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

<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">
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<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

Dirk Tussing and Julian Malnak walk through the ELE platform, a website evolving into a Learning 4.0 Experience Platform, as a model of how to curate and share knowledge in a virtual community.

This discussion illustrates how ELE is using the “emergent” process through active experimentation.

<center><img src="https://www.learningexecutive.com/wp-content/uploads/2020/08/emergent-strategy-mintzberg.jpg" alt="&quot;" data-pagespeed-url-hash="3256666182" /></center><center></center><a href="https://www.learningexecutive.com/influencer/dirk-tussing/">Dirk Tussing</a> is available to give a similar walk-through tailored to your team's interest.

Walk-through ELE Platform Overview

dirk.tussing

Operations

collaborative learning

julian.malnak

learning experience platform

platform strategy

future of learnnig

UL Solutions

We now have an intergenerational workforce with new demands from Learning and Development (L&amp;D) that is forcing changes on how L &amp; D traditionally delivers learning. The advent of digital transformations, big data and artificial intelligence necessitates that L&amp;D considers other alternatives to provide learning at the "speed of business".

Research and trends are showing that today's learners want more than classroom and e-learning experiences. They want to connect socially at work and "Google" for answers to their questions. How can Knowledge Transfer capabilities support these needs and the shift in these trends? What are the current challenges that face L&amp;D organizations? Today we discuss these challenges and possible alternatives.

Newton Moore, Knowledge Engineering Manager from UL, will share insights into building communities of practice and using social media tools. Prashant Bhat, Director of Learning at Cigna, will share strategies in knowledge transfer that work for customer transaction systems. A lively discussion follows to explore lessons learned and other approaches from the participants.

We recommend:
<ul>
 	<li>Identifying the “knowledge” you want to transfer and why it matters.</li>
 	<li>Not to let tool selection determine your strategy but to think through what it is you want to accomplish before selecting a technology.</li>
 	<li>Think about how people learn on the job and how they find knowledge and expertise. What tools and people do they access? You might be surprised.</li>
</ul>
Lessons Learned:
<ul>
 	<li>If you build it, they may not come. Just because you provide tools doesn't mean they will be adopted.</li>
 	<li>You need to market, evaluate and incentivize your rollout of these tools</li>
 	<li>Align with critical needs of the business. Have a strategy for identifying the key knowledge and insights to transfer.</li>
 	<li>Benchmark and maintain an awareness of the field. Things are changing every day and you will need to be knowledgeable of the current trends and solutions.</li>
</ul>

Creating Innovated Knowledge Transfer Capabilities

integrated talent management

newton.moore

prashant.Bhat

knowledge transfer

social media tools

Allstate Insurance

Allstate has been implementing organizational and leadership changes to align with its customer-focused strategy, improve operational effectiveness, and leverage management talent.
Allstate’s journey to redefine leadership and introduce a new leadership model. An overview of this business-led and HR facilitated approach will be shared, including the key role that volunteer “change champions” and “advocates” are playing to foster organic change. The session also describes other key elements of this holistic change effort, including the use of social media, alignment of key talent processes, recognition, and “surround sound” communication.
This session will focus on providing insight into:

<ul>
 	<li>Leverage change champions to foster organic change.</li>
 	<li>Recognize the importance of a holistic approach to change.</li>
</ul>

You're in Good Hands with Change Champions

Engagement &amp; Culture

Leadership

learning culture

leadership development

talent management

accelerated leadership development

steve.king1

In this session, you'll get a chance to try Laughter Yoga. You can see how it works for yourself, or consider it for a future event or team-building effort at your organization.
Today's workplace can be grim. Too much to do, never enough time, and an over-stressed, unhealthy workforce trudging through its tasks can lead to an unpleasant work environment.

How to lighten the mood and improve communication, while enhancing health? How about some more laughter?

Potential Benefits to Companies: Elevates mood; Improves communication; Boosts productivity; Increases creativity; Enhances efficiency; Fosters team building; Promotes wellness; Results in a happier, healthier and more dynamic workplace!

Laughter yoga is a breakthrough laughter-delivery system, where anyone can laugh for no reason, without relying on humor, jokes, or comedy. People can feel the benefits right from the first session. It is cost-effective, not time-consuming, and scientifically proven.

In the business world, laughter yoga provides companies with powerful operational benefits. Laughter yoga is a unique system that helps to reduce physical, mental, and emotional stress at the same time. It works simultaneously both on the body and mind.

Scientific research shows that laughter can help resolve workplace stress and create a happy, energetic, and motivated workforce.

Dr. William Fry of Stanford University proved that 10 minutes of hearty laughter is equal to 30 minutes on the rowing machine. Laughter helps to stimulate heart rate, increase blood circulation, supply oxygen and remove waste products.

<center>
<iframe src="//www.youtube.com/embed/LGOUe8TwioU" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

What Laughter Yoga Can Do For You and Your Business

dani.petrie1

GP Strategies

The use of gaming elements is more prevalent outside the gaming community than ever. Millennials have matured in a society where gaming is part of everyday life. The purpose of this panel is to explore how mobile and gamification create a pull effect and drives engagement in social learning spaces. During this panel session we will explore examples of gamification and discuss how elements of gaming are applied in non-gaming media.
The second part of this session will involve asking a panel of Millennials questions about how they learn in the work environment, including:

<ul>
 	<li>How do you learn to do something for the first time?</li>
 	<li>How do you learn to do it better?</li>
 	<li>How do you define what you have learned?</li>
</ul>

Intersection of Millennials and Social Learning: Mobile & Gamificiation

Digital &amp; AI

engagement

gaming

matt.donovan

rose.benedicks

Designing a program that will engage and develop high potential leaders can be challenging, mainly when the group you are creating is exceptionally confident, geographically disbursed, and have very little time to devote to their development. In order to engage a group comprised of these individuals, programs cannot be “events” and must engage each member in a way that makes them want more.
In order to capitalize on the best practices that exist inherently within a group of high potentials and ensure that members of the cohort felt challenged and engaged in their development, a cohort was formed that would last a year. Over a year-long program, the cohort would be structured to provide meaningful individual growth as well as build trust among the group members. By introducing experiences that allowed for risk-taking, self-reflection, and sharing best practices, we were able to create a sense of belonging and a standard frame of reference that did not previously exist. In this case, the cohort approach resulted in higher retention and more substantial business results than previous years and when compared to high performers not involved in the cohort.
While this experience resulted in many positive outcomes, a few lessons were learned along the way. For future cohorts, we would expand the executive champions of the program to provide further exposure to the participants, identify specific and consistent business measures for the mentoring portion of the program, and increase the number of group learning experiences to shape the bond of the group further.

Learning Together: Using Collaborative Cohorts @ Sears Holding Company

michelle.burke

cohort learning

upskilling

mentoring

performance improvement

How do leading companies make their investment in leadership training and development pay off? How do organizations go beyond the formal training event to use informal learning, social learning, performance support, and reinforcement methods to support leadership thinking and behaviors?
The purpose of this learning leader roundtable is to share how various companies are implementing innovative methods for making leadership development stick.
To help guide the roundtable discussion, our facilitator will cover some or all of the following:

<ul>
 	<li>Leadership-Community of Practice Strategies</li>
 	<li>Internal Marketing Ideas</li>
 	<li>Motivation and Incentives</li>
 	<li>Change Management Considerations</li>
 	<li>Accountability and Tracking</li>
 	<li>Web-based Tools</li>
 	<li>Variations by Leadership Group</li>
 	<li>Implementation, Support, and Maintenance Staff Requirements</li>
 	<li>Evaluation Plan</li>
</ul>
<center></center>

Making Leadership Development Stick II

analytics

leadership

linh.lawler

marketing learning

jay.scherer

mike.kasper

Accenture

80% or more of our learning happens outside the boundary of formal learning events.
In this session, we’ll discuss Accenture’s collaboration strategy and how it is being applied in the form of communities to create opportunities for our people to learn from each other. Specific areas we’ll cover:
<ul>
 	<li>Drivers for focusing on collaboration and communities</li>
 	<li>Organizational cultural elements that are important for communities</li>
 	<li>Motivational factors important to learners</li>
 	<li>Success factors in developing communities</li>
 	<li>Demonstration of Accenture’s community capability</li>
</ul>

Communities: Bridging Gaps between Formal and Informal Learning

digital

tom.barfield

collaboration

The professional landscape is transforming, and the only way to maintain a competitive advantage is to maximize the unique skills of your workforce. In Humanity Works, bestselling author, global workplace consultant, and futurist Alexandra Levit provides a guide to making the most of the human traits of creativity, judgment, problem-solving and interpersonal sensitivity. Revealing what the 'robot takeover' will really look like, how talent and machines can work side by side and how you can make organizational structures more agile and innovation-focused, this book will prepare you to lead organizations of the future.

Humanity Works doesn't just explain the fascinating trends of the future of work; it condenses cutting-edge academic and business thinking to show what you can do about the future right now. Original, real-life case studies including Nestle, The Washington Post, Deloitte, and Pepsi combined with exercises and workplace tools will equip you for staying innovative and successful in the wake of major workplace disruption. Everything hinges on capturing the human edge in your organization.

Humanity Works: Merging Technologies and People for the Workforce of the Future

Future of Work

digital transformation

alexandra.levit

relationship building

Knowledge

We are entering what has often been described as the fourth industrial revolution. The power and influence that corporate institutions hold over wider society have reached new heights, as global brands and technological monopolies infiltrate every aspect of modern life. Many traditional organizations are unprepared for this changing world, as they fail to recognize the extent of the changes that are required to operate competitively in the new digital world.

With these cultural and technological shifts has also come a newfound focus on the distribution of information assets and human capital across the world, and in real-time. Share demonstrates the importance of developing new business models based on sharing, reciprocity, and cooperation, as authors Chris Yates and Linda Jingfang Cai challenge corporate executives and institutional leaders to reconsider how their organizations may benefit from engaging more effectively with local communities and wider societies.

Share: How Organizations Can Thrive in an Age of Networked Knowledge, Power and Relationships

linda.cai

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