DX Learning Solutions

Amplitude

Session Focus: Open dialogue about current gaps in preparing managers for modern leadership challenges and explore innovative solutions.

This recent session explored critical gaps in current leadership development programs and innovative approaches to prepare leaders for modern workplace challenges. The discussion emphasized the need for a paradigm shift in leadership development.

Key Takeaways:
1. Adapt to the Changing Workforce: Evolve leadership development to address the needs of a modern, tech-savvy workforce, embracing generational differences and cognitive diversity.
2. Emphasize Emotional Intelligence and Adaptability: Equip future leaders with skills to navigate complexity and lead diverse teams effectively.
3. Foster Trust and Transparency: Shift from command-and-control to collaborative, inclusive leadership approaches.
Alex Draper captured the essence of this discussion: "Nothing good in life happens without intentionality and nothing good in life happens without balance and there's no one size fits all to any of these problems that we've come up with."

This insight underscores the need for intentional, balanced, and customized approaches to leadership development. The session highlighted innovative ideas such as leveraging technology for engaging learning experiences, cross-generational mentorship, and creating safe spaces for practicing emotional intelligence.

As navigated the complexities of the modern business world, the approach to leadership development must evolve. By focusing on adaptability, emotional intelligence, and cultures of trust, participants can better equip their leaders to thrive in an ever-changing landscape and drive organizational success.

Skills-First Leadership Development Programs. What’s Missing?

engagement &amp; culture

future of work

leadership

Leadership

alex.draper

richard.busby

leadership development

learning &amp; development

emerging leaders

ana.bedard

bill.ryan

organizational development

rahul.sharma

frontline leaders

brian.richardson

raushaun.muhammad

megan.bickle

tresha.lovell

adrianna.jimenez

leadership strategy

ELE Group, LLC

Session Focus: Open dialogue about current gaps in preparing managers for modern leadership challenges and explore innovative solutions.

This roundtable will examine current gaps and opportunities in leadership development programs. Participants will discuss blind spots in how organizations cultivate leaders, share innovative approaches, and explore ways to prepare leaders for modern challenges better.

<img class="aligncenter size-full wp-image-39650" src="https://wp.ele.llc/wp-content/uploads/2023/06/DDI-The-Leadership-Skills-Gap-of-the-Future-ELE-Event-Card.jpg" alt="The Leadership Skills Gap of the Future" width="674" height="381" />

Key questions we'll explore:
<ol>
 	<li>What are some vital blind spots in how many organizations develop leaders?</li>
 	<li>What critical skills or mindsets are leadership programs failing to cultivate sufficiently?</li>
 	<li>How could we better tailor leadership development to individual personalities, strengths, and growth areas?</li>
 	<li>What innovative formats or delivery methods could make leadership training more engaging and effective?</li>
 	<li>What role should mentoring, job rotations, stretch assignments, and other on-the-job development play?</li>
 	<li>How can we reinforce and sustain leadership lessons over time, not just in a one-off program?</li>
 	<li>What metrics should we establish to assess leadership program impacts and ROI better?</li>
</ol>
Here is a summary collected at ELE's October 2023 <a href="https://www.learningexecutive.com/events/wisconsin-cohort-3q2023">Skills-First Talent Practices Milwaukee Roundtable @ Regal Rexnord</a>:

<img class="aligncenter size-large wp-image-40218" src="https://wp.ele.llc/wp-content/uploads/2023/11/20231010_MKE-Roundtable-RRX-779x1024.jpg" alt="Urgent &amp; Missing Leadership Development Skills | ELE Group Milwaukee Roundtable (OCT 2023)" width="779" height="1024" />

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.

Skills-First Leadership Development Programs. What's Missing?

single-event

Your Teams

Learning Circles

dirk.tussing

edward.desrosiers

Complimentary

online event

complimentary event

future skills

future-minded leader

Session Focus: Lead Belay combines self-reflection, peer learning, group coaching, and experiential learning to give emerging (millennial) managers needed support.


This session provided valuable insights into the power of cohort-based learning for leadership development, especially in today’s challenging work environment.

As many organizations seek more effective ways to prepare managers, cohort learning offers a uniquely engaging and human-centered approach.
<blockquote>"Engagement is the key to effective learning, and cohort learning resonates because it meets our fundamental human need to connect.” - <a href="https://www.ele.llc/members/mike-kester" target="_blank" rel="noopener">Michael Kester</a></blockquote>
Here are three key takeaways to consider for integrating cohort learning into your leadership development strategy:

1. Peer-Based Learning Drives Lasting Impact
People learn more effectively and are more likely to change behaviors when learning with peers who face similar challenges. Cohort-based approaches harness this by creating a support network that goes beyond traditional, expert-led training.

2. Safety and Trust Enable Authentic Growth
Small, well-matched groups foster trust and openness, creating a safe environment for participants to share real challenges. This openness is crucial for meaningful leadership development and helps build a culture where managers can connect, learn, and thrive.

3. Focus on Purpose and Connection
Cohort learning resonates because it aligns with a fundamental desire to work on meaningful challenges alongside people we trust. By centering learning around real, relevant work, cohort-based programs enhance engagement and promote the application of new skills.

For HR leaders, these insights make a compelling case for cohort-based learning as an impactful investment in today’s managers and tomorrow’s leaders.

Emerging Manager Development | Designing Cohort Learning to Scale

evidence-based research

Engagement &amp; Culture

Peer-to-Peer Learning

learning design

cohort learning

collaborative learning

learning culture

upskilling

Millennials

mike.kester

jesse.james

talent management

accelerated leadership development

Coaching

flow of work

Learning Agility

employee engagement

Semi-synchronous Collaborative Peer-Learning

Scalable Global Cohorts

daryl.fleary

HR Strategy

Designing Cohort Learning to Scale

Session Focus: Lead Belay combines self-reflection, peer learning, group coaching, and experiential learning to give emerging (millennial) managers needed support.


&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 are sharing best and next practices and 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>
For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.

? An emerging next practice 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 you should 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, Mike Kester will share a cohort-based solution that combines self-reflection, peer learning, group coaching, and experiential learning to give emerging managers the support they need to be their best.

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

Team Leaders

Session Focus: Explore how we can learn to create memorable moments in our life and work.


Our most memorable positive moments are dominated by four elements: elevation, insight, pride, and connection.

If we embrace these elements, we can conjure more moments that matter. What if a teacher could design a lesson that he knew his students would remember twenty years later? What if a manager knew how to create an experience that would delight customers?

In this interactive session, we’ll delve into some fascinating mysteries of experience: Why we tend to remember the best or worst moment of an experience, as well as the last moment, and forget the rest.

Many of the defining moments in our lives are the result of accident or luck—but why would we leave our most meaningful, memorable moments to chance when we can create them? The Power of Moments Let’s Talk Talent Strategies shows us how to be the author of richer experiences

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>

The Power Of Moments

alison.cowan

Operations

new manager

Change Management

matt.donovan

leading remote workers

trust

front-line managers

Session Focus: Explore how we can learn to create memorable moments in our life and work.


Our most memorable positive moments are dominated by four elements: elevation, insight, pride, and connection.

If we embrace these elements, we can conjure more moments that matter. What if a teacher could design a lesson that he knew his students would remember twenty years later? What if a manager knew how to create an experience that would delight customers?

In this interactive session, we’ll delve into some fascinating mysteries of experience: Why we tend to remember the best or worst moment of an experience, as well as the last moment, and forget the rest.

Many of the defining moments in our lives are the result of accident or luck—but why would we leave our most meaningful, memorable moments to chance when we can create them? The Power of Moments Let's Talk Talent Strategies shows us how to be the author of richer experiences

<center><iframe title="YouTube video player" src="https://www.youtube.com/embed/syA8FyI6G-4" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

<hr />

Let's Talk Talent Strategies is our 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.

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>
ELE hosts this complimentary event every other Monday on Zoom.

The Power of Moments

Meet-ups

Executive Learning Exchange invites you to join us at…
ELE’s Virtual Happy Hour Meetup
open from 5:30 – 6:30 p.m. (Central Time) | Grab your favorite “quarantini” &amp; Zoom in
Grab your favorite “quarantini” to share &amp; learn with your peer-group with no formal agenda. We can collaborate on how we can create leaders worth following.
Breaking the cycle of bad bosses

New managers tell us over and over that they’ve learned more about what not to do from their bad bosses than what to do from any training, mentoring, or coaching. In fact, 75% of employees say their manager is the most stressful part of their job! We’re going to talk about what’s wrong with leadership and management development and how we can create leaders worth following.

Breaking the Cycle of Bad Bosses (Virtual Happy Hour)

marge.feely

meetup

margaret.kirby

effective leadership

global

greg.morris

Executive Learning Exchange invites you to join us at...
ELE's Virtual Happy Hour Meetup
open from 5:30 - 6:30 p.m. (Central Time) | Grab your favorite “quarantini” &amp; Zoom in 
Grab your favorite “quarantini” to share &amp; learn with your peer-group with no formal agenda. We can collaborate on how we can create leaders worth following.
Breaking the cycle of bad bosses

New managers tell us over and over that they’ve learned more about what not to do from their bad bosses than what to do from any training, mentoring, or coaching. In fact, 75% of employees say their manager is the most stressful part of their job! We’re going to talk about what’s wrong with leadership and management development and how we can create leaders worth following.

madeline.borkin

laura.jones

angela.thundercloud

tamara.vendetta

lynn.yazbec

tom.lanzisero

A revised and updated edition of the acclaimed Wall Street Journal bestseller that explores why some leaders drain capability and intelligence from their teams while others amplify it to produce better results.

We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room. These are the idea killers, the energy sappers, the diminishers of talent and commitment. On the other side of the spectrum are leaders who use their intelligence to amplify the smarts and capabilities of the people around them. When these leaders walk into a room, light bulbs go off over people’s heads; ideas flow and problems get solved. These are the leaders who inspire employees to stretch themselves to deliver results that surpass expectations. These are the Multipliers. And the world needs more of them, especially now when leaders are expected to do more with less.

In this engaging and highly practical book, leadership expert Liz Wiseman explores these two leadership styles, persuasively showing how Multipliers can have a resoundingly positive and profitable effect on organizations—getting more done with fewer resources, developing and attracting talent, and cultivating new ideas and energy to drive organizational change and innovation.

In analyzing data from more than 150 leaders, Wiseman has identified five disciplines that distinguish Multipliers from Diminishers. These five disciplines are not based on innate talent; indeed, they are skills and practices that everyone can learn to use—even lifelong and recalcitrant Diminishers. Lively, real-world case studies and practical tips and techniques bring to life each of these principles, showing you how to become a Multiplier too, whether you are a new or an experienced manager. This revered classic has been updated with new examples of Multipliers, as well as two new chapters one on accidental Diminishers, and one on how to deal with Diminishers.

Just imagine what you could accomplish if you could harness all the energy and intelligence around you. Multipliers will show you how.

Multipliers: How the Best Leaders Make Everyone Smarter

kery.mortenson

innovation

middle-manager

heather.tunison

communication

collaboration

potential

productivity

frontline managers

motivation

inspiration

teamwork

excutive leadership

TalentManagement

Management

OrganizationalCulture

EmployeeDevelopment

DecisionMaking

Growth

Self-Help

cindy.pinkstaffmiller

terresa.bubbers

The 12-Week MBA offers practical tips for managers and aspiring business leaders.

Getting an MBA takes time and money, making it inaccessible to many people who want to take charge in the business world. Now, The 12-Week MBA book offers an alternative way to learn business essentials, focusing on the skills and knowledge required to succeed as a manager and business leader.

The 12-Week MBA’s unique premise is that there is a core set of business skills that entrepreneurs and future leaders of organizations can learn and will need regardless of their industry, function, or level. Those core skills—value creation, people skills, and decision-making—can be learned in less time and at a lower cost than in a traditional two-year MBA, where the typical content becomes obsolete by the time students have graduated.

Authors Bjorn Billhardt and Nathan Kracklauer, leaders of Abilitie, a leadership development provider, have customized and honed their virtual 12-week MBA course over the last 20 years. Now, they bring you the key lessons from this curriculum in an accessible, engaging guide.

PLEASE NOTE: When you purchase this title, the accompanying PDF will be available in your Audible Library along with the audio.

The 12-Week MBA: Learn the Skills You Need to Lead in Business Today

bjorn.billhardt

“THIS, NINE-STEP PROCESS, OF CREATING AN EXECUTABLE INDIVIDUAL DEVELOPMENT PLAN (EIDP) CAN HELP YOU REACH YOUR FULL POTENTIAL AND ACHIEVE YOUR CAREER OBJECTIVES.”

Creating your EXECUTABLE professional development plan is a process of discovery and documentation, reflection and excitement, motivation and sharing, that ultimately can help you reach your full potential and achieve your career objectives. This process, regardless of how trivial it may sound, requires effort, network, and guidance – which comes from this workbook and its corresponding book, It Starts and Ends with EIDP (ISBN-13: 978-1798679548, ISBN-10: 179867954X).

Over the last couple of decades many different workbooks, workshops, and self-help systems have been designed to help people explore and build their career intelligence. This workbook (and corresponding book) is unique because it “starts with the end in mind,” and finishes with the EXECUTABLE individual professional development plan. Create your professional development plan. No one else should! The workbook contains three separate sections. In each, the participants learn more about the process, build the framework and document executable action items, and finally brainstorm potential pitfalls as well as actions that can be taken to increase the chance of successful execution. This workbook can help you and guide you to successfully learn, practice, and achieve all of the above. Let's get started.

The Nine Steps of Creating Your EXECUTABLE Individual Development Plan: Create your professional development plan. No one else should!

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