Goodyear Tire & Rubber Company

Alter Domus

Session Focus: Enhancing Workday HCM Efficiency Through Collaborative Learning and Innovation
This HR Leaders Roundtable on Workday HCM Training is an interactive gathering that aims to enhance HCM training efficiency through shared insights and strategies.

Please contribute to the conversation that started online with the following post: <a href="https://community.ele.llc/t/workday-hcm-training/5431">Workday HCM Training? - Operations - Idea Exchange - ELE Group</a>
<blockquote>Hi ELE Community!
I’d be appreciative of learning from anyone who has implemented Workday and how you approached training the organization on the new platform. So many ways to approach this and I’d love to hear from anyone who has done this. Thanks!</blockquote>
<img class="aligncenter wp-image-40598" src="https://wp.ele.llc/wp-content/uploads/2024/02/DALL·E-2024-03-12-17.47.01-Create-an-image-that-captures-the-essence-of-Elevating-Workday-HCM-Training-with-Innovative-Practices.-Visualize-a-collaborative-and-high-tech-learn-1024x585.webp" alt="Workday HCM Training Roundtable" width="745" height="426" />
In today's rapidly evolving business landscape, organizations are increasingly turning to innovative technologies like Workday HCM to streamline their HR processes and drive operational efficiency. However, successful implementation and adoption of such systems require a collaborative approach that prioritizes user experience and continuous learning.
This insightful session delved into the best practices and innovative strategies for enhancing Workday HCM training and driving sustainable change. Through thought-provoking discussions and real-world experiences shared by industry experts, attendees gained valuable insights into:

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Simplicity is Key: Keep processes, communication, and training simple rather than overcomplicating things. As <a href="https://www.ele.llc/members/anton-maletich" target="_blank" rel="noopener">Anton Maletich</a> aptly stated, "Don't bring data into your new HCM just because you have the data...Don't put a bunch of data in just because it's going to consume you right validating it."</li>
 	<li class="whitespace-normal break-words">Adoption as a Continuous Journey: Recognize that adoption is an ongoing process, not a one-time event. Plan for continuous change, enhancements, and building skills over time.</li>
 	<li class="whitespace-normal break-words">Engage Stakeholders Early: Don't let it be just an HR/IT project – get business buy-in early by engaging stakeholders and champions across the organization.</li>
</ol>
The session fostered an environment of collaborative learning, where participants shared their experiences, challenges, and innovative approaches to elevating Workday HCM training and driving sustainable change within their organizations. By embracing these key takeaways, attendees left empowered to optimize their Workday HCM implementation, enhance user experience, and drive business growth through continuous learning and innovation.

Elevating Workday HCM Training with Innovative Practices

analytics

newton.moore

nick.allen

richard.busby

Operations

allyson.carter

collaborative learning

Change Management

julian.malnak

edward.desrosiers

continuous improvement

anton.maletich

best practices

reskilling

ann.brownell

internal talent marketplace

workday

HR strategies

shelley.saeger

User Adoption

HR Technology Innovation

Human Capital Management

mike.song

Workday Coach Hub

People Analytics Data

Talent Data Migration

2024 Top 10

GP Strategies

In today's rapidly evolving workplace, building an internal talent marketplace that centers on skills, rather than traditional job roles, is becoming a critical strategy for organizations. Employees have diverse needs. Skills marketplaces require continual feedback and adaptation. Let's discover the future of internal talent management in this session.

We'll explore the intersection of skills and change management, offering valuable insights and actionable tips. Key points include:
<ul>
 	<li>Skills-Centric Marketplace: Shift from job roles to skills for enhanced transparency, employee agency, and career mobility.</li>
 	<li>Bridging Competency and Skills: Connect competency models and skills frameworks to measurable work results, aligning HR and L&amp;D.</li>
 	<li>AI's Influence: Rethink skills in the AI era, as AI reshapes job roles, emphasizing EQ and DQ (emotional and decency intelligence).</li>
 	<li>AI-Human Collaboration: Harness AI to boost skills and enhance employee performance.</li>
 	<li>Addressing Workplace Challenges: Solve issues like job satisfaction, role flexibility, and career growth through skills-focused strategies.</li>
 	<li>Change Management: Implement personalized, iterative change management in your skills framework.</li>
 	<li>Learner Education: Educate employees about the value of skills frameworks.</li>
 	<li>Business Involvement: Engage the business in defining work outputs and required skills.</li>
</ul>
In summary, a skills-based talent marketplace, supported by a flexible framework, drives transparency, mobility, and adaptability. Effective change management is key. Key takeaways:
<ol>
 	<li>Linking Skills to Results: Align skills with concrete work outputs.</li>
 	<li>Adapting Skills in an AI World: Redefine skills for the AI era.</li>
 	<li>Change Management Focus: Prioritize personalized change management.</li>
</ol>

Tips for Building a Skills-Based Internal Talent Marketplace: Explore Intersection of skills and change management

future of work

Integrated Talent Management

Future of Work

Digital &amp; AI

talent management

matt.donovan

critical thinking

Learning Agility

skillsforthefuture

future of learning

CHIE2023

employee empowerment

skills marketplace

internal talent development

HR Strategy

workforce adaptability

ELE Group, LLC

Session Focus: AI Tools &amp; Resources Assisting L&amp;D Prepare Today’s Workforce for Tomorrow


In this insightful session, learning leaders explored the transformative impact of AI on the workplace and the evolving role of L&amp;D professionals. Speakers Mike Vavav, chief editor of The Thinking Effect, and Dr. Keith Keating, chief learning officer and author, shared their expertise on navigating the rapidly changing AI landscape.

Key Takeaways:
1. L&amp;D professionals need to embrace AI and take an active leadership role in guiding their organizations through the AI-driven workplace transformations to remain relevant.
2. Using resources like The Thinking Effect website can help L&amp;D professionals navigate the overwhelming number of AI tools available and identify the most useful ones.
3. L&amp;D leaders should proactively assess which roles may be impacted by AI within their organizations and start planning for reskilling or supporting affected employees during workforce transitions.
Dr. Keith Keating emphasized the urgency of this issue, stating, "We have a responsibility as aspiring trusted learning advisers to look at that at least in our own company and say who do we think are the roles that are going to be impacted and how can we start having those conversations now about what does that timeline look like and how can we upskill those people."

The session provided a wealth of insights and practical strategies for L&amp;D professionals to embrace AI as a catalyst for growth and innovation. By adopting a proactive approach, leveraging resources like The Thinking Effect, and prioritizing reskilling efforts, L&amp;D leaders can position themselves as trusted advisors, guiding their organizations through the AI revolution while ensuring a future-ready workforce.

ChatGPT and The Thinking Effect | AI Tools & Resources Assisting L&D

Strategy

people strategy

upskilling

jesse.james

marti.konstant

talent development

judy.albers

michael.vaughan

AI Bot Technology

Adding Value

strategic alignment

communication skills

evolving workplace

darcy.pierson

skill development

skill-based hr

talent marketplace

state of skills

ChatGPT

josh.cavalier

megan.bickle

trusted advisor

keith.keating

Session Focus: Use ChatGPT to generate tips and ideas ideate on the four toughest areas for a middle manager: Feedback, Career, Time, and Stress and Pressure.


Here's an alternative version:

Title: Empowering Middle Managers with ChatGPT: Conquering Feedback, Careers, Time, and Stress

In the ever-evolving landscape of AI, learning leaders are exploring innovative ways to leverage tools like ChatGPT to support middle managers in their multifaceted roles. The session "DEVELOPING MIDDLE-MANAGERS | AI (ChatGPT) Use Case" delved into how this powerful language model can become a powerful ally for middle managers grappling with four critical challenges: delivering constructive feedback, guiding career development, optimizing time management, and mitigating stress and pressure.

The interactive discussion yielded three key takeaways:

1. Equip middle managers with training, demos, and guides on effectively prompting ChatGPT, interpreting outputs, and formatting responses for practical applications within their purview.

2. Foster a culture of collaborative learning through cohort-based discussions, where middle managers can share ChatGPT use cases, best practices, and collectively define guidelines for appropriate usage.

3. Concentrate efforts on leveraging ChatGPT to drive productivity gains at scale, such as enhancing ubiquitous management tasks like performance reviews across the organization.

As one participant astutely noted, "The real winner for an organization to improve productivity with these tools is when you can impact and improve the masses so if you could have all managers be able to prepare and deliver better performance reviews that would be amplified magnified in a positive way."

By harnessing the power of ChatGPT, middle managers can streamline feedback processes, offering more personalized and insightful guidance to their teams. They can tap into the tool's capabilities to provide tailored career development recommendations, optimizing time management strategies, and developing techniques to combat stress and pressure effectively.

As AI continues to permeate the business landscape, fostering a learning culture that embraces these technologies will be pivotal. By equipping middle managers with the knowledge and skills to leverage ChatGPT judiciously, organizations can unlock new horizons of productivity, engagement, and success, empowering this critical leadership layer to thrive in an increasingly complex and demanding environment.

DEVELOPING MIDDLE-MANAGERS | AI (ChatGPT) Use Case

Leadership

middle-manager

mike.kester

helping managers

manager development

jennifer.kern

diane.alexander

Session Focus: Use Case, Personalized Career Advancement Coaching with ChatGPT

In this engaging session, members of a learning and development community explored the potential of leveraging ChatGPT and other AI tools for personalized career advancement coaching.

The discussion covered techniques for crafting effective prompts to get useful outputs from ChatGPT, such as providing clear context, breaking down tasks into steps, and iteratively refining questions. As one participant noted, "For visual learners like me, it's very helpful to see what the syntax should look like to yield better results."

While ChatGPT can serve as a supplemental resource by offering suggestions, industry insights, and prompting self-reflection, participants acknowledged its limitations compared to working with an experienced human coach. As the quote highlighted, "We rely on a tool like ChatGPT to be a coach to help coach us through what we have in front of us in this case it's career advancement...what's people's thoughts on using ChatGPT or these types of AI tools for coaching?"

Three key takeaways emerged:
1. ChatGPT can be a useful supplemental tool for career coaching and development by providing suggestions, resources, and prompting self-reflection, but has limitations compared to a human coach.
2. Crafting effective prompts by providing clear context, breaking down tasks, and refining questions is crucial to getting better outputs from ChatGPT.
3. While AI writing assistants like ChatGPT have potential, it's important to understand their limitations around data recency, potential biases, and regulations, especially when used by organizations.
The session fostered a rich discussion around balancing the capabilities of AI with human expertise in an area as nuanced as personalized career coaching and development.

ChatGPT Use Case: Personalized Career Advancement Coaching

dirk.tussing

wendy.greeson

ruben.abarca

susy.poncedeleon

brian.richardson

debbie.plager

HTLF Bank

Lake Forest Center for Leadership

We recognize the importance of staying ahead of the curve when it comes to integrating emerging technologies into our talent development strategies. This panel discussion will explore various use cases of ChatGPT and its transformative impact on organizational talent development and learning programs.

During this roundtable discussion, we will delve into topics such as:
<ol>
 	<li>ChatGPT in Onboarding and Orientation: Ideate how ChatGPT can be leveraged to create personalized and interactive onboarding experiences while reducing the time and resources required for new employees to become productive team members.</li>
 	<li>ChatGPT for Leadership Development: Discuss how ChatGPT can be utilized for scenario-based training, real-time coaching, and decision-making support to help develop the next generation of leaders.</li>
 	<li>Navigating the Ethical and Privacy Considerations: Understand the ethical and privacy concerns surrounding using ChatGPT in talent development and identify best practices to address them responsibly.</li>
</ol>
This session is designed for HR and L&amp;D professionals, talent development strategists, and decision-makers interested in leveraging the power of AI to revolutionize their organization's approach to talent development. Attendees will gain valuable insights, practical examples, and actionable strategies for incorporating ChatGPT into their own talent development initiatives to drive business success.

Harnessing the Power of ChatGPT | Talent Development Use Cases and Strategies for Success

insights-wise-2023

tresha.lovell

The Role of Analytics and AI in Improving Internal Mobility, Succession Planning, and Upskilling

In this keynote presentation, you'll hear from Dr. Serena Huang, who has created and implemented skills-first workforce strategies at global companies, including PayPal, Kraft Heinz, and GE. You'll learn from real-world examples how to measure and validate skills data at scale, the role of people analytics experts in these initiatives, and concrete ways to get started on your skills journey using data analytics and AI.

Skills Data: What You Need to Predict the Next Rainmakers

Analytics

serena.huang

Session Focus: Develop career brand phrases using ChatGPT

In the ever-evolving world of AI, one tool that has captured the attention of professionals across industries is ChatGPT. During the recent "ChatGPT Command Prompts 101 | Personal Brand Crafting AI Series" session, experts shared invaluable insights on leveraging this generative AI for developing memorable career brand phrases.

The session focused on empowering attendees to harness the power of ChatGPT in crafting compelling personal brands, particularly for HR and L&amp;D professionals. As Josh Cavalier aptly put it, "I was thoroughly confused because honestly we still don't know how it's going to completely show up, but we have our current situation which is generative text and generative images, and we can run with that. Still, I wanted to think about the big picture and give guidance around what L&amp;D practitioners need to consider as they start applying generative AI."

Amid the uncertainties surrounding AI's future impact, three key takeaways emerged:
1. Leverage ChatGPT as a creative partner and idea generator, but critically review and edit its output before publishing to ensure it aligns with your voice and brand.
2. Be consistent in terminology used in prompts to get more relevant and cohesive responses from ChatGPT.
3. Find creative ways to customize and train ChatGPT, such as by uploading your own content, using image prompts, or even creating custom knowledge bases from your written works.
The session provided attendees with practical strategies and real-world examples of how to harness ChatGPT's capabilities in developing career brand phrases that resonate with influencers within their organizations. Whether you're an HR professional, an L&amp;D specialist, or a marketer seeking to elevate your personal brand, embracing the power of generative AI tools like ChatGPT can be a game-changer in today's competitive landscape.

ChatGPT Command Prompts 101 | Personal Brand Crafting AI Series

beverly.kaye

chris.broderick

Session Focus: AI Tools &amp; Resources Assisting L&amp;D Prepare Today's Workforce for Tomorrow


The future of work is rapidly evolving, and L&amp;D professionals have a critical role in shaping it. By prioritizing upskilling, embracing AI technologies, and developing essential skills, L&amp;D professionals can become strategic consultative partners and drive business priorities. Let's explore highly relevant AI Tools and ChatGPT Use Cases that will benefit every influential HR and Talent Leader.

Mike Vaughan, CEO at Regis Learning, and Dr. Keith Keating, author of The Trusted Learning Advisor, Marti Konstant, will explore practical tips, tools, and advice for developing key consultative skills.

Group Activity:  <a href="https://www.thinkingeffect.com/" target="_blank" rel="noopener">ThinkingEffect.com</a> -- Peer-review this directory of Resources, AI Tools, and Community for L&amp;D and contribute our expertise.

<a title="Resources" href="https://www.thethinkingeffect.com/resources" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-39530" src="https://wp.ele.llc/wp-content/uploads/2022/11/The-Thinking-Effect-What-you-will-find.jpg" alt="What you will find | The Thinking Effect" width="800" height="306" /></a>

During our peer review, remember that adaptability and continuous learning are critical in an ever-changing world and explore:
<ol>
 	<li>How do you envision the future of work impacting the demand for consultative skills, and what new skills do you believe will become increasingly essential in this evolving landscape?</li>
 	<li>AI is becoming more prevalent in various industries. How can we leverage AI tools and technologies to enhance our consultative abilities and deliver greater value to clients and colleagues?</li>
 	<li> How can we continually foster a learning culture within our organizations to develop and refine our consultative skills?</li>
 	<li>Data-driven insights are becoming increasingly important in decision-making. How can we incorporate data analytics into our consulting approaches to provide more informed and impactful recommendations?</li>
</ol>
In October, Dr. Keith Keating will publish <a href="https://www.learningexecutive.com/books/the-trusted-learning-advisor">The Trusted Learning Advisor: The Tools, Techniques, and Skills You Need to Make L&amp;D a Business Priority</a>. Let's conclude this session with Keith sharing his perspectives on how AI tools assist L&amp;D in preparing today's workforce for tomorrow.

<a class="flex justify-center" title="Book: The Trusted Learning Advisor: The Tools, Techniques and Skills You Need to Make L&amp;D a Business Priority" href="https://www.learningexecutive.com/books/the-trusted-learning-advisor" target="_blank" rel="noopener"><img class="wp-image-39374 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2022/11/Trusted-Learning-Advisor-Keating.jpg" alt="The Trusted Learning Advisor" width="276" height="414" /></a>

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

single-event

Your Teams

Meet-ups

Complimentary

online event

complimentary event

Session Focus: Generate tips and ideas for using AI tools (i.e., ChatGPT) to create better middle managers.


During this session, we plan to:
<ul>
 	<li>Reflect on what skills will the middle manager needs to develop for the future,</li>
 	<li>Review <a href="https://www.learningexecutive.com/members/josh-cavalier">@Josh Cavalier's</a> list of items for middle managers to consider when implementing AI,</li>
 	<li>Engage in a robust interactive conversation with the four most demanding areas for middle managers. This Use Case is based on concepts from <a title="Succeed from the Middle (2022, Kacie Walters)" href="https://www.learningexecutive.com/books/succeed-from-the-middle">Succeed from the Middle</a>, by <a href="https://www.learningexecutive.com/members/kacie-walters">@Kacie Walters</a>, where she uncovers actionable tips to balance the Middle Manager Tug of War—you, your team, and your boss across four challenging areas: Feedback, Career, Time, and Stress and Pressure.</li>
</ul>
Let's explore a highly relevant ChatGPT use case that will benefit every influential HR and Talent Leader.

<hr />

What skills will the middle manager need to develop for the future as AI and other emerging technologies continue to reshape the workplace?
<ul>
 	<li>Digital literacy</li>
 	<li>Adaptability</li>
 	<li>Creative thinking</li>
 	<li>Emotional intelligence</li>
 	<li>Strategic thinking</li>
</ul>
Source: <a href="https://www.linkedin.com/pulse/redefining-value-middle-manager-chatgpt-era-smita-das-jain/" target="_blank" rel="noopener">Smita Das Jain</a>

<hr />

When implementing AI, middle managers should consider the following:
<ul>
 	<li>REVIEW GOVERNANCE AND SECURITY POLICIES AROUND AI FOR YOUR ORGANIZATION:
Make sure those are in place before creating AI workflows for your team. What is the process for implementing a new AI tool behind your firewall?</li>
 	<li>BUILD AI LITERACY:
Your team should understand the meaning of AI terms like Large Language Models, Natural Language Processing, GPT, Transformer, Prompting, Encoder/Decoder, etc.</li>
 	<li>IDENTIFY YOUR DEPARTMENT AI STRATEGY:
What are the existing tools and outputs? How can AI augment? How does AI show up for your front-line workers, leaders, and contributors? Access to custom performance support Chatbots would be one example.</li>
 	<li>IDENTIFY YOUR WORKFLOWS TACTICS:
For instance, using ChatGPT to write multiple choice questions, video scripts, eLearning Storyboards, etc.</li>
 	<li>BUILD AN EVERGREEN PROMPT LIBRARY:
Your team has access and can version prompts out. Build in Notion, Monday.com, Excel, Sheets, etc.</li>
</ul>
Source: <a href="https://www.learningexecutive.com/members/josh-cavalier">Josh Cavalier</a>

&nbsp;

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

DEVELOPING MIDDLE-MANAGERS | ChatGPT Use Case #3 of 4

Session Focus: Use Case, Personalized Career Advancement Coaching with ChatGPT

During this session: With ChatGPT, we can learn prompts for the following.
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<div class="react-scroll-to-bottom--css-gubmv-79elbk h-full dark:bg-gray-800">
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<div class="markdown prose w-full break-words dark:prose-invert light">

Situation

Alice is a marketing professional at a technology company who wants to advance in her career. She wants to be chosen for high-profile projects and increase her visibility in her professional field. Her goal is to land a leadership role within her company or at another reputable organization.

Use Case Description

Alice can use ChatGPT as a personal career advancement coach. She can use it for advice on various topics related to professional growth. Below are some ways Alice can utilize ChatGPT:
<ol>
 	<li>Career Planning: Alice can discuss her career goals and aspirations with ChatGPT. The AI can then provide her with possible career pathways and advice on how to reach her goals.</li>
 	<li>Personal Branding: ChatGPT can help Alice build her brand by providing tips on increasing her visibility in her field. This could include suggestions for social media activity, thought leadership, networking strategies, and ways to demonstrate her skills and abilities.</li>
 	<li>Resume and Cover Letter Assistance: ChatGPT can provide feedback on Alice's resume and cover letter, helping her present herself best for new job opportunities or internal promotions.</li>
 	<li>Interview Preparation: Alice can use ChatGPT for mock interviews, providing her with potential questions, feedback on her responses, and strategies to showcase her skills and experience effectively.</li>
 	<li>Negotiation Techniques: When Alice is ready to negotiate her role or salary, she can role-play with ChatGPT to prepare herself for the real conversation.</li>
 	<li>Continuous Learning: ChatGPT can recommend books, online courses, articles, and podcasts to Alice for continuous learning in her field, helping her stay up-to-date with the latest trends and information.</li>
 	<li>Project Proposal Drafting: Alice can use ChatGPT to draft project proposals and ideas that she can present to her bosses, helping her get chosen for high-profile projects.</li>
</ol>
Demonstration

Alice: "Hey ChatGPT, I need some advice. I want to increase my visibility at work and in my professional field. Can you give me some tips?"

ChatGPT: "Of course, Alice. Here are some strategies you could consider:
<ul>
 	<li>Start by strengthening your online presence. This includes LinkedIn, where you can share industry-related content, participate in discussions, and network with professionals in your field. You can also consider writing articles or blogs about your area of expertise.</li>
 	<li>Regularly communicate your accomplishments to your superiors. This can be done during performance reviews or by briefly updating your successful projects.</li>
 	<li>Offer to lead meetings or to present in team meetings when you have valuable insights to share. This can help demonstrate your leadership skills.</li>
 	<li>Volunteer for new projects, especially ones outside your comfort zone. This can show your willingness to learn and take on challenges.</li>
 	<li>Engage in networking events within your company and your industry. These are great opportunities to meet new people and get your name out there.</li>
 	<li>Finally, continuous learning is essential. Make sure to stay up-to-date with the latest trends in your industry. This can also give you more material to share with your team and superiors."</li>
</ul>
Alice: "That sounds great! I am also working on a project proposal that I want to present to my boss. Can you help me with that?"

ChatGPT: "Absolutely, Alice. I'd be happy to help. Let's start with an overview of the project: what is it about, what are the objectives, and who would be involved?"...

Through this use case, Alice can increase her visibility and personal brand, stand a better chance of being chosen for high-profile projects, and ultimately, land her dream role.

</div>
</div>
</div>
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<div class="text-gray-400 flex self-end lg:self-center justify-center mt-2 gap-2 md:gap-3 lg:gap-1 lg:absolute lg:top-0 lg:translate-x-full lg:right-0 lg:mt-0 lg:pl-2 visible"></div>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
</div>
 

<img class="aligncenter wp-image-38478" src="https://wp.ele.llc/wp-content/uploads/2023/04/ChatGPT-Command-Prompts-Cheat-Sheet-Source-Simon-Chan-LInkedIn-861x1024.jpg" alt="ChatGPT Command Prompts Cheat Sheet" width="504" height="599" />
Source: <a href="https://www.linkedin.com/in/kanojiyaaakash96/">Aakash K. | LinkedIn</a>


<hr />

Personal Brand Crafting with ChatGPT - A Series of ChatGPT Use Cases 

Career branding is an essential strategy for:
<ul>
 	<li>Advancing in your career.</li>
 	<li>Getting chosen for a high-profile project.</li>
 	<li>Being visible.</li>
 	<li>Being remembered.</li>
 	<li>Being seen.</li>
 	<li>Landing the perfect role.</li>
</ul>
&nbsp;

Let's explore a highly relevant ChatGPT use case that will benefit every influential HR and Talent Leader.

&nbsp;

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

shweta.srivastava

Digital

Session Focus: Develop career brand phrases using ChatGPT

During this session: with ChatGPT, you'll learn the prompts required to craft smart career brand phrases using your personal information.

💥 What are career brand phrases?


Career brand phrases are the clever tools ready for distribution among influential decision-makers who determine future opportunities and your career path.

💥 Why? Easier to remember. 

Because simple is easier than complex when it comes to summarizing your strengths and milestones.

💥 How do you develop them using ChatGPT?

By feeding the AI platform the following:

✅ Career themes from your career map

✅ Well-written "about section" from your LinkedIn profile written in the first person

✅ Answer the question, "What makes your heart sing?"

✅ Recommendations received on LinkedIn

✅ Your skills and strengths

&nbsp;

<img class="aligncenter wp-image-38478" src="https://wp.ele.llc/wp-content/uploads/2023/04/ChatGPT-Command-Prompts-Cheat-Sheet-Source-Simon-Chan-LInkedIn-861x1024.jpg" alt="ChatGPT Command Prompts Cheat Sheet" width="504" height="599" />
Source: <a href="https://www.linkedin.com/in/kanojiyaaakash96/">Aakash K. | LinkedIn</a>


<hr />

Personal Brand Crafting with ChatGPT - A Series of ChatGPT Use Cases 

Career branding is an essential strategy for:
<ul>
 	<li>Advancing in your career.</li>
 	<li>Getting chosen for a high-profile project.</li>
 	<li>Being visible.</li>
 	<li>Being remembered.</li>
 	<li>Being seen.</li>
 	<li>Landing the perfect role.</li>
</ul>
&nbsp;

Let's explore a highly relevant ChatGPT use case that will benefit every influential HR and Talent Leader.

&nbsp;

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

CNA Insurance

Re-Calibrating The Focus: Performance Management in an evolved Workplace and Workforce

The traditional performance management process is ripe for an overhaul as the nature of work and workforce expectations evolve rapidly. In the session "Performance Management of the Future", experts explored how HR can realign performance management to drive greater business impact and employee engagement.

Nick Allen highlighted that "the more that you're increasing the effectiveness of Performance Management, the less the effort part even matters." When performance management processes are highly effective at fueling organizational performance, leaders and employees are willing to put in the work.

Three critical strategies were discussed for recalibrating performance management's focus:
1. Make it business-driven - Closely align performance management to each business unit's strategy, key results, and outcomes rather than treating it as just an HR process. Customize the process by job family/function.
2. Make it employee-owned - Incorporate more employee voice through self-evaluations, individualized development plans, and an ongoing dialogue around skills and career growth. Position performance management as a "people process."
3. Make it work-centered - Shift away from a rigid, annualized approach to one that is agile and focused on actual work being done cross-functionally. Create transparency by allowing stakeholders to view others' goals.
By becoming more business-driven, employee-owned, and work-centered, performance management can transform from a burdensome routine into a catalyst for organizational agility, collaboration, and talent development. HR has a critical role in rearchitecting the process and training leaders to make this shift.

Performance Management of the Future

engagement &amp; culture

learning strategy

Engagement &amp; Culture

talent mobility

kacie.walters

performance improvement

aimee.louw

learning &amp; development

ariel.mcgrew

steve.griffith

talent review

workforce sustainability

workforce planning

Zurich North America

Session Focus: Creating a skills-based future by integrating talent Practices


Creating an empowering environment that engages employees as active participants is critical for building an authentic skills-driven workforce. This Learning Circle session, Creating a More Skills-based Future, emphasized three key takeaways:
1) Provide employee autonomy in driving skills growth, not just top-down assigned training. "Managing skills from the bottom up, giving employees the ability to stretch their own skill profiles," stated panelist Karl Weston.
2) Enable meaningful skills development through practice, feedback, and experiential opportunities beyond just accessing content. "People need opportunities to practice, get feedback, experience, repetition," noted Brian Richardson.
3) Integrate personalized coaching. "The minute we engaged career coaches, we saw higher engagement and retention rates," shared Geovanny Andino.
While skills architecture, taxonomies and measurement are vital, the panelists highlighted the importance of a human-centric, empowering culture. Balancing technical components with empowerment, enablement and coaching is key.

Building a skills-driven workforce requires more than just implementing technology. It demands holistic environments that inspire employees to own their growth while providing support structures. An empowering culture, not an impersonal competency system, is the goal.

Skills Need a Comprehensive Strategy | Creating a More Skills-based Future

evidence-based research

kyle.swanson

organizational readiness

geovanny.andino

power skills

skills​

flexibility

personalization of skills

karl.weston

james.griffin

Skills Need a Comprehensive Strategy

Microsoft

Session Focus: Tips for starting and integrating skills-based talent practices

As organizations look to become more agile and competitive, adopting skills-based talent practices is becoming a strategic priority. But as Shweta Srivastava, Global Skills Leader at Microsoft, shared: "There's no perfect solution here and every company has its own journey based on what problems you are trying to solve and what you're prioritizing what your data architecture looks like and all of that."
In this insightful session on integrating a comprehensive skills strategy, Srivastava outlined Microsoft's approach and key learning so far. Here are three key takeaways:

<ol class="list-decimal pl-8 space-y-2">
 	<li class="whitespace-normal">Developing a comprehensive skills strategy requires understanding and aligning to the specific business problems, priorities and data architecture of your organization. There is no one-size-fits-all solution.</li>
 	<li class="whitespace-normal">Getting accurate data on employees' skills and proficiency levels is critical, but challenging. Using technology for skills inference rather than assessments may be preferable.</li>
 	<li class="whitespace-normal">A skills-based approach cuts across multiple talent practices, so broad organizational change management is needed, including establishing a common skills nomenclature and determining governance models.</li>
</ol>
The session covered Microsoft's journey starting with building a robust job architecture mapped to critical skills. The next focus is prioritizing important capabilities aligned with business strategy and organizing granular skills into hierarchies. Major workstreams include unlocking workforce skills data, building a skills ontology, enabling skills-based talent cycles, and change management.
Srivastava emphasized there are no perfect answers, as companies need to experiment based on their unique challenges. The presentation shared valuable insights into taking a comprehensive, integrated approach to skills strategy.

Skills Need a Comprehensive Strategy | How to Start

Korn Ferry

Session Focus: Panel of Talent leaders discussing key areas to focus on for successful integration of skills-based talent practices.
Developing a comprehensive, sustainable skills strategy aligned with business objectives is a critical but complex undertaking for organizations. In this insightful panel discussion, talent leaders shared their experiences and perspectives on key focus areas for successfully integrating skills-based talent practices.
One of the biggest challenges highlighted was finding the right level of granularity when mapping skills. As Anton Maletich pointed out, "The challenge is not only what's the appropriate level of detail to ensure people are thinking about this consistently and that it covers what people would expect to see and then the other piece is if we go to that level of detail are we going to be able to address that right?"
The panelists reinforced three key takeaways for participants:

<ol class="list-decimal pl-8 space-y-2">
 	<li class="whitespace-normal">Align skills development to critical business goals and priorities first, rather than developing skills programs in a vacuum.</li>
 	<li class="whitespace-normal">Start small by focusing on mapping skills for priority roles/areas, get experience, then evolve and scale the skills strategy over time. Don't try to boil the ocean initially.</li>
 	<li class="whitespace-normal">Use skills mapping to identify opportunities for enhanced career mobility by connecting people across roles that require similar skill sets.</li>
</ol>
The session emphasized that a comprehensive skills strategy is an evolutionary journey, not a one-time exercise. Organizations need to be flexible and iterative in their approach, continuously adapting their skills frameworks as business needs change over time. Starting with high-priority roles and aligning to overarching business strategy can help make this complex undertaking more manageable and impactful.

Skills Need a Comprehensive Strategy | Where you can focus first and why?

jean.ryan

tomas.ramirez

teresa.henderson

talent agility

ellen.foley

Session Focus: Where is Your Worknet? Skillset, Mindset, Toolset, The Next Rules of Work with Gary Bolles

 It’s no longer about best practices; the world benefits from NEXT Practices.

<img class="alignnone wp-image-37652 lazyautosizes ls-is-cached lazyloaded" src="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg" sizes="779px" srcset="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg 200w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-150x150.jpeg 150w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-60x60.jpeg 60w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-141x141.jpeg 141w" alt="Gary A. Bolles" width="35" height="35" data-src="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg 200w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-150x150.jpeg 150w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-60x60.jpeg 60w, https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles-141x141.jpeg 141w" data-sizes="auto" />  A conversation and Q&amp;A with Gary Bolles, who spent the last year meeting with leaders and organizations across the globe discussing the findings in his book, <a href="https://www.learningexecutive.com/book/next-rules-of-work/?author=gary-bolles">The Next Rules of Work</a>. During his round-the-globe trip, much of it in person, Gary started designing “The Next Rules of Work Plus.” That is what happens when the feedback and questions you receive along the way build upon your body of work.

This session will kick off with a firestarter talk that includes what he learned from real-life applications of his model, followed by a few questions, and then the gates are open to your questions. Gary will be available for 30 minutes or more to your questions.

💥 Watch <a href="https://www.learningexecutive.com/moments/internal-talent-marketplaces-the-tip-of-the-iceberg-skills-based-enterprise/">Internal Talent Marketplaces are the Tip of the Iceberg</a>. “To move to a skill-based enterprise, you need to rewrite all the rules of an organization”–Ravin Jesuthasan. 

<img class="aligncenter wp-image-37731" src="https://wp.ele.llc/wp-content/uploads/2022/12/Next-Rules-of-Work-Gary-Bolles.jpg" alt="Next Rules of Work - Gary Bolles" width="483" height="276" />

&nbsp;

Gary discovered:

✅ Multiple case studies of organizations and municipalities have applied some new rules. He will share a few.

✅ Followers of the “Next Rules” embrace a different mindset. Individual workers contribute creative solutions to complex problems and pursue their responsibilities.

✅ Employees no longer focus only on completing predictable assignments. Modern employees mix and match the stability of a day job, the uncertainty of gig work, and the gamble of launching a start-up.

✅ Managers no longer act as the center of all workplace knowledge. Instead, they’re guides (coaches) who help workers achieve their goals.

✅ Frontline employees act as co-equal teammates – partners in a fluid and flexible business environment.

&nbsp;

About the Author:
Gary A. Bolles, chair of the future of work at Singularity University and a partner at Charette LLC, a San Francisco consulting firm, co-founded eParachute.com – inspired by his father’s best-selling classic, <a href="https://www.learningexecutive.com/book/what-color-is-your-parachute-2022-your-guide-to-a-lifetime-of-meaningful-work-and-career-success/?author=gary-bolles">What Color Is Your Parachute</a>?

If you are looking for skills-based conversation starter tools for frontline managers, the “Flower Exercise” is a popular tool from Gary’s father’s book. <a href="https://content.randomhouse.com/assets/9781607743644/pdfs/Untitled%20Extract%20Pages.pdf" target="_blank" rel="noopener">Click here to download as a PDF</a> excerpt from “What Color Is Your Parachute? 2014” by Richard N. Bolles.

<img class="aligncenter size-full wp-image-37732" src="https://wp.ele.llc/wp-content/uploads/2022/12/Flower-Exercise-What-Color-is-Your-Parachute.jpg" alt="Flower Exercise - What Color is Your Parachute" width="596" height="703" />

&nbsp;

Skills Need a Comprehensive Strategy | Integrating Talent Practices with Gary Bolles

brian.watkins

kery.mortenson

sara.lorenzo

mary.zolna

gary.bolles

bryan.burkhalter

skillset

flex

toolset

Worknet

Session Focus: Creating a skills-based future by integrating talent Practices


As the business environment continues to evolve and change, it is increasingly important for organizations to have a workforce with the right skills to meet future demands. In this session, a panel of talent leaders will share their insights on how organizations can create a more skills-based future by integrating talent practices. As a roundtable will plan to cover questions such as:
<ol>
 	<li>How do you envisage managing "future skills" within your strategy?</li>
 	<li>How do you develop skills within your organization?</li>
 	<li>How important is skill measurement to your strategy right now?</li>
 	<li>What comes first for you, Skills you have in your organization OR using Skills to get work done?</li>
</ol>
&nbsp;

<img class="aligncenter wp-image-37665" src="https://wp.ele.llc/wp-content/uploads/2022/12/Deloitte-SKILLS-HUB-New-model-for-work-and-workforce.png" alt="SKILLS HUB - New model for work and workforce" width="479" height="436" />

This roundtable discussion allows the panelists and participants to share their experiences and best practices for anticipating future skills needs, delivering skill development opportunities, tracking and promoting employee progress, and integrating technology to support skills development. Attendees will gain valuable insights into effectively creating a more skills-based future within their organizations.

&nbsp;

ELE produces this – Future of Work Learning Circle.

Team Leaders

Learning Circles

Session Focus: Tips for starting and integrating skills-based talent practices


Integrating skills-based talent practices is essential for organizations to stay competitive in today's rapidly changing business landscape. In this session, we will have a robust, interactive discussion with HR leaders on how to start building and integrating skills-based talent practices.

<img class="aligncenter size-large wp-image-37690" src="https://wp.ele.llc/wp-content/uploads/2022/12/Deloitte-Accelerating-transition-FROM-TO-FROM-JOBS-TO-SKILLS-1024x484.jpg" alt=" Accelerating transition FROM-TO -- FROM JOBS TO SKILLS" width="1024" height="484" />

&nbsp;

Let's address important aspects such as:
<ol>
 	<li>What are the initial steps organizations should take to start building and integrating skills-based talent practices?</li>
 	<li>How can organizations assess their current skills gap and identify areas for improvement?</li>
 	<li>How can organizations ensure buy-in and engagement from employees in the skills development process?</li>
 	<li>What common challenges do organizations face when building and integrating skills-based talent practices, and how can they be overcome?</li>
</ol>
&nbsp;

This session is an opportunity for talent leaders to share their experiences and best practices for starting and building a successful skills-based talent strategy.

&nbsp;

<img class="aligncenter size-full wp-image-37691" src="https://www.learningexecutive.com/wp-content/uploads/2022/12/BEFRIEND-THE-MACHINES-WISE2018.jpg" alt="Future of Learning is Here - Befriend the Machines" width="891" height="529" />

&nbsp;

ELE produces this – Future of Work Learning Circle.

Session Focus: Panel of Talent leaders discussing key areas to focus on for successful integration of skills-based talent practices.

Integrating skills-based talent practices is essential for organizations to stay competitive in today's rapidly changing business landscape.

<img class="aligncenter size-large wp-image-37733" src="https://www.learningexecutive.com/wp-content/uploads/2022/12/KornFerry-SuccessProfiles-Key-Skills-of-the-Future-1024x576.png" alt="SuccessProfiles - Key Skills of the Future" width="1024" height="576" />

In this session, we will hear from a panel of talent leaders who will share their insights on where organizations should focus first when implementing a skills-based talent strategy. We will address questions such as:
<ol>
 	<li>How do you ensure that the skills development strategy aligns with the business goals and objectives?</li>
 	<li>Can you describe the process for identifying the skills that are most critical for success within the organization?</li>
 	<li>How do you foster a culture of continuous learning and skill development within the organization?</li>
 	<li>How do you involve and engage employees in the skill development process to ensure buy-in and ownership?</li>
</ol>
<img class="aligncenter wp-image-37630" src="https://www.learningexecutive.com/wp-content/uploads/2022/12/CoBots-Collaborate-with-Humans-Konstant-Change.png" alt="CoBots - Collaborate with Humans " width="248" height="256" />

The panelists and participants will share their experiences and best practices for aligning skills development with business goals, identifying critical skills, fostering a culture of continuous learning, and engaging employees in the skill development process. Participants will gain valuable insights into effectively integrating skills-based talent practices within their organizations.

💥 Skills Are the New Currency

<a href="https://media.ele.llc/2022/LD-skills_Christopher-Lind_mm03.mp4"><img class="aligncenter wp-image-37641" src="https://www.learningexecutive.com/wp-content/uploads/2022/12/ELE-Moment-Skill-Conversations-with-Business-Leaders-are-Important.png" alt="Skill Conversations with Business Leaders are Important" width="425" height="287" data-wp-editing="1" /></a>
<blockquote>SKILLS DEFINED
We broadly define “skills” to encompass “hard” or technical skills (such as coding, data analysis, and accounting); human capabilities or human skills (such as critical thinking and emotional intelligence); and potential (including latent qualities, abilities, or adjacent skills that may be developed and lead to future success)   Source: Deloitte Insights</blockquote>
&nbsp;

ELE produces this – Future of Work Learning Circle.

Session Focus: Where is Your Worknet? Skillset, Mindset, Toolset, The Next Rules of Work with Gary Bolles

 It's no longer about best practices; the world benefits from NEXT Practices.

<img class="alignnone wp-image-37652" src="https://www.learningexecutive.com/wp-content/uploads/2023/01/Gary-A.-Bolles.jpeg" alt="Gary A. Bolles" width="35" height="35" />  A conversation and Q&amp;A with Gary Bolles, who spent the last year meeting with leaders and organizations across the globe discussing the findings in his book, <a href="https://www.learningexecutive.com/book/next-rules-of-work/?author=gary-bolles">The Next Rules of Work</a>. During his round-the-globe trip, much of it in person, Gary started designing "The Next Rules of Work Plus." That is what happens when the feedback and questions you receive along the way build upon your body of work.

This session will kick off with a firestarter talk that includes what he learned from real-life applications of his model, followed by a few questions, and then the gates are open to your questions. Gary will be available for 30 minutes or more to your questions.

💥 Watch <a href="/moments/internal-talent-marketplaces-the-tip-of-the-iceberg-skills-based-enterprise/">Internal Talent Marketplaces are the Tip of the Iceberg</a>. "To move to a skill-based enterprise, you need to rewrite all the rules of an organization"--Ravin Jesuthasan. 

&nbsp;

<img class="aligncenter wp-image-37731" src="https://www.learningexecutive.com/wp-content/uploads/2022/12/Next-Rules-of-Work-Gary-Bolles.jpg" alt="Next Rules of Work - Gary Bolles" width="400" height="229" />

&nbsp;

Gary discovered:

✅ Multiple case studies of organizations and municipalities have applied some new rules. He will share a few.

✅ Followers of the “Next Rules” embrace a different mindset. Individual workers contribute creative solutions to complex problems and pursue their responsibilities.

✅ Employees no longer focus only on completing predictable assignments. Modern employees mix and match the stability of a day job, the uncertainty of gig work, and the gamble of launching a start-up.

✅ Managers no longer act as the center of all workplace knowledge. Instead, they’re guides (coaches) who help workers achieve their goals.

✅ Frontline employees act as co-equal teammates – partners in a fluid and flexible business environment.

&nbsp;

About the Author:
Gary A. Bolles, chair of the future of work at Singularity University and a partner at Charette LLC, a San Francisco consulting firm, co-founded eParachute.com – inspired by his father’s best-selling classic, <a href="https://www.learningexecutive.com/book/what-color-is-your-parachute-2022-your-guide-to-a-lifetime-of-meaningful-work-and-career-success/?author=gary-bolles">What Color Is Your Parachute</a>?

If you are looking for skills-based conversation starter tools for frontline managers, the "Flower Exercise" is a popular tool from Gary's father's book. <a href="https://content.randomhouse.com/assets/9781607743644/pdfs/Untitled%20Extract%20Pages.pdf" target="_blank" rel="noopener">Click here to download as a PDF</a> excerpt from "What Color Is Your Parachute? 2014" by Richard N. Bolles.

<a href="https://content.randomhouse.com/assets/9781607743644/pdfs/Untitled%20Extract%20Pages.pdf" target="_blank" rel="noopener"><img class="aligncenter wp-image-37732" src="https://www.learningexecutive.com/wp-content/uploads/2022/12/Flower-Exercise-What-Color-is-Your-Parachute.jpg" alt="Flower Exercise - What Color is Your Parachute" width="344" height="406" /></a>

&nbsp;

ELE produces this – Future of Work Learning Circle.

Re-Calibrating The Focus: Performance Management in an evolved Workplace and Workforce

Despite many companies evolving their performance management processes over the past decade, a recent comprehensive Gartner research study found that business leaders still don’t see it as an effective value add to the business. This has led to some moving away from it completely. Gartner’s study suggests companies focus on three areas to improve business effectiveness:
<ul>
 	<li>Business Driven</li>
 	<li>​Employee Owned​</li>
 	<li>Work Centered​</li>
</ul>
&nbsp;

​In this session, Angie Zeigler and Nick Allen will lead a dialogue on the future of performance management. We will first examine its purpose and how that purpose has shifted as society has rapidly evolved to a new way of working, particularly the influence of a staying inter-connected in a hybrid/remote environment and as we shift to more of a skills-based talent marketplace. And we will then dive more into these 3 areas of improved effectiveness and how these may influence the directional focus of how performance management continues to evolve.​​

[embed]https://media.ele.llc/2022/20220823_Retooling-LD_LearningCircle_mm01.mp4[/embed]

&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

i4cp

In an era where talent is a critical differentiator, organizations are increasingly recognizing the importance of internal talent mobility. Jay Jamrog's insightful presentation shed light on the crucial role of measuring and rewarding managers who develop talent, emphasizing that "What gets measured, gets done. What gets rewarded, gets repeated."

The session explored how high-performing companies leverage internal talent marketplaces to drive organizational success. Jamrog highlighted three key takeaways:
1. Internal Talent Mobility is crucial for organizational success: Companies that prioritize talent mobility consistently outperform their peers in the market. By implementing effective internal talent marketplaces, organizations can foster better skill development, improve retention, and drive overall growth.
2. Measurement and incentives are critical for success: To make internal talent mobility work, organizations need to move beyond traditional efficiency metrics and focus on effectiveness. This includes creating incentive structures that reward managers for developing and sharing talent, rather than hoarding it.
3. Technology enables personalization and accessibility: Modern talent marketplaces leverage AI and other technologies to create personalized experiences for employees. This makes it easier for individuals to discover opportunities and for organizations to tap into hidden skills within their workforce.
Jamrog emphasized the personal nature of career development, stating, "Careers are personal. It takes leaders and Technology to maintain personalization." This underscores the need for a holistic approach that combines leadership commitment, technological tools, and a supportive culture to create effective talent mobility programs.

The session provided valuable insights for HR professionals and leaders looking to enhance their talent development strategies. By focusing on measuring and rewarding the right behaviors, organizations can create a culture that truly values and nurtures talent, leading to improved performance and competitive advantage in the marketplace.

Talent Mobility and the Internal Talent Marketplace: Talent Ecosystem & Risk Analysis

jay.jamrog

career development

career mobility

emmployee engagement

internal talent

talent culture

CHIE2022

Internal talent is a crucial part of talent transformation in the Great Resignation, but most businesses aren't yet investing enough.

Organizations are shifting their talent culture to focus more on growth, learning, and internal transformation. Yet this shift isn't happening quickly enough.

Let's explore how internal mobility will be a substantial competitive advantage for organizations that get it right.

Internal Talent Marketplace | Case Studies: AbbVie, Allstate & Oshkosh Corp

insights-wise-2022

Fireside Chat: What is the Key to Creating the Future of Learning?

Case study: <a href="https://www.learningexecutive.com/book/work-without-jobs-how-to-reboot-your-organizations-work-operating-system/?author=jay-jamrog">Work Without Jobs</a> by Ravin Jesuthasan argues in the future, work won't be merely transactional; it will be social.
<a href="https://www.learningexecutive.com/book/work-without-jobs-how-to-reboot-your-organizations-work-operating-system/?author=jay-jamrog"><img class="aligncenter" src="https://images-na.ssl-images-amazon.com/images/I/41ZeRY5rbNL._SX336_BO1,204,203,200_.jpg" alt="Work Without Jobs (Jesuthasan)" width="338" height="499" /></a>
Everyone wants to know the answer to this question.

"What skills will matter to you and your organization in the future?"

The answer to this question depends on your perspective, where you work in the organization, and your area of expertise.

If you don't solve this riddle with agility, curiosity, and smart technology capabilities, your organization will risk irrelevance or fade from existence.

Organizations spend billions of dollars yearly on reskilling and upskilling for their employees to ensure corporate relevance and cultivate a competitive edge in a time of accelerated change. In turn, they want to serve their customers and partners with products, offerings, and skills that create value in revenues and loyal relationships.

Solving the future skills puzzle requires a more practical approach than crystal ball gazing. The solution must transform the chaos of disparate spreadsheets, talent erosion, and skills gaps into smart skills planning.

ELE produces this – Future of Work Learning Circle.

Work Without Jobs: The Future of Learning

teresa.oliszewicz

ravin.jesuthasan

Work analysis seeks to break down the work behaviors that people do and the characteristics of people who successfully perform the work and then reassemble the information in a form with many uses in practice.  The data can specify job expectations, establish quality standards, develop training programs, document work processes, and anticipate safety risks, among other uses.  This book is a practical guide to using the work analysis process to improve workplace performance, particularly with the emergence of knowledge work.  Work has undergone much change, and the trend is towards increased complexity, demanding employees to use their cognitive abilities to a greater extent.  Work analysis has often been criticized for its historical focus on documenting simple, observable, and routine behaviors performed by individuals involved in low-skilled production work.  But it doesn’t have to be so, as readers will discover.  Indeed, the demands of organizations and societies in the digital age have placed greater emphasis on documenting the changing nature of work.

This practical book addresses the question of how does one perform a work analysis?  How can complex work be documented?  How can the information be used by organizations, technical schools, and government agencies?  Readers will find detailed descriptions of numerous work analysis techniques, case studies, and example documents from actual organizational and national workforce development situations.

This book is a relatively comprehensive resource for human resource development professionals in various settings.  The text should also be helpful for human resource managers, line managers and supervisors, and other professionals such as quality and safety staff.    Readers will value the information in the book based on the author’s extensive experience, which is presented in a clear and concise approach.

Work Analysis in the Knowledge Economy: Documenting What People Do in the Workplace for Human Resource Development

digital transformation

flow of work

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