ELE Group, LLC

This live discussion with experienced talent executives, mostly ex-Accenture, made one thing clear: skills are more than a talent metric—they’re the language of business capability. When viewed as data, skills connect individual growth to enterprise agility, shifting the conversation from headcount to capability management.
<a href="https://www.ele.llc/members/craig-friedman" target="_blank" rel="noopener">Craig Friedman</a> reminded us that:

<blockquote data-start="1100" data-end="1220">
“Skills are both people data and business data. That shift takes us from counting heads to managing capabilities.”
</blockquote>
That single shift reframes how talent leaders partner with the business. Instead of defending headcount, we’re managing capabilities that drive agility, growth, and performance.
But, as Heber cautioned:

<blockquote data-start="1441" data-end="1560">
“Skills data only matters if it’s accurate. Decisions are only as strong as the confidence you have in the data.” -- <a href="https://www.ele.llc/members/heber-sambucetti" target="_blank" rel="noopener">Heber Sambucetti</a>, Skillsoft
</blockquote>
Confidence in your data determines whether leaders trust skills intelligence to shape pay, succession, and workforce planning.
And as Craig warned, complexity is the enemy:

<blockquote data-start="1740" data-end="1840">
“If your taxonomy is exploding, step back. Keep the skill the skill—and separate the context.”
</blockquote>
The conversation didn’t just redefine skills—it revealed what leaders must prioritize to make skills strategy work in practice

<h3 data-start="1972" data-end="1991">Key Takeaways:</h3>
🔹 Skills are strategic currency, bridging individual growth with enterprise capabilities. 🔹 Data quality is non-negotiable—without it, business decisions crumble. 🔹 Start where the business hurts; pilots anchored in real challenges prove value fast. 🔹 Simplicity wins—overbuilt taxonomies collapse under their own weight. 🔹 AI is an accelerant, not a replacement; governance keeps it usable.


<hr data-start="2400" data-end="2403" />

<h3 data-start="2405" data-end="2447">Practical Actions for Talent Leaders:</h3>
✅ Frame conversations with executives around capability, not headcount. ✅ Audit skills data before using it to drive staffing, comp, or workforce plans. ✅ Launch a pilot tied to a pressing business problem to win support and credibility. ✅ Establish governance guardrails early: clear definitions, owners, and refresh cycles. ✅ Use AI smartly—let it speed tagging and content, but apply governance filters.

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Skills strategy isn’t about boiling the ocean. It’s about building trust, proving value, and scaling what works—step by step.
Which of these actions feels most urgent in your organization right now? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Skills Are Data: Designing a Strategy for Agility and Growth

future of work

Strategy

Future of Work

Analytics

dirk.tussing

jean.ryan

janice.simmons

talent development

reskilling

organizational agility

learning and development

maryann.kennedy

talent agility

workforce planning

skills taxonomy

matt.sernaker

future skills

skills strategy

skills data

audrey..hackley

HR Innovation

Organizational Growth

Strategic HR

Workforce Strategy

craig.friedman

AI in talent development

Workforce Agility

3Q2025

capability building

skills-based organization

HR data

skill mapping

talent analytics

organizational design

talent development strategy

talent intelligence

heber.sambucetti

capability management

skills governance

data quality in HR

business capability

Problem Solutions

Upsurge Advisors

Pacific Cycle

Froedtert ThedaCare Health

What if Learning &amp; Development stopped reacting—and started reshaping what’s next?
That challenge took center stage at the Milwaukee Talent Development Conference 2025, where <a href="https://www.ele.llc/members/janice-simmons" target="_blank" rel="noopener">Janice Simmons</a>, <a href="https://www.ele.llc/members/guillermo-gutierrez" target="_blank" rel="noopener">Guillermo Gutierrez</a>, <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, <a href="https://www.ele.llc/members/kelly-wojda" target="_blank" rel="noopener">Kelly Wojda</a>, <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>, and <a href="https://www.ele.llc/members/inna-conner" target="_blank" rel="noopener">Inna Conner</a> made one thing clear: the future of L&amp;D isn’t coming—it’s already here. And it demands a different mindset.
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/06/WISE2025-Future-is-Now-CLO-panel.jpg" alt="" width="719" height="405" />
Today’s most effective L&amp;D leaders aren’t behind the curve; they’re shaping it. That means no more order-taking, no more siloed solutions, and no more waiting for “perfect.” Instead, they’re embedded in business conversations, fluent in data, and focused on co-creating value across the enterprise.
Key Strategies That Stand Out:

<ul data-start="1012" data-end="1777">
 	<li data-start="1012" data-end="1185">
⚡ Design disruption on purpose. The best L&amp;D teams don’t brace for change—they launch it. Think less “training as usual,” more “learning as innovation infrastructure.”
</li>
 	<li data-start="1186" data-end="1323">
🤝 Cross-functional partnerships are a competitive edge. Building shared ownership for change reduces resistance and scales impact.
</li>
 	<li data-start="1324" data-end="1484">
📊 Data isn’t a dashboard—it’s your language of influence. Showing clear, business-relevant outcomes transforms L&amp;D from cost center to strategic enabler.
</li>
 	<li data-start="1485" data-end="1619">
🛠️ Prototype boldly. Don’t wait for polished programs—test, learn, and iterate like a product team. Agility is the new quality.
</li>
 	<li data-start="1620" data-end="1777">
🌟 Be the learner you expect others to be. Future-ready teams start with L&amp;D owning its own development—curiosity, creativity, and AI fluency included.
</li>
</ul>
Panelists shared real examples: scaling inclusion programs through ERGs, challenging managers to rethink requests before training launches, and using data to predict—not just explain—impact. These aren’t just tactics. They’re signs of a function claiming its strategic seat.
If L&amp;D wants to lead, not lag, it’s time to shift: from support to strategy, from reaction to anticipation, from perfectionism to progress.
The takeaway? Don’t wait to be invited into the future—design it.

The Future is Now: Transforming L&D for Tomorrow's Challenges

learning culture

inna.conner

leadership development

Talent Strategy

employee experience

guillermo.gutierrez

continuous learning

kelly.wojda

cross-functional collaboration

Workforce Transformation

data driven HR

michael.hruska

nicole.defalco

wise2025

Strategic L&amp;D

business-aligned L&amp;D

proactive learning design

Michael Hruska’s keynote wasn’t about the future of AI—it was about the now. In “Thinking AI First,” he made a clear case: it’s time to move beyond the hype and start building AI-powered enterprises that amplify human capabilities, not just automate tasks. Hruska invited us to stop thinking of AI as a tool and start seeing it as a partner—one that unlocks new performance thresholds, creative breakthroughs, and human potential.

<img class="aligncenter wp-image-43033" src="https://wp.ele.llc/wp-content/uploads/2025/05/Hruska-Keynote-1.jpg" alt="Thinking AI First: Growing your Augmented Enterprise" width="656" height="445" />
<blockquote data-start="718" data-end="862">
“AI isn’t just automation—it’s transformation. The real question isn’t what AI can do, but who we can become with it.” — <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, Problem Solutions.
</blockquote>
Here are five big takeaways for HR and talent leaders ready to lead the shift:

<ul data-start="944" data-end="1953">
 	<li data-start="944" data-end="1170">
Think Augmentation, Not Automation Frame AI as a co-creator that enhances human contribution—not a job taker. This mindset shift is critical to overcoming fear and fostering collaboration between people and machines.
</li>
 	<li data-start="1172" data-end="1356">
Build Your AIQ Blended intelligence—the fusion of human insight with AI’s speed and memory—isn’t optional. It’s what will drive scalable problem-solving and unlock new value.
</li>
 	<li data-start="1358" data-end="1584">
Close the AI Literacy Gap 70% of AI initiatives fail to scale—often because teams don’t know how to use the tools. Leaders must invest in training across all levels, including prompt engineering and change readiness.
</li>
 	<li data-start="1586" data-end="1761">
Free Humans for Higher-Order Thinking AI doesn’t just make things faster—it clears the way for creativity by reducing low-value tasks and speeding up project cycles.
</li>
 	<li data-start="1763" data-end="1953">
Lead the Cultural Shift Adopting AI is less about tools and more about mindset. Build a culture of curiosity, experimentation, and “daily spirals” of learning to stay future-ready.
</li>
</ul>
Leadership Isn’t Optional—It’s the Engine of AI-Driven Transformation Michael’s closing message was clear: AI success hinges on leadership. It’s not just about adopting tools—it’s about designing cultures where AI and people co-evolve. Leaders must model curiosity, invest in AI literacy, and align AI efforts with purpose and performance.
Without strong leadership, AI remains a stalled pilot. With it, AI becomes a catalyst for growth, creativity, and transformation.
The future belongs to those who don’t wait for AI to work—but intentionally lead the way, shaping systems where human potential and machine intelligence thrive together.

Thinking AI First: Growing your Augmented Enterprise

Digital &amp; AI

digital transformation

workforce development

organizational change

AI tools

AI in HR

human AI collaboration

AI transformation

business strategy

artificial intelligence

thinking AI first

augmented enterprise

strategic framework

enhanced decision-making

accelerated innovation

improved efficiency

human intelligence

organizational capacity

Augmented Intelligence

<blockquote data-start="589" data-end="711">
“This is your test kitchen. Use yourself as the case study before making the case for AI in your org.” —<a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>
</blockquote>
<img class="aligncenter size-full wp-image-43041" src="https://wp.ele.llc/wp-content/uploads/2025/05/AI-Practical-Lab-with-Newt-Nicole-Phyllis.jpg" alt="✨ AI in Action: Create, Iterate, Elevate - Partnering with AI in Your Work" width="1920" height="739" />
This session provided a practical, hands-on experience for senior HR and L&amp;D leaders ready to explore how AI can support—not replace—human capability.
We started by reframing AI not as a tech initiative but as a personal learning opportunity. Instead of waiting for enterprise-wide rollouts, participants used their own roles as safe spaces to experiment—testing how AI could simplify tasks, spark creativity, and save time. That mindset shift—from fear to curiosity—became the launchpad.
As Nicole framed it, your role becomes the “test kitchen.” But then comes the real recipe for scale.

<blockquote data-start="1306" data-end="1415">
“Break down your job by tasks. Ask—what can a machine do, and what should be left to people?” —<a href="https://www.ele.llc/members/newton-moore" target="_blank" rel="noopener">Newt Moore</a>
</blockquote>
By dissecting roles at the task level, leaders discovered quick-win opportunities for AI collaboration: summarizing interviews, generating learning roadmaps, automating analysis, and more. This bottom-up experimentation revealed that smart adoption doesn’t require a massive overhaul—just a thoughtful starting point.
🔑 Key Takeaways:

<ul data-start="1758" data-end="2101">
 	<li class="" data-start="1758" data-end="1806">
AI augments human skill—it doesn’t replace it.
</li>
 	<li class="" data-start="1807" data-end="1869">
You don’t need permission to start—begin with your own role.
</li>
 	<li class="" data-start="1870" data-end="1937">
Task-based thinking unlocks practical, scalable AI opportunities.
</li>
 	<li class="" data-start="1938" data-end="2020">
Effective prompt writing (using frameworks like CAPS) is now a leadership skill.
</li>
 	<li class="" data-start="2021" data-end="2101">
L&amp;D is in a unique position to guide ethical, inclusive, and strategic AI use.
</li>
</ul>
💡 Actions You Can Take:

<ol data-start="2132" data-end="2537">
 	<li class="" data-start="2132" data-end="2215">
Audit your day: What tasks would you delegate to an assistant? Try them with AI.
</li>
 	<li class="" data-start="2216" data-end="2305">
Use the 6-step framework (Mindset → Empathize → Define → Generate → Prototype → Test).
</li>
 	<li class="" data-start="2306" data-end="2400">
Introduce CAPS prompt writing (Clarity, Audience, Precision, Structure, Tone) to your team.
</li>
 	<li class="" data-start="2401" data-end="2474">
Share personal AI wins to build trust and credibility across your org.
</li>
 	<li class="" data-start="2475" data-end="2537">
Encourage peer learning through AI communities of practice.
</li>
</ol>
This isn’t about perfection—it’s about progress. Use yourself as the case study, and then lead others with clarity, confidence, and curiosity.
Are you a senior HR leader passionate about talent and innovation? Ready to embrace the power of AI? Let's <a href="https://www.ele.llc/events?tags=4022">Learn together through monthly hands-on applications of AI in L&amp;D</a>

✨ AI in Action: Create, Iterate, Elevate - Partnering with AI in Your Work

newton.moore

instructional design

workforce innovation

AI impact

AI Adoption

organizational learning

Practical AI

phyllis.king

AI in action

leveraging AI

business operations

repeatable process

AI solutions

AI coworker

AI prototyping

test and iterate

playlab AI

talent and innovation

prompt engineering

skills-based strategy

L&amp;D leadership

<blockquote data-start="758" data-end="903">
“Only 2% of CHROs believe their current system actually works.” — Deloitte’s 2025 Human Capital Trends
</blockquote>
At Milwaukee Talent Development Conference 2025, senior talent leaders came together to tackle one of the most stubborn problems in HR: performance management systems that drain time, strain relationships, and rarely drive real outcomes. As panelist Angie Zeigler put it:

<blockquote data-start="758" data-end="903">
“Performance management is like a dandelion—we keep pulling it, but it keeps coming back. The effort we put in just doesn’t match the results.” — <a href="https://www.ele.llc/members/angie-zeigler" target="_blank" rel="noopener">Angie Zeigler</a>
</blockquote>
<img class="aligncenter size-full wp-image-43043" src="https://wp.ele.llc/wp-content/uploads/2025/05/Innovated-Perf-Mgmt-with-AngieZ.jpg" alt="Innovative Performance Management: Elevating Outcomes" width="2352" height="1568" />
The panel—including Angie, <a href="https://www.ele.llc/members/ann-klitzke">Ann Klitzke</a>, <a href="https://www.ele.llc/members/suzanne-sherry" target="_blank" rel="noopener">Suzanne Sherry</a>, and <a href="https://www.ele.llc/members/yolanda-mangram">Yolanda Mangram</a>—shared how traditional PM approaches have become compliance rituals that fail to inspire growth, fairness, or strategic alignment. And yet, when reimagined with intention and simplicity, performance management can become one of the most powerful levers for development, engagement, and culture transformation.

<h3 class="" data-start="1292" data-end="1345">What leading organizations are doing differently:</h3>
<ul data-start="1346" data-end="1886">
 	<li class="" data-start="1346" data-end="1446">
Replacing static reviews with frequent, meaningful conversations that build trust and clarity.
</li>
 	<li class="" data-start="1447" data-end="1543">
Anchoring performance systems in growth and development, not just ratings or compensation.
</li>
 	<li class="" data-start="1544" data-end="1655">
Training managers as coaches—with tools, questions, and feedback frameworks that make conversations real.
</li>
 	<li class="" data-start="1656" data-end="1778">
Using AI responsibly to support bias detection, goal alignment, and calibration—without losing the human connection.
</li>
 	<li class="" data-start="1779" data-end="1886">
Elevating purpose, recognition, and emotional connection as core drivers of motivation and retention.
</li>
</ul>
<h3 class="" data-start="1888" data-end="1916">🎯 What you can do next:</h3>
<ul data-start="1917" data-end="2415">
 	<li class="" data-start="1917" data-end="2010">
Reevaluate the true purpose of your system—is it driving performance or checking boxes?
</li>
 	<li class="" data-start="2011" data-end="2110">
Introduce lightweight employee-driven feedback loops to track check-in frequency and quality.
</li>
 	<li class="" data-start="2111" data-end="2210">
Equip managers with scripts, coaching scenarios, and role-play exercises to build capability.
</li>
 	<li class="" data-start="2211" data-end="2324">
Pilot AI tools for goal-writing, fairness audits, and manager enablement—always with intentional oversight.
</li>
 	<li class="" data-start="2325" data-end="2415">
Rebalance your reward strategy to emphasize development and belonging alongside pay.
</li>
</ul>
Performance management isn't broken—it’s misaligned. Leaders who treat it as a growth engine instead of a rating mechanism are seeing measurable gains in engagement, productivity, and retention. As shown in examples from Rolls-Royce and other high-performing orgs, success lies in shifting the mindset from accountability to partnership, from documentation to dialogue. If your current process feels like pulling weeds, it may be time to plant something better—something rooted in clarity, fairness, and human connection.

Innovative Performance Management: Elevating Outcomes

Integrated Talent Management

suzanne.sherry

angie.zeigler

ann.klitzke

growth mindset

performance management

talent management

employee engagement

Performance Improvement

organizational development

yolanda.mangram

people analytics

HR leadership

HR Strategy

manager coaching

continuous feedback

CNA Insurance

Zurn Elkay Water Solutions

Session Focus: Harnessing AI to Connect Learning with Strategic Business Execution (Use Case: Zurn/Elkay Culture Building Post M&amp;A)


This ELE Experience offered senior HR and talent leaders an immersive, hands-on look at how generative AI—specifically Microsoft Copilot—can bridge the gap between learning initiatives and business strategy.

As organizations continue to evolve—through mergers, digital transformation, or shifts in workforce expectations—talent leaders are expected to do more than manage programs. We're being asked to deliver strategic value that shapes culture, enables leadership, and drives execution.

That’s why the theme of our May 8 AI Practical Lab, “Aligning Learning with Organizational Goals,” resonated so strongly.
<blockquote>"We’re rebalancing our efforts—performance goals matter, but how we lead matters just as much." -- <a href="https://www.ele.llc/members/jenny-heitman" target="_blank" rel="noopener">Jenny Heitman</a>, Zurn Elkay Water Solutions</blockquote>
We were especially excited to welcome <a href="https://www.ele.llc/members/jenny-heitman" target="_blank" rel="noopener">Jenny Heitman</a> from Zurn Elkay, who shared a real-world case study on rebuilding engagement and leadership alignment post-merger. Her example, paired with The Capability Blueprint from our Insights archive, created a simple but powerful framework for strategic alignment:

<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/The-Capability-Blueprint.jpg" alt="" width="793" height="558" />

As we prompted Copilot using The Capability Blueprint, the combination became a practical guide to drive focused action and business impact.

For those who couldn’t join us live, here are three questions we encourage you to explore with your team:
<ol>
 	<li>What do we want to be? -- Clarify your business strategy—your north star that defines purpose and direction.</li>
 	<li>How do we get there? -- Look at it through multiple lenses:
<ul>
 	<li>People (culture, organization, and competency)</li>
 	<li>Process (workflow and efficiency)</li>
 	<li>Technology (tools, applications, and delivery vehicles)</li>
</ul>
</li>
 	<li>How do we know when we’re there? -- Define meaningful performance metrics that demonstrate impact and progress.</li>
</ol>
Let’s keep the momentum going. If you'd like to dive deeper into any of these areas.

This wasn’t a theoretical discussion—it was a practical lab. With support from Jason Davis, Behati Hart, and Peter Hogaboam, participants learned how to:
<ul>
 	<li>Use Microsoft Copilot to structure a learning strategy,</li>
 	<li>Align behaviors with values across job families, and</li>
 	<li>Generate measurable outcomes that matter to the business.</li>
</ul>
As Peter reminded us, success with AI starts with a mindset shift:
<blockquote>"Try things. Be curious. Upload a document. Ask how AI would approach the problem. That’s where the value shows up." -- <a href="https://www.ele.llc/members/peter-hogaboam" target="_blank" rel="noopener">Peter Hogaboam</a>, CNA Insurance</blockquote>
<h2 class="" data-start="1895" data-end="1939">🔑 Top 3 Key Takeaways for HR Talent Leaders</h2>
<ol data-start="1941" data-end="2488">
 	<li class="" data-start="1941" data-end="2093">
Behavioral Alignment Is the Real Culture Work Strategy alone isn’t enough—behavioral consistency across roles is what brings change to life.
</li>
 	<li class="" data-start="2095" data-end="2296">
AI Enhances Strategic Clarity and Speed Generative AI, when fed with the right context, can accelerate the creation of blueprints, surface KPIs, and shape actionable learning interventions.
</li>
 	<li class="" data-start="2298" data-end="2488">
Inclusion + Peer Collaboration Drive Sustainable Change Engaging employees in co-creating expectations and collaborating across companies fuels belonging, creativity, and buy-in.
</li>
</ol>

<hr class="" data-start="2490" data-end="2493" />

<h2 class="" data-start="2495" data-end="2538">🛠️ 5 Practical Actions You Can Take Now</h2>
<ol data-start="2540" data-end="3530">
 	<li class="" data-start="2540" data-end="2735">
Reinforce Core Values at Every Level Map how your values show up in each job family. Use AI tools to draft behavioral guides tailored to functions like marketing, operations, or tech.
</li>
 	<li class="" data-start="2737" data-end="2950">
Train Teams on Prompting and Contextual AI Use Encourage your HR and L&amp;D teams to experiment with uploading docs and using AI to synthesize strategic plans, build personas, and generate learning paths.
</li>
 	<li class="" data-start="2952" data-end="3156">
Use ‘How Might We’ Questions to Drive Engagement Reframe initiatives as design prompts (e.g., “How might we build accountability into everyday work?”) to spark ideation and shared ownership.
</li>
 	<li class="" data-start="3158" data-end="3336">
Co-Create Success Metrics With Business Leaders Define what winning looks like with key stakeholders first, then build learning solutions that support those outcomes.
</li>
 	<li class="" data-start="3338" data-end="3530">
Host Peer-Led AI Practice Labs Create safe, vendor-free spaces for your team or community to test tools like Copilot, ChatGPT, or Claude. Share results, iterate together, and grow.
</li>
</ol>
This session underscored a vital shift in our field: the future of learning and development isn’t just about content or delivery—it’s about orchestrating behavior change at scale. AI can help, but it’s still the human insight that drives impact.
As HR talent leaders, we’re at a unique inflection point—where the tools are powerful, the expectations are high, and the opportunity to lead through innovation has never been greater.
Are we ready to challenge our understanding and integrate AI in ways that not only meet but advance our strategic goals?
Let’s keep learning—together and share your journey on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.
<img class="aligncenter size-full wp-image-42837" src="https://wp.ele.llc/wp-content/uploads/2024/10/For-The-Culture-Book-Cover.jpg" alt="For The Culture (Collins, 2024)" width="348" height="522" />
<a title="I Bullseye Tactics For Non-Technical Business Leader" href="https://www.ele.llc/members/bookshelf/for-the-culture">For the Culture: The Power Behind What We Buy, What We Do, and Who We Want to Be</a>

<blockquote>"You shouldn’t be afraid of AI taking your job, but you should be afraid of someone who knows how to use AI taking your job." - <a href="https://www.learningexecutive.com/members/mike-kester">Mike Kester</a></blockquote>

✨ AI Practical Lab: Aligning Learning with Organizational Goals

upskilling

jason.davis

Adding Value

betty.hart

organizational effectiveness

jenny.heitman

peter.hogaboam

learning trends

ChatGPT

HR future

GenAI

generative AI

talent-talk

behavioral change

ai practical lab

Build a book

erin.joslin

Business Alignment

Culture Transformation

2Q2025

laura.sandera

rhonda.sharp

Session Focus: Building a skill-based organization—using data to map, measure, and mobilize capabilities aligned to strategic priorities.

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This video discussion will explore the foundational concept of building a truly skill-based organization. We will examine how to leverage data to meticulously map, accurately measure, and strategically mobilize your workforce's capabilities.

Discover practical approaches for aligning individual and collective skills directly to your organization's strategic priorities, fostering unprecedented agility and sustainable growth. Learn how treating skills as actionable data can transform your talent strategy, ensuring your organization is ready for future demands and opportunities.

</div>
</div>
</div>
</div>
</div>
</div>
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This video discussion 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.

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Session Focus: Explore practical strategies for successfully integrating AI technologies into your organization's talent development initiatives, focusing on onboarding AI as a new hire.

<blockquote>"We're going to have AI as part of your org chart." -- <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Mike Hruska</a></blockquote>
This session provided a forward-looking perspective on the integration of artificial intelligence within organizational structures, underscoring the transformation that AI is bringing to the HR landscape. As AI becomes a standard part of the org chart, it necessitates a strategic approach to its adoption and management, akin to onboarding a new hire with unique capabilities and potential.
Key Takeaways:

<ul data-start="516" data-end="1154">
 	<li data-start="516" data-end="747">Strategic AI Integration: AI's inclusion in the org chart symbolizes its role as a permanent, integral component of the workforce. This positions AI not just as a tool but as a key player in shaping organizational strategies.</li>
 	<li data-start="748" data-end="951">Cultural and Operational Alignment: The integration of AI into corporate structures offers a unique opportunity to reinforce and perhaps redefine the company’s culture and operational efficiencies.</li>
 	<li data-start="952" data-end="1154">Enhanced Onboarding Processes: AI can significantly improve the onboarding process, making it more personalized and effective, thus enhancing new hire engagement and reducing time to productivity.</li>
</ul>
Practical Actions:

<ul data-start="1179" data-end="1905">
 	<li data-start="1179" data-end="1450">Develop AI Integration Plans: HR leaders should devise comprehensive strategies that outline how AI will be integrated into existing teams and workflows. This includes training programs that equip HR professionals with the skills to manage AI resources effectively.</li>
 	<li data-start="1451" data-end="1704">Leverage AI for Personalized Onboarding: Implement AI-driven tools to create a more tailored onboarding experience. This could involve using AI to analyze new hires' skills and adapting the onboarding process to better meet their individual needs.</li>
 	<li data-start="1705" data-end="1905">Foster a Culture of Innovation and Adaptability: Encourage a company culture that embraces continuous learning and adaptability, where AI's role is understood and valued across the organization.</li>
</ul>
The inclusion of AI on the org chart is not just a symbolic move—it's a strategic one. It calls for a proactive approach in managing AI resources, ensuring they align with and advance the organization's goals. For HR leaders, this means not only overseeing the integration of AI into personnel structures but also spearheading the transformation efforts that will define the future of work in their organizations. By doing so, HR can lead by example, demonstrating how to harness the potential of AI to enhance organizational capabilities and drive future growth.

✨ AI Practical Lab: Onboarding AI as a New Hire

jane.shlaes

marty.rosenheck

ann.brownell

HR leaders

AI integration

tech in HR

rachel.kaberon

AI Technology

emily.decker-bess

susan.c.guest

sheryl.smikle

Employee Onboarding

ELB Learning

Session Focus: Explore how AI can personalize microlearning experiences to optimize engagement and knowledge retention.

<blockquote>"AI, like a GPS for learning, guides each learner from their starting point, adjusting the path as they progress." -- <a href="https://www.ele.llc/members/kevin-adams" target="_blank" rel="noopener">Kevin Adams</a> ,ELB Learning</blockquote>
This session illuminated the transformative potential of integrating artificial intelligence with microlearning for talent development. The analogy of AI as a learning GPS perfectly captures how it personalizes the educational journey, adapting to each individual's unique pace and progress. This personalized approach maximizes engagement and knowledge retention, creating a more effective and efficient learning experience.

This session provided actionable insights for HR leaders looking to leverage AI-powered microlearning:
<ol data-sourcepos="13:1-24:0">
 	<li data-sourcepos="13:1-14:0">
Personalization Power: Harness AI to tailor learning experiences to individual needs and preferences. This targeted approach significantly boosts learner engagement and knowledge absorption compared to traditional, one-size-fits-all training. Action: Identify areas within current training programs where AI-driven personalization could have the biggest impact.
</li>
 	<li data-sourcepos="15:1-16:0">
Microlearning Mastery: Implement microlearning principles by delivering concise, focused learning modules. This caters to shorter attention spans and facilitates better knowledge retention and application. Action: Audit existing training content and identify opportunities to break it down into microlearning modules.
</li>
 	<li data-sourcepos="17:1-18:0">
Collaborative Intelligence: Foster a collaborative learning culture where employees can interact, share knowledge, and learn from each other. AI can play a key role in facilitating this dynamic environment. Action: Explore AI-powered platforms that support collaborative learning, such as discussion forums or knowledge-sharing wikis.
</li>
 	<li data-sourcepos="19:1-20:0">
Real-Time Feedback: Leverage AI tools to provide learners with immediate feedback. This allows them to quickly identify and correct errors, accelerating the learning process. Action: Research and pilot AI-driven feedback tools within existing microlearning programs.
</li>
 	<li data-sourcepos="21:1-22:0">
Continuous Learning &amp; Adaptation: Stay informed about the latest advancements in AI and learning technologies. This ensures your learning strategies remain cutting-edge and aligned with evolving organizational needs. Action: Subscribe to industry publications and attend webinars focused on AI in learning and development.
</li>
 	<li data-sourcepos="23:1-24:0">
Data-Driven Optimization: Use data analytics to measure the impact of AI-enhanced learning tools and programs. Regularly analyze this data to refine strategies and maximize learning outcomes and organizational performance. Action: Establish clear metrics for evaluating the effectiveness of AI-driven microlearning initiatives.
</li>
</ol>
By embracing these AI-driven approaches, HR leaders can significantly enhance the effectiveness of their learning and development programs. This will empower their organizations to become more agile, adaptable, and future-ready in today's rapidly changing business landscape. Investing in AI-powered microlearning is not just a trend; it's a strategic imperative for organizations looking to cultivate a highly skilled and engaged workforce.

Microlearning in the AI Age: Building Adaptive, Personalized Learning Experiences

microlearning

learning experience

azizeh.constantinescu

sara.larson

ana.bedard

future of learning

adaptive learning

personalized learning

brian.richardson

jennifer.rainey

AI in Learning

Workplace Learning

HR strategies

kevin.adams

training and development

HR Technology

team communication

teaming techniques

juliana.sobanski

AI in Education

Knowledge Retention

jacqueline.gargiulo

AI is Changing the Coaching Game—Here’s How
<blockquote>"We all know that coaching works, but it’s inordinately expensive for every single person in the organization to have a coach. AI can be a game-changer in democratizing access to coaching." -- <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Mike Hruska</a></blockquote>
Coaching has long been one of the most effective ways to develop talent, but for many organizations, it remains a privilege for a select few. Scaling one-on-one coaching across an entire workforce is costly, time-consuming, and difficult to sustain.

Enter AI-powered coaching assistants. With custom AI-driven coaching tools, we can democratize coaching and provide real-time, tailored feedback to employees at every level, without the traditional constraints of cost and availability.

Key Takeaways for Senior HR Talent Leaders from this session:
<ul>
 	<li>AI-powered coaching is no longer a ‘nice-to-have’—it’s an enabler of high-performance cultures.
With the right AI tools, organizations can provide scalable, high-impact coaching that enhances learning, leadership development, and workplace productivity.</li>
 	<li>Custom AI chatbots allow HR leaders to personalize coaching experiences. Instead of generic training modules, AI can engage employees in role-playing exercises, simulate tough workplace conversations, and tailor feedback based on individual goals.</li>
 	<li>AI doesn’t replace human coaches—it enhances coaching accessibility and effectiveness. While AI can provide instant, unbiased feedback, human mentors remain critical for emotional intelligence and strategic guidance. AI should be seen as a complementary tool, not a substitute.</li>
</ul>
Practical Actions for HR Leaders to Implement AI Coaching
<ul>
 	<li>Start Small: Experiment with custom AI chatbots tailored for coaching in specific areas like performance reviews, sales training, or leadership development.</li>
 	<li>Use AI for Role-Playing &amp; Practice: Enable employees to simulate tough conversations (e.g., delivering feedback, negotiating, or handling objections).</li>
 	<li>Embed AI in Learning &amp; Development Programs: AI-driven coaching can reinforce goal setting, performance tracking, and personalized skill-building.</li>
 	<li>Ensure Ethical &amp; Responsible AI Use: Define clear guidelines to avoid bias, ensure data privacy, and maintain human oversight in coaching interventions.</li>
</ul>
The Future of Coaching is AI-Enhanced, Not AI-Replaced

The ability to deliver quality coaching at scale has always been a challenge for HR and L&amp;D leaders. AI-powered coaching tools are bridging this gap, making real-time, on-demand coaching accessible to all employees.

AI is not here to replace human coaches—it’s here to empower HR leaders with the tools to make coaching more effective, scalable, and personalized. Organizations that embrace AI-enhanced coaching will not only boost employee performance and engagement but also foster a culture of continuous learning and development.

🔹 The question isn’t if AI will shape the future of workplace coaching—it’s how soon will your organization be ready to embrace it? Continue this conversation on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange.</a>

✨ AI Practical Lab: Building a High-Performance Coaching Assistant

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