ELE brings leaders together across companies and industries to work through the messy stuff: decisions, risk, handoffs, execution drag, and what it takes to move from idea to action.

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

About ELE

Companies In Our Network

Contact ELE

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.

Alter Domus

ELE Group, LLC

<blockquote>"AI is cosmically stupid if it doesn't have context." — <a href="https://www.ele.llc/members/christopher-lind" target="_blank" rel="noopener">Christopher Lind</a></blockquote>
That line set the tone for everything that followed on March 12.

<a href="https://www.ele.llc/members/anton-maletich" target="_blank" rel="noopener">Anton Maletich</a> brought a real problem to the room: Alter Domus is scaling fast, hiring junior officers straight out of university, and by week four those employees can't explain what the company does — let alone speak credibly with clients. Not a motivation gap. A mental model gap. The business needed a repeatable way to close it.

So the room built one. Live.

The live discussion brought together a sharp mix of senior talent and L&amp;D leaders — from Alter Domus, Precisely, and Learning Sharks anchoring the conversation, to practitioners from Lurie Children's, PepsiCo, Discover, Zurich North America, Aon, CNA Insurance, insightsoftware, SunSource, FranklinCovey, Reynolds Consumer Products, and Waukesha County Technical College in the mix. The kind of room where the chat is as good as the main conversation — and it was.

<hr />

The brief matters more than the tool.

Marty walked through The CRIT Model live — Context, Role, Interview, Task — and built a 30-day onboarding framework for Alter Domus in real time, no proprietary data shared. The output was specific because the input was specific. The move most people admitted skipping: asking the AI to ask you clarifying questions before it responds.
<blockquote>"Full disclosure: The CRIT Model was new to me in that room too. Marty pulled it from Geoff Woods' <a href="https://www.ele.llc/members/bookshelf/the-ai-driven-leader" target="_blank" rel="noopener">The AI-Driven Leader</a> — and watching him run it live was one of those lightbulb moments where you think, why haven't I been doing this the whole time? Context, Role, Interview, Task. Four steps. Completely changes what comes back." — <a href="https://www.ele.llc/members/dirk-tussing" target="_blank" rel="noopener">Dirk Tussing</a>.</blockquote>
[caption id="" align="aligncenter" width="822"]<img title="The CRIT Model infographic" src="https://wp.ele.llc/wp-content/uploads/2026/03/Gemini_Generated_Image_CRIT-model.jpg" alt="Infographic of the CRIT model for AI leading, breaking down Context, Role, Interview, and Task with icons and descriptions for each step." width="822" height="448" /> The CRIT Model for AI-driven leadership, from Geoff Woods. (Credit: Google Gemini Banana)[/caption]

When the AI pressed Anton on where his junior officers actually break down, he got precise: it's not the legal structure — it's how accounting flows through it. That answer changed everything the AI produced. The diagnosis landed correctly. The room noticed.

<hr />

You own the output.

Speed is real. So is the risk of using it uncritically. Christopher drew a hard line: if you can't answer detailed follow-up questions about what the AI produced, you haven't done the work.
<blockquote>"If you just use the results without analysis or reflection, you're not using it correctly." — <a href="https://www.ele.llc/members/david-scherer" target="_blank" rel="noopener">David Scherer</a></blockquote>
And AI won't tell you when you're wrong — it's built to keep you engaged, not challenge you. You have to ask for the pushback explicitly.

<hr />

Design the workflow, don't improvise it.

The practical split that landed: use outside-firewall tools for structure and frameworks, then move inside your approved environment to add sensitive detail.
<blockquote>"I'm looking for this tool outside your firewall to give structure. I can take that and put it inside the firewall and flesh out the detail." — <a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a>, Precisely</blockquote>
Christopher added: build custom GPTs, Gems, or Claude Projects for work your team repeats — stakeholder interviews, onboarding design, needs assessments. Pre-load the context once. Anyone picks it up without starting cold.

<hr />

What to try next

Use The CRIT Model on one real work product this week. Add the Interview step — ask it to ask you up to three clarifying questions before responding. Early evidence: fewer revision cycles, more specific output.

Split your AI workflow deliberately. Map which parts happen outside the firewall (structure, options, frameworks) and which stay inside (proprietary detail). Make it a decision, not an accident. Early evidence: you can explain your process to InfoSec without hesitating.

Ask it to push back before you finalize. Prompt it directly: "What's wrong with this? What am I missing?" It won't do this unprompted. Early evidence: you'll catch at least one assumption you'd been treating as settled.

<hr />

If any of these insights reflect the business challenges you're navigating right now — bring them into the room. ELE builds its event experiences around the real problems members are wrestling with. <a href="https://www.ele.llc/faqs/share-top-of-mind-talent-challenges">Submit My Business Challenge Now</a>

✨ AI Practical Lab: Context Is the Job

Digital &amp; AI

christopher.lind

dirk.tussing

anton.maletich

colin.hahn

keri.kersten

adrienne.guerrero

nancy.dome

marty.murrillo

Performance Improvement

ana.bedard

shonda.cromwell-rashad

peter.hogaboam

audra.pinter

david.scherer

human AI collaboration

AI Adoption

capability building

prompt engineering

L&amp;D strategy

1Q2026

AI governance

AI Workflow Design

Context Setting

CRIT Model

Onboarding Effectiveness

Product Knowledge Training

Junior Talent Development

Clarity in AI Use

Confidence in AI

Senior Talent Leaders

Lead Belay

By 2030, the workplace will be unrecognizable: AI will be a teammate, automated workflows will handle routine tasks, and data will shape every decision. In this reality, the only sustainable competitive advantage is not technology, but the unique, non-replicable humanity of your workforce.

This powerful and deeply personal keynote addressed the most urgent question facing senior leaders: How do we successfully lead when machines can mimic empathy and analyze performance, yet cannot truly feel or connect?

Drawing from his own journey of profound personal change, Mike Kester validated the truth that the most effective leaders in the age of automation are those who help us tap into what makes us most human.

The keynote leveraged the context of the Ideal Culture Profile to reveal that as AI assumes more of the cognitive load, human performance is increasingly driven by three powerful, deeply human forces that leaders must intentionally cultivate:
<ol start="1">
 	<li>Fear (and the Courage to Face It Together): Creating a culture of psychological safety where employees can confront the disruption and rapid obsolescence of skills without professional paralysis.</li>
 	<li>Purpose: Providing the meaning that ensures work feels worth doing, connecting daily tasks back to a mission that transcends automation.</li>
 	<li>Love (and Deep Care): Fostering the organizational care that awakens the best in people, transforming teams into resilient, connected networks designed to innovate.</li>
</ol>
The keynote challenged leaders on how their Ideal Culture Profile must evolve when machines are teammates, not just tools. This talk examined cultural shifts—from human–AI collaboration to data-informed leadership—and highlighted one bold pivot leaders can make now to ensure their culture stays ahead of the curve.

The culture that thrives won't avoid disruption; it will channel it into trust, reskilling, and innovation.

Leading with Humanity in the Age of AI

future of work

Future of Work

Leadership

Change Management

mike.kester

leadership development

Talent Strategy

psychological safety

reskilling

CHIE2025

competitive advantage

organizational culture

Strategic HR

Workforce Resilience

innovation culture

Culture Transformation

Purpose-Driven Work

AI era

data informed leadership

eading with humanity

courage in leadership

emotional connection

ideal culture profile

This live discussion provided a fresh lens on how talent leaders can become detectives of impact rather than order-takers for training.
<blockquote>"Impact isn’t about one program — it’s about the collective contributions of the whole village working toward business goals." -- <a href="https://www.ele.llc/members/kevin-m-yates">Kevin M Yates</a></blockquote>
The discussion challenged us to move beyond ROI as the only measure of success. Instead, it’s about asking sharper questions, anchoring every request to a business goal, and uncovering the leading and lagging indicators that truly show progress.
In breakout labs, leaders tested Kevin’s L&amp;D Detective® Method with AI tools like ChatGPT, Copilot, Claude, and Gemini. The result? What normally takes days to build — a Performance Impact Blueprint — was created in minutes. Still, as <a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt Donovan</a> reminded us:

<blockquote>"AI can get you started fast, but real results come when you combine its power with human wisdom."</blockquote>
<h3 data-start="1043" data-end="1079">Key Takeaways for Talent Leaders</h3>
<ul data-start="1080" data-end="1452">
 	<li data-start="1080" data-end="1134">
Impact comes from the ecosystem, not just L&amp;D.
</li>
 	<li data-start="1135" data-end="1229">
ROI is too narrow; align instead to business metrics, time, quality, and expectations.
</li>
 	<li data-start="1230" data-end="1301">
Ask the 12 performance questions before designing any solution.
</li>
 	<li data-start="1302" data-end="1381">
Use AI to accelerate blueprinting, then apply human judgment to refine.
</li>
 	<li data-start="1382" data-end="1452">
Reframe L&amp;D’s role as performance consulting, not fulfillment.
</li>
</ul>
<h3 data-start="1454" data-end="1475">Practical Actions</h3>
<ul data-start="1476" data-end="1946">
 	<li data-start="1476" data-end="1575">
Adopt the detective mindset: use frameworks to investigate, blueprint, design, and measure.
</li>
 	<li data-start="1576" data-end="1676">
Start every request with the business goal: ask “How will we know if this moves the needle?”
</li>
 	<li data-start="1677" data-end="1760">
Pilot AI in your measurement work: let it draft blueprints you can sharpen.
</li>
 	<li data-start="1761" data-end="1843">
Secure executive champions to back the shift from training to performance.
</li>
 	<li data-start="1844" data-end="1946">
Use shared tools (frameworks, blueprints) to break silos and build cross-functional alignment.
</li>
</ul>

<hr data-start="1948" data-end="1951" />
👉 For senior talent leaders, the challenge is clear: stop measuring learning in isolation. Start showing how the village — powered by AI and guided by human wisdom — moves the business forward.
🎁 Bonus: Download your FREE copy of the L&amp;D Detective Kit for Investigating Performance Impact (2nd Ed.) here → <a class="" href="https://lnkd.in/gDiewY-W" target="_new" rel="noopener" data-start="2124" data-end="2176">https://lnkd.in/gDiewY-W</a>
We’ve got measurement mysteries to solve. Let’s get sleuthing. 🕵🏽‍♀️🧩
<img class="aligncenter size-medium wp-image-42702" src="https://wp.ele.llc/wp-content/uploads/2025/03/Yates-Book-2nd-Edition-LD-Detective-Kit-300x180.jpg" alt="L&amp;D Detective Kit v2 (PDF)" width="300" height="180" />
<blockquote>"Measure the Impact of Training and Learning with Facts, Clues, and Evidence" - <a href="https://www.ele.llc/members/kevin-m-yates">Kevin M Yates</a></blockquote>

✨ AI Practical Lab: The L&D Detective Kit for Measuring Real Impact

Analytics

kevin.m.yates

upskilling

jason.davis

matt.donovan

Adding Value

brady.bair

learning trends

Performance Consulting

ChatGPT

timeka.young

AI tools

AI in Learning

HR future

AI in HR

learning analytics

GenAI

talent-talk

diana.anderson

ai practical lab

emily.decker-bess

AI in talent development

susan.c.guest

owen.burns

nicole.defalco

3Q2025

kathleen.yang-clayton

cindy.pinkstaffmiller

roberto.seif

deepa.kartha

talent development strategy

cecilia.lillegard

ali.glaser

L&amp;D Detective Method

Measuring Learning Impact

Business Metrics

ROI vs ROE

Performance Blueprint

Instructional Design for Performance

Breaking Down Silos

Executive Sponsorship

Problem Solutions

Upsurge Advisors

At the Milwaukee Talent Development Conference 2025, <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a> and <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a> sparked a compelling dialogue about the evolving partnership between humans and artificial intelligence—and what it means for leadership, learning, and culture.
Their session, Authentic Intelligence: How Humans and AI Can Work in Harmony, didn’t center on machines replacing people. Instead, it made the case for a smarter approach: augmenting human insight with AI’s speed and scale to solve complex problems more creatively and collaboratively.

<blockquote data-start="705" data-end="833">
“Two people working with AI is better than any other combination. That’s what we’re here to prove.” — <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>
</blockquote>
&nbsp;
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/who-is-your-best-bet-for-solving-a-problem.jpg" alt="" width="885" height="498" />
This insight grounded the session—and the room agreed. When humans bring context, empathy, and strategic judgment, and AI brings data, memory, and speed, the result is a powerfully effective team. Whether it’s designing leadership programs, creating knowledge-sharing podcasts, or managing skills-based learning plans—AI becomes most impactful when paired with thoughtful human collaboration.
🔍 So, what’s changing for HR and talent leaders?

<ul data-start="1285" data-end="1586">
 	<li data-start="1285" data-end="1354">
AI is no longer a future concept. It’s a present-day accelerator.
</li>
 	<li data-start="1355" data-end="1438">
Managers need to offload data grunt work and step fully into people leadership.
</li>
 	<li data-start="1439" data-end="1586">
Multigenerational teams, especially Gen Z, expect more coaching, context, and culture—areas where AI can inform but not replace human leadership.
</li>
</ul>
But this shift doesn’t happen in a vacuum.

<blockquote data-start="1632" data-end="1806">
“Organizational culture will either launch or break your AI strategy. You’ve got to ask: what in the culture is helping—or hindering—this shift?” — <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, Problem Solutions
</blockquote>
From communication norms to psychological safety, culture determines whether AI-supported leadership can truly take root. If your culture resists experimentation or transparency, even the most powerful tools will fall flat.
🚀 The keynote also spotlighted AI agents that generate dynamic workflows and learning journeys—no manual coding required. But the takeaway wasn’t about tech bells and whistles. It was about mindset: start small, test fast, build momentum.
AI isn’t replacing leadership. It’s reshaping it. And the leaders who embrace authentic intelligence—human + artificial—will be the ones shaping the future of work.

✨ AI in Action: Authentic Intelligence: How Humans and AI Can Work in Harmony

digital transformation

skills development

workplace innovation

adaptive leadership

michael.hruska

wise2025

authentic intelligence

AI-enabled learning

Gen Z workforce

people leadership

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

learning culture

workforce development

organizational change

HR Innovation

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

talent development

instructional design

learning and development

workforce innovation

AI impact

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

skills-based strategy

L&amp;D leadership

Zurich North America

CNA Insurance

ELB Learning

Get ready for a fun and interactive session! We'll test your knowledge of the essential skills and strategies needed to navigate the future of HR in a fast-paced game of Jeopardy! Join your colleagues and compete for bragging rights while learning key insights to build a workforce ready for tomorrow's challenges.

Jeopardy! Challenge: Future-Proof Your HR | Building Critical Capabilities for the Workforce of Tomorrow

leadership

nick.allen

geovanny.andino

talent management

CHIE2024

HR transformation

HR leadership

AI advocacy

AI integration

tech in HR

L&amp;D innovation

kevin.adams

future of HR

workforce of tomorrow

Session Focus: Review recent research on workplace performance in the Era of AI and explore the power of "humans in the loop" as Talent Development and Workday's new AI Agents transform traditional HR roles.

<blockquote>"AI enhances decision-making, but combining it with human creativity, judgment, and expertise leads to the best outcomes." -- <a href="https://www.ele.llc/members/brian-richardson">Brian Richardson</a></blockquote>
This session provided valuable insights into how AI can transform decision-making and talent development in HR. As technology reshapes our roles, it’s clear that the true power lies in combining AI with human expertise. Here are three key takeaways for senior HR leaders to consider:
<ol>
 	<li>AI as a Partner in Talent Development: AI won't replace jobs, but it will change almost every role. Prioritize reskilling your workforce to collaborate with AI, enabling employees to focus on higher-value, strategic tasks.</li>
 	<li>Bias Mitigation and Ethical AI Use: Ensuring transparency and fairness in AI systems is critical. Maintain human oversight to correct biases in AI data and ensure ethical decision-making in talent management.</li>
 	<li>Personalized Learning and Employee Experience: Leverage AI to deliver personalized learning paths, helping employees develop skills that align with their career goals while enhancing overall engagement.</li>
</ol>
In summary, the evolving role of AI in Talent Development is well-captured in your event description, focusing on hybrid skill development, continuous learning, and the integration of AI as both a tool and a partner in the workforce. By thoughtfully integrating AI, HR leaders can foster a culture of innovation and ensure their workforce remains future-ready.

Login