ELE Group, LLC

This live discussion provided a wake-up call for talent development leaders: to influence the C-suite, it’s not enough to show data — you must show why it matters.
We explored how L&amp;D leaders can transform talent insights into true business intelligence by focusing on one essential principle:

<blockquote data-start="429" data-end="539">
“Define the decision you’re supporting, then show the data that reduces uncertainty so leaders can act.” -- <a href="https://www.ele.llc/members/colin-hahn" target="_blank" rel="noopener">Colin Hahn</a>, FranklinCovey
</blockquote>
Here’s the real challenge — it’s not the communicating that’s hard; it’s knowing what to gather, why it matters, and how it ties to business outcomes.
Instead of reporting training hours, flip the script: ✅ What risk are we reducing? ✅ What opportunity are we unlocking? ✅ How does this help the business win?
Five takeaways to spark your next conversation with executives:
🔹 Frame talent metrics as business outcomes. Speak the C-suite’s language: revenue, risk, cost, speed, and competitive edge. 🔹 Use rising external reporting as leverage. Public companies will soon report talent risks and strengths to shareholders — get ahead by shaping the internal story now. 🔹 Playbook available — leverage ISO 30414. Use global standards to boost credibility and translate talent insights into business terms. 🔹 Focus on outcomes, not activities. Shift from counting programs to showing measurable results executives care about. 🔹 Position talent risks as business risks — and advantages. Show how skill gaps, leadership pipelines, or engagement directly affect strategy and market position.
Practical next moves for talent leaders: ✨ Audit your reporting: are you showing impact or activity? ✨ Build a one-page human capital statement that speaks their language. ✨ Find your executive champions. ✨ Map the skills that future-proof your business. ✨ Socialize early — shape the narrative before the big meeting.
Here’s the unlock: When talent leaders shift from reporting to advising — from showing numbers to reducing uncertainty — they become indispensable partners at the table.

Talent Data = Business Strategy: Speaking the Language of the C-Suite

Strategy

talent risk

Analytics

dirk.tussing

jane.shlaes

talent acquisition

azizeh.constantinescu

leadership development

talent development

talent management

eduardo.burgos

colin.hahn

Talent Strategy

employee engagement

marty.murrillo

reskilling

yolanda.mangram

HR leadership

HR Strategy

HR leaders

learning analytics

lauren.marder

data storytelling

business strategy

HR Data Analytics

Workforce Transformation

HR Analytics

emily.decker-bess

Business Alignment

sheryl.smikle

phyllis.king

angelica.janina.stilling

3Q2025

Executive Influence

adam.walleser

HR business strategy

talent insights

HR talent management

HR data

C-suite communication

holly.r.pyatt

human capital reporting

L&amp;D metrics

business outcomes

Most talent leaders aren’t suffering from a lack of data—they’re facing either data overload or data blind spots. In this session, <a href="https://www.ele.llc/members/angelica-janina-stilling" target="_blank" rel="noopener">Angelica Stilling</a> and <a href="https://www.ele.llc/members/ben-warner" target="_blank" rel="noopener">Ben Warner</a> shared how they moved from analysis paralysis to strategic action—and transformed both employee experience and business outcomes along the way.

[caption id="attachment_43044" align="aligncenter" width="736"]<img class=" wp-image-43044" src="https://wp.ele.llc/wp-content/uploads/2025/05/Data-Driven-Talent-Processes-with-BenW-and-AngelicaS.jpg" alt="Harnessing Data to Enhance Talent Development and Elevate Employee Experience" width="736" height="405" /> Harnessing Data to Enhance Talent Development and Elevate Employee Experience[/caption]
📉 At a fintech firm with minimal HR data, Ben used leader-led focus groups and embedded review prompts to uncover what surveys missed. These qualitative insights reshaped onboarding, engagement, and retention strategies in real time.
🏭 Angelica’s story at ITW started on the opposite end: overwhelming amounts of disconnected data. By integrating HR, demographic, and operational machine data, her team discovered that 60% of operators were nearing retirement. That triggered a fast-track training program—reducing onboarding time from two years to just three months and expanding the hiring pool.

<blockquote data-start="1577" data-end="1709">
“Listening became conversation—not just data. That built bridges across silos and a foundation we could scale.” — <a href="https://www.ele.llc/members/ben-warner" target="_blank" rel="noopener">Ben Warner</a>
</blockquote>

<hr data-start="1711" data-end="1714" />
🎯 Key Takeaways for Senior HR Talent Leaders:

<ul data-start="1768" data-end="2336">
 	<li data-start="1768" data-end="1867">
Get Creative in Data Deserts: Qualitative insights can be just as actionable as dashboards.
</li>
 	<li data-start="1868" data-end="1969">
Break the Silos: Operational and people data must work together to reveal talent risks early.
</li>
 	<li data-start="1970" data-end="2050">
Act on Imperfect Data: Waiting for perfect data is a missed opportunity.
</li>
 	<li data-start="2051" data-end="2165">
Design for Agility: Rapid upskilling reduces dependency on niche experience and builds future-ready teams.
</li>
 	<li data-start="2166" data-end="2252">
Build for Belonging: Culture isn't a “nice-to-have”—it’s a retention strategy.
</li>
 	<li data-start="2253" data-end="2336">
Keep it Iterative: Feedback loops are essential for scalable, lasting change.
</li>
</ul>

<hr data-start="2338" data-end="2341" />
Forward-thinking HR teams aren’t just collecting data—they’re using it to build systems that are predictive, inclusive, and built to scale.
➡️ What untapped data could you activate to drive real change in your talent strategy? Share with us on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Harnessing Data to Enhance Talent Development and Elevate Employee Experience

Engagement &amp; Culture

Integrated Talent Management

employee experience

learning and development

cross-functional collaboration

people analytics

HR transformation

data driven HR

Workforce Agility

ben.warner

wise2025

predictive workforce planning

listening culture

You Don't Need to be an Artist to Visualize HR Data with AI.
<blockquote>"Associated meanings with visuals are quite powerful." -- <a href="https://www.ele.llc/members/marti-konstant" target="_blank" rel="noopener">Marti Konstant</a></blockquote>
This session provided invaluable insights into harnessing the power of data storytelling and visualization to effectively communicate training results and influence decision-making. Led by Marti Konstant and Nicholas Leonard, the interactive session equipped HR and L&amp;D professionals with practical skills and tools to enhance their strategic data use, storytelling techniques, and visualization mastery.

Key Takeaways:
<ol>
 	<li>Strategic Data Use:
<ul>
 	<li>Insight: Leverage AI to analyze and identify patterns in data. Use AI as a thought partner to enhance your decision-making process.</li>
 	<li>Application: Feed data into AI tools like ChatGPT to generate initial charts and diagrams, which can be refined and customized later.</li>
</ul>
</li>
 	<li>Compelling Storytelling:
<ul>
 	<li>Insight: Transform data into narratives that resonate emotionally with your audience.</li>
 	<li>Application: Use visuals to illustrate the real-world impact of training initiatives, making data more relatable and engaging.</li>
</ul>
</li>
 	<li>Visualization Mastery:
<ul>
 	<li>Insight: Create intuitive visuals that communicate complex information swiftly and effectively.</li>
 	<li>Application: Employ tools like Canva and Adobe Firefly to generate and edit images, graphs, and infographics. Experiment with AI to generate unique visuals and enhance existing ones.</li>
</ul>
</li>
</ol>
<blockquote>"All of AI is prediction. It's using historical data to make assumptions about the future." -- <a href="https://www.ele.llc/members/nicholas-leonard" target="_blank" rel="noopener">Nicholas Leonard</a></blockquote>
By incorporating these insights and tools, HR and L&amp;D professionals can transform their approach to data storytelling, making their training results more compelling and influential. This session not only demonstrated the technical aspects of using AI for data visualization but also highlighted the importance of creativity and strategic thinking in crafting powerful data narratives.

You Don't Need to be an Artist to Visualize HR Data with AI | Mastering the Art of Data Visualization

Talent Data = Business Strategy: Speaking the Language of the C-Suite

Harnessing Data to Enhance Talent Development and Elevate Employee Experience

You Don't Need to be an Artist to Visualize HR Data with AI | Mastering the Art of Data Visualization

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