Dashboard

Forms

Page banners

Main navigation

Gallery

Upload

Media library

Memberships

All tickets

Create ticket

Prepaid tickets

Users

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.

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

Schedule a Meetup

About ELE

Schedule a Local Meetup

Companies In Our Network

Contact ELE

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.

Executive Learning Exchange (ELE)

Session Focus: Examines the key talent trends impacting organizations in 2025.
The world of work is rapidly transforming, driven by technological advancements, economic shifts, and evolving workforce expectations. Together, we'll ensure our 2025 programs are aligned with your needs, helping you and your teams stay ahead of the curve and drive lasting success in the year ahead.

&nbsp;
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/10/HR-Trends-Report-2025.jpg" alt="" width="421" height="397" />Image Source: AIHR

<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h- text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words :mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-">
<div class="markdown prose w-full break-words dark:prose-invert light">

This session provided a profound exploration into the intersection of technology and human resources, underlining the critical role that AI will continue to play in shaping the future of work. As we enter this new era, several key themes have emerged that are reshaping the HR landscape:
<ol>
 	<li>The Integration of AI in HR Practices: AI isn't just about automation; it's about augmentation. AI technologies are enhancing the ways we engage with and manage talent, from personalized learning experiences to advanced analytics that predict workforce trends.</li>
 	<li>Continuous Learning as a Core Strategy: The pace of change dictates a shift toward continuous learning environments. HR leaders are now tasked with creating frameworks that support ongoing professional development to keep pace with technological advancements.</li>
 	<li>Leadership in a Dynamic Environment: The session highlighted the necessity for leaders who can navigate the complexities of a rapidly evolving business landscape. Leadership development must focus on agility, resilience, and the ability to lead through change.</li>
</ol>
Key Takeaways:
<ul>
 	<li>Strategic Alignment of HR and Business Goals: It's imperative that HR strategies align closely with overall business objectives, leveraging AI and analytics to drive decision-making and demonstrate HR's impact on business performance.</li>
 	<li>Adaptability and Resilience in Leadership: Developing leaders who are adaptable and capable of managing change is no longer optional but a critical requirement.</li>
 	<li>Fostering an Agile Learning Culture: As the skills required to succeed evolve, creating a culture that promotes continuous learning and adaptation is essential.</li>
</ul>
Practical Actions for HR Leaders:
<ol>
 	<li>Implement AI-Driven Analytical Tools: Utilize AI to develop deeper insights into talent management and operational efficiency. Tools that can predict turnover, assess skill gaps, and provide data-driven recommendations will become invaluable.</li>
 	<li>Develop Robust Metrics for HR Impact: Establish clear, measurable outcomes for HR initiatives to validate their effectiveness and adjust strategies in real-time.</li>
 	<li>Enhance Leadership Development Programs: Focus on programs that enhance emotional intelligence, digital literacy, and strategic thinking to prepare leaders for the challenges of tomorrow.</li>
</ol>
This discussion has underscored the importance of embracing innovation, strategic foresight, and continuous adaptation in HR practices. As senior HR talent leaders, your role in steering these initiatives will not only shape the future of your organizations but also define the future of work itself.

Let's continue the conversation on how we can integrate these insights into our strategic objectives for a transformative 2025 and beyond.

</div>
</div>
</div>
</div>
</div>
</div>

2025 Talent Trends: AI, Skills, Metrics, Leadership, and Business Impact

evidence-based research

future of work

Integrated Talent Management

Strategy

Future of Work

Digital &amp; AI

Leadership

Analytics

digital transformation

dirk.tussing

richard.busby

suzanne.sherry

carlos.velazquez

angie.zeigler

Change Management

ann.klitzke

dan.riis

azizeh.constantinescu

julian.malnak

leadership development

talent development

talent management

dani.petrie1

employee engagement

organizational development

continuous learning

reskilling

evidence-based stategy

lisa.fitterer

ann.brownell

HR and learning trends

workforce planning

future skills

HR leadership

HR Innovation

leadership strategy

HR strategies

Strategic HR

future of HR

workforce trends

HR Analytics

AI Adoption

emily.decker-bess

organizational learning

knowledge sharing

innovation culture

HR Trends

denis.beausejour

Session Focus: Examines the key talent trends impacting organizations in 2025.
The world of work is rapidly transforming, driven by technological advancements, economic shifts, and evolving workforce expectations. This interactive roundtable discussion lets you join us to explore the key talent trends shaping 2025 with thought leaders and practitioners. Together, we'll ensure our 2025 programs are aligned with your needs, helping you and your teams stay ahead of the curve and drive lasting success in the year ahead.

<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/10/HR-Trends-Report-2025.jpg" alt="" width="421" height="397" />Image Source: AIHR

<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h-[20px] text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words [.text-message+&amp;]:mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">
<div class="markdown prose w-full break-words dark:prose-invert light">

&nbsp;

Key themes will include:
<ul>
 	<li>The Rise of AI: How is AI redefining job roles, creating new opportunities, and impacting workforce planning?</li>
 	<li>Skills of the Future: What essential skills are needed to thrive in an AI-driven world, and how can organizations upskill their workforce?</li>
 	<li>Evolving Talent Metrics: How are organizations measuring talent effectiveness in this new landscape? What new metrics are emerging?</li>
 	<li>Leadership in the Age of AI: What leadership styles and competencies are crucial for navigating change and fostering innovation?</li>
 	<li>Business Impact: How can organizations leverage these talent trends to drive business growth, agility, and competitive advantage?</li>
</ul>
Join us for a dynamic conversation that will provide valuable insights and actionable strategies for navigating the future of work. 

</div>

<hr />

</div>
</div>
</div>
</div>
</div>
This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.
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.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Operations

Engagement &amp; Culture

DEIB

Mercer

Fireside Chat: What is the Key to Creating the Future of Learning? with Ravin Jesuthasan, co-author of Work Without Jobs, and Shweta Srivastava.

Everyone wants to know the answer to this question.

“What skills will matter to you and your organization in the future?”

The answer to this question depends on your perspective, where you work in the organization, and your area of expertise.

If you don’t solve this riddle with agility, curiosity, and smart technology capabilities, your organization will risk irrelevance or fade from existence.

Organizations spend billions of dollars yearly on reskilling and upskilling for their employees to ensure corporate relevance and cultivate a competitive edge during accelerated change. In turn, they want to serve their customers and partners with products, offerings, and skills that create value in revenues and loyal relationships.

Solving the future skills puzzle requires a more practical approach than crystal ball gazing. The solution must transform the chaos of disparate spreadsheets, talent erosion, and skills gaps into smart skills planning.

Work Without Jobs Requires Perpetual Reinvention: Skills-First Talent Practices and Workplace Agility

shweta.srivastava

organizational readiness

upskilling

critical thinking

Learning Agility

future of learning

ravin.jesuthasan

CHIE2023

workplace agility

Skills-First Talent Practices

organizational transformation

AIHR

Session Focus: Unpack six megatrends that we believe will set the tone for the future of work and influence the expectations from HR and L&amp;D in the future.


In this insightful session, Dr. Dieter Veldsman, Chief HR Scientist at the Academy to Innovate HR, shed light on the seismic shifts reshaping the world of work and the profound implications they hold for the people function. Veldsman identified six megatrends that HR and L&amp;D professionals must be attuned to:

1. Aging populations and evolving labor market dynamics
2. Slower global economic growth and power shift to Asian economies
3. Rising consumer demands for customization and ethical business practices
4. Increasing pressures for climate change adaptation
5. Persistent global skills shortages amid changing workforce composition
6. The transition of AI from a work tool to a work companion

As these tectonic forces reshape organizations, Veldsman underscored three critical takeaways:
1. Be aware of how these trends will impact organizations and necessitate a reinvention of HR's offerings, operating models, and an "ecosystem" approach to meet changing needs.
2. Develop a "T-shaped" skillset blending core competencies like business acumen, data literacy, digital agility, people advocacy, and execution excellence with specialized skills.
3. Cultivate a mindset of courage, curiosity, and critical thinking. As Veldsman urged: "You have to ask the question: what does value look like tomorrow? And if that is what it looks like, what can you start doing today by getting involved in communities and development opportunities?"
In navigating this transformative era, HR and L&amp;D professionals must engage in soul-searching, continuous learning, and advocate for human-centric policies and progress. By embracing these megatrends, expanding their skillsets, and future-proofing their mindsets, they can steer organizations towards enduring value and success.

Megatrends Influencing the People Function of the Future

engagement &amp; culture

marti.konstant

sustainability

learning &amp; development

AI within HR

evolving workplace

skill for the future

workforce sustainability

global L&amp;D trends

megan.bickle

AI and skills

dieter.veldsman

mega-trends

Zurich North America

CNA Insurance

Session Focus: Community-source tips for starting from scratch to create a skills database.

As learning leaders, we often find ourselves excited about initiatives like creating skills databases, but do the CEO and other business leaders truly understand the "why" behind it? In this insightful session, a panel of experts shared tips on how to approach this from the ground up while keeping the core business objectives in mind.

Key Takeaways:
1. Clearly define the "why" - link it to core business objectives beyond just HR/talent goals to get leadership buy-in.
2. Focus on the employee experience and career journey to drive engagement with the skills initiative.
3. Take an iterative approach, celebrate small wins, and get broad input - don't aim for perfection from day one.

A poignant quote that resonated: "While for us as HR practitioners and professionals this is really exciting and we get it and we know why it makes sense but does the CEO know, do they care just of marketing or sales like so it is the why are we doing this not just for HR but help the organization like does everyone get it is everyone on board with like the why and the impacts?"

Join us as we dive deep into practical tips shared by leaders who have been through this journey, from establishing a clear purpose aligned with business priorities to managing change effectively. Whether you're just starting out or looking to refine your approach, this session offers valuable insights to create a skills database that truly moves the needle for your organization.

Tips for Starting from Scratch | Creating Skills Databases

talent mobility

jean.ryan

career development

career path

geovanny.andino

strategic alignment

business

skills​

skillsforthefuture

stateofskills

career mobility

future-skill

maryann.kennedy

reskill

skill development

paula.y..spears

mary.zolna

skills database

personalization of skills

skills data

gordon.ritchie

Session Focus: GE Digital case study upskilling HR to make progress with a capability-based talent strategy.

In this insightful session, Megan Bickle, former leader of culture, engagement, and employee listening at companies like Western Digital, Dropbox, and GE Digital, shared GE Digital's pioneering journey to build an integrated capabilities framework from 2013-2017.
The key takeaways were:
1) Build a capability/skills framework aligned to your talent processes like hiring, promotions, learning etc. to enable consistency and data-driven decisions.
2) Get buy-in and involvement from influential leaders and subject matter experts - don't make it just an HR initiative. Constantly sell the value. 
3) Integrate the framework into your culture and employee/manager conversations. Provide a shared skills language.
As Megan stated: "It was really through that lens of how are we growing Talent, how is Talent, what are the capabilities that people are taking with them when they leave new talent that we're bringing in, are they a good fit for their role and how do we grow them"

GE Digital's pioneering work predated much of the modern skills cloud technology. Despite being very labor-intensive upfront, their integrated approach transformed how they hired, developed, promoted, and planned talent needs. It enabled better coaching through a shared language around capabilities.

However, new leadership's lack of buy-in led to its dismantling by 2021 as GE split into three companies. This case study highlights the potential impact but also the challenges of undertaking an integrated capabilities approach in today's skills-based landscape.

Integrated Capabilities Framework | GE Digital Case Study Upskilling HR

integrated talent management

prashant.Bhat

jill.mack

jesse.james

brian.richardson

jennifer.rainey

katie.hoff

capabilities

Session Focus: Tips for creating a skills database with Skills Cloud (Workday)

In this insightful session, panelists shared their real-world experiences implementing skills initiatives like Workday Skills Cloud. Key takeaways included:
1) Data harmonization across different skill source systems like learning platforms and applicant tracking systems is a major challenge that should not be underestimated. Having a unified skills taxonomy/ontology is helpful for scaling skills efforts.
2) Manage expectations by starting small with pilots/proof of concepts rather than overselling an enterprise-wide skills solution upfront. Properly resourcing the skills initiative is critical for success.
3) As one panelist stated: "I think depends on your industry, some Industries have a lot of rapidly changing skills where you need a lot more flexibility. While others maybe things haven't changed as much." The flexibility vs structure required in your skills model should depend on how rapidly skills are evolving in your organization's roles.
Attendees gained valuable tips on getting a skills implementation off the ground, from defining skills and harmonizing data sources, to rightsizing expectations and resources. The panel's insights highlighted both the potential and pitfalls to be aware of when launching a skills cloud platform like Workday's offering.

Tips for Getting Started with Workday Skills Cloud

allyson.carter

anton.maletich

serena.huang

workday

skills-cloud

rigo.barragan

UL Solutions

Session Focus: A case study capacity study using lean methods to develop a skill matrix analyzing the processes used to do the actual work.


In the session "Creating a Skill Matrix | Identification of Skills Needed To Do the Work", presenter Azizeh Constantinescu shared a case study on how she conducted a capacity analysis that revealed powerful insights into mapping employee skills to the granular work tasks and processes within her organization.

The core takeaway, as quoted in the session, is that "Skills-based organization is really about unlocking skills from jobs and that happens across a number of dimensions - it's not just a talent thing, it's not just a learning thing, it is a business thing."

Through careful observation of work processes and dialogue with employees actually performing the tasks, Aiza was able to deconstruct high-level activities like "conducting product testing" into detailed step-by-step processes. For each granular task step, she mapped out the specific skills an employee would need to have mastery over.

This skills mapping exercise yielded three critical takeaways for participants:
1. Map employee skills directly to the granular tasks and processes involved in the actual work being done, not just high-level job descriptions.
2. Use this granular skills mapping to facilitate knowledge transfer between employees, identify skills gaps, inform training, and enable dynamic staffing of work based on employee skill inventories.
3. Get leaders and stakeholders aligned on consistent skill definitions and taxonomies across the organization to allow true skills transferability and mobility between roles/departments.
By taking a bottoms-up, lean approach to analyzing work at the process level, organizations can "unlock" employee skills from traditional job roles and titles. This enables much more agility in workforce deployment, skills development, and strategic capacity planning aligned to business objectives.

The session provided a compelling case study on how analyzing skills through the lens of actual work processes, rather than just job descriptions, can transform an organization into a truly skills-based operating model.

Creating a Skill Matrix | Identification of Skills Needed To Do the Work

deborah.lenchard

bill.ryan

Skills Needed

Capacity Study

Lean Methods

Reskilling and Upskilling

Corporate Relevance

Competitive Edge

Skills Gaps

Skills Audit

Agile Transformation

Skill Matrix

Session Focus: AI trends


In this session, we unpack six megatrends we believe will set the tone for the future of work and influence the expectations from HR and L&amp;D in the future:

<img class="aligncenter size-full wp-image-39652" src="https://wp.ele.llc/wp-content/uploads/2023/06/AIHR-6-HR-Talent-Development-Megatrends-Future-Of-Work.jpg" alt="6 HR Talent Development Megatrends (AIHR)" width="939" height="509" />

&nbsp;

The future of work holds high stakes for organizations and individuals. Our humanity is being challenged as technological changes, demographic shifts, and climate change threaten our jobs and our sustained existence as human beings. Organizations are adopting new business models to meet the needs of more demanding consumer, and people are experiencing higher levels of burnout, loneliness, and disengagement as they try to find meaning in a world where technology is faster, cheaper, and more intelligent.

&nbsp;

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.

Session Focus: Creating a skills-based future by integrating talent Practices


Creating an empowering environment that engages employees as active participants is critical for building an authentic skills-driven workforce. This Learning Circle session, Creating a More Skills-based Future, emphasized three key takeaways:
1) Provide employee autonomy in driving skills growth, not just top-down assigned training. "Managing skills from the bottom up, giving employees the ability to stretch their own skill profiles," stated panelist Karl Weston.
2) Enable meaningful skills development through practice, feedback, and experiential opportunities beyond just accessing content. "People need opportunities to practice, get feedback, experience, repetition," noted Brian Richardson.
3) Integrate personalized coaching. "The minute we engaged career coaches, we saw higher engagement and retention rates," shared Geovanny Andino.
While skills architecture, taxonomies and measurement are vital, the panelists highlighted the importance of a human-centric, empowering culture. Balancing technical components with empowerment, enablement and coaching is key.

Building a skills-driven workforce requires more than just implementing technology. It demands holistic environments that inspire employees to own their growth while providing support structures. An empowering culture, not an impersonal competency system, is the goal.

Skills Need a Comprehensive Strategy | Creating a More Skills-based Future

kyle.swanson

edward.desrosiers

matt.donovan

power skills

flexibility

internal talent marketplace

karl.weston

james.griffin

Skills Need a Comprehensive Strategy

Microsoft

Session Focus: Tips for starting and integrating skills-based talent practices

As organizations look to become more agile and competitive, adopting skills-based talent practices is becoming a strategic priority. But as Shweta Srivastava, Global Skills Leader at Microsoft, shared: "There's no perfect solution here and every company has its own journey based on what problems you are trying to solve and what you're prioritizing what your data architecture looks like and all of that."
In this insightful session on integrating a comprehensive skills strategy, Srivastava outlined Microsoft's approach and key learning so far. Here are three key takeaways:

<ol class="list-decimal pl-8 space-y-2">
 	<li class="whitespace-normal">Developing a comprehensive skills strategy requires understanding and aligning to the specific business problems, priorities and data architecture of your organization. There is no one-size-fits-all solution.</li>
 	<li class="whitespace-normal">Getting accurate data on employees' skills and proficiency levels is critical, but challenging. Using technology for skills inference rather than assessments may be preferable.</li>
 	<li class="whitespace-normal">A skills-based approach cuts across multiple talent practices, so broad organizational change management is needed, including establishing a common skills nomenclature and determining governance models.</li>
</ol>
The session covered Microsoft's journey starting with building a robust job architecture mapped to critical skills. The next focus is prioritizing important capabilities aligned with business strategy and organizing granular skills into hierarchies. Major workstreams include unlocking workforce skills data, building a skills ontology, enabling skills-based talent cycles, and change management.
Srivastava emphasized there are no perfect answers, as companies need to experiment based on their unique challenges. The presentation shared valuable insights into taking a comprehensive, integrated approach to skills strategy.

Skills Need a Comprehensive Strategy | How to Start

Korn Ferry

Alter Domus

Session Focus: Panel of Talent leaders discussing key areas to focus on for successful integration of skills-based talent practices.
Developing a comprehensive, sustainable skills strategy aligned with business objectives is a critical but complex undertaking for organizations. In this insightful panel discussion, talent leaders shared their experiences and perspectives on key focus areas for successfully integrating skills-based talent practices.
One of the biggest challenges highlighted was finding the right level of granularity when mapping skills. As Anton Maletich pointed out, "The challenge is not only what's the appropriate level of detail to ensure people are thinking about this consistently and that it covers what people would expect to see and then the other piece is if we go to that level of detail are we going to be able to address that right?"
The panelists reinforced three key takeaways for participants:

<ol class="list-decimal pl-8 space-y-2">
 	<li class="whitespace-normal">Align skills development to critical business goals and priorities first, rather than developing skills programs in a vacuum.</li>
 	<li class="whitespace-normal">Start small by focusing on mapping skills for priority roles/areas, get experience, then evolve and scale the skills strategy over time. Don't try to boil the ocean initially.</li>
 	<li class="whitespace-normal">Use skills mapping to identify opportunities for enhanced career mobility by connecting people across roles that require similar skill sets.</li>
</ol>
The session emphasized that a comprehensive skills strategy is an evolutionary journey, not a one-time exercise. Organizations need to be flexible and iterative in their approach, continuously adapting their skills frameworks as business needs change over time. Starting with high-priority roles and aligning to overarching business strategy can help make this complex undertaking more manageable and impactful.

Skills Need a Comprehensive Strategy | Where you can focus first and why?

tomas.ramirez

teresa.henderson

talent agility

ellen.foley

Session Focus: Where is Your Worknet? Skillset, Mindset, Toolset, The Next Rules of Work with Gary Bolles

 It’s no longer about best practices; the world benefits from NEXT Practices.

<img class="alignnone wp-image-37652 lazyautosizes ls-is-cached lazyloaded" src="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg" sizes="779px" srcset="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg 200w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-150x150.jpeg 150w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-60x60.jpeg 60w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-141x141.jpeg 141w" alt="Gary A. Bolles" width="35" height="35" data-src="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg 200w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-150x150.jpeg 150w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-60x60.jpeg 60w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-141x141.jpeg 141w" data-sizes="auto" />  A conversation and Q&amp;A with Gary Bolles, who spent the last year meeting with leaders and organizations across the globe discussing the findings in his book, <a href="https://www.learningexecutive.com/book/next-rules-of-work/?author=gary-bolles">The Next Rules of Work</a>. During his round-the-globe trip, much of it in person, Gary started designing “The Next Rules of Work Plus.” That is what happens when the feedback and questions you receive along the way build upon your body of work.

This session will kick off with a firestarter talk that includes what he learned from real-life applications of his model, followed by a few questions, and then the gates are open to your questions. Gary will be available for 30 minutes or more to your questions.

💥 Watch <a href="https://www.learningexecutive.com/moments/internal-talent-marketplaces-the-tip-of-the-iceberg-skills-based-enterprise/">Internal Talent Marketplaces are the Tip of the Iceberg</a>. “To move to a skill-based enterprise, you need to rewrite all the rules of an organization”–Ravin Jesuthasan. 

<img class="aligncenter wp-image-37731" src="https://wp.ele.llc/wp-content/uploads/2022/12/Next-Rules-of-Work-Gary-Bolles.jpg" alt="Next Rules of Work - Gary Bolles" width="483" height="276" />

&nbsp;

Gary discovered:

✅ Multiple case studies of organizations and municipalities have applied some new rules. He will share a few.

✅ Followers of the “Next Rules” embrace a different mindset. Individual workers contribute creative solutions to complex problems and pursue their responsibilities.

✅ Employees no longer focus only on completing predictable assignments. Modern employees mix and match the stability of a day job, the uncertainty of gig work, and the gamble of launching a start-up.

✅ Managers no longer act as the center of all workplace knowledge. Instead, they’re guides (coaches) who help workers achieve their goals.

✅ Frontline employees act as co-equal teammates – partners in a fluid and flexible business environment.

&nbsp;

About the Author:
Gary A. Bolles, chair of the future of work at Singularity University and a partner at Charette LLC, a San Francisco consulting firm, co-founded eParachute.com – inspired by his father’s best-selling classic, <a href="https://www.learningexecutive.com/book/what-color-is-your-parachute-2022-your-guide-to-a-lifetime-of-meaningful-work-and-career-success/?author=gary-bolles">What Color Is Your Parachute</a>?

If you are looking for skills-based conversation starter tools for frontline managers, the “Flower Exercise” is a popular tool from Gary’s father’s book. <a href="https://content.randomhouse.com/assets/9781607743644/pdfs/Untitled%20Extract%20Pages.pdf" target="_blank" rel="noopener">Click here to download as a PDF</a> excerpt from “What Color Is Your Parachute? 2014” by Richard N. Bolles.

<img class="aligncenter size-full wp-image-37732" src="https://wp.ele.llc/wp-content/uploads/2022/12/Flower-Exercise-What-Color-is-Your-Parachute.jpg" alt="Flower Exercise - What Color is Your Parachute" width="596" height="703" />

&nbsp;

Skills Need a Comprehensive Strategy | Integrating Talent Practices with Gary Bolles

brian.watkins

kery.mortenson

sara.lorenzo

gary.bolles

Login