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

<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>

Intrepid by VitalSource

St. Charles Consulting Group

In an era where workforce agility is no longer optional, this session made it clear: the future of talent strategy hinges on skills—not just roles or headcount. The conversation, led by Craig Friedman (St. Charles Consulting Group) and supported by insights from Angelica Stilling and others, revealed that becoming a skills-based organization isn’t about overhauling everything at once. It’s about transforming how we think—shifting from tracking people in static jobs to understanding, validating, and mobilizing dynamic capabilities across the enterprise. This isn’t an abstract theory. It’s a data-driven, business-aligned transformation that brings HR, learning, and business strategy together around a shared language: skills.
<blockquote>"Skills-based talent management changes talent from an exercise in headcount management to one in capability management." -- <a href="https://www.ele.llc/members/craig-friedman" target="_blank" rel="noopener">Craig Friedman</a><span style="font-size: 16px;">, St. Charles Consulting Group</span></blockquote>
<h3 data-start="1174" data-end="1195"><img class="aligncenter size-full wp-image-43028" src="https://wp.ele.llc/wp-content/uploads/2025/05/Skills-Based-Talent-as-Data.jpg" alt="Talent Processes as Interlocking Skills in a Value Chain with Craig Friedman" width="1920" height="1229" /></h3>
<h3 data-start="1174" data-end="1195"></h3>
<h3 class="" data-start="1174" data-end="1195">🔑 Key Takeaways:</h3>
<ul data-start="1196" data-end="1900">
 	<li class="" data-start="1196" data-end="1343">
<p class="" data-start="1198" data-end="1343"><strong data-start="1198" data-end="1239">Skills-first is a data transformation</strong>, not just an HR system upgrade. It enables real-time staffing, upskilling, and business responsiveness.</p>
</li>
 	<li class="" data-start="1344" data-end="1491">
<p class="" data-start="1346" data-end="1491"><strong data-start="1346" data-end="1376">Start where it hurts most.</strong> The most successful skills initiatives address urgent talent shortages or disruptions—not enterprise-wide reboots.</p>
</li>
 	<li class="" data-start="1492" data-end="1618">
<p class="" data-start="1494" data-end="1618"><strong data-start="1494" data-end="1529">Validation is the new currency.</strong> Without confidence in your skills data, your decisions are only as good as your guesses.</p>
</li>
 	<li class="" data-start="1619" data-end="1753">
<p class="" data-start="1621" data-end="1753"><strong data-start="1621" data-end="1667">Competencies and skills are complementary.</strong> Use competencies to frame long-term development and skills to drive near-term action.</p>
</li>
 	<li class="" data-start="1754" data-end="1900">
<p class="" data-start="1756" data-end="1900"><strong data-start="1756" data-end="1795">Internal mobility is evolving fast.</strong> New platforms link skills to roles, learning, and gigs—empowering employees to move anywhere in the org.</p>
</li>
</ul>
<h3 data-start="1902" data-end="1928"><img class="aligncenter size-full wp-image-42798" src="https://wp.ele.llc/wp-content/uploads/2025/04/STCCG-Skills-Gears-vDetailed-2024APR.png" alt="Skills-based Talent Value Chain" width="1002" height="365" /></h3>
<h3 class="" data-start="1902" data-end="1928">✅ What You Can Do Now:</h3>
<ul data-start="1929" data-end="2590">
 	<li class="" data-start="1929" data-end="2053">
<p class="" data-start="1931" data-end="2053"><strong data-start="1931" data-end="1982">Launch a pilot tied to a business-critical gap.</strong> Look for roles that are hard to fill or functions hit by rapid change.</p>
</li>
 	<li class="" data-start="2054" data-end="2197">
<p class="" data-start="2056" data-end="2197"><strong data-start="2056" data-end="2100">Establish a skills confidence framework.</strong> Layer validation types (e.g., tests, endorsements, certifications) to guide workforce decisions.</p>
</li>
 	<li class="" data-start="2198" data-end="2328">
<p class="" data-start="2200" data-end="2328"><strong data-start="2200" data-end="2243">Update job profiles with tagged skills.</strong> This enables dynamic learning pathways and more precise talent marketplace matching.</p>
</li>
 	<li class="" data-start="2329" data-end="2459">
<p class="" data-start="2331" data-end="2459"><strong data-start="2331" data-end="2369">Collaborate across HR disciplines.</strong> Align your talent acquisition, compensation, and L&amp;D teams using shared skill taxonomies.</p>
</li>
 	<li class="" data-start="2460" data-end="2590">
<p class="" data-start="2462" data-end="2590"><strong data-start="2462" data-end="2488">Create governance now.</strong> A cross-functional skills council ensures consistency and avoids siloed efforts as your system grows.</p>
</li>
</ul>

<hr class="" data-start="2592" data-end="2595" />
<p class="" data-start="2597" data-end="3110">As senior talent leaders, we’re being asked to lead with more speed, data, and alignment than ever before. What this session underscored is that skills are the connective tissue—linking hiring, learning, development, and workforce planning. But adopting a skills-based strategy doesn’t require flipping the entire enterprise overnight. Start small. Solve something real. Let the results speak for themselves. Because when you shift from managing people to managing capability, you stop reacting—and start leading.</p>
<p class="" data-start="3112" data-end="3283">💬 Curious how others are implementing these ideas? Our Skills Mini-Series just launched. Let’s co-create, not just consume: <a href="https://www.linkedin.com/events/7316808743541714944/comments/" target="_blank" rel="noopener">🎯 Cohort Signup Portal: Unlock Integrating Enterprise Skills | Mini-Series</a></p>

Talent Processes as Interlocking Skills in a Value Chain | Best Practice Sharing

future of work

Integrated Talent Management

Future of Work

talent development

talent management

Talent Strategy

strategic alignment

employee experience

organizational development

learning and development

tim.chudy

skills taxonomy

diana.barnett

cohort-based learning

people analytics

HR leadership

HR Strategy

craig.friedman

Workforce Transformation

Skills Gap

Internal Mobility

angelica.janina.stilling

Strategic Workforce Planning

wise2025

capability building

skills-based organization

talent processes

skills value chain

best practice sharing

employee lifecycle

enterprise skills

HR consulting

workforce skills

Skills-Based Hiring

ELE Group, LLC

<blockquote><span style="font-size: 17.6px;">"Static content no longer works—learning must be engaging, relevant, and tied to real work." -- <a href="https://www.ele.llc/members/tim-chudy" target="_blank" rel="noopener">Tim Chudy</a>, Intrepid by VitalSource</span></blockquote>
As we shift away from static, one-size-fits-all approaches, cohort learning emerges as a dynamic solution that emphasizes collaboration, relevance, and real-world application. This session offered a comprehensive exploration of the transformative potential of cohort-based learning, providing senior HR talent leaders with actionable strategies to enhance workforce development.
<h4><strong>Key Points and Themes</strong></h4>
<ul>
 	<li><strong>Cohort Learning Defined:</strong> Groups of learners engage collaboratively, integrating peer interaction, practical application, and ongoing reflection.</li>
 	<li><strong>Scalable and Flexible Designs:</strong> Semi-synchronous models allow for greater participation and adaptability, overcoming traditional scalability challenges.</li>
 	<li><strong>Skills-Centric Focus:</strong> Harnessing skills data enables personalized learning pathways, targeted upskilling, and innovative talent strategies.</li>
 	<li><strong>Business Alignment:</strong> Programs must connect learning to workplace outcomes, ensuring that skills development translates into measurable impact.</li>
</ul>
<h4><strong>Key Takeaways for Senior HR Talent Leaders</strong></h4>
<ol>
 	<li>Cohort learning creates networks of shared accountability, fostering engagement and real-world skills application.</li>
 	<li>Semi-synchronous designs offer flexibility while retaining collaborative benefits, solving scalability challenges.</li>
 	<li>A skills-based talent strategy broadens talent pipelines and drives employee-driven career progression.</li>
 	<li>Leadership development thrives through long-term cohort journeys, ensuring sustained engagement and accountability.</li>
 	<li>Relevance is key—learning must directly align with workplace challenges to secure participant buy-in and impact.</li>
 	<li>Business impact is amplified when programs align with strategic priorities and leverage leadership support.</li>
</ol>
This session underscored that HR leaders are at the forefront of shaping not just skills but also the culture of collaboration and innovation. Implementing these insights ensures that we build a future-ready workforce prepared for the dynamic demands of tomorrow.

The Skills-based Initiatives Collaborative Learning Experience

cohort learning

collaborative learning

upskilling

edward.desrosiers

leadership development

employee engagement

business impact

continuous learning

CHIE2024

brian.richardson

future-ready workforce

HR Innovation

skills-based learning

Scalable Learning Solutions

Daikin Applied Americas

<strong>Post-Action Insights: Online Learning for Skills Development at Scale</strong>

In this session, Laura will discuss Daikin’s modality analysis and how they use that to select the best-fit tool for each learning challenge. She will then review how they design and implement cohort-based learning once they have determined that a collaborative approach will be most impactful. This session will allow instructional designers, learning architects, learning experience designers, and other industry professionals to engage in meaningful dialogue, fostering a deeper understanding of collaborative online learning and its impact on our field.

Key takeaways from this session include:
<ol>
 	<li>Considerations for selecting the most effective learning strategy given a learning challenge.</li>
 	<li>Reflecting on the value and effectiveness of collaborative online learning.</li>
 	<li>Identify the most valuable aspects and strategies for incorporating cohort learning elements into your work.</li>
</ol>
Don't miss this opportunity to deepen your understanding of collaborative online learning, share your experiences, and connect with fellow professionals who share your passion for creating transformative learning experiences.

Talent Processes as Interlocking Skills in a Value Chain | Best Practice Sharing

The Skills-based Initiatives Collaborative Learning Experience

Reflecting on Collaborative Online Learning Experiences

Login