ELE Group, LLC

<p data-start="135" data-end="296"><strong data-start="135" data-end="294">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.</strong></p>
<p data-start="298" data-end="427">We explored how L&amp;D leaders can transform talent insights into true business intelligence by focusing on one essential principle:</p>

<blockquote data-start="429" data-end="539">
<p data-start="431" 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</p>
</blockquote>
<p data-start="541" data-end="697">Here’s the real challenge — it’s not the communicating that’s hard; it’s knowing <em data-start="622" data-end="628">what</em> to gather, <em data-start="640" data-end="645">why</em> it matters, and <em data-start="662" data-end="667">how</em> it ties to business outcomes.</p>
<p data-start="699" data-end="863">Instead of reporting training hours, flip the script:<br data-start="752" data-end="755" />✅ What risk are we reducing?<br data-start="783" data-end="786" />✅ What opportunity are we unlocking?<br data-start="822" data-end="825" />✅ How does this help the business win?</p>
<p data-start="865" data-end="1280"><strong data-start="865" data-end="932">Five takeaways to spark your next conversation with executives:</strong></p>
<p data-start="865" data-end="1280">🔹 <strong>Frame talent metrics as business outcomes.</strong> Speak the C-suite’s language: revenue, risk, cost, speed, and competitive edge.<br data-start="1388" data-end="1391" />🔹 <strong>Use rising external reporting as leverage.</strong> Public companies will soon report talent risks and strengths to shareholders — get ahead by shaping the internal story now.<br data-start="1461" data-end="1464" />🔹 <strong>Playbook available — leverage ISO 30414.</strong> Use global standards to boost credibility and translate talent insights into business terms.<br data-start="1496" data-end="1499" />🔹 <strong>Focus on outcomes, not activities.</strong> Shift from counting programs to showing measurable results executives care about.<br data-start="1548" data-end="1551" />🔹 <strong>Position talent risks as business risks — and advantages.</strong> Show how skill gaps, leadership pipelines, or engagement directly affect strategy and market position.</p>
<p data-start="1282" data-end="1614"><strong data-start="1282" data-end="1326">Practical next moves for talent leaders:</strong><br data-start="1326" data-end="1329" />✨ Audit your reporting: are you showing impact or activity?<br data-start="1388" data-end="1391" />✨ Build a one-page human capital statement that speaks their language.<br data-start="1461" data-end="1464" />✨ Find your executive champions.<br data-start="1496" data-end="1499" />✨ Map the skills that future-proof your business.<br data-start="1548" data-end="1551" />✨ Socialize early — shape the narrative before the big meeting.</p>
<p data-start="1616" data-end="1791"><strong data-start="1616" data-end="1638">Here’s the unlock:</strong><br data-start="1638" data-end="1641" />When talent leaders shift from reporting to advising — from showing numbers to reducing uncertainty — they become indispensable partners at the table.</p>

Talent Data = Business Strategy: Speaking the Language of the C-Suite

Strategy

talent risk

Analytics

dirk.tussing

jane.shlaes

talent acquisition

azizeh.constantinescu

leadership development

talent development

talent management

eduardo.burgos

colin.hahn

Talent Strategy

employee engagement

marty.murrillo

reskilling

yolanda.mangram

HR leadership

HR Strategy

HR leaders

learning analytics

lauren.marder

data storytelling

business strategy

HR Data Analytics

Workforce Transformation

HR Analytics

emily.decker-bess

Business Alignment

sheryl.smikle

phyllis.king

angelica.janina.stilling

3Q2025

Executive Influence

adam.walleser

HR business strategy

talent insights

HR talent management

HR data

C-suite communication

holly.r.pyatt

human capital reporting

L&amp;D metrics

business outcomes

The Regis Company

<p data-start="599" data-end="735"><strong data-start="623" data-end="641">Session Focus:</strong> How to translate skills development data into business outcomes that matter to CEOs and CFOs.</p>
<p data-start="737" data-end="953">In this robust discussion, we’ll explore how forward-thinking HR and L&amp;D leaders are elevating the role of learning data—moving beyond activity metrics to measuring skills growth and proving tangible business impact.</p>
<p data-start="955" data-end="1318">You’ll learn how to frame skills development in terms of revenue growth, cost efficiency, and risk mitigation—the language that resonates with CEOs and CFOs. We’ll dive into what data truly matters at the executive level, why it’s critical for strategic decision-making, and how to confidently articulate the impact of learning on your organization’s bottom line.</p>
<p data-start="1320" data-end="1460">Expect actionable frameworks and peer-driven insights to help you position L&amp;D as a core driver of business success—not just an HR function.</p>

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ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

Measuring Skills Development: How Talent Data Validates Business Impact

single-event

Your Teams

Learning Circles

anton.maletich

Complimentary

business impact

learning and development

learning data

Organizational Growth

Strategic HR

maggie.lowenberg

Data-Driven Decisions

nicole.defalco

laura.sandera

L&amp;D strategy

executive presence

learning metrics

deepa.kartha

holly.hamann

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: How to frame talent insights in business terms that resonate with CEOs and CFOs—what data matters most and why.</strong></p>

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In this session, we'll explore how to translate complex talent insights into actionable business strategies that capture the attention of CEOs and CFOs. This isn't just about presenting data; it's about framing it in terms of revenue, cost, and risk—the language of the C-suite.

Discover what talent data truly matters to executive leadership, why it's critical for strategic decision-making, and how to articulate its direct impact on organizational goals. Learn to confidently demonstrate HR's indispensable role in driving business success.

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<p class="whitespace-pre-wrap">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.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

michael.hruska

Zurich North America

<strong>Session Focus:</strong> AI-Supported, Simulation-Based Skills Practice Learning That Drives Business Results

In an era marked by rapid technological advances and evolving workforce demands, the pressure on HR and talent development leaders to upskill and reskill employees effectively has never been greater. AI-driven simulations, as demonstrated by Zurich's partnership with The Regis Company, are proving to be pivotal in shaping the future of corporate training and development. Here are key insights that every senior HR leader should consider:
<ol>
 	<li><strong>Rapid Skill Acquisition</strong>: The advent of the Fourth Industrial Revolution has magnified the need for millions of new and upskilled jobs. AI-driven simulations, like the SimGate platform used by Zurich, are not just tools but comprehensive systems that enable rapid, scalable, and practical skills training. This approach is particularly crucial in roles demanding high technical acumen, such as underwriting.</li>
 	<li><strong>Enhanced Learning Engagement</strong>: Traditional learning methodologies often fail to engage the modern learner fully. In contrast, simulations offer interactive and immersive experiences that mimic real-world challenges, leading to better engagement and retention of knowledge.</li>
 	<li><strong>Data-Driven Customization</strong>: One of the standout features of AI-driven learning platforms is their ability to provide real-time feedback and detailed analytics on learner performance. This capability allows HR leaders to tailor learning experiences to individual needs and measure effectiveness with unprecedented precision.</li>
 	<li><strong>Generational Learning</strong>: With workplaces becoming increasingly multigenerational, simulations offer a versatile solution that caters to diverse learning preferences. This is particularly important in organizations like Zurich, where the workforce spans from baby boomers to Gen Z.</li>
 	<li><strong>Cost-Effectiveness and Efficiency</strong>: Implementing AI-driven simulations can significantly reduce both the time and cost associated with traditional training methods. For example, Zurich’s initiative has cut down the time for underwriters to become proficient by facilitating on-demand, targeted skill development.</li>
 	<li><strong>Scalable Across Functions</strong>: The flexibility of simulation platforms means they can be adapted for various functions within an organization, beyond their initial use. This adaptability not only ensures a better ROI on technology investments but also supports comprehensive enterprise-wide learning initiatives.</li>
</ol>
AI-driven simulations represent a transformational approach to talent development, offering a blend of efficiency, engagement, and effectiveness that traditional methods struggle to match. As we navigate the complexities of today's job market, integrating such innovative solutions into our HR strategies is not just beneficial—it's essential. Embracing these tools can propel our organizations towards a future where continuous learning and adaptability are at the core of our human resource practices.

Skill Up with Simulations: Practice Success with AI-Driven Sims

future of work

Future of Work

Digital &amp; AI

michael.vaughan

marsha.love-morrow

CHIE2024

darwyn.hackney

HR Innovation

AI in HR

sarah.brown

HR Tech

Workforce Training

Skill Upskilling

Multigenerational Workforce

AI-Driven Sims

AI-Supported

Simulation-Based Skills

ELB Learning

<p class="whitespace-pre-wrap"><strong>Session Focus: Explore how integrating AI can revolutionize HR practices, transforming challenges into opportunities for strategic workforce development.</strong></p>
In an era marked by rapid technological advancements and significant demographic shifts, HR stands at the forefront of guiding organizations through transformative challenges. This session revisits critical themes from our previous discussion at the Skills-First Talent Development Conference, focusing on how HR can integrate artificial intelligence to enhance operations and manage an aging workforce alongside a looming skills shortage.
This session provided valuable insights into the role of AI in future-proofing L&amp;D and building AI-enabled workforce capabilities.
<blockquote>"We are human performance experts. AI mimics human behavior. Who better than us to lead this AI change?" -- <a href="https://www.ele.llc/members/josh-penzell" target="_blank" rel="noopener">Josh Penzell</a></blockquote>
This powerful quote encapsulates the unique position L&amp;D professionals are in to guide the integration of AI in workforce development.

<strong>Three key takeaways from the session were:</strong>
<ol>
 	<li><strong>AI and Individual vs. Collective Creativity:</strong> AI can enhance individual creativity, particularly for those who might be less inherently creative. However, it can potentially suppress creativity at a group level. L&amp;D professionals need to manage this balance carefully, ensuring AI tools complement rather than supplant human creativity.</li>
 	<li><strong>Decision-Making in AI Implementation:</strong> Organizations face a critical decision on whether to build custom AI models or utilize existing ones. The example discussed highlighted Bloomberg’s significant investment in a proprietary model which was quickly outperformed by the more advanced GPT-4. This underscores the rapid pace of AI development and the importance of staying informed and adaptable in technology decisions.</li>
 	<li><strong>Reimagining L&amp;D Roles with AI:</strong> AI’s integration into L&amp;D isn’t just about using new tools—it's about rethinking roles. AI can serve various functions, from tutor and mentor to collaborator and even learner. This shift challenges L&amp;D professionals to redesign learning experiences that maintain the human element at their core while leveraging AI to provide personalized, adaptive, and more effective learning experiences.</li>
</ol>
<img class="aligncenter wp-image-41156" src="https://wp.ele.llc/wp-content/uploads/2024/04/CHIE2023-CrackerBarrel-3-1024x683.jpg" alt="" width="631" height="421" />

These insights emphasize the transformative potential of AI in L&amp;D and the critical role that professionals play in shaping its implementation. As the field evolves, maintaining a focus on human-centered learning while embracing AI will be crucial for developing future-ready workforce capabilities.

Future-Proofing L&D: Building AI-Enabled Workforce Capabilities for the Future

nick.allen

richard.busby

allyson.carter

Change Management

edward.desrosiers

marti.konstant

employee experience

gretchen.hartke

ann.brownell

workforce planning

brian.richardson

organizational success

megan.bickle

workplace innovation

rachel.kaberon

josh.penzell

AI transformation

future of HR

Human Resources Technology

Strategic Workforce Development

Talent Management Solutions

<p class="whitespace-pre-wrap"><strong>Session Focus: Explore how integrating AI can revolutionize HR practices, transforming challenges into opportunities for strategic workforce development.</strong></p>
In an era marked by rapid technological advancements and significant demographic shifts, HR stands at the forefront of guiding organizations through transformative challenges. This session revisits critical themes from our previous discussion at the Skills-First Talent Development Conference, focusing on how HR can integrate artificial intelligence to enhance operations and manage an aging workforce alongside a looming skills shortage.
<blockquote>Join us in small groups to ideate on leveraging AI and strategic HR transformation, ensuring your organization thrives in a rapidly evolving workforce landscape.</blockquote>
In this session, we will explore HR's transformation from traditional policy enforcers to strategic partners, focusing on emerging roles such as HR Data Detective. We will delve into the dual challenges of embracing AI: boosting business functions and addressing cybersecurity risks. The session emphasizes the importance of leadership, trust, and clear communication in adopting new technologies, alongside the necessity for continuous learning and cultural shifts to keep HR practices relevant.

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This will be a highly interactive virtual small group activity session designed to engage participants in strategic planning, discuss technological adoption, and learn how to foster a culture of trust and innovation. This will equip your organization with the critical capabilities needed to thrive in the workforce of tomorrow.

&nbsp;

ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

online event

complimentary event

Measuring Skills Development: How Talent Data Validates Business Impact

Talent Data = Business Strategy: Speaking the Language of the C-Suite

Future-Proofing L&D: Building AI-Enabled Workforce Capabilities for the Future

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