getAbstract

SunSource

This interactive video discussion offered a rare, behind-the-scenes look at how getAbstract’s AI-powered Studio can turn a messy, high-volume challenge into a clear, scalable learning pathway — in minutes, not months. SunSource’s reality says it all: 150+ new sales associates a year, two people on the L&amp;D team, and no room for bloated onboarding.
Using that live challenge, the group co-designed what an AI-enabled onboarding model actually looks like when you strip out the noise: skill-based, role-relevant, lightweight, and built to scale without burning out the team.
AI can map skills, curate from a 27,000-resource library, and draft structured pathways at a speed no human team can match. But the moment that insight landed, <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a> reframed the conversation:

<blockquote data-start="576" data-end="660">
“Learning sticks when content turns into conversation, application, and reflection.”
</blockquote>
That became the anchor: AI accelerates the inputs, but people create the capability.
And Denis brought the other half of the equation into focus:

<blockquote data-start="576" data-end="660">
“AI should amplify what’s credible—pairing trusted, curated content with pathways that directly support business skills.” — <a href="https://www.ele.llc/members/denis-sternberg" target="_blank" rel="noopener">Denis Sternberg</a>, getAbstract
</blockquote>
Translation: AI is only as good as the foundation it’s built on. Leaders aren’t looking for more content — they’re looking for trustworthy content matched to real work.
Across the discussion, six themes stood out:

<ul data-start="1901" data-end="2566">
 	<li data-start="1901" data-end="2036">
AI is shifting L&amp;D capacity from building to orchestrating. Teams can finally focus on the human parts of learning that matter.
</li>
 	<li data-start="2037" data-end="2119">
Skill-based pathways outperform content dumps. Precision wins over volume.
</li>
 	<li data-start="2120" data-end="2217">
Cohort learning fuels belonging and readiness. Even the best AI can’t replace connection.
</li>
 	<li data-start="2218" data-end="2332">
AI role-play solves the practice gap. Unlimited, judgment-free reps beat waiting for a manager’s calendar.
</li>
 	<li data-start="2333" data-end="2430">
Microlearning works when it’s contextual. The asset isn’t the magic — the application is.
</li>
 	<li data-start="2431" data-end="2566">
Reinforcement cycles (Know → Discuss → Do → Reflect) create momentum. Programs without follow-through simply don’t move behavior.
</li>
</ul>
And the most actionable moves leaders can take now:

<ul data-start="2621" data-end="3143">
 	<li data-start="2621" data-end="2728">
Use AI to produce rapid first drafts of pathways and programs — then refine with your team’s expertise.
</li>
 	<li data-start="2729" data-end="2817">
Redesign onboarding around the handful of skills that truly drive early performance.
</li>
 	<li data-start="2818" data-end="2899">
Build structured cohorts and buddy systems to strengthen culture and support.
</li>
 	<li data-start="2900" data-end="2995">
Integrate AI role-play agents for customer scenarios, coaching practice, and sales fluency.
</li>
 	<li data-start="2996" data-end="3067">
Tie every microlearning asset to a real scenario or decision point.
</li>
 	<li data-start="3068" data-end="3143">
Schedule reinforcement touchpoints from day one — not as a “maybe later.”
</li>
</ul>
This lab underscored a simple truth: AI can accelerate every part of the learning engine — but only human-centered design makes the engine worth running.
For ELE members, the opportunity is clear: combine AI-enabled scale with thoughtful, talent-first design to build smarter, faster, more measurable development pathways.

✨ AI Practical Lab: Smarter Skill Pathways, Driven by the World's Largest Business Library

future of work

Integrated Talent Management

Digital &amp; AI

cohort learning

edward.desrosiers

colin.hahn

keri.kersten

denis.sternberg

marty.murrillo

Performance Improvement

personalized learning

AI in HR

learning analytics

lauren.marder

ai practical lab

AI powered learning

sara.fitzgerald

owen.burns

nicole.defalco

4Q2025

holly.r.pyatt

shantanu.garg

talent development innovation

sam.amelio

kasia.gankorodriguez

chantal.pierrat

skill pathways

microlearning strategy

onboarding transformation

learning experience design

scalable onboarding

skill-based development

performance readiness

curated learning content

reinforcement learning cycle

learning design frameworks

human-centered learning

AI role-play

LXP integration

The Regis Company

ELE Group, LLC

👂Listen to an NPR-like Podcast generated by Google's Notebook LM for this live discussion:

<audio controls="controls">
﻿﻿<source src="https://cdn.ele.llc/2025/08/20250815-NotebookLM-Highlight-Podcast.wav" type="audio/wav" />﻿﻿
Your browser does not support the audio tag.
</audio>
<blockquote>"A CHRO told me, ‘I don’t care about completion rates—I care if my sales team closes more deals. L&amp;D must speak the language of revenue and risk.’" -- <a href="https://www.ele.llc/members/holly-hamann" target="_blank" rel="noopener">Holly Hamann</a>, The Regis Company.</blockquote>
That blunt reminder set the tone: talent development metrics only matter if they connect to business outcomes.
As Laura reinforced:
<blockquote>"Even the best skills program fails if we can’t show impact tied to business outcomes." -- <a href="https://www.ele.llc/members/laura-sandera" target="_blank" rel="noopener">Laura Sandera</a>, Acrisure.</blockquote>
This robust  discussion underscored that talent development is at a crossroads: organizations invest heavily in skills initiatives, but without validation, most struggle to prove real business impact. Presenters argued that the shift from activity-based measurement (completions, satisfaction scores) to practice-based validation (decision quality, adaptability under pressure, business outcomes) is critical.

<h3>🎭 Fun but Powerful Analogy</h3>
To drive the message home, Holly mapped common L&amp;D stakeholder personas to Sesame Street characters — showing how our measurement blind spots often look a lot like familiar Muppets:
<img class="" src="https://wp.ele.llc/wp-content/uploads/2025/08/Cookie-Monster.jpg" alt="" width="40" height="40" />  Cookie Monster → Obsessed with just one thing (completions).
<img class="" src="https://wp.ele.llc/wp-content/uploads/2025/08/Elmo.jpg" alt="" width="40" height="40" />  Elmo → One-size-fits-all, siloed perspective.
<img class="" src="https://wp.ele.llc/wp-content/uploads/2025/08/Yip-Yips.jpg" alt="" width="40" height="40" />  Yip Yips → Confused and disconnected from reality.
<img class="" src=" https://wp.ele.llc/wp-content/uploads/2025/08/Oscar-the-Grouch.jpg" alt="" width="40" height="40" />  Oscar the Grouch → Cynical resistance to change.
<img class="" src="https://wp.ele.llc/wp-content/uploads/2025/08/Ernie.jpg" alt="" width="40" height="40" />  Ernie → Needs to be reminded over and over (skills decay).
<img class="" src="https://wp.ele.llc/wp-content/uploads/2025/08/The-Count.jpg" alt="" width="40" height="40" />  The Count → Counting activity, not impact.
<h3>Why It Matters</h3>
This discussion underscored a critical shift: validation is the bridge between learning and business outcomes. When we prove impact in the language of the C-suite—revenue, risk, customer results—talent development earns a strategic seat at the table.

This conversation challenged us to rethink how we measure skills development. Are we reporting activity that comforts L&amp;D—or evidence that convinces CFOs and CEOs?

👉 This framing made it instantly clear: the barriers we face in measurement are universal — but so are the opportunities to fix them.

<hr data-start="1226" data-end="1229" />

<h2 data-start="1231" data-end="1283">🔑 Key Takeaways for Talent Development Leaders</h2>
<ol data-start="1285" data-end="2125">
 	<li data-start="1285" data-end="1468">
Shift from activity to impact. Completion rates and satisfaction surveys don’t prove competence. Instead, measure behaviors, decision quality, and application under pressure.
</li>
 	<li data-start="1469" data-end="1616">
Validate skills continuously. One-time assessments miss the mark. Ongoing practice and measurement prevent decay and track real readiness.
</li>
 	<li data-start="1617" data-end="1764">
Integrate into enterprise data. If L&amp;D metrics aren’t connected to BI dashboards and financial KPIs, they won’t influence decision-makers.
</li>
 	<li data-start="1765" data-end="1944">
Use practice-based simulations. Safe, realistic environments reveal how leaders make decisions, handle trade-offs, and adapt—creating data that links learning to results.
</li>
 	<li data-start="1945" data-end="2125">
Reposition L&amp;D as a business driver. With validated data tied to revenue, risk, or customer outcomes, learning teams move from “cost centers” to trusted business partners.
</li>
</ol>

<hr data-start="2127" data-end="2130" />

<h2 data-start="2132" data-end="2173">✅ Practical Actions You Can Take Now</h2>
<ol data-start="2175" data-end="2848">
 	<li data-start="2175" data-end="2328">
Redesign dashboards by role – Give learners feedback on gaps, facilitators coaching insights, and executives ROI stories from the same data set.
</li>
 	<li data-start="2329" data-end="2457">
Integrate with enterprise BI – Connect L&amp;D metrics into enterprise dashboards so they “count” in CEO/CFO conversations.
</li>
 	<li data-start="2458" data-end="2599">
Embed skill practice into learning strategy – Move beyond knowledge checks; use simulations that measure application under pressure.
</li>
 	<li data-start="2600" data-end="2733">
Pilot with power skills – Focus first on adaptability, problem-solving, and collaboration where business impact is clearest.
</li>
 	<li data-start="2734" data-end="2848">
Automate continuous validation – Trigger refreshers and track proficiency over time to sustain readiness.
</li>
</ol>

<hr data-start="2850" data-end="2853" />
This is the pivot senior talent development leaders must embrace: stop counting courses and start validating capabilities that drive the business forward. When our data speaks the language of the C-suite, L&amp;D doesn’t just support strategy—it shapes it.

Measuring Skills Development: How Talent Data Validates Business Impact

Strategy

Analytics

dirk.tussing

talent development

anton.maletich

power skills

tamika.pumphrey

business impact

continuous learning

reskilling

learning and development

learning data

HR leadership

Strategic HR

maggie.lowenberg

business strategy

Data-Driven L&amp;D

angelica.janina.stilling

3Q2025

laura.sandera

cindy.pinkstaffmiller

talent insights

L&amp;D strategy

C-suite communication

executive presence

learning metrics

deepa.kartha

talent development strategy

talent intelligence

ali.glaser

holly.hamann

sheri.weaver

skills validation

business impact of learning

skills measurement

enterprise data strategy

practice-based learning

learning simulations

ROI of learning

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

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

human AI collaboration

GenAI

talent-talk

diana.anderson

emily.decker-bess

AI in talent development

susan.c.guest

kathleen.yang-clayton

roberto.seif

cecilia.lillegard

L&amp;D Detective Method

Measuring Learning Impact

Business Metrics

ROI vs ROE

Performance Blueprint

Instructional Design for Performance

Breaking Down Silos

Executive Sponsorship

This live discussion provided a wake-up call for talent development leaders: to influence the C-suite, it’s not enough to show data — you must show why it matters.
We explored how L&amp;D leaders can transform talent insights into true business intelligence by focusing on one essential principle:

<blockquote data-start="429" data-end="539">
“Define the decision you’re supporting, then show the data that reduces uncertainty so leaders can act.” -- <a href="https://www.ele.llc/members/colin-hahn" target="_blank" rel="noopener">Colin Hahn</a>, FranklinCovey
</blockquote>
Here’s the real challenge — it’s not the communicating that’s hard; it’s knowing what to gather, why it matters, and how it ties to business outcomes.
Instead of reporting training hours, flip the script: ✅ What risk are we reducing? ✅ What opportunity are we unlocking? ✅ How does this help the business win?
Five takeaways to spark your next conversation with executives:
🔹 Frame talent metrics as business outcomes. Speak the C-suite’s language: revenue, risk, cost, speed, and competitive edge. 🔹 Use rising external reporting as leverage. Public companies will soon report talent risks and strengths to shareholders — get ahead by shaping the internal story now. 🔹 Playbook available — leverage ISO 30414. Use global standards to boost credibility and translate talent insights into business terms. 🔹 Focus on outcomes, not activities. Shift from counting programs to showing measurable results executives care about. 🔹 Position talent risks as business risks — and advantages. Show how skill gaps, leadership pipelines, or engagement directly affect strategy and market position.
Practical next moves for talent leaders: ✨ Audit your reporting: are you showing impact or activity? ✨ Build a one-page human capital statement that speaks their language. ✨ Find your executive champions. ✨ Map the skills that future-proof your business. ✨ Socialize early — shape the narrative before the big meeting.
Here’s the unlock: When talent leaders shift from reporting to advising — from showing numbers to reducing uncertainty — they become indispensable partners at the table.

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

talent risk

jane.shlaes

talent acquisition

azizeh.constantinescu

leadership development

talent management

eduardo.burgos

Talent Strategy

employee engagement

yolanda.mangram

HR Strategy

HR leaders

data storytelling

HR Data Analytics

Workforce Transformation

HR Analytics

Business Alignment

sheryl.smikle

phyllis.king

Executive Influence

adam.walleser

HR business strategy

HR talent management

HR data

human capital reporting

L&amp;D metrics

business outcomes

Alter Domus

What does it really take to implement a global LMS in a complex, matrixed enterprise? According to <a href="https://www.ele.llc/members/carlos-velazquez" target="_blank" rel="noopener">Carlos Velazquez</a> (Caterpillar) and <a href="https://www.ele.llc/members/anton-maletich" target="_blank" rel="noopener">Anton Maletich</a> (Alter Domus), success isn’t just about adopting Workday Learning—it’s about redefining how organizations scale learning with security, data, and business accountability at the core.

<blockquote data-start="720" data-end="800">
“We’re moving from a compliance-based checklist to a data-powered, skill-focused ecosystem.” -- <a href="https://www.ele.llc/members/carlos-velazquez" target="_blank" rel="noopener">Carlos Velazquez</a>
</blockquote>
At Caterpillar, 120,000 employees across 18 languages complete 1.5 million learning activities annually. That kind of scale demands more than a system—it calls for a governance model with structured learning roles, regional ownership, and data that drives action.
Anton echoed the risks of unchecked decentralization: messy content, inconsistent quality, and potential compliance issues. His solution? Role-based permissions, curated admin training, and strict oversight balanced with business agility.
📊 Power BI dashboards built on Snowflake now guide smarter decisions—from content investments to campaign timing. 🔐 Security roles don’t just protect data—they shape culture, clarify accountability, and safeguard learning integrity. 🛠️ MVP thinking beats full-suite fantasies—start small, adapt fast, scale what works.
While Workday Learning is still maturing, both leaders believe its integration potential is worth the bet. The real differentiator? A cross-functional learning ecosystem where IT, HRIS, and L&amp;D co-own outcomes.
If your LMS strategy still revolves around completion rates, it’s time to rethink what learning success looks like in a skills-first world.
👉 Want to explore how others are navigating this transformation? Continue the conversation on ELE Idea Exchange—where forward-thinking talent leaders unpack what’s working, what’s not, and what’s next.

Transforming Workday: Practical Lessons from Enterprise Implementations

learning strategy

digital transformation

carlos.velazquez

Change Management

cross-functional collaboration

skills-based learning

HR Technology

Data-Driven Learning

Learning Ecosystems

wise2025

Workday Learning

Enterprise LMS

Learning Governance

Role-Based Security

Global Learning

Caterpillar

Session Focus: Unlock how learning analytics and digital delivery strategies can drive business impact, providing practical, ready-to-use methods.


Join industry experts Carlos Velazquez, Global Head of Learning Experience Platform at Caterpillar, and Kevin M. Yates, for a dynamic session that explores the fusion of a skills-first approach with cutting-edge learning analytics and impactful measurement strategies. Gain practical insights from Caterpillar and other Chicagoland talent leaders, unraveling the impact of practical training methods on human and business performance for a shared vision in the evolving corporate learning landscape.
<blockquote>Measuring the impact of training and learning on human and business performance can be difficult but it is possible. We are thrilled to have Kevin M. Yates, the L&amp;D Detective™, lead an interactive impact measurement activity that solves this mystery. Working alongside Kevin, you’ll examine facts, clues, evidence, and data that reveal training and learning’s contribution to business outcomes and employee performance.</blockquote>
💡 Key Discussion Points:
<ol>
 	<li>Transformation of Learning Delivery through Technology: Explore how technology shapes digital learning experiences, drawing insights from Caterpillar and leading member companies.</li>
 	<li>Learning Analytics/Reports Strategies: Delve into approaches and best practices in leveraging learning analytics for inclusive employee development.</li>
 	<li>Business Impact: Explore how learning analytics and digital delivery strategies can drive business impact, providing valuable insights for senior HR talent leaders.</li>
</ol>
<img class="aligncenter wp-image-40412" src="https://wp.ele.llc/wp-content/uploads/2023/12/LD-Wears-Many-Hats-1024x1024.jpg" alt="L&amp;D Wears Many Hats (Kona)" width="525" height="525" />

Join us to pool best practices from diverse corporate backgrounds, contributing and learning from senior talent leaders shaping the Future of Work learning landscape.

<hr />

💥 Pooling Best Practices from Diverse Corporate Backgrounds

Working Agenda
11:30 - 12:15 – Networking Lunch
12:15 - 12:30 – Welcome (Dirk Tussing)
12:30 -  1:20 – Case Study: Caterpillar's Digital Learning Transformation (Carlos Velazquez)
1:30 -   3:45 – Interactive Impact Measurement Activities (Kevin M Yates)
<blockquote><a href="https://kevinmyates.com/impactdesign" target="_blank" rel="noopener">Impact Design Tips (kevinmyates.com)</a>
<a href="https://kevinmyates.com/impactsummary" target="_blank" rel="noopener">Impact Summary (kevinmyates.com)</a>
<a href="https://kevinmyates.com/l%26d-detective-kit" target="_blank" rel="noopener">L&amp;D Detective Kit (kevinmyates.com)</a></blockquote>
4:00 -  4:30 – Innovative Digital Delivery Strategies (Jack Sylvester)
4:30 -   5:00 – Application Back Home and Closing Remarks
5:00 -   6:00 – Off-site Happy Hour Networking

Creating Business Impact: Practical Insights on Learning Analytics and Digital Delivery Strategies

chicagoland

ele chicago cohort

christopher.meyers

jack.sylvester

digital learning

employee development

people first

phil.rixstine

intergrated talent management

Session Focus: Unlock how learning analytics and digital delivery strategies can drive business impact, providing practical, ready-to-use methods.


Join industry experts Carlos Velazquez, Global Head of Learning Experience Platform at Caterpillar, and Kevin M. Yates, for a dynamic session that explores the fusion of a skills-first approach with cutting-edge learning analytics and impactful measurement strategies. Gain practical insights from Caterpillar and other Chicagoland talent leaders, unraveling the impact of practical training methods on human and business performance for a shared vision in the evolving corporate learning landscape.
<blockquote>Measuring the impact of training and learning on human and business performance can be difficult but it is possible. We are thrilled to have Kevin M. Yates, the L&amp;D Detective™, lead an interactive impact measurement activity that solves this mystery. Working alongside Kevin, you’ll examine facts, clues, evidence, and data that reveal training and learning’s contribution to business outcomes and employee performance.</blockquote>
💡 Key Discussion Points:
<ol>
 	<li>Transformation of Learning Delivery through Technology: Explore how technology shapes digital learning experiences, drawing insights from Caterpillar and leading member companies.</li>
 	<li>Learning Analytics/Reports Strategies: Delve into approaches and best practices in leveraging learning analytics for inclusive employee development.</li>
 	<li>Business Impact: Explore how learning analytics and digital delivery strategies can drive business impact, providing valuable insights for senior HR talent leaders.</li>
</ol>
<img class="aligncenter wp-image-40412" src="https://wp.ele.llc/wp-content/uploads/2023/12/LD-Wears-Many-Hats-1024x1024.jpg" alt="L&amp;D Wears Many Hats (Kona)" width="525" height="525" />

Join us to pool best practices from diverse corporate backgrounds, contributing and learning from senior talent leaders shaping the Future of Work learning landscape.

<hr />

💥 Pooling Best Practices from Diverse Corporate Backgrounds 

Working Agenda
11:30 - 12:15 – Networking Lunch
12:15 - 12:30 – Welcome (Dirk Tussing)
12:30 -  1:20 – Case Study: Caterpillar's Digital Learning Transformation (Carlos Velazquez)
1:30 -   3:45 – Interactive Impact Measurement Activities (Kevin M Yates)
4:00 -  4:30 – Innovative Digital Delivery Strategies (Jack Sylvester)
4:30 -   5:00 – Application Back Home and Closing Remarks
5:00 -   6:00 – Off-site Happy Hour Networking

&nbsp;

<hr />

ELE's Chicagoland cohort for DEI, Talent, and HR Executives is a year-long learning process through face-to-face collaboration and networking with other local heads of Learning and Talent Development. Each senior leader is encouraged to bring a peer from their organization.

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>
ELE produces this Chicagoland cohort.

single-event

integrated talent management

Talent Executives

Chicago Cohort

in-person event

Digital

Build a Modern L&amp;D Team

Organizations are facing an era of rapid acceleration. As new technology and digital strategies are integrated, workers at all levels will be required to build capability much faster than before, navigating more complex systems and processes. Yet, learning and development (L&amp;D) have lagged in this area, as too many L&amp;D functions still focus on transactional interactions across a broad and complex portfolio while starved for resources.

In L&amp;D’s Playbook for the Digital Age, Brandon Carson argues that it’s time to reorient L&amp;D, take a more proactive role in enabling the workforce, and create a new framework for developing skills and capabilities. L&amp;D leaders must realize that theirs is one of the most critical business functions and must be appropriately funded and resourced to realize the performance gains that are crucial to the business.

L&amp;D cannot be caught standing still. In fact, it needs a new playbook to navigate the radical and complex transformation the digital age demands. Stemming from the sports world, a playbook ensures the players know their roles, connect as a team, and understand the winning strategy and how to execute the game plan. For L&amp;D, a playbook can help build alignment across the team and with stakeholders by being flexible as business needs change.

Carson walks you through the steps to formulate how a new playbook could help align your L&amp;D function—restructuring, new skilling, or rescoping. He asks readers to speak the language of business instead of the language of learning. For example, does your workforce repair aircraft or enable safe flight? In other words, can you be the visionary your organization requires?

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