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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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Oshkosh Corporation

Shure Incorporated

FranklinCovey

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<div class="my-menu-content h-full flex flex-col justify-between">

<span style="font-size: 16px;">This session aims to illuminate the pivotal role of diversity, equity, and inclusion (DEI) in sculpting sustainable talent pipelines, spotlighting GitLab's Women's ERG as a prime example. Attendees will explore the three-pronged approach of the 3Es - Education, Experience, and Exposure, and understand their profound impact on inclusive cultures. Through a detailed breakdown, participants will grasp the manifold benefits of ERGs, spanning workforce development, workplace innovation, and community engagement. In the context of 2023, we'll also outline eight actionable strategies for ERGs to remain dynamic and value-driven. By the session's conclusion, attendees should have a clear roadmap for leveraging ERGs in their organizations comprehending their transformative power in shaping modern, resilient, and inclusive enterprises.</span>

</div>
</div>

DEI Improves Skills-First Sustainable Leadership & Talent Pipelines: L&D and ERG Partnering for Success

engagement &amp; culture

rochelle.house

effective leadership

learning &amp; development

richard.rykhus

trust

ana.bedard

darcy.pierson

DEIB

inclusive leadership

CHIE2023

Inclusive Workplace

raushaun.muhammad

organizational culture

DEI Integration

talent structures

joy.canonigo

Executive Learning Exchange (ELE)

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<em> "Order Taker"</em> to <em>"Difference Maker."</em>

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

teresa.sertic

Performance Improvement

L&amp;D

WeLearn

Join us for a live conversation as we talk to author Loren Sanders about her view of organizations being powered by people, and empowered with empathy. She’ll also be previewing what you can find in her newest book Empathy Is Not A Weakness: And Other Stories from The Edge.

Embracing Empathy Is Not A Weakness: And Other Stories from The Edge.

Engagement &amp; Culture

sean.stowers

leading remote workers

Empathy

loren.sanders

Komatsu

<strong>Session Focus: Case studies and roundtable discussion for embedding DEI in everyday culture and talent structures
</strong>
<div>Diversity, equity and inclusion (DEI) initiatives too often get stuck at the philosophy stage, failing to become operationalized into the actual systems and processes that shape organizational culture. This insightful session provided a roadmap for hardwiring DEI into the very DNA of how companies operate each day.</div>
<div></div>
<div>A key takeaway: Identify and address the obstacles preventing your organization from truly embedding DEI, whether it's lack of empowerment, education gaps, or waning engagement after the initial DEI push.</div>
<div></div>
<div>The presenters emphasized using inclusive language as a powerful way to foster a more inclusive culture day-to-day. As one shared: "Try this - 'I value your ideas, are you available to contribute content?' Instead of 'I'd like to pick your brain.'" Small language shifts can have a big impact.</div>
<div></div>
<div>However, the core focus was on embedding DEI into talent management processes - a critical stumbling block for many organizations. Citing a real example, one presenter stated: "We changed the process so self-evaluations and manager ratings come together, eliminating the bias where women often underrate themselves."</div>
<div></div>
<div>Other substantive tips for hardwiring DEI into talent systems included:</div>
<div></div>
<div>- Stating in job postings that women and minorities should apply even if not meeting 100% of qualifications</div>
<div>- Delaying hiring decisions to allow more diversity in applicant pools</div>
<div>- Embedding inclusive behaviors into leadership competency models and measuring them</div>
<div>- Training hiring managers on unconscious bias, conducting blind resume reviews</div>
<div></div>
<div>The universal truth, as one aptly put it: "What gets measured gets done." By operationalizing DEI efforts into tangible, measurable processes, organizations can achieve real cultural change. This session provided the practical strategies to make it happen.</div>

Embedding DEI in Everyday Culture and Talent Structures

dirk.tussing

richard.busby

aimee.louw

edward.desrosiers

ann.brownell

daryl.fleary

tynecia.walker

jennifer.rainey

megan.bickle

Skillable

<strong>Session Focus: </strong><strong>Navigating the Journey to Skill Mastery: Assess, Practice, Validate</strong>

We live in an era where technological advancements are disrupting the workplace at an unprecedented pace. Traditional training methods are struggling to keep up with the evolving skill demands, creating a critical need for organizations to adopt innovative approaches to skills development and validation.

This session explored the importance of transitioning from knowledge-based assessments to performance-based evaluation that truly measures an individual's ability to apply learned skills in real-world scenarios. As emphasized by the quote, "The importance of actual application of actual behavioral assessments to know what it is that we are doing."

<strong>Three key takeaways from the session:</strong>
<p style="padding-left: 40px;">1. Traditional training and knowledge-based assessments are insufficient for ensuring true job readiness. Organizations need performance-based assessments that validate applied skills.</p>
<p style="padding-left: 40px;">2. Providing safe, scenario-based environments for employees to practice skills on-the-job, make mistakes, and build confidence is critical.</p>
<p style="padding-left: 40px;">3. An experiential, hands-on "learn by doing" approach is scientifically proven to be more effective for skills development and knowledge retention than passive learning.</p>
The session delved into innovative strategies for creating immersive learning experiences that bridge the gap between theoretical knowledge and practical application. Attendees gained insights into cutting-edge assessments, simulations, and on-the-job training that empower employees to develop true skill mastery.

By embracing these transformative approaches, organizations can cultivate a workforce equipped with the adaptability and resilience necessary to navigate the ever-evolving landscape of the modern workplace successfully.

Embracing Cutting-Edge Assessments for Seamless Skills Integration!

Digital &amp; AI

upskilling

ann.klitzke

jill.mack

sarah.danzl

deborah.lenchard

geovanny.andino

performance assessment

steve.lange

reskilling

mary.zolna

brian.richardson

assessment

Reskilling and Upskilling

gordon.ritchie

<strong>Session Focus: Unveiling Empathy’s Power: An Intimate Fireside Chat with the Author</strong>

In a thought-provoking fireside chat, author Lauren Sanders unveiled the transformative power of empathy through her book "Embracing Empathy." Sanders shared candid stories from her own journey as a leader who lacked empathy early in her career to her profound awakening about its vital importance.

"<em>Empathy is the key to building trust and I don't think anybody would argue with me when I say the impact of Trust on teams and in organizations matters</em>," Sanders asserted. Through her authenticity and vulnerability, three key takeaways emerged:
<p style="padding-left: 40px;">1. Empathy is a critical practice for effective leadership that drives trust, motivation and retention, but it requires ongoing self-awareness and effort to develop.</p>
<p style="padding-left: 40px;">2. Demonstrating empathy means deeply understanding each individual's unique perspectives, needs and situation through curious questioning and authentic listening.</p>
<p style="padding-left: 40px;">3. Empathy is not leniency - it involves giving candid feedback when needed, but doing so through the lens of caring about someone's growth versus just demanding results.</p>
Sanders emphasized that empathy is a muscle that must be continuously exercised. She encouraged leaders to investigate their self-awareness, seek feedback on how they are perceived, and tailor their approach to connect with each person's distinct reality.

While the road to true empathy has challenges, such as today's virtual environments, Sanders made a powerful case that the payoff is invaluable. When people feel their leader genuinely understands and values them, they are inspired to bring their fullest selves to the work. Empathy fosters the trust that is the bedrock of all high-performing teams and organizations.

Embracing Empathy

sara.lorenzo

david.glenz

tom.griffin

bill.ryan

leigha.kinnear

brady.bair

yingyang.w

<strong>Session Focus: Embracing Gender Diversity: Fostering a Culture of Inclusion and Well-being</strong>

In a powerful and deeply personal session, Iris shared her journey of transitioning as a transgender woman at Komatsu amidst the backdrop of the COVID-19 pandemic. Her story powerfully illustrated the transformative impact that cultivating a culture of inclusion and psychological safety can have on individuals and organizations.

Psychological safety is something that we can all talk about and that opens the door to us being able to learn, develop our skills, and contribute in a meaningful way.

<strong>Through her experiences, Iris drove home three critical takeaways:</strong>
<p style="padding-left: 40px;"><em>1. Creating a psychologically safe environment where employees can bring their full authentic selves is critical for allowing them to contribute all their skills and reach their full potential.</em></p>
<p style="padding-left: 40px;"><em>2. Leading diversity, equity, and inclusion (DEI) efforts requires taking a strategic, business-aligned approach while also being prepared to navigate complex situations impacting marginalized groups with empathy and creativity.</em></p>
<p style="padding-left: 40px;"><em>3. Increasing awareness through training, developing inclusive policies and benefits, and finding creative solutions are important for holistically supporting and leveraging diverse talent.</em></p>
Iris's vulnerability in sharing her personal transition story, coupled with her strategic mindset as a talent leader, provided a powerful case study. Her approach highlighted how fostering an inclusive culture goes hand-in-hand with skills-based talent development and enables organizations to tap into the fullest capabilities of their workforce.

This session was a testament to the pivotal role psychological safety plays in creating a true culture of belonging - one where all employees feel empowered to show up authentically, develop their skills, and positively impact the business.

Creating a Space to Belong at Komatsu

dave.hamblin

hybrid environment

hybrid workforce

april.hershman

winnie.davis-key

iris.farley

system thinking

kelly.wojda

BetterUp

<strong>Session Focus: NextGen Leadership Development with ERGs: Applying Systems Thinking to Talent Management for a Skills-First Approach</strong>

In today's rapidly evolving business landscape, developing a robust pipeline of next-generation leaders is crucial for organizational success. However, traditional leadership development approaches often fail to address the unique challenges and perspectives of underrepresented talent pools. This is where Employee Resource Groups (ERGs) can play a pivotal role, providing a powerful platform for cultivating essential leadership skills while fostering an inclusive and diverse workforce.

During the insightful session "ERGs for Developing NextGen Leaders," thought leaders from various organizations explored how ERGs can be leveraged as a potent learning and development vehicle. As Darcy aptly stated, "ERGs are a learning and development vehicle when we think about that 70-20-10 model and really starting to utilize them more intentionally to build that capability."

<strong>Three key takeaways emerged from this engaging discussion:</strong>
<p style="padding-left: 40px;"><em>1. ERGs provide valuable leadership development opportunities, especially for young, emerging leaders to build skills like strategic thinking, confidence, influencing, and managing teams.</em></p>
<p style="padding-left: 40px;"><em>2. Organizations should be intentional about integrating ERG leadership roles into their overall leadership development strategies and pipelines as a learning ground.</em></p>
<p style="padding-left: 40px;"><em>3. Beyond just professional development, ERGs also create connections to underrepresented talent communities for recruiting, enable cultural education, and foster more inclusive environments.</em></p>
By embracing a systems thinking approach, organizations can harness the power of ERGs to cultivate a skills-first talent management strategy. This holistic approach not only nurtures the next generation of leaders but also promotes diversity, equity, and inclusion – essential ingredients for driving innovation and long-term business success.

As the workforce landscape continues to evolve, organizations that prioritize the development of their future leaders through ERGs and other innovative initiatives will be well-positioned to thrive in an increasingly competitive and dynamic global marketplace.

ERGs for Developing NextGen Leaders

Leadership

azizeh.constantinescu

jesse.james

auroon.thapa

bryan.burkhalter

sarah.lewis

nancy.cambronperez

AIHR

Session Focus: <strong>A fun, interactive group activity to Build a Better HR Skillset</strong>

Title: ChatGPT for HR: ELE's 2nd HR Talent Leaders Debate on Zoom

Session Focus: A fun, interactive group activity to Build a Better HR Skillset

In this engaging session hosted by ELE, HR professionals came together for a lively debate on the use of AI and ChatGPT tools in the HR realm. Through polls, discussions, and an Oxford-style debate, participants explored the potential benefits and risks of leveraging AI for HR tasks like recruiting, employee engagement, and performance management.

The session provided valuable insights into how AI can drive efficiencies at scale, especially for repetitive, process-driven activities. As one participant noted, "The other benefit we talked about this really at a very high Global level was the potential for AI to be able to mitigate what many believe to be Global labor shortages." However, it also highlighted the need for proper governance, with cross-functional teams across HR, legal, IT, and business leaders guiding the implementation.

<strong>Three key takeaways emerged:</strong>
<p style="padding-left: 40px;">1. AI tools offer significant efficiency gains for repetitive tasks but carry risks around bias, privacy, and over-reliance without human context.</p>
<p style="padding-left: 40px;">2. Deploying AI should involve cross-functional governance, not just HR alone.</p>
<p style="padding-left: 40px;">3. HR's crucial role is preserving the "human element" and ensuring employee experience when leveraging AI capabilities.</p>
Through lively debate and exchanges of diverse perspectives, participants built their HR skillset on this critical topic impacting workforce management. The session provided practical tips for effectively utilizing AI while emphasizing the need for human judgment in tandem with technological advancements.

ChatGPT for HR: ELE’s 2nd HR Talent Leaders Debate on Zoom

Future of Work

christine.moczynski

Chatbot

rebecca.benson

laura.clark

paula.y..spears

ChatGPT

<strong>Session Focus: </strong><strong>Navigating the Journey to Skill Mastery: Assess, Practice, Validate</strong>

In the modern corporate landscape, upskilling and ensuring job readiness is no longer linear. Today's leading organizations are asking three pivotal questions:
<ol>
 	<li>Does the workforce possess the necessary skills for their respective jobs?</li>
 	<li>Can these employees effectively apply these skills in real-time, on-the-job scenarios?</li>
 	<li>And perhaps most importantly, can the application of this skill be tangibly validated?</li>
</ol>
Aligning these inquiries with organizational strategies means connecting each question to specific business objectives:
<ul>
 	<li><strong>Recruiting</strong>: For external candidates, validation becomes paramount. Can the prospective candidate truly perform the tasks associated with the job role? Are their professed skills genuine, and can they be substantiated?</li>
 	<li><strong>Talent Management</strong>: For internal candidates, especially those eyed for promotions or role transitions, the key is again validation. Do these employees, familiar though they may be with the organizational culture, genuinely possess the capabilities to take on new responsibilities?</li>
 	<li><strong>Learning &amp; Development</strong>: Here, assessment takes the lead. Before embarking on development initiatives, one must accurately gauge existing skill levels. What are the areas of proficiency, and where do gaps exist that require targeted development?</li>
 	<li><strong>Performance-based Skill Building &amp; Validation</strong>: The Modern Approach</li>
</ul>
Traditional learning often remains procedure-oriented, with a focus on rote techniques. However, the future of skill-building lies in a performance-based approach. This strategy:
<ul>
 	<li>Advocates for deep learning, emphasizing problem-solving and skill reinforcement over mere information retention.</li>
 	<li>Shifts the focus to scenarios and real-world problems rather than abstract concepts. This problem-centered methodology ensures that learning mirrors actual job tasks.</li>
 	<li>Provides employees with a conducive environment to practice and experiment. By offering a safe space, employees can explore solutions, make mistakes, and, crucially, "figure it out" without fearing real-world repercussions.</li>
 	<li>Strongly encourages experiential learning. The age-old adage of "learn by doing" is more relevant now than ever, ensuring skills are acquired and deeply ingrained.</li>
</ul>
&nbsp;

ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Digital

<strong>Session Focus: Case studies and roundtable discussion for embedding DEI in everyday culture and talent structures
</strong>

As organizations increasingly integrate DEI into the business, learning &amp; development leaders are increasingly asked to support and lead diversity, equity, and inclusion efforts. Ana Bedard will lead a discussion with two seasoned DEI leaders, Tynecia Walker (Komatsu) and Darcy Pierson (Oshkosh Corporation) about how they are embedding equity and inclusion into organizational culture and talent structures. The conversation will also include opportunities for everyone on the call to share their practices to learn from each other.

&nbsp;

ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

<strong>Session Focus: Unveiling Empathy's Power: An Intimate Fireside Chat with the Author</strong>

Join us for an enlightening fireside chat with the esteemed author, Loren Sanders, as she shares invaluable insights on empathetic leadership and its profound impact on creating thriving work environments. In her remarkable book, <a href="https://www.ele.llc/books/empathy-is-not-a-weakness"><em>Empathy is not a Weakness and Other Stories from the Edge</em></a>, Sanders unveils the seven key practices essential for cultivating empathy and motivating others.

With honesty and humility, Sanders takes us on her journey of self-awareness, recounting the pivotal moments that compelled her to confront her leadership shortcomings. Through captivating anecdotes and real-life examples, she demonstrates the transformative power of empathy in nurturing a culture where individuals feel seen, heard, and supported.

&nbsp;

<img class="aligncenter wp-image-40481" src="https://wp.ele.llc/wp-content/uploads/2023/06/Empathy-Book-and-Wine-768x1024.jpg" alt="Empathy Is Not a Weakness (Loren Sanders)" width="212" height="283" />

&nbsp;

During this engaging discussion, Sanders will delve into practical strategies for leaders to enhance their emotional intelligence and harness the strength of empathy. From the importance of active listening and gaining a perspective to building trust and providing meaningful feedback, she will share actionable takeaways that can be implemented immediately.

Discover how empathy and effective leadership go hand in hand, enabling organizations to thrive and individuals to reach their full potential. Don't miss this opportunity to glean invaluable wisdom from a true champion of empathetic leadership. Join us and unlock the secrets to fostering a culture of empathy and empowerment in your professional journey.

&nbsp;

ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

<strong>Session Focus: Embracing Gender Diversity: Fostering a Culture of Inclusion and Well-being</strong>

In this inspiring and insightful fireside chat presentation, Iris Farley, Vice President of Talent at Komatsu and a trans woman, will share her unique perspective on fostering a culture of inclusion and well-being for LGBTQ+ employees, particularly trans individuals. Drawing from her journey of transitioning on the job and her experience as an HR and DEI professional, Iris will discuss the importance of embracing gender diversity and creating a supportive environment where ALL employees can bring their whole selves to work.

<img class="aligncenter wp-image-39133" src="https://wp.ele.llc/wp-content/uploads/2023/06/DEIB-2023-Supporting-employees-in-difficult-times.jpg" alt="Iris Farley's 2023 Reflections (Komatsu North America) " width="475" height="264" />

Attendees can expect to learn practical examples and lessons from Komatsu's ongoing efforts to support DEI generally and LGBTQ+ employees specifically. Iris will also address the current legislative climate surrounding trans issues and the role of companies in promoting workplace well-being through diversity, equity, and inclusion.

<em><img class="aligncenter wp-image-39134" src="https://wp.ele.llc/wp-content/uploads/2023/06/DEIB-2023-Komatsu-Building-a-more-diverse-and-inclusive-place-to-work.jpg" alt="Iris Farley's 2023 Reflections (Komatsu North America) " width="467" height="259" /></em>

Join us for this empowering session as we explore the benefits of embracing gender diversity, fostering an inclusive culture, and promoting workplace well-being to unlock the potential of known and unknown skills within our organizations.

&nbsp;

ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

Western Digital

<strong>Session Focus: Essential Behaviors &amp; Skills Driving Success for 2023 and Beyond Transitioning to a Skills-Based Organization</strong>

In this engaging session, we explored the critical digital skills needed for HR professionals to drive agile leadership development as organizations shift towards skills-based models. Through interactive polls, case studies, and thought-provoking discussions, three key takeaways emerged:
<p style="padding-left: 40px;"><em>1. AI will undoubtedly change how work gets done, but it won't replace the uniquely human skills that are essential for effective leadership, such as empathy, critical thinking, and decision-making abilities. As one panelist aptly stated, "AI doesn't care when we are talking about working and being teamwork and getting stuff done, the AI can do a lot of things but it's not human, it's not gonna."</em></p>
<p style="padding-left: 40px;"><em>2. To successfully drive a skills-based talent strategy, HR professionals must possess strong analytics capabilities. This means going beyond merely reporting data and instead using it to have insightful conversations with business leaders, interpreting insights, and translating them into actionable talent decisions.</em></p>
<p style="padding-left: 40px;"><em>3. Providing comprehensive training, user-friendly tools, and clear guidance is crucial to demystifying data and analytics for HR professionals. By empowering them to leverage these resources effectively, they can move beyond simply showcasing numbers and instead use data to drive meaningful talent strategies and decisions.</em></p>
Through real-world examples, such as the GE Digital case study, participants gained practical insights into upskilling HR teams with data analytics capabilities, fostering a culture of data-driven decision-making, and facilitating productive conversations with business leaders using skills-based frameworks.

As we navigate the rapidly evolving landscape of work, it's clear that developing agile leaders with the right digital skills and mindsets is paramount. This session equipped HR professionals with the knowledge and tools to embrace the power of AI while leveraging their inherently human strengths, positioning them as strategic partners in shaping the future of talent management.

Digital Skills for Developing Agile Leaders

nick.allen

sara.larson

toolset

eric.nelson

AI and skills

measurement tools

AI Use cases

carrie.berg

CME Group

GE Renewable Energy

Lead Belay

As HR Talent Leaders, the responsibility lies in fostering a culture of continuous learning and development within organizations. In today's rapidly evolving business landscape, cultivating a "learning organization" is imperative for driving innovation, employee engagement, and long-term success.

The concept, as defined by Michael Kester, envisions an environment "<em>where people continually expand their capacity to create desired results, nurture new thinking patterns, set free collective aspirations, and continually learn to see the whole together."</em>

<strong>Three key takeaways emerged:</strong>
<p style="padding-left: 40px;"><em>1. Cultivating a trusting culture of psychological safety, treating failures as learning opportunities, is critical for becoming a generative, learning organization. Rachad stated, "When collaborating with peers, it will be an investment in self-development – a powerful yet difficult mindset to instill in large companies."</em></p>
<p style="padding-left: 40px;"><em>2. Shifting the organizational mindset to view knowledge sharing and collaboration as crucial for personal development is difficult but essential. Daniel Ranta emphasized being "deliberate in the approach to give the greatest chance of success in this maturity model."</em></p>
<p style="padding-left: 40px;"><em>3. Evolving an organization's learning capabilities requires a deliberate, long-term strategy integrating changes to culture, structure, rewards, technology, and governance models. GE's case study highlighted the challenges in transitioning from hierarchical to networked learning models.</em></p>
Fostering peer-learning communities, encouraging knowledge sharing, and providing a psychologically safe environment empowers teams to expand capabilities, nurture innovative thinking, and unlock collective aspirations.

Cultivating a learning culture is a journey, not a destination. Embracing this challenge with determination, vision, and commitment enables organizations to thrive amid constant change.

Cultivating a Learning Culture: Empowering Teams through Peer-Learning Communities

newton.moore

knowledge transfer

mike.kester

Organization Development

employee engagement

Knowledge Management

rachad.el-badawi-el-najjar

scalable learning experiences

organizational agility

thomas.fons

peter.hogaboam

build organizational growth

employee retention

decision making

teamwork

learning community

learning organization

social network analysis

daniel.ranta

<strong>Session Focus: Scaling Coaching for Employee Development in Your Organization</strong>
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<p class="whitespace-pre-wrap break-words">Title: Scaling Coaching for Exponential Employee Growth and Business Impact</p>
<p class="whitespace-pre-wrap break-words">The "Art and Science of Next-Gen Coaching That Scales" session provided a fascinating look at the future of employee development through coaching. No longer just for executives, coaching is evolving to become a scalable, data-driven solution to upskill employees and drive tangible business outcomes across an organization.</p>
<p class="whitespace-pre-wrap break-words"><strong>Here are three key takeaways from the session:</strong></p>

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words"><em>Next-Gen Coaching utilizes data, AI and technology integrations to identify the right employee populations to target with coaching in order to maximize impact on specific goals like innovation, retention, performance, etc.</em></li>
 	<li class="whitespace-normal break-words"><em>It goes beyond traditional 1:1 coaching by incorporating diverse modalities like group coaching, AI-guided learning paths, and innovations like ChatGPT to provide personalized development at scale.</em></li>
 	<li class="whitespace-normal break-words"><em>A core focus is the ability to directly measure and quantify the business impacts of coaching investments, as highlighted by this quote: "If organizations have started flipping the application of coaching on its head, it's come with a very intense drive to be able to measure what none of us could have done effectively before - the direct translation of investments to business impact."</em></li>
</ol>
<p class="whitespace-pre-wrap break-words">The examples of Chevron using Next-Gen coaching to build an innovation culture and Truloe tying it directly to retention and performance metrics were powerful illustrations of this new approach. By integrating with existing HR technologies, applying AI to identify critical populations, and diversifying solutions, coaching is transforming from a niche executive benefit to a scalable catalyst for developing talent aligned to business strategy.</p>
<p class="whitespace-pre-wrap break-words">If you're exploring coaching, reskilling, or employee development initiatives, the Next-Gen Coaching framework provides a vision for exponentially maximizing the impacts across your workforce. The future of coaching is data-driven, tech-enabled, and focused squarely on driving measurable outcomes.</p>

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The Art and Science of Next-Gen Coaching that Scales

allyson.carter

jane.shlaes

shane.bill

Coaching Conversations

peer coaching

coaching strategy

kyla.holcombe

Udemy

DX Learning Solutions

<strong>Session Focus: </strong>A roundtable discussion to tease the good, bad, and ugly from several different (company) perspectives.

As companies continue navigating the hybrid work landscape, one thing is clear - effective leadership in this environment requires a fundamental shift in mindset and approach. This recent session, "Improving Hybrid Leadership Skills," drove this point home through a insightful roundtable discussion that teased out the good, bad, and ugly from several perspectives.

A key highlight was the apparent disconnect between leadership and employees on hybrid work preferences. As Alan Todd pointed out: "CEOs want everybody in the office and the employees don't, they want to work from home, they like the flexibility and all of the great affordance of work from home. The question really is - does the CEO not trust them to get work done remotely? And so now there's this whole issue of leadership trust from the very top in these companies."

<strong>Bridging this divide calls for leaders to embody three critical capabilities:</strong>
<p style="padding-left: 40px;"><em>1. Develop emotional intelligence and empathy: Promoting psychological safety and high performance in hybrid teams hinges on leaders' ability to be self-aware, read situations/people accurately, and respond with genuine compassion.</em></p>
<p style="padding-left: 40px;"><em>2. Provide clarity through intentional communication: Dispel ambiguity by being thoughtful and deliberate in communication. Account for cognitive biases that can derail effective remote leadership.</em></p>
<p style="padding-left: 40px;"><em>3. Foster autonomy and equity: Build trust by allowing flexibility rather than micromanaging. Be inclusive in decision-making to promote fair treatment across distributed teams.</em></p>
As our experiences shared, simply being a good leader isn't enough in today's hybrid environment. Intentionality in developing the right mindsets and skillsets is key to unlocking the potential hybrid work offers. Those who crack this code will be better positioned to attract, engage and retain top talent.

Improving Hybrid Leadership Skills

alex.draper

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