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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

The community's votes decide what gets on the calendar.

Explain the challenge. Shape what we tackle next.

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

Community-Powered Calendar

Signal what matters most. Your vote shapes what your peers tackle next.

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Contact ELE

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.

Goodyear Tire & Rubber Company

Intrepid by VitalSource

<blockquote>"Cohort learning is a flexible, group-based experience that emphasizes social interaction and practical application." -- <a href="https://www.ele.llc/members/tim-chudy" target="_blank" rel="noopener">Tim Chudy</a></blockquote>
This Concurrent Breakout session provided valuable insights into using cohort learning to enhance employee retention during onboarding. Experts from Good Year and Intrepid, Julian Malnak and Tim Chudy shared practical strategies for designing and implementing effective cohort learning programs. Here are three key takeaways:
<ol>
 	<li>Cohort Learning Benefits: Fosters a collaborative and supportive environment, boosting employee connection and retention. Suitable for various organizational needs like onboarding and leadership training.</li>
 	<li>Effective Design: Uses diverse methods, including live sessions, asynchronous learning, gamification, and multilingual support. Programs should be flexible and meet learners where they are.</li>
 	<li>Continuous Improvement: Regularly collect and analyze data on user engagement to refine the cohort learning experience. Programs like Goodyear's OnRamp highlight the importance of storytelling, manager involvement, and community building.</li>
</ol>
<blockquote>"One of the most important things when you bring people in across the globe is you have to take language into account. That's been part of our journey as well." -- <a href="https://www.ele.llc/members/julian-malnak" target="_blank" rel="noopener">Julian Malnak</a></blockquote>
Julian emphasized the importance of inclusivity in global organizations. This highlights the need for multilingual support and cultural sensitivity in onboarding processes.

By adopting these strategies, organizations can create engaging and effective onboarding experiences, leading to higher employee satisfaction and retention.

Optimizing Onboarding in M&A | Strategies for Cohort Learning to Boost Employee Retention

Engagement &amp; Culture

kyle.swanson

Operations

tomas.ramirez

learning design

cohort learning

onboarding

julian.malnak

edward.desrosiers

leadership development

talent development

global

employee engagement

global design

learning and development

tim.chudy

employee retention

workplace culture

HR strategies

Designing Cohort Learning to Scale

wise2024

AbbVie

Global learning must balance local nuances and the need to harmonize.

Regarding supporting international business, the learning function is a key enabler of business impact. That is, if the function is designed to support the specific priorities of the business.

After almost 20 years of dealing with international learning challenges, I would summarize them into these buckets:
<ol>
 	<li>Scale and local differences,</li>
 	<li>Time to market,</li>
 	<li>Partnership,</li>
 	<li>Distance</li>
</ol>

The Beauty & Challenges of Global Learning: Designing Cohort Learning to Scale

daryl.fleary

marcello.rinaldi

CHIE2023

Executive Learning Exchange (ELE)

Session Focus: Share our collective experience in leading, designing and delivering global learning solutions.

This session provided valuable perspectives on optimizing global learning and development (L&amp;D) strategies to drive organizational impact.
<blockquote>One standout insight came from <a href="https://www.ele.llc/members/tomas-ramirez">Tomas Ramirez</a>:
"Talent management and talent development need to work arm-in-arm to ensure that learning actually matters for career progression and business outcomes."</blockquote>
This quote encapsulates a pivotal message for HR leaders—learning must be more than an activity; it must be a strategic lever for talent growth and business success.

Here are three actionable takeaways for senior HR talent leaders to consider:
<ol>
 	<li>Balance Global and Local Needs
Achieve synergy between centralized strategies and regional flexibility. Empower local teams to adapt content while maintaining core program objectives to ensure relevance across diverse cultural and business contexts.</li>
 	<li>Integrate Learning with Talent Strategy
Align L&amp;D initiatives with talent management processes, ensuring programs support career progression and address critical skill gaps. This alignment enhances engagement and strengthens the pipeline for future leaders.</li>
 	<li>Operational Efficiency with Strategic Communication
Centralize operations like budgeting and content creation for scalability and cost-effectiveness. Pair this with robust internal marketing to communicate the value of learning programs effectively and drive engagement.</li>
</ol>
To truly retool learning, HR leaders must not only design impactful programs but also embed them within the fabric of organizational talent strategies. Let’s build systems where learning isn’t just encouraged—it’s indispensable for both individual and business success.

What steps has your organization taken to align talent management and learning?

Global Learning Strategies

Strategy

people strategy

nick.allen

richard.busby

blended learning

jill.mack

anton.maletich

judy.albers

strategic alignment

hybrid workplace

hybrid learning

Session Focus: Share our collective experience in leading, designing and delivering global learning solutions.

Business leaders expect Learning and Development (L&amp;D) will provide the same learning experience to all employees across different geographies.

This roundtable panel discussion is an opportunity to share our collective experience in designing and delivering global courses.
<h6 class="font-weight-bold mb-0"></h6>
As we dig into each core area a bit more, let's explore

<ol>
 	<li class="font-weight-bold mb-0"><a title="Leading Global L&amp;D Strategies" href="https://www.learningexecutive.com/insights/leading-ld-ele-leader-members-test-drive-josh-bersin-academy/">Leading Global L&amp;D Strategies</a></li>
 	<li><a title="Cohort Learning Principles to Scale" href="https://www.learningexecutive.com/insights/semi-synchronous-collaborative-learning-effective-strategies-for-personalized-and-cohort-based-learning/">Designing Cohort Learning Principles to Scale</a></li>
 	<li><a title="Global Content" href="https://www.learningexecutive.com/insights/rolling-out-global-learning-opportunities-consistent-and-locally-adaptable/"> Rolling out Content that is both Enterprise Consistent and Locally Adaptable</a></li>
</ol>
&nbsp;

<a href="https://www.learningexecutive.com/moments/workflow-learning-effective-strategies-for-personalized-and-cohort-based-learning/"><img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Effective-Strategies-for-Personalized-and-Cohort-based-Learning.png" alt="Effective Strategies for Personalized and Cohort-based Learning" width="285" height="270" /></a>

&nbsp;

To help guide the roundtable panel discussion, our facilitator will cover some or all of the following:
<ul>
 	<li>Initial Challenges</li>
 	<li>Global Design and Implementation Process</li>
 	<li>Insights from Leading Global L&amp;D Strategies</li>
 	<li>Insights from Global Design Process</li>
 	<li>Insights from Executing Implementation</li>
 	<li>Results What’s worked, or not?</li>
</ul>
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's Idea Exchange: Collaborate online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

virtual learning

diego.frausto

Northern Trust

Learning professionals often have little time to develop actionable insights that can support the design of learning solutions. Ensuring the research methodology is valid, reliable, and nonbiased allows us to develop learning solutions that solve real learning needs.

What we will explore together:
This workshop teaches participants to apply qualitative research methods, specifically grounded theory, to uncover the accurate nature of learning experiences and turn research findings into actionable learning design decisions. We will share a case study of how our global learning and development team partnered with business managers to utilize the grounded theory research method. We will share how we conducted the research, analyzed the data, and identified the content to design a global learning solution.

Qualitative Methodology to Map Learning Experiences

analytics

evidence-based research

Analytics

brian.watkins

learning experience

collaborative learning

upskilling

team-development

susan.weger

sharon.reed

qualitative methodology

Abbott’s growing business and expansion into emerging markets has resulted in a greater emphasis on developing our leaders. Abbott’s business leaders expect that ALD, Abbott’s Learning, and Development, will provide the same learning experience to all managers across different geographies.
Our challenge has been to ensure that we design content to meet global needs and, at the same time, can accommodate cultural/local requirements in each of our markets. Also, we have had to develop cost-effective and efficient processes around implementation.
Michael and Rich will share their experience in designing and delivering global courses. You will learn how Abbott’s Learning and Development team has used worldwide design and implementation planning processes to provide classes in 55 countries across the globe.
The session will cover:

<ul>
 	<li>Initial Challenges</li>
 	<li>Global Design and Implementation Process</li>
 	<li>Insights from Global Design Process</li>
 	<li>Insights from Executing Implementation</li>
 	<li>Results</li>
</ul>

Practical Approaches for Global Design and Delivery

operations

multicultural

Global Design Process

impact

mike.rockelmann

Design research is a hard slog that takes years to learn and time away from the real work of design, right? Wrong. Good research is about asking more and better questions, and thinking critically about the answers. It’s something every member of your team can and should do, and which everyone can learn, quickly. And done well, it will save you time and money by reducing unknowns and creating a solid foundation to build the right thing, in the most effective way. In Just Enough Research, co-founder of Mule Design Erika Hall distills her experience into a brief cookbook of research methods. Learn how to discover your competitive advantages, spot your own blind spots and biases, understand and harness your findings, and why you should never, ever hold a focus group. You’ll start doing good research faster than you can plan your next pitch. Erika Hall has been working in web design and development since the late 20th century. In 2001, she co-founded Mule Design Studio where she directs the research, interaction design, and strategy practices. Erika speaks and writes frequently about cross-disciplinary collaboration and the importance of natural language in user interfaces. In her spare time, she battles empty corporate jargon at Unsuck It. She also co-hosts Running from the Law, a weekly podcast on business law and endurance fitness, and can probably outrun you.

Just Enough Research

design thinking

mike.kester