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ELE advances leadership development in the flow of work through ongoing community-powered reflection and exploration. People leaders listen, question assumptions, and simplify complex talent challenges while exploring opportunities to create business value. Across years—and sometimes decades—these conversations build trust, belonging, judgment, and mutual support. Everyone can contribute, including by listening.

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This is where people leaders get sharper — and their teams get smarter.ELE is a community of people leaders who work through real talent challenges together. For more than 20 years, leaders building high-performing teams have learned with—and from—one another here.

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.

For more than 20 years, people leaders across these organizations have shared experiences, tackled talent challenges, and built lasting relationships through ELE. Some remain active today. Others are part of our history. Many connections continue long after people change organizations. Looking to connect with someone? We can often help make an introduction.

Organizations Connected Through ELE — Past and Present

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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 contributors 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.

What issues and talent challenges are your leaders working through right now?Bring a real work issue into conversation with the community. Fresh perspectives help you reframe the challenge, simplify complexity, and find a practical way forward.Continue the conversation between meetups and working exchanges. Read and reflect, or contribute when you’re ready.

Keep the Conversation Going. Move the Work Forward.

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

Connect with people leaders, explore real talent challenges, and help shape what the community works on next.

Welcome

ELE began in 2002 with an internal Learning Leaders Conference at Baxter. Since then, it has grown into an international community where people leaders share experiences, work through real talent challenges, and build relationships that last. From remote work to AI reshaping the workplace, the challenges keep changing. The value of learning from one another hasn't.

Work through real challenges with trusted peers. Build judgment and relationships through ongoing reflection, exploration, and contribution.

Leadership Development in the Flow of Work.

Gather people leaders around a talent challenge that matters to your work. ELE handles the logistics. What you explore together helps shape the community’s calendar.

Hear from the ELE community—real stories of peer collaboration, learning, and growth from leaders across the community.

WeLearn

Executive Learning Exchange (ELE)

Session Focus: “Connecting  the Dots” for creating engaging onboarding experiences for a hybrid workforce


This session provided valuable insights on rethinking onboarding for today’s hybrid workforce. As we adapt to remote and flexible work environments, it’s clear that traditional, one-time onboarding processes no longer suffice. Senior HR leaders must focus on creating experiences that foster deeper connections, cultural integration, and sustained engagement for new hires.
<blockquote>As Bill Ryan pointed out, "Onboarding isn't just orientation; it's an ongoing process that integrates both technology and culture to create meaningful connections across the organization."</blockquote>
This shift toward continuous onboarding ensures that employees not only reach proficiency but also feel integrated into the broader organizational fabric.

Here are three key takeaways that senior HR talent leaders should consider:
<ol>
 	<li>Onboarding as a Continuous Process: Move beyond the transactional view of onboarding. Focus on long-term cultural integration and regular feedback loops to ensure new hires are supported well after their first day.</li>
 	<li>Leveraging Technology for Scalability: Use technology to automate routine tasks and provide scalable solutions for hybrid work environments. This allows HR teams to manage larger onboarding cohorts while maintaining a personalized touch.</li>
 	<li>Creating Intentional Connections: Ensure that onboarding is designed to build meaningful relationships, both within teams and across departments. This can be achieved through buddy systems, virtual check-ins, and cross-functional collaboration that fosters a sense of belonging.</li>
</ol>
By embracing these strategies, HR leaders can create onboarding experiences that not only meet compliance requirements but also build strong, engaged communities within the organization.

Creating Engaging Onboarding Experiences for the Hybrid Workforce

engagement &amp; culture

evidence-based research

future of work

Engagement &amp; Culture

Future of Work

Peer-to-Peer Learning

people strategy

dirk.tussing

richard.busby

mentoring

talent development

employee experience

ariel.mcgrew

individual development plan

bill.ryan

hybrid onboarding

tim.chudy

hybrid workforce

erin.higgins

ann.brownell

jr.burch

iris.farley

employee retention

workplace culture

Diversity and Inclusion

remote work

HRLeadership

OnboardingStrategy

HRTechnology

ContinuousOnboarding

HRBestPractices

Session Focus: Trends in the performance management process


This session provided valuable insights into how modern performance management is evolving to meet the challenges of today’s dynamic work environment. Senior HR leaders must rethink traditional models and focus on more adaptive, skills-based approaches to ensure their teams thrive.

Here are three key takeaways:
<ol>
 	<li>Adaptability in Crisis: The pandemic forced organizations to rapidly pivot performance management strategies, focusing on more meaningful, continuous assessments rather than rigid, annual reviews. This shift shows the importance of agile frameworks that can respond to unpredictable changes.</li>
 	<li>Skills-Based and Quality-Driven Evaluation: As organizations move away from generic performance ratings, focusing on skills and work quality is crucial. Shifting to a skills-based approach allows for a clearer evaluation of employee strengths, supporting both individual development and business needs.</li>
 	<li>Data-Driven Insights for Meaningful Conversations: The use of data in performance management opens the door to more constructive discussions.</li>
</ol>
<blockquote>As one leader put it, "Performance data shows not just the skills to do the job, but also the quality of the work. This opens up better conversations, moving from 'You didn’t achieve' to 'Help me understand what's going on.'" Shifting from judgement to understanding creates a more supportive culture of growth.</blockquote>
For HR leaders, these insights are critical in fostering a feedback-rich, skill-focused environment that aligns with long-term business objectives.

Creating Engaging Onboarding Experiences for the Hybrid Workforce

Evolving Performance Management Strategies