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ELE is a peer-powered community where people leaders don't just reframe challenges — they leave with decisions, next moves, and 30/60/90-day commitments to move real work forward.&nbsp;For 22 years, leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.

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This is where people leaders get sharper — and their teams get smarter.ELE is a peer-powered network of people leaders who accelerate business results through shared intelligence and real-work collaboration. Learn more below about why ELE has been the trusted choice for leaders building high-performing teams for over 20 years.

About ELE

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Bring a real talent challenge. Name what's at stake, what you've tried, and why it matters now.

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Find the peer conversation that moves your work forward.The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.

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.

Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

Where people leaders share what's working, ask what's hard, and learn from peers navigating the same talent challenges right now. Search before you post. When referencing a resource, paste the key insight directly into your response with a link to the source.

Real conversations from people leaders tackling today's toughest talent challenges -- captured live, ready to apply with your teams when it fits your schedule, and connected to what's happening right now.

Insights on Talent Challenges | Captured Peer Conversations | ELE

Welcome

Pick your path — each plan reflects a different commitment to accelerating business value.

ELE Plans — Find your place.

Want ELE to come to you? Propose a local gathering — the community decides what gets scheduled.

Zurich North America

Are talent practitioners focused on the right things for executive development? At a time when we are keenly focused on AI and digital transformation, consider if we have appropriately reduced focus on human capabilities or "soft skills." Join us for a discussion of how we can shape experiences that ensure leaders gain both the requisite technical skills and the capabilities that drive success through others.

For too long, executive development has been characterized by expensive, offsite, monolithic programs that are slow to launch and instantly out-of-date. In a world demanding executive agility and continuous transformation, this outdated model is actively creating a leadership capability gap.

This session delivers the blueprint for building a modern, agile executive development architecture that keeps pace with market and technological speed. It’s a crucial shift from merely training leaders to making them catalysts for organizational momentum.

Senior leaders will gain specific, actionable insights into how to:
<ul>
 	<li>Move from Content Consumption to Capability Creation: Shift your focus from delivering static content to enabling leaders to generate and apply dynamic, curated learning within their flow of work.</li>
 	<li>Decentralize for Velocity: Learn how to move accountability from a centralized function to a distributed model , ensuring development is deeply embedded within business units and directly tied to strategic outcomes.</li>
 	<li>Build the "Ecosystem of Practice": Explore the essential components of modern development, including the move from static teams to dynamic networks and the integration of business impact as the core metric.</li>
 	<li>Escape the "Lag Trap": Understand why the old ways of executive development are fundamentally incompatible with the speed of modern business and how to design programs that deliver relevance and impact at speed.</li>
</ul>
This is a forward-thinking guide to replacing slow, high-cost programs with a high-speed, high-impact development ecosystem that powers true business agility.

Agile Executive Development

Strategy

Leadership

flow of work

Talent Strategy

soft-skills

executive development

business impact

CHIE2025

leadership agility

brittain.bandura

noelle.awwad

capability creation

decentralized learning

technical skills

leadership capability gap

organizational momentum

ecosystem of practice

L&amp;D architecture

continuous transformation

UL Solutions

Do you know how to identify and nurture your next Senior Leaders?

There aren’t any playbooks or best practices for us to reference. This is a time for reinvention. What are the attributes of world class leaders?
<h6 class="font-weight-bold mb-0">What we will explore together:</h6>
✅ Leadership is both an art and a science
✅ There are qualitative and quantitative benefits to those organizations who implement best practices
✅ Just get started—it is not necessary to have a big budget or a big staff to embark on the leadership development journey
✅ Where and why today’s techniques fail: Moving to “Future Focused Development”
✅ Using an evidenced based-strategy and new approaches to overcome impediments and derailers.

Benchmarking: Executive/Leadership Development

leadership

people strategy

tracey.wik

Operations

upskilling

leadership development

talent development

Adding Value

benchmarking

sandra.garcia

evidence-based stategy

insights-chie-2021

From bestselling author Aliza Licht, On Brand is part career book and part personal growth guide and will help you answer the question: What’s on brand for you? Ideal for anyone seeking personal development to help them level up, pivot professionally, or for support through a transition.    

How you show up in person, over email, and on social media communicates your personal brand. That brand deserves thoughtful cultivation and crafting as you shape your narrative, build your network, grow your confidence, and plot your future. Aliza Licht, a former fashion executive who successfully turned her communications expertise into a multimedia brand and consultancy, shares both personal and professional advice from her lived experiences and from expert contributors to help you discover what your brand is: who you already are, who you want to be, and how to ensure others see you that way.

In a world where the lines between personal and professional are blurred, and we communicate nonstop in obvious and subtle ways, getting your message right and learning how to market yourself is paramount to success and can determine which opportunities are presented to you or handed to someone else.

This book is for the new graduate seeking their first job, the middle manager looking to level up, the executive who wants to become more notable, the entrepreneur building from scratch, the person who wants to pivot to a new career, the social media influencer who is their brand—it’s for anyone who wants to affect the way people perceive them and feel proud when they hear the words “that’s so on brand for you.”

This personal branding book has the best practices for anyone–whether you’re just starting to consider your personal brand or have decided to rebrand yourself–to help you engage the world, to be known and understood so you can prosper professionally, personally, and financially. It’s a new What Color is Your Parachute book for graduates seeking career help relevant to the social media generation and a new leadership book for remote work employees wanting to establish influence in today’s virtual workplace.

On Brand: Shape Your Narrative. Share Your Vision. Shift Their Perception.

career development

serena.huang

Coaching

Personal Branding

Professional Growth

Narrative Shaping

Confidence Building

Networking Strategies

Transition Support

Multimedia Branding

Communications Expertise

Lifestyle and Career

Success Mindset

Self-Discovery

Marketing Yourself

Social Media Influence

New Hires

Middle Management

Career Pivot

<div style="font-family: 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; color: #333; line-height: 1.8; max-width: 850px; margin: auto; text-align: justify; font-size: 18px;">
<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Dreaded Disclosure Hangover</h4>
We have all been there: that gut-wrenching, post-meeting replay where you cringe at how much personal context or raw emotion you just shared with your colleagues. In a professional landscape that has long worshiped the stoic, hyper-polished executive persona, we live in constant fear of "Too Much Information" (TMI). We guard our thoughts, lock away our uncertainties, and default to sterile communication.
In Revealing: The Underrated Power of Oversharing, Harvard Business School professor Leslie John argues that we are worrying about the wrong problem. Backed by more than a decade of behavioral research, John reveals that while the fear of oversharing is short-lived, the cost of under-sharing—or "Too Little Information" (TLI)—is a silent killer of organizational trust, alignment, and performance.


<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Blueprint: Mastering the Art of Wise Disclosure</h4>
John dismantles the "extroversion illusion"—the myth that talkative people are inherently open—and reframes transparency as an intentional, strategic skill. To move past the anxiety of vulnerability and tap into the power of disclosure, leaders must master three core principles:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">The Danger of TLI (Too Little Information): Under-sharing is the primary reason workplace relationships stall, trust erodes, and cross-functional silos form. When leaders hide their human side, employees default to skepticism rather than baseline trust.</li>
 	<li style="margin-bottom: 1.2rem;">The Redemption of Gutsy Reveals: Behavioral data shows that even when a disclosure feels borderline uncomfortable, listeners rarely penalize the sharer. Instead, they deeply admire the courage, interpret the risk as an act of trust, and feel more connected to the speaker.</li>
 	<li style="margin-bottom: 1.2rem;">Knowing Your Disclosure "Why": "Wise oversharing" requires intent. Leaders must clarify their purpose before opening up—whether it is to process a high-stakes pivot, lower friction during a crisis, or empower team members to voice their own challenges.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">Why It Matters for the ELE Community</h4>
For senior talent, HR, and L&amp;D executives who are designing the architecture of hybrid workplace cultures, this book offers critical guardrails:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">Operationalizing Authentic Leadership: We endlessly tell executives to be "authentic," but rarely give them the playbook. John’s research provides a practical framework for how executives can share their professional scars and current challenges to build genuine authority and influence.</li>
 	<li style="margin-bottom: 1.2rem;">De-escalating Chronic Workplace Anxiety: In a world of distributed teams, micro-communications (like brief Slack messages or silent Zoom rooms) are easily misread. Encouraging "healthy oversharing" acts as a pressure valve, clarifying intent and preventing catastrophic assumptions.</li>
 	<li style="margin-bottom: 1.2rem;">Supercharging Psychological Safety: Psychological safety cannot be mandated via corporate policy. It is a lagging indicator of a leader's willingness to go first, take an interpersonal risk, and reveal their own blind spots.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<div style="font-style: italic; color: #444; background-color: #f4f4f4; padding: 30px; border-radius: 12px; border-right: 5px solid #cc0000;">Building a world-class culture is not about designing flawless, risk-averse interactions; it is about building the capacity for radical human connection. When we allow our leaders to step away from the podium of corporate perfection and share the real, unvarnished realities of the work, we stop policing communication boundaries and start unlocking deep collective commitment. Let’s stop building armor and start building trust.</div>
</div>