
</ol>
For senior HR leaders, coaching is not just a leadership tool; it’s a pathway to a more engaged, high-performing organization.

Measuring Coaching Impact

alex.draper

EmployeeEngagement

LeadershipDevelopment

CoachingCulture

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="aligncenter size-full wp-image-36904" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" />
Source for graphic: AIHR (The Netherlands)
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

integrated talent development

Session Focus: For Capability Building, Don’t market coaching, market the impact

Strategic Opportunity for our peer-discussion

Alter Domus is considering leveraging BetterUp to coach newly appointed managers and help us fill the gap between the time they are placed in a manager role and the start of our annual leadership development program.  Additionally, they are considering giving each manager access to obtain 3 months of BetterUp coaching per year

&nbsp;
<h4>We all get stuck and need an experienced helping hand to make breakthroughs to keep learning.</h4>
&nbsp;

<a href="https://www.learningexecutive.com/moments/behavioral-impacts-of-coaching-well-being/"><img class="aligncenter size-large wp-image-35817" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/2022WISE_Goodyear_Coaching-thumbnail-1024x687.jpg" alt="2022WISE_Goodyear_Coaching-thumbnail" width="600" height="403" /></a>

During today's discussion, let’s get fresh ideas for how we successfully use coaching solutions:
<ol>
 	<li>Coaching program for Managers</li>
 	<li>Successor Development 1:1 coaching: Highly customized, in-person or virtual: External Coaches</li>
 	<li>Using external platform/AI-based/Virtual</li>
 	<li>1:1 Coaching</li>
 	<li>Team Coaching for decision velocity and innovative ideas</li>
 	<li>Group Coaching Circles on topics such as Building Resilience</li>
 	<li>Peer coaching for D&amp;I sustainability</li>
</ol>
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

learning strategy

nick.allen

kevin.abud

Session Focus: Let's talk about talent strategies for Measuring Coaching Impact


As someone who hires coaches for leaders in the organization, how are we getting to the explicit expectations of the coach, the coachee, the manager, and the organization's responsibilities?

In this live discussion, we will explore:
<ul>
 	<li>How are we measuring effectiveness?</li>
 	<li>How do you measure behavioral change?</li>
</ul>
&nbsp;

Michelle Gonzales and Alex Draper will share how ELE members measure coaching impact.

It starts with using a framework that captures a modern mindset that encourages self-awareness, empathy, and improvement; helpings managers promote psychological safety and higher performance for their teams by uncovering their leadership blind spots. It stimulates the growth mindset for inclusive leadership.

Engagement surveys with multiple pulse checks to track changes are crucial to measuring impact. By working on efficacy and changing the perception, HR learning &amp; development is changing the culture to be ready for the future of work.

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

Session Focus: Case Study that dives deep into Coaching as a Capability Solution, Marketing, Measurement, and more.
<h3></h3>
<h3>We all get stuck and need an experienced helping hand to make breakthroughs to keep learning.</h3>
<h2>Don’t market coaching, market the impact</h2>
 Goodyear uses these coaching solutions to build capability:
<h2><a href="https://www.learningexecutive.com/moments/global-coaching-strategies-for-capability-building-dont-market-coaching-market-the-impact/"><img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Goodyear-Global-Coaching-Strategies-for-Capability-Building.jpg" alt="Global Coaching Strategies for Capability Building" width="1282" height="726" /></a></h2>
<h2>95% of coaching is done virtually</h2>
<ol>
 	<li>1:1 Coaching Over 700 leaders coached in the last five years: External platform/AI-based/Virtual</li>
 	<li>Coaching program for Managers</li>
 	<li>Team Coaching for decision velocity and innovative ideas</li>
 	<li>Successor Development 1:1 coaching: Highly customized, in-person: Internal Coaches</li>
 	<li>Group Coaching Circles on topics such as Building Resilience</li>
 	<li>Peer coaching for D&amp;I sustainability</li>
</ol>

<hr />

<h3>What we will explore together:</h3>
<ul>
 	<li>What are you doing in this area that is working for you?</li>
 	<li>What are the barriers you face, where you’re “stuck”?</li>
 	<li>If you could do anything, what would you recommend as your way forward?</li>
</ul>
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

Every year, researchers publish articles about refining, enhancing, or completely reinventing performance management.  With the increased focus on keeping pace with business needs, inclusion, high-performing teams, and hybrid work, performance management needs to be agile, flexible, timely, and useful.

<hr />

<h3>What we will explore together:</h3>
<ul>
 	<li>What were the key drivers leading to a change in your performance management process?</li>
 	<li>How have organizations simplified the performance management processes and maintained or increased the effectiveness</li>
 	<li>What specific actions were necessary to ensure the simplified process was adopted/implemented</li>
 	<li>Who were the key stakeholders that were necessary for the process to be embedded into the organization?</li>
</ul>
Preread:  Marc Effron’s <a href="https://talentstrategygroup.com/how-to-createa-talent-strategy/" target="_blank" rel="noopener">How to Create A Talent Strategy</a> Gartner article: <a href="https://www.gartner.com/en/articles/6-predictions-for-the-future-of-performance-management" target="_blank" rel="noopener">6 Predictions for the Future of Performance Management</a>

Simplifying Talent Planning: How to Create A Talent Strategy

collaborative learning

Login