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

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

About ELE

Companies In Our Network

Contact ELE

Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

ELB Learning

ELE Group, LLC

Conversations That Stick. Connections That Last.
APR 8 | Drop in anytime 6:00–8:00 p.m. Eastern Time | Victory Brewing, Philadelphia.
We invite you to join us for an evening of conversation at Philadelphia’s premier innovation brewery.
Hosted by the Executive Learning Exchange (ELE), this first Philadelphia meetup brings together talent, learning, and employee engagement leaders for a live, in-person exchange on what’s actually changing at work—and what leaders are doing about it.

Gather with us in a relaxed setting where leaders share what they’re navigating, simplify top-of-mind business challenges, and learn from one another’s practical experience. Come ready to share ideas, compare approaches, and explore practical ways to strengthen capability and engagement without the noise or sales pressure.

👉 Share a business challenge you’re seeing or wrestling with:
<a href="https://www.ele.llc/faqs/share-top-of-mind-business-challenges" target="_blank" rel="noopener">https://www.ele.llc/faqs/share-top-of-mind-business-challenges</a>

This is a relaxed, interactive conversation designed to help leaders:
✅ Practical ideas from peers ✅ Real-world examples and emerging trends ✅ Practical peer exchange on real business challenges
Format: A live interactive discussion centered on the challenges and opportunities leaders are working through right now, including developing and retaining next-gen talent, building a stronger culture of engagement, and exploring practical applications of AI in the flow of work.

Space is limited to keep the conversation useful, candid, and interactive.

👉 RSVP to join this first ELE Philadelphia meetup.
You’re also welcome to bring a colleague who cares deeply about improving team capability and business performance.

ELE Philadelphia Meetup | Connect, Share & Lead (Victory Brewing)

single-event

Talent Executives

Team Leaders

Meet-ups

dirk.tussing

tomas.ramirez

meetup

leadership development

talent development

in-person event

Engagement &amp; Culture

learning and development

HR leaders

leadership strategy

Collaborative Conversations

networking

executive networking

ali.glaser

cliff.cheek

Philadelphia

Marquette University

Conversations That Stick. Connections That Last.
APR 8 | Drop in anytime 4:30–7:00 PM CT | Bronzeville Winery, Chicago.

<div>

Bronzeville is the birthplace of jazz and blues—music rooted in listening, craft, and collective expression.
<div>

In that same spirit, this ELE experience will be an intimate gathering for Marquette alumni and leaders who are passionate about improving people’s capability and performance in today’s evolving workplace. Together, we’ll engage in a shared “listening strategy”—surfacing real, local business challenges and insights that can inform ELE’s broader conversations, including our upcoming annual conference hosted by Marquette University’s Business School.

</div>
<blockquote>
<div>This experience connects business performance with evolving talent strategies in the era of AI—keeping ELE’s work human‑centered, practical, and peer‑driven.</div></blockquote>
<div>👉 Share a business challenge you’re seeing or wrestling with:</div>
<div><a href="https://www.ele.llc/faqs/share-top-of-mind-business-challenges" target="_blank" rel="noopener">https://www.ele.llc/faqs/share-top-of-mind-business-challenges</a></div>
</div>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2026/04/2026-04APR-08-ELE-Bronzeville-Meetup.jpg" alt="" width="727" height="570" />
<div>

What to Expect:

</div>
<ul>
 	<li>A curated listening experience focused on the intersection of business performance and talent strategy in the era of AI</li>
 	<li>Peer‑driven insight sharing grounded in real leadership challenges—practical, human‑centered, and relevant</li>
 	<li>Meaningful connection with thoughtful leaders in a relaxed, no‑pitch setting</li>
</ul>
Who Should Attend:
<ul>
 	<li>Marquette alumni with a passion for strengthening team capability and organizational performance</li>
 	<li>HR and Talent leaders shaping leadership development, upskilling, and workforce readiness</li>
 	<li>L&amp;D leaders (VP, Director, Head of Learning or Talent Development) navigating AI‑driven change</li>
 	<li>Curious business leaders who value smart peers, real talk, and practical takeaways</li>
 	<li>Leaders interested in contributing a perspective that informs ELE’s broader learning ecosystem</li>
</ul>
Why You Should Come:
<ul>
 	<li>Reconnect with peers in a relaxed, thoughtfully designed environment</li>
 	<li>Gain perspective on how leaders are linking business performance with evolving talent strategies</li>
 	<li>Contribute insight that helps shape practical, peer‑driven learning across the ELE community</li>
 	<li>Enjoy a no‑pitch experience rooted in listening, reflection, and shared leadership curiosity</li>
</ul>
<div>👉 RSVP to join this ELE Smokin’ Jazz experience.</div>
<div>You’re also welcome to bring a colleague or fellow Marquette alum who cares deeply about improving team capability and business performance.</div>
<div>Bonus: Bronzeville Winery hosts live music and DJs on Wednesdays and Thursdays from 4:00–9:00 PM—adding to the atmosphere of the evening.</div>
&nbsp;

ELE Smokin’ Jazz Meetup: Strategic Listening for Capability & Performance | Bronzeville Winery

newton.moore

jean.ryan

chicago

shonda.cromwell-rashad

ashanti.morgan

Conversations That Stick. Connections That Last.
MAR 19 | Drop in anytime 4:00–6:00 PM CT | Wrigleyville
Join us for an informal ELE + ELB Learning meetup at <a href="https://www.ele.llc/venues/murphys-bleachers" target="_blank" rel="noopener">Murphy’s Bleachers (Wrigleyville)</a>—a relaxed way to reconnect with fellow HR, Talent, and L&amp;D leaders.
You're Invited! Learning Leaders Meetup with Dirk Tussing &amp; Kevin Adams 
Come when you can, leave when you need. Let’s catch up and share ideas. Work is changing fast, and this is a simple, relationship-first evening to compare notes on what’s shifting and what’s working—no pitches, just smart peer conversation.

What to Expect:
<ul>
 	<li>Open Dialogue: Contribute your experiences, discuss current challenges, and share your perspectives in a welcoming and collaborative atmosphere.</li>
 	<li>Networking: Forge meaningful connections with peers who are passionate about the evolution of Learning and Development.</li>
 	<li>Connect with ELB Thought Leaders: Kevin Adams and others from ELB 's earning client solutions team, offering a unique opportunity to connect directly with our extended thought leadership.</li>
</ul>
Who Should Attend:
<ul>
 	<li>HR/Talent leaders shaping leadership development, upskilling, and workforce readiness</li>
 	<li>L&amp;D leaders (VP/Director/Head) of Learning, Talent Development</li>
 	<li>Curious people leaders who enjoy meaningful networking: smart peers, real talk, practical takeaways</li>
 	<li>Bring a smart Chicago talent colleague you’d like to reconnect with</li>
</ul>
Why You Should Come:
<ul>
 	<li>Reconnect with peers in a relaxed setting—plus meet leaders from ELE and ELB Learning.</li>
 	<li>Gain fresh perspectives and insights through open and engaging conversations.</li>
 	<li>Connect relationships within Chicago’s L&amp;D community in a relaxed, no-pitch setting.</li>
</ul>
Please RSVP as soon as possible. Feel free to invite a colleague who’d enjoy the conversation.
Bonus: parking is easy—Murphy’s has a free parking lot across the street, which makes Wrigleyville meetups surprisingly convenient.

Invite a Chicago Talent Colleague to join ELE | Wrigleyville (Murphy’s Bleachers)

Strategy

kevin.adams

This live discussion with experienced talent executives, mostly ex-Accenture, made one thing clear: skills are more than a talent metric—they’re the language of business capability. When viewed as data, skills connect individual growth to enterprise agility, shifting the conversation from headcount to capability management.
<a href="https://www.ele.llc/members/craig-friedman" target="_blank" rel="noopener">Craig Friedman</a> reminded us that:

<blockquote data-start="1100" data-end="1220">
“Skills are both people data and business data. That shift takes us from counting heads to managing capabilities.”
</blockquote>
That single shift reframes how talent leaders partner with the business. Instead of defending headcount, we’re managing capabilities that drive agility, growth, and performance.
But, as Heber cautioned:

<blockquote data-start="1441" data-end="1560">
“Skills data only matters if it’s accurate. Decisions are only as strong as the confidence you have in the data.” -- <a href="https://www.ele.llc/members/heber-sambucetti" target="_blank" rel="noopener">Heber Sambucetti</a>, Skillsoft
</blockquote>
Confidence in your data determines whether leaders trust skills intelligence to shape pay, succession, and workforce planning.
And as Craig warned, complexity is the enemy:

<blockquote data-start="1740" data-end="1840">
“If your taxonomy is exploding, step back. Keep the skill the skill—and separate the context.”
</blockquote>
The conversation didn’t just redefine skills—it revealed what leaders must prioritize to make skills strategy work in practice

<h3 data-start="1972" data-end="1991">Key Takeaways:</h3>
🔹 Skills are strategic currency, bridging individual growth with enterprise capabilities. 🔹 Data quality is non-negotiable—without it, business decisions crumble. 🔹 Start where the business hurts; pilots anchored in real challenges prove value fast. 🔹 Simplicity wins—overbuilt taxonomies collapse under their own weight. 🔹 AI is an accelerant, not a replacement; governance keeps it usable.


<hr data-start="2400" data-end="2403" />

<h3 data-start="2405" data-end="2447">Practical Actions for Talent Leaders:</h3>
✅ Frame conversations with executives around capability, not headcount. ✅ Audit skills data before using it to drive staffing, comp, or workforce plans. ✅ Launch a pilot tied to a pressing business problem to win support and credibility. ✅ Establish governance guardrails early: clear definitions, owners, and refresh cycles. ✅ Use AI smartly—let it speed tagging and content, but apply governance filters.

<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h- text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words :mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-">

<hr />

</div>
</div>
</div>
</div>
</div>
Skills strategy isn’t about boiling the ocean. It’s about building trust, proving value, and scaling what works—step by step.
Which of these actions feels most urgent in your organization right now? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Skills Are Data: Designing a Strategy for Agility and Growth

future of work

Future of Work

Analytics

janice.simmons

reskilling

organizational agility

maryann.kennedy

talent agility

workforce planning

skills taxonomy

matt.sernaker

future skills

skills strategy

skills data

audrey..hackley

HR Innovation

Organizational Growth

Strategic HR

Workforce Strategy

craig.friedman

AI in talent development

Workforce Agility

3Q2025

capability building

skills-based organization

HR data

skill mapping

talent analytics

organizational design

talent development strategy

talent intelligence

heber.sambucetti

capability management

skills governance

data quality in HR

business capability

This live discussion provided a clear look at a common challenge: L&amp;D and HR teams often operate in silos, tracking activity but struggling to prove real business impact. The answer isn’t more tools—it’s building a data-driven learning ecosystem that connects LMS, HRIS, LXP, and enterprise systems through a shared strategy. With aligned data, culture, and governance, talent leaders can shift from compliance metrics to outcomes like sales, retention, and leadership pipelines. Read on to discover how to move from siloed activity to enterprise-wide impact.
As <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a> emphasized, quoting <a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt Donovan</a>:

<blockquote>"If L&amp;D doesn’t align its data strategy with the enterprise data strategy , it risks being left behind."</blockquote>
That urgency framed the discussion on why siloed systems and vanity metrics no longer cut it.
<a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> reminded us of the shift required:

<blockquote>"Business leaders don’t care about activity—they care about outcomes"</blockquote>
The challenge for L&amp;D is to move beyond course completions and show how learning drives sales, retention, quality, and leadership pipelines.


<hr data-start="1185" data-end="1188" />

<h2 data-start="1190" data-end="1211">🔑 5 Key Takeaways</h2>
<ol data-start="1212" data-end="1759">
 	<li data-start="1212" data-end="1320">
Integration is the differentiator – Connecting LMS, HRIS, LXP, and business systems unlocks impact.
</li>
 	<li data-start="1321" data-end="1426">
Metrics must evolve – Completions and attendance don’t prove value; performance and outcomes do.
</li>
 	<li data-start="1427" data-end="1528">
Culture enables data use – Governance and openness are as critical as the technology itself.
</li>
 	<li data-start="1529" data-end="1644">
Taxonomies are infrastructure – Shared skills and competency language is essential across HR and business.
</li>
 	<li data-start="1645" data-end="1759">
Start small, scale smart – Pilots tied to one or two business outcomes create early wins and credibility.
</li>
</ol>

<hr data-start="1761" data-end="1764" />

<h2 data-start="1766" data-end="1792">🛠️ 5 Practical Actions</h2>
<ol data-start="1793" data-end="2357">
 	<li data-start="1793" data-end="1896">
Audit your silos – Map where learning, HR, and business data live; identify overlaps and gaps.
</li>
 	<li data-start="1897" data-end="2027">
Anchor in business outcomes – Pick one high-stakes metric (e.g., sales performance, leadership pipeline) to prove impact.
</li>
 	<li data-start="2028" data-end="2142">
Align taxonomies – Ensure skills and competencies use the same “data language” across HR and L&amp;D systems.
</li>
 	<li data-start="2143" data-end="2256">
Shift manager behavior – Train leaders to use data for coaching and recognition, not as a “gotcha” tool.
</li>
 	<li data-start="2257" data-end="2357">
Pilot → prove → scale – Integrate one system, show measurable ROI, then expand iteratively.
</li>
</ol>

<hr data-start="2359" data-end="2362" />

<h3 data-start="2364" data-end="2384">Why it matters</h3>
Talent development leaders who adopt this mindset will stop reporting activity and start telling outcome-driven stories that matter to the business. Integration isn’t a future vision—it’s the credibility test for L&amp;D today.

How to Create a Learning Tech Stack: Building a Data-Driven Ecosystem

Integrated Talent Management

learning technology

richard.busby

azizeh.constantinescu

edward.desrosiers

keri.kersten

marty.murrillo

guillermo.gutierrez

patricia.ouzounian

yolanda.mangram

diana.anderson

HR Technology

HR Analytics

emily.decker-bess

data driven HR

Coaching Culture

organizational impact

data strategy

cindy.pinkstaffmiller

learning tech stack

L&amp;D systems

enterprise data

talent ecosystem

integrated HR

HR systems

workforce analytics

learning metrics

deepa.kartha

manendra.bhugra

business outcomes

jenny.massoni

data-driven ecosystem

learning integration

HRIS

taxonomy alignment

enterprise learning

The Regis Company

👂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

anton.maletich

colin.hahn

power skills

tamika.pumphrey

business impact

continuous learning

learning data

HR leadership

learning analytics

maggie.lowenberg

business strategy

Data-Driven L&amp;D

nicole.defalco

angelica.janina.stilling

laura.sandera

talent insights

L&amp;D strategy

C-suite communication

executive presence

holly.hamann

sheri.weaver

skills validation

business impact of learning

skills measurement

enterprise data strategy

practice-based learning

learning simulations

ROI of learning

This session pulled back the curtain on why coaching strategies often stall at scale—and what it really takes to make coaching work in today’s organizations.

We’ve long relied on formal coaching programs designed for senior leaders, but those high-investment, executive-level programs don’t reflect how people actually grow across today’s cross-functional, constantly shifting teams. In this ELE roundtable, a panel of seasoned talent leaders unpacked the shift from “Big C” coaching (exclusive, executive-level engagements) to “little c” coaching—the micro-behaviors that build—or break—trust, clarity, and momentum across teams.

But here’s the friction: not every manager wants to coach. Some aren’t ready. And the systems they operate in often make coaching nearly impossible. Through interactive debate and candid reflection, we explored a more uncomfortable—but necessary—question: not whether coaching is valuable (we all agree it is), but whether the way companies are currently investing in it is truly working. The heart of the debate wasn’t about whether coaching is good or bad—it was whether it’s worth it to keep pouring resources into high-touch programs at the top, when the real opportunity might lie elsewhere.
<blockquote data-start="720" data-end="800">
“Leadership is in itself a profession that we lay over people doing other things.” -- <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>.
</blockquote>
Too often, we promote high performers into leadership roles and assume coaching will follow. But delivering results and growing others aren’t the same skillset—and without intrinsic motivation, even great managers may struggle to coach well.
Here are key takeaways that sparked conversation:

<h3 data-start="1420" data-end="1441">💡 Key Takeaways:</h3>
<ul data-start="1442" data-end="1916">
 	<li data-start="1442" data-end="1514">
Big C vs. little c Coaching – Not all coaching is created equal.
</li>
 	<li data-start="1515" data-end="1615">
Coaching ≠ Performance Review – There’s tension when your coach also rates your performance.
</li>
 	<li data-start="1616" data-end="1704">
AI as a Coaching Ally – Coaching avatars and GPT-based mentors are already here.
</li>
 	<li data-start="1705" data-end="1821">
Managers Aren’t Always the Answer – Maybe people don’t just leave managers. Maybe they leave broken systems.
</li>
 	<li data-start="1822" data-end="1916">
Coaching Requires Want-To, Not Just Know-How – Without motivation, training won’t stick.
</li>
</ul>
<h3 data-start="1918" data-end="1942">✅ Practical Actions:</h3>
<ul data-start="1943" data-end="2248">
 	<li data-start="1943" data-end="2009">
Introduce the Big C/little c coaching language in your org
</li>
 	<li data-start="2010" data-end="2076">
Screen leaders for EQ and coaching aptitude, not just role
</li>
 	<li data-start="2077" data-end="2123">
Embed coaching moments into daily work
</li>
 	<li data-start="2124" data-end="2184">
Pilot AI coaching tools to complement human feedback
</li>
 	<li data-start="2185" data-end="2248">
Reassess where manager investment is driving actual value
</li>
</ul>
Let’s reframe what scalable, empowered coaching really looks like. How are you evolving coaching in your organization? Share with us on ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h- text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words :mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-">
<div class="markdown prose w-full break-words dark:prose-invert light">


</div>
</div>
</div>
</div>
</div>
</div>

The Shift from Formal to Empowered: Innovative Coaching as the New Learning Paradigm

Digital &amp; AI

jane.shlaes

performance management

Coaching

post-mortem analysis

employee engagement

ruben.contreras

lean learning

workforce transition

emotional intelligence

brian.gold

amy.leschkekahle

AI in HR

lauren.marder

executive coaching

organizational learning

team communication

knowledge sharing

innovation culture

Reflective Leadership

sheryl.smikle

adam.walleser

scalable learning

people managers

coaching at scale

workplace coaching

This session provided a fresh lens on leadership development—moving from instruction to empowerment, from expert-led to peer-driven.

<blockquote data-start="370" data-end="500">
“How can we swing the pendulum closer to coaching… to elicit wisdom instead of just transferring information?” — <a href="https://www.ele.llc/members/ana-bedard" target="_blank" rel="noopener">Ana Bedard</a>
</blockquote>
That one question reframed the challenge HR leaders face: how to build leadership agility in an era where formal programs often fall short. The answer? Coaching—not just from professional coaches, but through peers practicing real-time feedback, powerful questions, and shared accountability.
The session introduced a scalable model inspired by Lead Belay—where leaders grow through structured, facilitated peer coaching circles. It’s lightweight, trust-building, and rooted in real-world challenges, not theory.
<img class="aligncenter size-full wp-image-43061" src="https://wp.ele.llc/wp-content/uploads/2025/05/Shift-from-Formal-to-Empowered-15-MAY-2025-1.jpg" alt="The Shift from Formal to Empowered: Coaching as the New Learning Paradigm" width="1920" height="1103" />
Key Takeaways:

<ul data-start="1036" data-end="1445">
 	<li class="" data-start="1036" data-end="1122">
Coaching fosters agility, empathy, and self-awareness—more than teaching ever could.
</li>
 	<li class="" data-start="1123" data-end="1207">
Peer coaching models are cost-effective and scalable across all leadership levels.
</li>
 	<li class="" data-start="1208" data-end="1287">
Open-ended, clarifying questions expose blind spots and spark deeper insight.
</li>
 	<li class="" data-start="1288" data-end="1363">
“Pay-it-forward” coaching builds internal capacity without new headcount.
</li>
 	<li class="" data-start="1364" data-end="1445">
When leaders coach each other, they also transform their own leadership habits.
</li>
</ul>
Practical Actions You Can Take Now:

<ol data-start="1487" data-end="1864">
 	<li class="" data-start="1487" data-end="1557">
Start a small peer coaching pilot using real leadership challenges.
</li>
 	<li class="" data-start="1558" data-end="1632">
Train managers in clarifying questions and active listening techniques.
</li>
 	<li class="" data-start="1633" data-end="1716">
Design for “exponential learning”—today’s participants become tomorrow’s guides.
</li>
 	<li class="" data-start="1717" data-end="1785">
Supplement formal leadership programs with peer coaching cohorts.
</li>
 	<li class="" data-start="1786" data-end="1864">
Encourage leaders to visibly practice coaching skills in team interactions.
</li>
</ol>
<blockquote data-start="1866" data-end="1988">
“The Lead Belay model is a multiplier. You’re building relationships, coaching skills, and agility all at once.” — <a href="https://www.ele.llc/members/jane-shlaes" target="_blank" rel="noopener">Jane Shlaes</a>
</blockquote>
This isn’t just a new method—it’s a mindset shift. For HR leaders ready to empower people instead of just informing them, peer coaching offers a clear path forward.
It’s a practical, human-centered approach that scales leadership development without scaling cost. And more importantly, it creates the kind of connected, reflective leaders we need now more than ever.
Have a takeaway, challenge, or success story to add? Share it with the community on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

The Shift from Formal to Empowered: Coaching as the New Learning Paradigm

collaborative learning

performance improvement

missy.gonzales

Talent Strategy

Performance Improvement

ana.bedard

peer coaching

HR transformation

coaching skills

wise2025

leadership agility

agile leadership

coaching mindset

empowered leadership

Cognitive Advisors

This session provided a compelling case for reimagining leadership—and the role of L&amp;D—in today’s volatile world. Marty didn’t just talk agility—he showed us what it means to think in systems, learn in loops, and lead like nature.

<blockquote data-start="720" data-end="800">
“Our role isn’t just building skills—it’s helping leaders shift mindsets.” -- <a href="https://www.ele.llc/members/marty-rosenheck" target="_blank" rel="noopener">Marty Rosenheck</a>
</blockquote>
<img class="aligncenter wp-image-43015" src="https://wp.ele.llc/wp-content/uploads/2025/05/Rosenheck-15-MAY-2025.jpg" alt="The Agile Leader: An Adaptive Systems Approach to Thriving in Complexity" width="990" height="557" />
That shift starts with seeing organizations not as machines to optimize, but as living systems to cultivate. Where old models of command-and-control break down, complexity invites us to lean into purpose, autonomy, and continuous experimentation.

<blockquote data-start="1050" data-end="1175">
“Safe-to-fail experiments are key. Try small things, see what works, amplify what does. That’s how adaptation happens.” -- <a href="https://www.ele.llc/members/marty-rosenheck" target="_blank" rel="noopener">Marty Rosenheck</a>
</blockquote>
🧠 Key takeaways for senior HR and talent leaders:

<ul data-start="1232" data-end="1587">
 	<li class="" data-start="1232" data-end="1296">
Treat your organization as a living system, not a machine.
</li>
 	<li class="" data-start="1297" data-end="1364">
Use safe-to-fail experiments to learn and adapt in real time.
</li>
 	<li class="" data-start="1365" data-end="1437">
Build trust-based networks that support horizontal knowledge flow.
</li>
 	<li class="" data-start="1438" data-end="1510">
Anchor decisions in a shared, meaningful purpose—your new compass.
</li>
 	<li class="" data-start="1511" data-end="1587">
Rethink your role: HR and L&amp;D as evolutionary leadership facilitators.
</li>
</ul>
💡 Try this with your team:

<ol data-start="1621" data-end="1964">
 	<li class="" data-start="1621" data-end="1685">
Launch a micro-experiment—test an agile practice in one area.
</li>
 	<li class="" data-start="1686" data-end="1753">
Map your internal communication network—what’s flowing (or not)?
</li>
 	<li class="" data-start="1754" data-end="1818">
Audit your purpose: is it clear, lived, and decision-driving?
</li>
 	<li class="" data-start="1819" data-end="1892">
Build a coalition of open-minded leaders willing to try something new.
</li>
 	<li class="" data-start="1893" data-end="1964">
Reframe your L&amp;D goals—are you building skills or shifting mindsets?
</li>
</ol>
This isn’t just a leadership upgrade—it’s a systems-level redesign. Are you ready to move from control to cultivation?
🔁 Let’s continue the conversation on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—what’s your role in evolving leadership?

The Agile Leader: An Adaptive Systems Approach to Thriving in Complexity

Leadership

marty.rosenheck

Login