ELE Group, LLC

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

coaching

effective leadership

teresa.sertic

Performance Improvement

CHIE2023

L&amp;D

Oshkosh Corporation

<h5>What It Is and Why It Matters?</h5>
We know that employee engagement is connected to retention, as well as team and company performance. We also know that engagement itself isn’t enough (no, ping pong tables and beer in the fridge don’t get you engagement). Companies that want sustained engagement have to consider the entire employee experience.

<hr />

<h5>What we will Explore Together:</h5>
<ul>
 	<li>Companies that spend time focusing on the customer experience have higher customer satisfaction. Focusing on the employee experience can lead to higher engagement, which reduces voluntary turnover and increases productivity.</li>
 	<li>Workforce priorities have shifted throughout the pandemic. We’ll share some of the ways priorities have shifted and what that might mean for your employee experience.</li>
 	<li>How is engagement measured? We’ll explore current trends in engagement surveys and share our organizations’ approach to measuring engagement.</li>
</ul>

Employee Experience: Engagement through Diversity, Equity, Inclusion and Belonging

Engagement &amp; Culture

Operations

onboarding

new hire orientation

agility

leading remote workers

Adding Value

employee engagement

employee experience

amanda.mickelson

cristi.burrill

insights-wise-2022

Session Focus: How will employee onboarding change in a post-pandemic hybrid workplace?


The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same.

What changes have you had to make to the “how” of your onboarding program?

The “how” is a different story. The “how” is more challenging, both in tactics and tools

Who really “owns” the employee onboarding process and should there be a re-evaluation of this process post-COVID-19?

In this session, let’s explore together:
<ul class="pl-4">
 	<li>To what degree have the goals for your onboarding program changed since the declaration of the pandemic? If they have changed, how have they changed? If not, how might they need to change in the new reality?</li>
 	<li>What about the challenge that most companies are facing currently, surrounding virtual onboarding owing to socially isolating?</li>
 	<li>What challenges have you experienced in adapting Hybrid Work Settings?</li>
 	<li>What tactic, tool or process have you implemented successfully to improve the employee experience and be more inclusive?</li>
</ul>

Modernizing Onboarding for Hybrid Work Settings

retention

dirk.tussing

brian.watkins

nick.allen

tomas.ramirez

azizeh.constantinescu

jesse.james

janna.scheese

tricia.danielsen

measurement

mary.vales

monica.macfarlane

karen.brenneman

jeff.gill

hybrid workplace

tracy.adams

hybrid onboarding

emmployee engagement

lisa.erlich

Session Focus: How will employee onboarding change in a post-pandemic hybrid workplace?


The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same.

What changes have you had to make to the “how” of your onboarding program?

The “how” is a different story. The “how” is more challenging, both in tactics and tools

Who really "owns" the employee onboarding process and should there be a re-evaluation of this process post-COVID-19?

In this session, let's explore together:
<ul class="pl-4">
 	<li>To what degree have the goals for your onboarding program changed since the declaration of the pandemic? If they have changed, how have they changed? If not, how might they need to change in the new reality?</li>
 	<li>What about the challenge that most companies are facing currently, surrounding virtual onboarding owing to socially isolating?</li>
 	<li>What challenges have you experienced in adapting Hybrid Work Settings?</li>
 	<li>What tactic, tool or process have you implemented successfully to improve the employee experience and be more inclusive?</li>
</ul>
&nbsp;

<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2021/12/Employee-Onboarding-in-hybrid-workplace.png" />
Alternative work arrangements could become a normal way of working
Source: Flexible Work and Rewards Survey: 2021 Design and Budget Priorities
.

<hr />

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Lurie Children's

In this session, the audience will learn, discuss and reflect on psychologically safe cultures. The audience will consider what are the cultural characteristics, what leadership behaviors shape the culture, and what are the outcomes that can be seen when individuals and teams feel psychologically safe.
<h6 class="font-weight-bold mb-0">Discussion we will explore together:</h6>
Leaders will discuss how to foster psychological safety with remote and hybrid work teams. Signs of culture progress will be identified along with tools for measurement. The audience will be able to take away 1-2 insights for immediate application into their work.

Promoting Psychological Safety: Leader’s role for inclusiveness, speaking up, innovation

engagement &amp; culture

leadership

Leadership

diana.halfer

psychological safety

insights-chie-2021

AbbVie

Discover AbbVie’s Learn.Develop.Perform, a global employee development program that built a culture of development at the company. Events are highly attended, engagement exceeds benchmarks and employee engagement is at an all-time high.
<h6 class="font-weight-bold mb-0">Discussion we will explore together:</h6>
The solution was built as a grassroots effort and you can do it too. We’ll also highlight our use of digital learning and innovations we’ve implemented to create and capture excitement for learning and development.

Driving Development When It’s Needed Most: Discover AbbVie’s Learn.Develop.Perform

learning culture

juli.obrien

savanna.losik

learning and development

digital learning

employee development

Session Focus: Share HR Best Practices for how L&amp;D can create impact to Thrive in a Hybrid Work Environment

Recently <a href="https://www.linkedin.com/news/story/is-the-great-resignation-real-5442266/" target="_blank" rel="noopener">Patrick Leddin shared on LinkedIn</a> how an interview in Bloomberg predicts that it will also result in a “Great Resignation” — countless employees leaving their jobs either for greener pastures or as a lifestyle change. Below, human resource workers, recruiters, and other LinkedIn members are weighing in on the potential for this tidal wave.

✅ Is the mass exodus here?

As leaders struggle how to create a strong culture for the new normal, a photo has gone viral on social media of a local Burger King sign in Lincoln Nebraska. The sign outside of the restaurant read “WE ALL QUIT,” AND “SORRY FOR THE INCONVENIENCE.”

✅ Will this be your company?

✅ Permanent Shift: Return to workspaces or remaining remote will offer us another chance to do things unique and different. What will you tidy up, discard and what sparks joy that you will keep as a permanent practice (#MarieKondo).

✅ Hybrid professional: The emergence of the hybrid employee and the many benefits to organizations.

Now that the COVID-19 pandemic has forever changed the workplace, how does HR talent development create an impact for associates to thrive in a Hybrid Work Environment?

<hr />

Learn new skills and explore talent development capabilities with this opportunity to Connect Contribute Collaborate &amp; Impact with talent development leaders on Zoom.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value?</li>
 	<li>Why does it matter?</li>
</ul>

From Surviving to Thriving in a Hybrid Work Environment | Let's Talk Talent Strategies

learning strategy

Future of Work

annette.reid

stacey.boyle

chris.olson

strategic alignment

return to office

hybrid professional

melissa.anderson

Session Focus: Embracing the diversity of workstyles and bringing equity to the core of teams.

Some companies worry that hybrid work options will result in a productivity decline. By embracing the diversity of work styles, leaders can build trust and embrace the purpose of equity. Inclusion comes when leaders invite everyone to participate in the standards to which we’ve all agreed to work in this new space. Join our discussion as we reverse engineer DEI and how your team can feel supported in the hybrid workspace of your organization.

Together, let’s explore:

✅ Leaders are challenged to differentiate preferences in a way that is equitable and doesn’t get you in trouble for treating people differently. As leaders, what is the impact on equity and inclusion if we have a “sameness” approach because we believe we have to treat everyone the same?

✅ If you are a people leader, how does your style differ from other people in your team, and what are strategies you can do to be more inclusive for those who differ?

✅ As leaders or as an organization, how are you practicing tolerance of preference of workstyles (i.e. working parent vs single employee)?

If you would like to dig deeper into Embracing the diversity of workstyles and bringing equity to the core of teams, here are two resources:

✅ <a href="https://www.linkedin.com/pulse/diversity-inclusion-post-pandemic-world-shreya-choubey/" target="_blank" rel="noopener">DEI in Post Pandemic World</a> (Fortune, May 2020)

✅ <a href="https://fortune.com/2021/06/24/designing-for-inclusion-post-covid-office-workplace-business-leadership-dei/" target="_blank" rel="noopener">How Business Leaders are Designing for Inclusion in the Post Pandemic Workplace</a> (Fortune, June 2021)

This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Workstyles Diversity: Shapes Culture, Equity, Inclusion And Belonging

Integrated Talent Management

alison.cowan

joanne.prochnow

return to workplace

Empathy

karen.gilley

lynn.yazbec

brigette.richaerson

trust

scenario planning

well-being

betty.hart

agile leaders

ruben.abarca

julie.hassel

Equitable Inclusive

erika.whyte

Stewart Leadership

Session Focus: Share HR Best Practices for how L&amp;D can create impact to Thrive in a Hybrid Work Environment

Recently <a href="https://www.linkedin.com/news/story/is-the-great-resignation-real-5442266/" target="_blank" rel="noopener">Patrick Leddin shared on LinkedIn</a> how an interview in Bloomberg predicts that it will also result in a “Great Resignation” — countless employees leaving their jobs either for greener pastures or as a lifestyle change. Below, human resource workers, recruiters, and other LinkedIn members are weighing in on the potential for this tidal wave.

✅ Is the mass exodus here?

As leaders struggle how to create a strong culture for the new normal, a photo has gone viral on social media of a local Burger King sign in Lincoln Nebraska. The sign outside of the restaurant read “WE ALL QUIT,” AND “SORRY FOR THE INCONVENIENCE.”

✅ Will this be your company?

✅ Permanent Shift: Return to workspaces or remaining remote will offer us another chance to do things unique and different. What will you tidy up, discard and what sparks joy that you will keep as a permanent practice (#MarieKondo).

✅ Hybrid professional: The emergence of the hybrid employee and the many benefits to organizations.

Now that the COVID-19 pandemic has forever changed the workplace, how does HR talent development create an impact for associates to thrive in a Hybrid Work Environment?

<hr />

ELE’s Learning Circle will be ideating Retooling Talent Development for the New Normal.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value?</li>
 	<li>Why does it matter?</li>
</ul>

From Surviving To Thriving In A Hybrid Work Environment | Retooling L&D

kristin.derwinski

marcie.stern

george.pappas

colin.hahn

cynthia.kivland

darren.boyce

erin.ellis

Session Focus: How HR Leaders can take advantage of reinventing talent development now that COVID-19 has changed the workplace.

In this 90-minute Culture Shaping Learning Circle, ELE will facilitate a discussion around how Covid-19 has become the ultimate Work Culture Disruptor and how businesses can take advantage of reinventing themselves or restoring valuable practices.

✅ Middle-Manager Mindset: Change can get tangled in this space quite often. How can we create a space for Middle-Manage to be a change champion?

✅ Remote Engagement: Ideas for Collaborative Tools --where are the virtual whiteboards and sticky notes? How does your business leverage collaborative tools - for free and for a fee?

✅ Work Backwards: Some companies begin or are at the "Y" stage. How do we encourage them to get back to "X"?

✅ Permanent Shift: Return to workspaces or remaining remote will offer us another chance to do things unique and different. What will you tidy up, discard and what sparks joy that you will keep as a permanent practice (#MarieKondo).

This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Culture Disruptors HR Leaders Need to Know

kyle.swanson

upskilling

bud.bergie

teresa.oliszewicz

helping managers

business transformation

GoPositiv

A recent paradox has emerged as employee engagement has risen slightly, but well-being has suffered a decline. As we transition from a COVID-19 environment to a post-COVID environment, well-being is playing a key role. We’ll discuss this perplexing challenge, seek to understand these divergent realities, and discuss the role of positive psychology and its relation to well-being.

Why is Positivity Critical for Future Success?

Change Management

don.sandel

janice.simmons

kevin.rillo

strength

high performance

insights-wise-2021

annotation

After Action Review (AAR) is a powerful tool for organizational and leadership development; during this session, our distinguished panelists will reflect on lessons we have learned over the last six-monthly ELE's performance improvement sessions?
<h6 class="font-weight-bold m-0">Discussion Points:</h6>
With thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, we'll wrap up our six-month series as a roundtable discussion from a global perspective on:

✅ People Performance | Process Management Skills Basics

✅ Interrogate Reality | How do you get to the ground truth of an issue?

✅ How to Conduct a Rapid Systems Analysis

✅ Knowing the Current Situation | Modified SWOT Analysis

✅ Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit

✅ Achieve Sustainable Results | Define Leading Indicators and Behaviors

After-Action Review: 6-month Performance Improvement Series

newton.moore

stephen.sloan

wendi.barlow

human performance technology

humane leadership

after-action review

Northern Trust

The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same. For example, introducing employees to the Culture, Mission, Vision, and Values of the organization; sharing information about strategy, structure, goals, and initiatives; and acquainting the new employee to relationship-building resources and support available to help them be successful in their new role. The “how” is a different story. The “how” is more challenging, both in tactics and tools and in the impact on metrics such as new employee engagement
<h6 class="font-weight-bold mb-0">Discussion Points:</h6>
To help guide this discussion, we will be covering some of the following questions:
✅  To what degree have the goals for your onboarding program changed since the declaration of the pandemic? If they have changed, how have they changed? If not, how might they need to change in the new reality?

✅  What changes have you had to make to the “how” of your onboarding program?

✅  What challenges have you experienced in adapting the “how” of your program?

✅  What tactic, tool or process have you implemented successfully?

✅  What measures are you looking at for the success of your onboarding program? Are you still using those measures?

✅  What changes, if any, have you seen in your onboarding metrics? If you’ve had a significant change, how have you responded?

Modern Onboarding Ideation: Improving Employee Experience

nancy.pagel

kacie.walters

aimee.louw

sara.lorenzo

matt.donovan

Lincoln Financial Group

Last June, during the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, how Learning &amp; Development should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race, racism, and other topics related to diversity, equity, and inclusion in the workplace.

After a decades-long narrative about meritocracy, we are forced to confront the role of Learning and Talent professionals in attracting, hiring, developing, engaging, retaining, and promoting employees while honoring our commitments to diversity, equity, and inclusion. Creating a meaningful DEI Framework for corporate learning is fraught with challenges.
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
<blockquote class="pl-4 pr-4">
Tomás Ramírez would like ELE to peer-review his team’s newly developed DEI Training Framework that is divided between Power Skills and DEI content building.
</blockquote>

Peer-Review a DEI Training Framework for Changing the Conversation

learning design

melissa.mcdow

tiffany.salaam

diversity &amp; inclusion

Equitable and Inclusive

lorrie.lykins

Froedtert ThedaCare Health

One of the most powerful roles professionals in organization development and learning can play in helping leaders connect the information, initiatives, and people across the organization.
<h6 class="font-weight-bold mb-0">Discussion Points:</h6>
Using our OD and LD tools, we can impact how successful multiple initiatives are by taking a holistic view of changes and bringing new insights to leaders. Dr. Simmons will share her experience and three critical actions for leaders in our field to illustrate the true value of our work.

Connecting the Organizational Dots: The Next Chapter in Adding Unexpected Value

digital

transformation

operations

Session Focus: Share HR Best Practices for how L&amp;D can create impact to Thrive in a Hybrid Work Environment

Recently <a href="https://www.linkedin.com/news/story/is-the-great-resignation-real-5442266/" target="_blank" rel="noopener">Patrick Leddin shared on LinkedIn</a> how an interview in Bloomberg predicts that it will also result in a "Great Resignation" — countless employees leaving their jobs either for greener pastures or as a lifestyle change. Below, human resource workers, recruiters, and other LinkedIn members are weighing in on the potential for this tidal wave.

? Is the mass exodus here? 

As leaders struggle how to create a strong culture for the new normal, a photo has gone viral on social media of a local Burger King sign in Lincoln Nebraska. The sign outside of the restaurant read “WE ALL QUIT,” AND “SORRY FOR THE INCONVENIENCE.”

<center><iframe title="YouTube video player" src="https://www.youtube.com/embed/Hdg4lfQrwC8" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>
? Will this be your company?

? Permanent Shift: Return to workspaces or remaining remote will offer us another chance to do things unique and different. What will you tidy up, discard and what sparks joy that you will keep as a permanent practice (#MarieKondo).

<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.0.1/svg/1f31f.svg" alt="?" /> Hybrid professional: The emergence of the hybrid employee and the many benefits to organizations.

Now that the COVID-19 pandemic has forever changed the workplace, how does HR talent development create an impact for associates to thrive in a Hybrid Work Environment?

<hr />

ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

From Surviving to Thriving in a Hybrid Work Environment | Retooling #29

sean.stowers

LAK Group

Session Focus: Linking happiness, optimism + positivity to high performance

When we are happy, optimistic and positive, the physiology of the brain changes; it literally changes.

Research for positive psychology, effects of happiness on the brain, dates back to the 1990s. Since then, reams of data, thousands of studies, decades of research, and a serious application of the scientific method have provided irrefutable proof that we perform better when in HOP (happiness, optimism + positivity).
<blockquote>To quote Shawn Achor, “our brains are literally hardwired to perform at their best not when they are negative or even neutral, but when they are positive.”</blockquote>
This 90-minute Culture Shaping Learning Circle:

• Engages an open discussion forum for leaders to share ideas and challenges they are facing as they seek to sustain workplace cultural norms in uncertain times and the progress they are making.

• Explores challenges striving to develop a culture of continuous learning by developing coaching strategies and fostering a collaborative working environment.

• Encourages Case studies on how member companies working to sustain design thinking practices in a virtual and remote workplace.

Balancing Well-Being with Happiness & Positivity

michael.grubich

happy

happiness

Session 6 Focus: Creating a Culture of Performance Innovation

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>

Performance Innovation Culture: Helping Managers Improve Performance

tim.gillum

innovation

steve.king

process management

Session 6 Focus: Creating a Culture of Performance Innovation

Why is it some managers are so good at managing their teams and so good at managing individuals on their teams, yet productivity seems to lag below expectations? The likely suspect … failure to proactively manage work processes. Workplace productivity is the by-product of many factors. The two most important may be people and processes. We often shower managers with resources to build their people management skills yet provide little in the way of building their process management skills. This Helping Managers Improve Performance Learning Circle is about balancing the scales and treating the efficacy of work processes as the natural counterpart to excellent people management. With some thoughtful attention to the way our processes are constructed and some well-placed preventative and contingent measures, all of us, with the help of our teams, can thoughtfully manage processes and improve team performance.

During this series of six one-hour interactive performance improvement sessions, we will learn together Tools to Engage, Empower, and Improve Performance.
<ol>
 	<li>People Performance | Process Management Skills Basics</li>
 	<li>Interrogate Reality | How do you get to the ground truth of an issue?</li>
 	<li>Conduct a Rapid Systems Analysis</li>
 	<li>Knowing the Current Situation | Modified SWOT Analysis</li>
 	<li>Rapidly Define Performance Improvement Solutions that are Low-effort and High-benefit</li>
 	<li>Achieve Sustainable Results | Define Leading Indicators and Behaviors</li>
</ol>

Performance Innovation Culture: Helping Managers Improve Performance (Asia Pacific)

ispi

lavanya.thyagarajan

peter.lepage

Session Focus: Creating a Modern Onboarding Employee Experience Roundtable Discussion


The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same. For example, introducing employees to the Culture, Mission, Vision, and Values of the organization; sharing information about strategy, structure, goals, and initiatives; and acquainting the new employee to the resources and support available to help them be successful in their new role. The “how” is a different story. The “how” is more challenging, both in tactics and tools and in the impact on metrics such as new employee engagement

What we will explore together :
✅ What changes have you had to make to the “how” of your onboarding program?
✅ What challenges have you experienced in adapting the “how” of your program?
✅ What tactic, tool or process have you implemented successfully?
✅ What measures are you looking at for the success of your onboarding program? Are you still using those measures?
✅ What changes, if any, have you seen in your onboarding metrics? If you’ve had a significant change, how have you responded?


By walking through a few examples of what some organizations have done and asked that you share your views on what is working and what is not working, as we continue to raise the expectations of our HR organizations.

ELE’s Learning Circle will be ideating Retooling Talent Development for the New Normal.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value?</li>
 	<li>Why does it matter?</li>
</ul>
ELE’s Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>

Ideation For Creating A Modern Onboarding Employee Experience

Session Focus: DEI Training Framework for Changing the Conversation


Last June during the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, the way in which Learning &amp; Development should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race, racism and other topics related to diversity, equity, and inclusion in the workplace.

After a decades-long narrative about meritocracy, we are forced to confront the role of Learning and Talent professionals in attracting, hiring, developing, engaging, retaining, and promoting employees, while honoring our commitments to diversity, equity, and inclusion. Creating a meaningful DEI Framework for corporate learning is fraught with challenges.

What we will explore together :
Tomás Ramírez would like ELE to peer-review his team’s newly developed DEI Training Framework that is divided between Power Skills and DEI content building.


ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>

Peer-Review a DEI Training Framework for Changing the Conversation.

charisse.kosova

power skills

Session Focus: How is DEI Impacting L&amp;D Priorities?


Retooling Talent Development–Creating a New L&amp;D is ELE’s invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone with a passion for talent and innovation who is ready to embrace new ideas.

Given the multiple crises related to the Covid-19 pandemic combined with the groundswell of pressure to address systemic racial inequity have brought complex layers of mental, emotional, financial, and cultural stress to employers, employees, and the ecosystems in which they operate.

This session plans to cover how DEI (Diversity, Equity, and Inclusion) is impacting your L&amp;D priorities. These crises have also made clear the importance of a healthy and strong organizational culture, empathetic leadership, and a holistic (i.e., involving all stakeholders) approach to managing these challenges.

ELE produces this Retooling Talent Development–Creating a New L&amp;D series.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
We continued the conversation every other Tuesday (bi-monthly) due to an interest in L&amp;D during this pandemic and an overwhelming number of participants. With this 20th learning circle now focusing on forward-thinking strategies for retooling L&amp;D as we embrace the new normal. Let us explore how virtual recognition strategies can help leaders more confidently navigate in these uncertain times.

How is DEI Impacting L&D Priorities?

angie.zeigler

strategy

andres.gonzalez

Session Focus: Creating a Modern Onboarding Employee Experience Roundtable Discussion


The present (and future) reality of work requires organizations to rethink traditional ways of onboarding new employees. The “what” of orientation likely will stay the same. For example, introducing employees to the Culture, Mission, Vision, and Values of the organization; sharing information about strategy, structure, goals, and initiatives; and acquainting the new employee to the resources and support available to help them be successful in their new role. The “how” is a different story. The “how” is more challenging, both in tactics and tools and in the impact on metrics such as new employee engagement

What we will explore together :
✔ What changes have you had to make to the “how” of your onboarding program?
✔ What challenges have you experienced in adapting the “how” of your program?
✔ What tactic, tool or process have you implemented successfully?
✔ What measures are you looking at for the success of your onboarding program? Are you still using those measures?
✔ What changes, if any, have you seen in your onboarding metrics? If you’ve had a significant change, how have you responded?


<center><iframe src="https://www.youtube.com/embed/BYjLtFIy3M8" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>By walking through a few examples of what some organizations have done and asked that you share your views on what is working and what is not working, as we continue to raise the expectations of our HR organizations.

Please share on the  ELE Idea Exchange:
? <a href="https://www.learningexecutive.com/idea-xch/idea-xch-category/operations/can-anyone-recommend-a-good-vendor-for-hourly-onboarding-training/">Can anyone recommend a good onboarding training vendor (hourly manufacturing and distribution employees)?</a>

? <a href="https://www.learningexecutive.com/idea-xch/idea-xch-category/integrated-tm/onboarding-in-a-cross-matrix-organization-best-practices/">Onboarding in a cross matrix organization best practices</a>

Retooling Talent Development--Creating a New L&amp;D is ELE's invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone with a passion for talent and innovation who is ready to embrace new ideas.

ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>

Ideation for Creating a Modern On-boarding Employee Experience | Retooling #23

Session Focus: DEI Training Framework for Changing the Conversation


Last June during the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, the way in which Learning &amp; Development should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race and racism in the workplace.

After a decades-long narrative about meritocracy, we are forced to confront the role of race, positive and negative stereotypes (white privilege) play in hiring, developing, and promoting employees. Creating a meaningful DEI Framework for corporate learning is fraught with challenges.

What we will explore together :
Tomas Ramirez would like ELE to peer-review his newly developed DEI Training Framework that is divided between soft-skills and DEI content building.


<center><iframe src="https://www.youtube.com/embed/Fd8AUf3fQWw" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>Retooling Talent Development--Creating a New L&amp;D is ELE's invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone with a passion for talent and innovation who is ready to embrace new ideas.

ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>

Peer-Review a DEI Training Framework for Changing the Conversation | Retooling #22

Session Focus: Key Steps in Transforming Company Culture

Discovery Topics in this 90-minute Culture Shaping Learning Circle:
<ul>
 	<li>Partnering OD (Organizational Development) and IT to implement systems with the internal customer at heart, securing effective change management, systems implementation, and cross-functional collaboration</li>
 	<li>Building a close relationship with IT and tech to design and deliver services with joint vision and purpose, able to work in tandem while building trust and changing mindsets</li>
 	<li>Integrating the IT view into organizational effectiveness interventions to reduce end-user cognitive load when introducing new practices, tools, and technologies</li>
</ul>
This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Organizational Development & IT: Driving Collaborative Culture to Deliver Successful Implementations

richard.busby

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