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For 22 years, senior leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.

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Find the peer conversation that moves your work forward.The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.

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Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

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Deloitte

Session Focus: Global DEI learning journey combining on-the-job application, peer coaching, and experiential learning to improve business impact.


This session provided deep insights into designing impactful DEI programs that go beyond traditional compliance training.
<blockquote>Julian Malnak from Goodyear emphasized the importance of cohort-based learning by stating, “Our reason for cohort learning is to make it not feel like a compliance exercise. If it becomes a box-checking activity, the impact is lost.” </blockquote>
This reflects a broader shift in DEI training—one that prioritizes meaningful engagement over mere completion.

Here are three key takeaways for senior HR talent leaders looking to design more effective DEI programs:
<ol>
 	<li>Prioritize Social Learning and Interaction: DEI topics demand real, honest conversations. By implementing cohort-based learning, organizations can foster deeper engagement and personal connection with DEI issues, helping participants reflect on their own biases and behaviors.</li>
 	<li>Avoid Compliance Mindsets: Successful DEI initiatives must feel purposeful and not just another box to check. HR leaders should focus on creating programs that inspire reflection, self-awareness, and actionable steps, rather than mandating participation.</li>
 	<li>Design for Flexibility and Reflection: Asynchronous learning allows participants to digest and reflect on sensitive DEI topics at their own pace. Providing flexibility while maintaining engagement ensures that employees feel included and can fully participate in these critical discussions.</li>
</ol>
By following these strategies, HR leaders can create DEI programs that have a lasting impact, fostering a culture of inclusion and belonging within their organizations.

DEI Transformation | Designing Cohort Learning to Scale

evidence-based research

Engagement &amp; Culture

Peer-to-Peer Learning

learning design

cohort learning

collaborative learning

learning culture

inclusion

mike.kester

julian.malnak

edward.desrosiers

jesse.james

leadership development

talent management

flow of work

Learning Agility

employee engagement

employee experience

ariel.mcgrew

erg-brg dei groups

Equitable Inclusive

organizational development

diego.frausto

learning and development

tim.chudy

Semi-synchronous Collaborative Peer-Learning

Scalable Global Cohorts

diversity

belonging

DEIB

alan.todd

robert.burnside

brian.bianca

HR leadership

HR Strategy

Designing Cohort Learning to Scale

workplace diversity

Session Focus: Global DEI learning journey combining on-the-job application, peer coaching, and experiential learning to improve business impact.


&nbsp;

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D right now

During the Covid-19 pandemic, collaborative learning and coaching are rising for many organizations.

Many ELE member companies share best and next practices validated with the Global L&amp;D Trends Research presented at our May 2022 Exchange. Technology and semi-synchronous learning design help scale with cohorts ranging from 6-8 to more than 1,000.

By benchmarking with your peers, this seven-week series explains the basic concepts and principles for cohort-based learning at scale. 
<iframe title="YouTube video player" src="https://www.youtube.com/embed/U-35pyor-zw" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>

<blockquote>If you want to change a culture, you need to change the conversation. You need to change that conversation at scale.</blockquote>
For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.

? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning.

Learning solutions become instructorless and easier to scale when well thought out and done right.
<blockquote>Wes Kao is a long-time believer in “cohort-based” learning programs. Cohort-based learning involves a group of students—a cohort—all moving through a syllabus together at the same time. Cohort-based learning is the opposite of asynchronous, mass online open courses, (MOOCs) where students move at their own pace through course content.

Kao said that cohort-based courses are far more engaging for learners than MOOCs, which have been criticized for low enrollment and completion rates. Over the past decade, cohort-based classes have risen in popularity, addressing common complaints about MOOCs.

Cohort-based classes offer live feedback from a teacher and courses with set start and end dates. In real-time, groups of students are able to hold each other accountable, push each other to experiment with class material, and challenge each other’s ideas.

Source: <a href="https://www.dailydot.com/unclick/maven-wes-kao-interview" target="_blank" rel="noopener">Wes Kao, co-founder of Maven, Interview</a></blockquote>
1️⃣ First, we will explore
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>How to cultivate a sense of safety and belonging</li>
 	<li>Why should you put learners, not instructors, at the center of your learning experience</li>
 	<li>How to accelerate knowledge sharing and peer facilitation</li>
</ul>
</li>
</ul>
2️⃣ Next, Deloitte will share a global cohort-based DEI solution that combines peer learning, on-the-job application, group coaching, and experiential learning to improve business impact.

3️⃣ A strategic transformation for many organizations is creating Learning 4.0 Mindset Shifts to help reinforce skills, facilitate feedback, increase collaboration, and share expertise across teams. Through a collaborative ecosystem of tech-savvy peer-to-peer and expert assessments, employees actively engage in the mastery of skill development.

<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Navistar-Learning-4.0-Midset-Shifts.png" alt="Learning 4.0 Mindset Shifts " width="1250" height="612" />

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

single-event

Team Leaders

Your Teams

Learning Circles

online event

Beyond the standard black and white clichés of tokenism, this one-of-its-kind book echoes the mantra of today’s contemporary workplace. Breaking down the biases and the myths, this book advocates that diversity should be a conscious business choice and not just a politically correct mandate to follow. For those who wish to pursue the diversity agenda, this book will make them consider diversity from a much deeper lens and implement it in a manner that will enable business, instead of just a good-to-do initiative.

Diversity Beyond Tokenism: Why Being Politically Correct Doesn’t Help Anyone

alex.draper

matt.sandel

tokenism

Latinas Rising Up in HR, created by Priscilla Guasso, proudly showcases inspirational stories of current and past Human Resources professionals who boldly overcame obstacles and defied statistics to achieve their dreams in corporate America, non-profit sectors, government, and as entrepreneurs. Their experiences answer the question, “Why aren’t Latinas in executive leadership?” and show how determination, grit, and gaining access to the right mentors, sponsors, and coaches can pave the way to opportunity for anyone of any background. It takes a strong leader to share their journey vulnerably and these ladies are ready to step forward to inspire a new wave of leadership. Take advantage of the Reflect and Rise micro-mentoring moments at the end of each chapter to challenge your growth and rise to your dreams.

<a href="https://www.amazon.com/Latinas-Rising-Inspirational-Resources-Professionals/dp/1957058145?pd_rd_w=vVSuz&amp;content-id=amzn1.sym.c51e3ad7-b551-4b1a-b43c-3cf69addb649&amp;pf_rd_p=c51e3ad7-b551-4b1a-b43c-3cf69addb649&amp;pf_rd_r=0G7KMJG7V2Y0TNY1BBT8&amp;pd_rd_wg=Kc2Oi&amp;pd_rd_r=dee3fd6c-0443-4c0f-983d-a93454039df6&amp;pd_rd_i=1957058145&amp;psc=1&amp;linkCode=ll1&amp;tag=learningexecu-20&amp;linkId=6490a2e000e86551b4e19ccdaeeb4c03&amp;language=en_US&amp;ref_=as_li_ss_tl" target="_blank" rel="noopener"><img class="aligncenter wp-image-41344 size-full" src="https://wp.ele.llc/wp-content/uploads/2024/07/Latinas-Rising-Up-In-HR-Volume-II-Ariana-Paz-featured.jpg" alt="Latinas Rising Up In HR Volume II: Inspirational Stories of Human Resources Professionals Leading, Thriving, and Breaking Barriers" width="302" height="466" /></a>

Latinas Rising Up In HR Volume II: Inspirational Stories of Human Resources Professionals Leading, Thriving, and Breaking Barriers

leadership

Leadership

career development

grit

ariana.paz

mentorship

Professional Growth

Latinas in HR

Human Resources

Inspirational Stories

Overcoming Obstacles

Corporate America

Non-Profit Sector

Executive Leadership

Determination

Personal Wisdom

Micro-Mentoring

Equity

Women in Leadership

Latina Leaders

Breaking Barriers

Reflect and Rise

Latinas Rising Up in HR proudly showcases miraculous stories of aspiring human resources professionals who overcame obstacles and defied statistics to achieve their dreams in corporate America and in the non-profit sector. Their experiences answer the question, “Why aren’t there more Latinas in executive leadership?” and show how determination, grit, and finding the right mentors can pave the way to opportunity for anyone of any background. Be inspired by the personal wisdom in the Reflect and Rise micro-mentoring moments at the end of each chapter, and you too can continue to rise to your dreams.

Latinas Rising Up in HR: Inspirational Stories of Human Resources Professionals Leading, Thriving, and Breaking Barriers

ana.bedard

stephen.cornejogarcia

Diversity initiatives are falling short. This book shows leaders how to develop the skills needed to build sustainably inclusive organizations using a tested, research-based model developed by the global organizational consulting firm Korn Ferry.

According to the journal Human Resource Management, companies are spending over $8 billion a year on diversity programs. Yet today, the senior leadership teams at Fortune 500 companies are far from mirroring the diversity of their workforce and its customers. Andrés Tapia and Alina Polonskaia, senior leaders at Korn Ferry, argue that to build sustainable diversity and inclusion, organizations need to have inclusive leaders at all levels.

In this book, Tapia and Polonskaia draw on Korn Ferry's massive database of 3 million leadership assessments to reveal the essential qualities of inclusive leaders. They discuss the personality traits these leaders share and detail how to develop what they call the five disciplines of inclusive leadership: building interpersonal trust, integrating diverse perspectives, optimizing talent, applying an adaptive mindset, and achieving transformation.

Tapia and Polonskaia also outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to unleash the power of all people and to build both structurally and behaviorally inclusive organizations. This book will help leaders foster the skills to deal with today's complex challenges and create a more inclusive, sustainable, and prosperous future for all of us.

The 5 Disciplines of Inclusive Leaders: Unleashing the Power of All of Us

transformation

early career

Millennials

growth mindset

chuck.adams

helping managers

diversity &amp; inclusion

genz

andres.tapia

trust

Equitable and Inclusive

cultural transformation

evidence-based stategy

george.jifas

teresa.henderson

tanya.hinton

This book offers a new model for creating inclusive organizations and illuminates diversity's vital role in developing solutions to the critical social, environmental, and leadership challenges we face.

While many companies focus on DEI efforts, we must take inclusion to the next level. Our massive social, economic, and environmental challenges can only be solved when organizations and institutions embrace complete inclusion. This book gives organizations practical steps for increasing diversity to enhance their capacity to solve global challenges.

Andres T. Tapia and Fayruz Kirtzman, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry'sthe company's extensive research to outline five disciplines of inclusive organizations. These are the ability to:
<ol>
 	<li>Managing the risk</li>
 	<li>Exploring the awareness</li>
 	<li>Maximizing the talent systems</li>
 	<li>Mastering the logistics</li>
 	<li>Seeing the marketplace</li>
</ol>
&nbsp;

Based on metrics and proven solutions, this book provides useful strategies for building inclusive organizations. It reveals how such organizations can generate greater innovation, drive business results, optimize talent, and work towards greater social and environmental justice.

The 5 Disciplines of Inclusive Organizations: How Diverse and Equitable Enterprises Will Transform the World

organizational effectiveness

organizational capability

Safety & Belonging Design Complexity | Creating Cohort Learning at Scale

How to Foster Safety & Belonging | Designing Cohort Learning at Scale

GLAS: Grateful, Loving, Anxious & Support (Safety & Belonging Model)

Creating Safety and Belonging with Digital Cohort Learning

Why Design a Cohort at Scale for DEI versus Traditional Training?

How to Build individual & Group Reflection | Designing DEI Cohort Learning at Scale

Digital Learning Can Scale and Capture Cohort Institutional Knowledge 

Relationships Building Strategies | Digital & Live Hybrid Cohort Learning

Agile Cohort Learning Design | Listening to the Audience Conversations

Goodyear Tire & Rubber Company

Goodyear Tire's Incremental design for Scaling DEI Cohort Learning Creating High-value Social/Peer Interactions

Advice & Tips | Launching a DEI Cohort Learning Program at Scale

Uncovering Unconscious Bias    | DEI Cohort Learning Design Strategies

Potholes to Avoid | Implementing a DEI Cohort Learning Program at Scale

Personal Reflection Activities | Creating Safety and Belonging at Scale

How to Build Individual & Group Reflection | Designing DEI Cohort Learning at Scale

PRACTICAL TOOLS | How to Build Individual & Group Reflection

How to design DEI Cohort Digital Learning at Scale for Social/Peer Interactions

BEST PRACTICE: Why DEI Cohort Learning at Scale Fosters Inclusion

Advice & Tips | Launching a successful DEI Cohort Learning Program

BEST PRACTICE: DEI Cohort Learning at Scale Doesn’t Look Like Compliance Training

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