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

future of work

Engagement &amp; Culture

Strategy

Leadership

people strategy

talent management

employee engagement

psychological safety

CHIE2025

organizational culture

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

UTLX

ELE Group, LLC

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

Mastering Connection, Coaching, and Inclusion for Leading Hybrid Teams

Change Management

sara.lorenzo

wendy.greeson

CHIE2024

Hybrid Leadership

future-ready workforce

DEI leadership

hybrid teams

HR Innovation

leadership strategy

lauren.marder

HR Trends 2024

Inclusive Workplaces

Workplace Biases

Workforce Connection

Leadership Best Practices

Remote Work Culture

Lake Forest Center for Leadership

Session Focus: Leadership Principles to Advocate for Mental Health and Foster a Culture of Workplace Well-Being

Last month, the Executive Learning Exchange’s (ELE) Wisconsin Cohort hosted <a href="https://www.ele.llc/insights/leadership-perspectives-wellness-isolation-people-first-talent-practices-froedterts">Leadership Perspectives: Wellness &amp; Isolation | People-First Talent Practices @ Froedtert</a>. This engaging session highlighted the importance of addressing workplace wellness and isolation as part of holistic talent management practices.
<blockquote>"Given the profound consequences of loneliness and isolation, we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis." - Dr. Vivek H. Murthy, US Surgeon General</blockquote>
This session provided critical insights into how addressing mental well-being can drive business success. In today’s workplace, mental health challenges, particularly social isolation, are directly affecting productivity, engagement, and retention. As HR leaders, it’s vital to take a proactive approach to mental health and link well-being to business outcomes.
<blockquote>"Social isolation lowers productivity and increases turnover. Addressing it isn’t just about mental health—it’s a business imperative." -- <a href="https://www.ele.llc/members/jacki-davidoff" target="_blank" rel="noopener">Jacki Davidoff</a></blockquote>
Here are three key takeaways from the discussion:
<ol>
 	<li>Proactive Culture Creation: HR leaders must intentionally cultivate work environments that prioritize mental health. This involves fostering a sense of belonging and recognition, ensuring employees feel seen, heard, and valued.</li>
 	<li>Empowering Frontline Leaders: Equip managers with emotional intelligence (EQ) tools to better support their teams. Providing managers with the right resources enables them to actively contribute to retention and engagement efforts, especially by using existing tools in new ways.</li>
 	<li>Linking Mental Well-being to Business Outcomes: Mental health issues are not just about employee well-being—they are a business imperative. Senior leaders need to view mental health initiatives as essential to driving long-term business success.</li>
</ol>
By addressing mental health strategically, HR leaders can not only improve employee well-being but also drive positive business outcomes. Let’s continue to lead the charge in building resilient, productive workplaces where employees can thrive.

<img class="size-full wp-image-41161 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

Read more: <a href="https://www.hhs.gov/sites/default/files/surgeon-general-social-connection-advisory.pdf">Surgeon General Social Connection Advisory.pdf (hhs.gov)</a>

Leaders as Champions of Mental Well-Being

dirk.tussing

michael.grubich

tracey.wik

richard.busby

innovation

engagement

jacki.davidoff

edward.desrosiers

leadership development

talent development

learning &amp; development

matt.donovan

business impact

reskilling

rahul.sharma

peter.hogaboam

peer-learning

organizational success

workplace culture

sirena.arnaout

HR leadership

HR strategies

alanna.libbrecht

Change Readiness

workplace productivity

Loneliness

Social Connection

Mental Health

Workforce Resilience

US Surgeon General

Community Building

todd.brockway

ELE Insights

Strategic Insights

Talent Leadership

Workplace Development

social isolation

Komatsu

This keynote provided insights on leveraging AI implementation in HR to create a more inclusive, balanced workplace culture. Here are three key takeaways for participants:
<ul>
 	<li>Allocate a portion of AI-driven efficiency gains toward employee well-being initiatives and fostering work-life balance, rather than just maximizing productivity.</li>
 	<li>Prioritize psychological safety by giving space for dissenting voices, facilitating productive conflicts, and including diverse perspectives in decision-making.</li>
 	<li>Support HR professionals through changing roles by providing reskilling and helping them find fulfillment in their evolving, more strategic responsibilities.</li>
</ul>
<blockquote>"Use AI efficiency gains for employee well-being, not just more productivity." -- <a href="https://www.ele.llc/members/iris-farley" target="_blank" rel="noopener">Iris Wilson-Farley</a></blockquote>
The keynote urged HR leaders to be intentional about how they leverage AI's power - creating capacity not just for more outputs, but for more humanity at work through inclusion, balance, and employee support during workforce transformation.

With great power... AI as an enabler for wellness, inclusion and development

Future of Work

Digital &amp; AI

upskilling

DEIB

learning trends

iris.farley

Inclusive Workplace

HR transformation

AI tools

HR future

AI in HR

Strategic HR

wise2024

DEIB toolkit

Crisis means many things to different people, depending on perspective and experience. But what is universal is that people will experience times that challenge them.

This session provided invaluable insights into managing crises through self-awareness and wellbeing, emphasizing the importance of leadership in recognizing and addressing team member needs. Here are three key takeaways from the session:
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li>Spot and Address Stress Early: Leaders need to be vigilant in identifying signs of stress among team members, such as changes in behavior or engagement. Addressing these signs early can help prevent burnout and maintain team well-being.
<blockquote>"It's important as leaders to think about what are we seeing in our team members and how we can support them. Sometimes it's about digging a little deeper." -- <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a></blockquote>
</li>
 	<li>Integrate Wellbeing into Leadership: Adding fitness, nutrition, and stress management to leadership programs makes them more effective and helps everyone handle challenges better.</li>
 	<li>Prepare for Crises with Structured Plans: A clear crisis plan with specific roles helps organizations respond better during emergencies.
<blockquote>"Crisis can be the gap between what you need and what you have. Recognizing this gap early can help us better manage our responses." -- <a href="https://www.ele.llc/members/kirstin-mahar" target="_blank" rel="noopener">Kirstin Mahar</a></blockquote>
</li>
</ol>
</li>
</ol>
In summary, this session underscored the critical role of leaders in fostering resilient teams by being proactive, integrating wellbeing into their leadership practices, and preparing structured plans for crisis management. These strategies not only enhance organizational resilience but also create a supportive and responsive work environment.

Personal Resilience | Crisis Management & Well-being

leadership

self-awareness

learning and development

jennifer.kern

skills development

resilience

workforce productivity

well-being programs

integration of wellness and learning

kirstin.mahar

crisis management

crisis planning

Session Focus: Leadership Principles to Advocate for Mental Health and Foster a Culture of Workplace Well-Being

Last month, the Executive Learning Exchange’s (ELE) Wisconsin Cohort hosted <a href="https://www.ele.llc/insights/leadership-perspectives-wellness-isolation-people-first-talent-practices-froedterts">Leadership Perspectives: Wellness &amp; Isolation | People-First Talent Practices @ Froedtert</a>. This engaging session highlighted the importance of addressing workplace wellness and isolation as part of holistic talent management practices.
<blockquote>"Given the profound consequences of loneliness and isolation, we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis." - Dr. Vivek H. Murthy, US Surgeon General</blockquote>
Building on these discussions, our upcoming Zoom session invites HR and talent leaders to delve deeper into the report's implications for leadership development programs within their organizations. Join us for a dynamic ideation session where ELE talent leaders will collaborate to create a robust toolkit emphasizing mental well-being. Kate Nitschke, Head of Wellbeing at Froedtert Hospital, previously shared valuable insights on practical strategies for fostering a culture of mental well-being.

In this collaborative environment, we aim to define actionable steps leaders can take to integrate mental health advocacy into their leadership practices. Given the profound consequences of loneliness and isolation, as highlighted by Dr. Vivek H. Murthy, U.S. Surgeon General, "we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis."

Does your current leadership development program equip leaders to champion mental well-being? Join us to enhance your approach and ensure your leaders are prepared to support their teams effectively.

<img class="size-full wp-image-41161 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

Pre-read: <a href="https://www.hhs.gov/sites/default/files/surgeon-general-social-connection-advisory.pdf">Surgeon General Social Connection Advisory.pdf (hhs.gov)</a>

&nbsp;

ELE produces this Learning Circle: Biweekly HR Trends.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Lurie Children's

DX Learning Solutions

Fostering a healthy work culture

The intersection of learning and development (L&amp;D) and wellness is crucial for maintaining a healthy and productive workforce. As workplace stress rises, CEOs and corporate leaders must acknowledge and address the relationship between employee health, resilience, and productivity. This session will explore the importance of integrating wellness initiatives into L&amp;D programs, creating a well-trained workforce, and fostering a healthy work culture.

The Intersection of Employee Well-being and Skills Development

alex.draper

diana.halfer

mike.rockelmann

insights-wise-2023

The author,  Azizeh Constantinescuaziz, is an ELE Contributing Member and a Lean Sigma Master Black Belt with more than twenty-five years of experience in process design, operational management, and internal consulting. She is also a Master of Theology with a focus on pastoral care and counseling—bringing together two worlds not often linked: organizational excellence and ancient Christian wisdom.
In her latest book, she explores how principles of Orthodox Christian theology and practice can be applied to industry and business. Her focus is on transforming workplaces from environments of control and burnout into human-centered organizations where collegial respect, belonging, and growth take root.
For senior leaders, her message is straightforward: when servant leadership is present, toxic cultures can heal. People feel safe to grow, and organizations unlock the human potential they were designed to cultivate.

Becoming a Human Organization, Transforming Work, Touching Lives

azizeh.constantinescu

servant leadership

HR Strategy

owen.burns

forward-thinking HR

strategic talent management

human organization

transforming work

workplace ethics

human potential

process excellence

healing toxic cultures

Build a Modern L&amp;D Team

Organizations are facing an era of rapid acceleration. As new technology and digital strategies are integrated, workers at all levels will be required to build capability much faster than before, navigating more complex systems and processes. Yet, learning and development (L&amp;D) have lagged in this area, as too many L&amp;D functions still focus on transactional interactions across a broad and complex portfolio while starved for resources.

In L&amp;D’s Playbook for the Digital Age, Brandon Carson argues that it’s time to reorient L&amp;D, take a more proactive role in enabling the workforce, and create a new framework for developing skills and capabilities. L&amp;D leaders must realize that theirs is one of the most critical business functions and must be appropriately funded and resourced to realize the performance gains that are crucial to the business.

L&amp;D cannot be caught standing still. In fact, it needs a new playbook to navigate the radical and complex transformation the digital age demands. Stemming from the sports world, a playbook ensures the players know their roles, connect as a team, and understand the winning strategy and how to execute the game plan. For L&amp;D, a playbook can help build alignment across the team and with stakeholders by being flexible as business needs change.

Carson walks you through the steps to formulate how a new playbook could help align your L&amp;D function—restructuring, new skilling, or rescoping. He asks readers to speak the language of business instead of the language of learning. For example, does your workforce repair aircraft or enable safe flight? In other words, can you be the visionary your organization requires?

L&D’s Playbook for the Digital Age

digital transformation

teri.hart

Operations

denis.sternberg

brady.bair

employee empowerment

learning analytics

team collaboration

Workforce Reskilling

Upskilling Strategies

Technological Convergence

Urbanization and Business Change

Corporate Learning Strategies

Continuous Learning Culture

Data-Driven Learning

AI and Workforce Development

Learning Ecosystems

Digital Age Learning

Human-Machine Collaboration

L&amp;D Strategic Integration

brandon.carson

susan.c.guest

cecilia.lillegard

For years, companies have been implementing programs that promote social responsibility and improve employee health, both of which benefit the financial bottom line. Now it’s time to focus on positive social interactions and relationships in the workplace. Why? Research shows that authentic, trust-based relationships increase job satisfaction, engagement, productivity, and retention―and even decreased healthcare costs.

In Work Better Together, two experts from Deloitte explain how working remotely, over-relying on digital communication, and always being “on” is fast-increasing feelings of isolation and burnout―and how a work culture driven by quality relationships can reverse these trends. The authors show how to cultivate positive relationships by:
<ul class="a-unordered-list a-vertical">
 	<li>Focusing on self-care, such as physical health, quality sleep, and taking time off</li>
 	<li>Tapping into human skills, such as empathy, authenticity, and communication</li>
 	<li>Using technology with intentionality to strengthen relationships, while breaking the negative habits technology fosters</li>
 	<li>Managing workplace relationships, whether you’re in the office every day or telecommuting―or something in between</li>
 	<li>Developing a culture of strong relationships that drive quality collaboration throughout the organization</li>
</ul>
Work Better Together walks you through the process of implementing change and fueling a much-needed corporate movement towards humanity in the workplace. Based on the authors’ 40+ combined years of experience, it helps you meet today’s employees’ most urgent needs, while benefitting your organization in real and measurable ways.

Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines

emotional intelligence

work-life balance

Effective Communication

workplace relationships

Professional Development

business success

relationship management

Zurich North America

Starbucks

Brandon Carson, a keynote speaker at ELE's 2024 Skills-First Chicago Talent Development Conference

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