UTLX

ELE Group, LLC

This session provided invaluable insights into leading hybrid teams effectively, emphasizing the critical role of psychological safety, intentional leadership, and inclusivity in driving team success. As hybrid work becomes the norm, senior HR talent leaders face unique challenges in maintaining connection, equity, and productivity across dispersed teams.
<blockquote>“Without psychological safety, hybrid teams will struggle and fail to thrive.” -- <a href="https://www.ele.llc/members/wendy-greeson" target="_blank" rel="noopener">Wendy Greeson</a></blockquote>
Here are three key takeaways to consider when designing hybrid work strategies:
<ol>
 	<li>Foster Psychological Safety: Build environments where employees feel secure to share ideas, ask questions, and make mistakes. Clarity, autonomy, and trust are essential to sustaining high-performing hybrid teams.</li>
 	<li>Address Hybrid Work Biases: Awareness and mitigation of biases such as proximity and visibility are crucial for equitable recognition, promotions, and opportunities. Leaders must be intentional in ensuring all team members feel valued and included.</li>
 	<li>Adopt Purpose-Driven Policies: Intentional hybrid strategies, like core office days or team-building events, help foster connection and maintain team culture. Tailoring these initiatives to your organization’s needs creates alignment and improves engagement.</li>
</ol>
Senior HR talent leaders have an incredible opportunity to lead the way in redefining workplace collaboration and connection. By focusing on trust, fairness, and inclusivity, we can build teams that are not only resilient but also primed for long-term success.

Mastering Connection, Coaching, and Inclusion for Leading Hybrid Teams

Engagement &amp; Culture

Leadership

Change Management

sara.lorenzo

talent management

wendy.greeson

CHIE2024

Hybrid Leadership

future-ready workforce

employee well-being

DEI leadership

hybrid teams

HR Innovation

leadership strategy

lauren.marder

HR Trends 2024

Inclusive Workplaces

Workplace Biases

Workforce Connection

Leadership Best Practices

Remote Work Culture

ManpowerGroup

Session Focus: Anticipating the Next Major Disruptor, Strategic Planning for the Future of Work

<blockquote>How are you preparing to reframe the employer/employee relationship?</blockquote>
In the rapidly evolving landscape of the Future of Work and Artificial Intelligence, fostering a People-First Culture is imperative for workforce sustainability. Diversity, Equity, Inclusion, and Belonging (DEIB) play a pivotal role in shaping this culture and are integral to the development of Next Gen Leaders. Let's explore three themes identified as 2024 HR trends:
<ol>
 	<li>HR Realigning Priorities</li>
 	<li>HR Operating Model Changes</li>
 	<li>HR as a Force for Good (People-First)</li>
</ol>
Join Angie Zeigler, VP of Talent and Leadership Development at Regal Rexnord, as she engages in a dynamic discussion with Guillermo Gutierrez, Director of DEI at ManpowerGroup, to unravel anticipating major disruptors into organizational culture and talent structures. This roundtable session will feature compelling case studies, providing insights into real-world applications. Participants can contribute and glean best practices, fostering a collaborative environment that aligns DEIB initiatives to build a robust, AI-empowered workforce and cultivate a People-First Culture.

We will plan to explore a few of these <a href="https://www.aihr.com/blog/hr-trends/">11 HR Trends for 2024: Elevating Work</a> from AIHR’s recent HR Trends Report:

<img class="aligncenter wp-image-40275" src="https://wp.ele.llc/wp-content/uploads/2023/12/AIHR-HR-Trends-2024.png" alt="11 HR Trends for 2024: Elevating Work" width="624" height="414" />

&nbsp;

Co-create the agenda for the Skills-First Talent Practices Milwaukee Roundtable. Engage in focused discussions with HR Talent and DEI leaders, sharing experiences and strategies to integrate the Next Major Disruptor into workforce development. Get ready for an insightful conversation.

Working Agenda
11:30 - 12:15 – Networking Lunch
12:15 - 12:30 – Welcome (Dirk Tussing)
12:30 -  1:00 – Cultivating a People-First Culture at Manpower (Guillermo Gutierrez)
1:00 -   2:00 – Theme #1: HR Realigning Priorities (Laura Nigbur)
2:30 -   3:30 – Theme #2: HR Operating Model Changes (Angie Zeigler)
3:30 -   4:30 – Theme #3: HR as a (People-First) Force for Good (Mike Grubich)
4:45 -   5:00 – Application Back Home for Anticipating the Next Major Disruptor and Closing Remarks (Kyle Swanson)
5:00 -   6:00 – Off-site Happy Hour Networking

<hr />

ELE's Wisconsin cohort for Learning &amp; HR Executives is a year-long learning process through face-to-face collaboration and networking with other local heads of talent development. Each senior leader is encouraged to bring a peer from their organization who contributes to, engages, or supports the learning &amp; talent spectrum for their workplace.

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>

Cultivating a People-First Culture in the Age of AI

wisconsin

Future of Work

Analytics

dirk.tussing

michael.grubich

newton.moore

angie.zeigler

ele wisconsin cohort

Coaching

Culture Change

guillermo.gutierrez

DEIB

L&amp;D trends

DEI challenges

laura.nigbur

Session Focus: Anticipating the Next Major Disruptor, Strategic Planning for the Future of Work

<blockquote>How are you preparing to reframe the employer/employee relationship?</blockquote>
In the rapidly evolving landscape of the Future of Work and Artificial Intelligence, fostering a People-First Culture is imperative for workforce sustainability. Diversity, Equity, Inclusion, and Belonging (DEIB) play a pivotal role in shaping this culture and are integral to the development of Next Gen Leaders. Let's explore three themes identified as 2024 HR trends:
<ol>
 	<li>HR Realigning Priorities</li>
 	<li>HR Operating Model Changes</li>
 	<li>HR as a Force for Good (People-First)</li>
</ol>
Join Angie Zeigler, VP of Talent and Leadership Development at Regal Rexnord, as she engages in a dynamic discussion with Guillermo Gutierrez, Director of DEI at ManpowerGroup, to unravel anticipating major disruptors into organizational culture and talent structures. This roundtable session will feature compelling case studies, providing insights into real-world applications. Participants can contribute and glean best practices, fostering a collaborative environment that aligns DEIB initiatives to build a robust, AI-empowered workforce and cultivate a People-First Culture.

We will plan to explore a few of these <a href="https://www.aihr.com/blog/hr-trends/">11 HR Trends for 2024: Elevating Work</a> from AIHR’s recent HR Trends Report:

<img class="aligncenter wp-image-40275" src="https://wp.ele.llc/wp-content/uploads/2023/12/AIHR-HR-Trends-2024.png" alt="11 HR Trends for 2024: Elevating Work" width="624" height="414" />

&nbsp;

Co-create the agenda for the Skills-First Talent Practices Milwaukee Roundtable. Engage in focused discussions with HR Talent and DEI leaders, sharing experiences and strategies to integrate the Next Major Disruptor into workforce development. Get ready for an insightful conversation.

Working Agenda
11:30 - 12:15 – Networking Lunch
12:15 - 12:30 – Welcome (Dirk Tussing)
12:30 -  1:00 – Cultivating a People-First Culture at Manpower (Guillermo Gutierrez)
1:00 -   2:00 – Theme #1: HR Realigning Priorities (Laura Nigbur)

2:30 -   3:30 – Theme #2: HR Operating Model Changes (Angie Zeigler)
3:30 -   4:30 – Theme #3: HR as a (People-First) Force for Good (Mike Grubich)
4:45 -   5:00 – Application Back Home for Anticipating the Next Major Disruptor and Closing Remarks (Kyle Swanson)
5:00 -   6:00 – Off-site Happy Hour Networking

<hr />

ELE's Wisconsin cohort for Learning &amp; HR Executives is a year-long learning process through face-to-face collaboration and networking with other local heads of talent development. Each senior leader is encouraged to bring a peer from their organization who contributes to, engages, or supports the learning &amp; talent spectrum for their workplace.

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>

single-event

Talent Executives

Wisconsin Cohort

kyle.swanson

in-person event

Session Focus: A “Fireside Chat” with Lynnette Collins exploring her efforts at Amway, plus a roundtable discussion for sharing your practices around starting and growing diversity, equity, and inclusion efforts – and addressing challenges to it.

In this enlightening "Fireside Chat," Lynnette Collins, former head of DEI at Amway, shared her experiences and insights on starting and growing diversity, equity, and inclusion efforts from scratch. The session, which included a roundtable discussion, offered valuable perspectives on addressing challenges and implementing effective DEI strategies.
Key Takeaways:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Leadership Engagement is Crucial: The success of DEI initiatives heavily depends on active involvement and vulnerability from top executives. When leaders model openness to learning and acknowledge their mistakes, it creates a safe environment for others to engage in DEI work.</li>
 	<li class="whitespace-normal break-words">Balanced Approach of Data and Empathy: Effective DEI strategies require both a strong business case (data-driven approach) and emotional engagement. Connecting DEI to personal experiences and stories helps create buy-in and sustain commitment throughout the organization.</li>
 	<li class="whitespace-normal break-words">Creating Safe Spaces for Dialogue: Implementing structured opportunities for open, honest conversations (like Amway's "Real Talk" sessions) is vital. These spaces allow for learning, sharing experiences, and addressing uncomfortable topics in a supportive environment, which is essential for building an inclusive culture.</li>
</ol>
A powerful quote from Lynnette underscored the importance of creating an inclusive workplace:

<blockquote>
"20% of somebody's time is an entire workday lost in a week where they can't be productive because they're trying to fit in. That's a shame because then that person's performance suffers."
</blockquote>
This statement highlights the significant impact that lack of inclusion can have on both individual performance and overall organizational success.
The session explored various strategies employed by Amway, including focusing on talent pipeline diversity, implementing business resource groups, and engaging executives as active sponsors of DEI initiatives. Participants also shared their own experiences and practices, fostering a rich discussion on overcoming challenges and driving meaningful change in their organizations.
By emphasizing the combination of data-driven approaches and emotional engagement, this session provided attendees with practical insights for building and growing DEI efforts from the ground up, regardless of their organization's current stage in the DEI journey.

Building DEI from the Ground Up

engagement &amp; culture

richard.busby

learning &amp; development

ana.bedard

organizational change

rahul.sharma

ann.brownell

inclusive leadership

megan.bickle

Reskilling and Upskilling

lynnette.collins

DEI Initiatives

Session Focus: A “Fireside Chat” with Lynnette Collins exploring her efforts at Amway, plus a roundtable discussion for sharing your practices around starting and growing diversity, equity, and inclusion efforts – and addressing challenges to it.


Are you being asked to support or even lead DEI efforts in your organization? Ana Bedard will lead a “fireside chat” with Lynnette Collins in this session. While now at Steelcase, in her previous role at Amway, she built diversity, equity, and inclusion efforts from the ground up, with excellent results for the organization. She actively role-modeled inclusive behaviors at every step – and turned doubters into advocates. Come ready to share your strategies and practices for addressing challenges to equity and inclusion.

&nbsp;

ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

Cultivating a People-First Culture in the Age of AI

Building DEI from the Ground Up

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