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Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

LAK Group

Human Synergistics

Session Focus: <a href="https://www.ele.llc/members/angie-zeigler">Angie Zeigler</a> will build on the foundation of the Chicago keynote to explore in greater depth why values often fail to translate into behavior. She will lead a peer discussion on identifying the cultural forces that quietly accelerate or undermine performance.
For talent leaders, the biggest culture risk isn’t unclear values—it’s the widening gap between the values on the wall and the behaviors employees experience every day.
In this follow-up live discussion, Angie Zeigler, head of culture practice with LAK Group, builds on the Human Synergistics keynote to explore why well-intentioned values initiatives stall—and what actually drives culture change at scale. Drawing on decades of research and real organizational data, Angie shares practical stories of how organizations that prioritize and reward specific, constructive behaviors are significantly more successful in closing the engagement gap.
This discussion is designed for leaders who want to move beyond culture statements and into the real work of aligning values, behaviors, and results.
Human Synergistics' research makes visible what most leaders sense—but struggle to diagnose.
<img class="aligncenter size-full wp-image-44495" src="https://wp.ele.llc/wp-content/uploads/2025/11/CHIE2025-Kern-Keynote-80-vs-25-percent-slide.jpg" alt="Michael Kern presenting a slide showing a contrast between “&gt;80%” and “&lt;25%” to illustrate gaps between stated values and lived behaviors." width="1920" height="1133" />
What this data reveals is uncomfortable—but actionable. Most organizations believe they are values-driven, yet fewer than a quarter consistently experience those values in daily work. That gap isn’t cultural “noise”—it’s a performance signal.
In this discussion, leaders will examine how everyday behaviors, systems, and incentives quietly reinforce—or undermine—the culture they say they want, and where small, targeted shifts can create outsized impact.
Who Should Join
This discussion is designed for leaders responsible for shaping culture, performance, and behavior at scale—across HR, talent, learning, and the business. If you’re wrestling with gaps between stated values and what actually gets rewarded, or trying to understand which behaviors accelerate performance—and which quietly undermine it—you’ll be in good company.

How This Works
Each discussion runs for 50 minutes and blends a short framing insight with open, peer-driven exchange.
There are no slides to sit through and no pitches—just focused conversation designed to surface what’s working, what’s not, and what leaders are trying next as culture and performance collide in real organizations.

Join the ELE Conversation
These every-other-Friday discussions are part of ELE’s ongoing peer exchange for leaders shaping talent and work in the AI era. Come ready to listen, contribute, and learn alongside peers testing ideas in real organizations and sharing what they’re learning.
Recordings are posted to <a href="https://www.ele.llc/insights">ELE Insights</a> within 2–4 business days.

From Values to Behavior: Navigating Superheroes and Saboteurs

single-event

future of work

Your Teams

Learning Circles

digital transformation

innovation

angie.zeigler

upskilling

performance improvement

talent development

Complimentary

online event

complimentary event

Culture Change

employee engagement

collaboration

accountability

Performance Improvement

Engagement &amp; Culture

continuous learning

reskilling

L&amp;D

matt.sernaker

organizational culture

HR leaders

AI in HR

Strategic HR

workplace adaptation

knowledge sharing

Culture Transformation

Values Alignment

actionable insights

practical strategies

employee trust

practical insights

leadership behavior

cindy.pinkstaffmiller

cathleen.cooke

1Q2026

performance culture

cultural diagnostic data

targeted intervention

organizational systems

HR processes

culture risk

culture reality check

AI and learning

AI reskilling

reframing hr

CCA Inc.

Burnout is at an all-time high—and it’s not just an individual problem. This interactive session explores the issue from three levels: the employee experience, the leader’s role, and the organizational culture that shapes it. Together we’ll examine how stigma around mental health, fears of AI and job insecurity, and identity-based differences amplify burnout in the workplace. Participants will leave with practical strategies to reduce stigma, lead with empathy while maintaining high performance, and reimagine cultures that support sustainable success.

🏡 How to Apply This Back at Work
Don’t let this stay a roundtable insight—make it a real-world shift. Here’s how to bring these burnout-busting, data-informed strategies home:

Individual Level:
Take one daily “micro-reset” to check in with your energy—pause, breathe, and adjust your pace before burnout builds.

Leader Level:
Begin every 1:1 by asking how your team member is really doing—then listen without jumping straight to solutions.

Organizational Level:
Redesign workflows and meeting norms to support recovery time, focus, and psychological safety across teams.

Learning &amp; Development:
Embed energy management and well-being practices into all leadership and onboarding programs, not just wellness initiatives.

Talent Management:
Use engagement and pulse data to spot early signs of burnout—and intervene with workload, clarity, or connection support.

These aren’t just ideas—they’re upgrades to your people strategy. Start small, test fast, and share what works.

Everyone Is Burnt Out | Recharging Your People Strategy

Strategy

Leadership

people strategy

talent management

psychological safety

CHIE2025

employee well-being

Burnout Prevention

Sustainable Success

manendra.bhugra

ali.glaser

mental health stigma

leadership empathy

workforce recovery

L&amp;D programs

data informed strategy

UL Solutions

Burns Bright Consulting

In this 45-minute panel discussion, Jennifer Rainey will moderate a discussion on exploring how belonging fuels engagement, innovation, and wellbeing for the next generation. Through a dynamic conversation we’ll examine how leaders can intentionally design cultures where people flourish—and where leadership itself becomes sustainable.

What if thriving at work came down to two simple shifts—leading with love and living with intention? Drawing inspiration from The Power of Love in Business and All In! The 28-Day Reset, this discussion explores how trust, courage, and compassion create high-performing, resilient teams. Expect to walk away with “Seven to Heaven” principles and small daily resets you can apply immediately to strengthen belonging and wellbeing across your organization.

📚 Related Readings:
<ul>
 	<li><a href="https://www.ele.llc/members/bookshelf/becoming-a-human-organization-transforming-work-touching-lives" target="_blank" rel="noopener noreferrer">Becoming a Human Organization, Transforming Work, Touching Lives | ELE Group</a></li>
 	<li><a href="https://www.ele.llc/members/bookshelf/the-power-of-love-in-business-12-principles-to-help-you-and-your-business-thrive" target="_blank" rel="noopener noreferrer">The Power of Love in Business: 12 Principles to Help You and Your Business Thrive | ELE Group</a></li>
 	<li><a href="https://www.ele.llc/members/bookshelf/all-in-the-28-day-reset" target="_blank" rel="noopener noreferrer">All In! The 28 Day Reset: A Daily Commitment to Being at Your Best | ELE Group</a></li>
</ul>

Becoming a Human Organization | Simple Shifts for Transforming Work and Touching Lives

azizeh.constantinescu

belonging

wellbeing

HR Strategy

leadership principles

Talent Retention

Sustainable Leadership

High Performing Teams

owen.burns

human organization

senior HR leaders

compassionate leadership

intentional design

For senior HR and Talent leaders, the single biggest culture risk isn't a lack of declared values—it's the massive, draining gap between the values on the wall and the behaviors on the floor. This misalignment actively undermines performance and erodes employee trust, creating a confusing and exhausting work environment.

In this practical, research-backed session, Michael Kern, Consulting Director at Human Synergistics, leveraged over 40 years of groundbreaking culture research to reveal a hard truth: Your organizational systems and leaders' everyday behaviors, not your mission statement, are the true curriculum for your culture.
<h3>Essential Takeaways for Aligning Culture and Performance:</h3>
<ul>
 	<li>The Culture Reality Check: Attendees moved beyond surface-level surveys to understand the deep, diagnostic data that reveals the gap between the "Ideal" (what people value for success) and the "Current" (what people actually experience). You can't change what you can't measure with precision.</li>
 	<li>Identifying Superheroes and Saboteurs: Michael provided a framework for senior leaders to identify the forces—both people and organizational policies—that are either driving the desired culture ("Superheroes") or actively undermining it ("Saboteurs"). This is the critical step to move from generalized observation to targeted systemic intervention.</li>
 	<li>The Three-Part Alignment Strategy: The session detailed the essential alignment needed to bridge the values gap, focusing on:
<ol start="1">
 	<li>Leadership Behaviors: Shifting from mere approval of values to actively modeling the desired culture every day.</li>
 	<li>Organizational Systems: Revising HR processes, recognition programs, and performance management to reward value-aligned actions.</li>
 	<li>Values: Ensuring the stated values are clear, actionable, and connected to business outcomes.</li>
</ol>
</li>
</ul>
This keynote was a powerful call to action for leaders ready to stop declaring their values and start living them, creating a truly congruent, high-performing organizational culture that drives measurable results.

Reconnecting Values to Culture | Navigating the World of Superheroes and Saboteurs

michael.kern

Origami Works Foundation

ELE Group, LLC

This interactive discussion explores nonprofit use cases—often working with limited resources—are using AI in smart, practical ways to transform learning and development. The conversation made it clear: AI is not replacing talent leaders, but amplifying their ability to deliver personalized learning, empower staff, and build future-ready cultures.
As one panelist shared:

<blockquote data-start="618" data-end="739">
“By embracing AI, a team member unlocked new skills, greater confidence, and a well-earned raise.” — <a href="https://www.ele.llc/members/dani-petrie1" target="_blank" rel="noopener">Dani Houchin</a>, Origami Works Foundation
</blockquote>
And at scale, the potential is just as powerful:

<blockquote data-start="792" data-end="908">
“AI helps us customize training to each role, making learning more relevant and engaging.” — Natalie Kindred
</blockquote>
Together, these stories highlight AI’s dual impact—driving both personal growth and organizational transformation.


<hr data-start="1028" data-end="1031" />

<h2 data-start="1033" data-end="1056">🔑 5 Key Takeaways</h2>
<ol data-start="1057" data-end="1820">
 	<li data-start="1057" data-end="1220">
AI is a Co-Creator, Not a Replacement: Leaders are using AI to draft outlines, scenarios, and training objectives, while refining for culture and context.
</li>
 	<li data-start="1221" data-end="1358">
Personalization at Scale: AI makes role-based and learner-specific customization possible, even in large and diverse workforces.
</li>
 	<li data-start="1359" data-end="1518">
AI as a Retention Tool: Employees who adopt AI gain confidence, deliver higher-value work, and are more likely to stay and grow with the organization.
</li>
 	<li data-start="1519" data-end="1663">
Faster Prototyping &amp; Content Creation: From brainstorming to role-play scenarios, AI accelerates design cycles and increases relevance.
</li>
 	<li data-start="1664" data-end="1820">
Transparency Builds Trust: Sharing how AI was used to create drafts makes it easier for teams to give constructive feedback and adopt AI practices.
</li>
</ol>

<hr data-start="1822" data-end="1825" />

<h2 data-start="1827" data-end="1873">🛠 5 Practical Actions for Talent Leaders</h2>
<ol data-start="1874" data-end="2451">
 	<li data-start="1874" data-end="1983">
Pilot AI Experiments: Start with safe, small-scale use cases like goal setting or workshop outlines.
</li>
 	<li data-start="1984" data-end="2105">
Leverage Personas: Use AI to design role-specific or personality-driven learning experiences that feel tailored.
</li>
 	<li data-start="2106" data-end="2216">
Set Guardrails Early: Train teams on safe AI use to prevent risks like uploading sensitive documents.
</li>
 	<li data-start="2217" data-end="2333">
Coach AI Fluency: Encourage employees to see AI as a growth tool that expands their skills, not a shortcut.
</li>
 	<li data-start="2334" data-end="2451">
Refine Prompts Intentionally: Ask AI, “What’s generic?” or “What’s missing?” to sharpen quality outputs.
</li>
</ol>

<hr data-start="2453" data-end="2456" />
For nonprofit organizations—and any talent development leader—AI offers a rare combination: accessibility, low cost, and high impact. The session underscored that when AI is used as a partner in learning, it empowers employees to grow, helps leaders personalize development at scale, and accelerates content creation without sacrificing quality.
💬 Continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—share how you’re experimenting with AI in L&amp;D and learn from your peers.

Nonprofit Success Stories Using AI for L&D

Future of Work

Digital &amp; AI

dirk.tussing

jane.shlaes

learning culture

jacki.davidoff

deborah.lenchard

leadership development

dani.petrie1

workforce development

digital learning

adaptive learning

personalized learning

employee retention

skill-building

future-ready workforce

AI Use cases

people analytics

AI in Learning

diana.anderson

HR Technology

emily.decker-bess

organizational learning

nicole.defalco

3Q2025

workforce engagement

L&amp;D strategy

holly.r.pyatt

nonprofit leadership

career coaching

AI for nonprofits

nonprofit L&amp;D

talent development innovation

learning personalization

Session Focus: Explore practical, impactful ways AI is being used to transform learning and development within non-profit organizations.
As AI reshapes the future of work, non-profit leaders are looking for practical, proven strategies to leverage this technology for talent development. In this robust discussion, hear directly from peers as they share real-world AI success stories from their own organizations.
Panelists will discuss how they are maximizing the value of AI in their organizations, for example by streamlining the creation of customized training, expanding team member capacity, facilitating one-to-one career coaching, and promoting safe organizational use.
Join us to discover tangible applications and actionable insights for integrating AI into your L&amp;D strategy, ensuring your organization remains at the forefront of innovation.

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Who Should Attend?
This event is for Chief People Officers, HR Leaders, and L&amp;D professionals within non-profit organizations who are seeking practical applications of AI to improve talent development and organizational learning.
Registration Questions?
See <a title="this event's FAQs" href="https://www.ele.llc/faqs/nfp-leaders-attending-ele-events">this event’s FAQs</a> for details specific to non-profit L&amp;D leaders without ELE accounts.

Digital

This live discussion provided a compelling, data-driven look at how talent leaders can use assessments and behavioral analytics can drive agile
mindsets and support enterprise transformation.

<blockquote data-start="429" data-end="539">
“We weren’t just changing behaviors—we were holding people accountable to them. If you weren’t going to model the new culture, you might not stay.” -- <a href="https://www.ele.llc/members/angie-zeigler" target="_blank" rel="noopener">Angie Zeigler</a>
</blockquote>
That one quote captured the clarity—and courage—required to shift culture from aspiration to reality. But it was also reinforced by the bigger picture:

<blockquote data-start="429" data-end="539">
“Engagement is just one of the many outcomes of culture—alongside productivity, quality, and intention to stay.” -- <a href="https://www.ele.llc/members/cathleen-cooke" target="_blank" rel="noopener">Cathleen Cooke</a>, Human Synergistics
</blockquote>
Her point is a critical reminder: engagement surveys alone don’t give you the full picture. To build a truly high-performing culture, talent leaders must look deeper—at the underlying norms, expectations, and systems shaping behavior. That’s where tools like the Organizational Cultural Inventory® (Human Synergistics’ OCI) come in, helping leaders measure and diagnose where to focus their efforts to make the biggest positive impact on your culture.


<hr data-start="1218" data-end="1221" />
🔑 Key Takeaways for Talent Development Leaders

<ol data-start="1277" data-end="1943">
 	<li data-start="1277" data-end="1384">
Culture is measurable. Tools like Human Synergistics’ Organizational Cultural Inventory (OCI)
make the invisible visible, enabling targeted interventions.
</li>
 	<li data-start="1385" data-end="1505">
Start at the top. Culture won’t shift unless your senior leaders model and are held accountable for the change.
</li>
 	<li data-start="1506" data-end="1650">
Values ≠ behaviors (unless you operationalize them). Define behaviors clearly and embed them into hiring, development, and performance.
</li>
 	<li data-start="1651" data-end="1784">
Don't stop at engagement. Culture influences everything from turnover to profitability—so build your case with broader data.
</li>
 	<li data-start="1785" data-end="1943">
Sustained change needs many levers. One program won't fix culture. Think systemically: programs, processes, and accountability structures all matter.
</li>
</ol>

<hr data-start="1945" data-end="1948" />
🎯 Practical Actions You Can Take

<ul data-start="1990" data-end="2407">
 	<li data-start="1990" data-end="2077">
Conduct an OCI or similar assessment to compare your ideal vs. current culture.
</li>
 	<li data-start="2078" data-end="2167">
Launch leadership development programs tied directly to the cultural gaps identified.
</li>
 	<li data-start="2168" data-end="2253">
Review your performance management process—does it reward the behaviors you want?
</li>
 	<li data-start="2254" data-end="2330">
Audit hiring and onboarding practices to align with your target culture.
</li>
 	<li data-start="2331" data-end="2407">
Track progress and share stories of change to build momentum and belief.
</li>
</ul>
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</div>
</div>
</div>
</div>
📈 Companies with thriving cultures grew 682% in revenue over 11 years. Not because of a one-time initiative—but because they measured, aligned, and sustained their culture work. For talent leaders, this is the opportunity—and the challenge: to become the architects of environments where people thrive and performance follows. Culture change isn’t a project. It’s a leadership discipline.

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Culture Change by Design: Using Data to Build Change-Ready Teams

Change Management

performance management

marty.murrillo

agile mindset

guillermo.gutierrez

data driven talent

organizational development

organizational change

tamora.martin

peter.hogaboam

talent assessment

workforce planning

HR leadership

rachel.kaberon

HR Analytics

laura.sandera

behavioral analytics

deepa.kartha

talent development strategy

sheri.weaver

people-first leadership

organizational culture inventory

accountability in leadership

culture diagnostics

change-ready teams

constructive culture

business impact of culture

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

talent risk

Analytics

talent acquisition

eduardo.burgos

colin.hahn

Talent Strategy

yolanda.mangram

learning analytics

lauren.marder

data storytelling

business strategy

HR Data Analytics

Workforce Transformation

Business Alignment

sheryl.smikle

phyllis.king

angelica.janina.stilling

Executive Influence

adam.walleser

HR business strategy

talent insights

HR talent management

HR data

C-suite communication

human capital reporting

L&amp;D metrics

business outcomes

insightsoftware

This session provided a sharp reality check for leaders navigating constant change.

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If you're leading through swirling priorities, burned-out teams, or restructuring fatigue—pause here.

✅ Kicked Off with New Latest Book Drop on the ELE Bookshelf
<a href="https://www.ele.llc/members/diana-anderson">Diana Anderson</a>, opened the session by sharing a recent addition to her ELE Bookshelf:
<a href="https://www.ele.llc/members/bookshelf/the-problem-with-change-and-the-essential-nature-of-human-performance" target="_blank" rel="noopener">The Problem With Change and the Essential Nature of Human Performance</a> by Ashley Goodall.

She highlighted how the book challenges the overuse of “change” as strategy—and instead offers practical tools to help leaders create clarity, stability, and human-centered focus during disruption.

✅ <a href="https://www.ele.llc/members/janice-simmons" target="_blank" rel="noopener">Janice Simmons</a> (Froedtert ThedaCare Health) followed with a myth-busting lens on leadership during transition:
<blockquote data-start="562" data-end="716">
“Leaders need to protect what matters—by pausing, stopping, or pushing back on the work that’s draining focus and energy from what truly drives change.”
</blockquote>
Her call to action? Stop managing the chaos—start shielding your people from it. Think like an organizational antibody: remove distractions, protect priorities, and give your teams space to perform.

✅ <a href="https://www.ele.llc/members/laura-jones" target="_blank" rel="noopener">Laura Jones</a> (insightsoftware) brought those insights to life with a real-world case study from the Orbitz–Expedia merger.
<blockquote data-start="961" data-end="1075">
“Employees just want to be heard—and giving them clarity and space is what helps them feel safe enough to stay.”
</blockquote>
During a 9-month DOJ “quiet period,” her team leaned into trust and development. With unscripted Q&amp;As, strengths-based work, and personal brand coaching, they retained 89% of employees—without directives from the acquiring company.

<hr />

✅ We Wrapped Up with Highlights from Breakout Groups
<ul>
 	<li><a href="https://www.ele.llc/members/colin-hahn" target="_blank" rel="noopener">Colin Hahn</a> underscored the value of small wins and inclusive momentum.</li>
 	<li><a href="https://www.ele.llc/members/jane-shlaes" target="_blank" rel="noopener">Jane Shlaes</a> reframed leadership as a trust-building act, not a control exercise.</li>
 	<li><a href="https://www.ele.llc/members/rhonda-sharp" target="_blank" rel="noopener">Rhonda Sharp</a> showed how change champions drive alignment from strategy to action.</li>
 	<li><a href="https://www.ele.llc/members/adam-walleser" target="_blank" rel="noopener">Adam Walleser</a> reminded us that trust lives in relationships—not org charts.</li>
</ul>

<hr data-start="1346" data-end="1349" />

<h3 data-start="1351" data-end="1371">🔑 Key Takeaways</h3>
<ol data-start="1373" data-end="1906">
 	<li data-start="1373" data-end="1493">
Stabilizers drive momentum. Progress doesn't come from adding more change—but from protecting space to breathe.
</li>
 	<li data-start="1494" data-end="1607">
Messaging ≠ meaning. Even a compelling mission falls flat if it doesn’t connect to what people do today.
</li>
 	<li data-start="1608" data-end="1706">
More change ≠ more innovation. Creativity needs calm, not a constant swirl of priorities.
</li>
 	<li data-start="1707" data-end="1804">
Org charts don’t drive outcomes. Influence lives in relationships, not boxes on a slide.
</li>
 	<li data-start="1805" data-end="1906">
Visibility builds trust. Showing up as a leader—even with no answers—beats silence every time.
</li>
</ol>

<hr data-start="1908" data-end="1911" />

<h3 data-start="1913" data-end="1937">🛠 Practical Actions</h3>
<ul data-start="1939" data-end="2477">
 	<li data-start="1939" data-end="2032">
Cut the noise. Inventory what’s overwhelming your team—and decide what needs to stop.
</li>
 	<li data-start="2033" data-end="2137">
Block breathing room. Protect time for people to think, reflect, and recover—even during change.
</li>
 	<li data-start="2138" data-end="2238">
Coach visibility over control. Get leaders out of their inboxes and into real conversations.
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Ask: Who do people trust? Map the informal network—not just the hierarchy—and support those connectors.
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Start with one “anchor ritual.” Weekly huddles, clarity check-ins, or rumor-busting AMAs can create immediate grounding.
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<h3 data-start="2484" data-end="2499">💡 What if…</h3>
What if your most strategic leadership move this quarter isn’t launching a new initiative—but shutting one down?
What if the key to retention isn’t a vision statement—but the leader who listens without a script?
This session dismantled tired assumptions about change. It asked: who’s protecting focus, not just pushing pace?
If you're rethinking how to lead through uncertainty, maybe it's time to stop managing change—and start defending what matters most.

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CLOSING INVITATION: Are you ready to reshape leadership development in your organization to better manage through change and uncertainty? Share with us on the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

<a href="https://www.ele.llc/members/bookshelf/the-problem-with-change-and-the-essential-nature-of-human-performance"><img class="aligncenter wp-image-43208" src="https://wp.ele.llc/wp-content/uploads/2024/10/Problem-With-Change-Goodall.jpg" alt="" width="167" height="259" /></a>

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Leadership in Transition: Busting Myths, Building Stability

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