Zurich North America

ELE Group, LLC

Journyz

Theme: Turning AI adoption into a culture of practice and shared learning.

<blockquote data-start="487" data-end="574">
“Practice, training, and sharing wins—that’s how we build momentum.” — <a href="https://www.ele.llc/members/kate-haney" target="_blank" rel="noopener">Kate Haney</a>, Zurich North America.
</blockquote>
This lab reminded us that the real differentiator in AI maturity isn’t the number of tools—it’s how people learn to use them, together.
As L&amp;D leaders, we often focus on technology readiness. But as the discussion showed, cultural readiness is what truly moves the needle. Momentum comes when teams have space to experiment, share early wins, and learn from one another’s prompts and missteps.

<blockquote data-start="984" data-end="1074">
“Make it OK to say things like, ‘I have no idea how to get started.’” —<a href="https://www.ele.llc/members/laura-ruff" target="_blank" rel="noopener"> Laura Ruff</a>
</blockquote>
That simple idea captures what every organization needs to unlock AI fluency: psychological safety. Before we can scale responsible AI use, we have to normalize not knowing—and create environments where questions are as valued as answers.

<blockquote data-start="1322" data-end="1439">
“L&amp;D’s role isn’t making content anymore—it’s enabling the organization’s adoption journey.” — <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>
</blockquote>
The takeaway is clear: in this new era, L&amp;D is the architect of adoption. Our work isn’t just to teach tools—it’s to cultivate curiosity, reinforce responsible experimentation, and connect peer learning into enterprise workflows.
When learning becomes daily practice, AI stops being “another initiative” and starts becoming how work gets done.


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<h3 data-start="1802" data-end="1859">🔑 6 Key Takeaways for Talent Development Leaders</h3>
<ol data-start="1861" data-end="2736">
 	<li data-start="1861" data-end="1980">
Culture beats capability. True AI maturity grows from a culture of experimentation, not from a stack of tools.
</li>
 	<li data-start="1981" data-end="2101">
Psychological safety is the new prerequisite for learning. Curiosity thrives where leaders model vulnerability.
</li>
 	<li data-start="2102" data-end="2247">
Governance drives confidence, not control. Clear use policies and shared frameworks reduce fear while accelerating responsible adoption.
</li>
 	<li data-start="2248" data-end="2397">
Peer learning multiplies ROI. When employees share their AI experiments and “quick wins,” adoption scales faster than formal training alone.
</li>
 	<li data-start="2398" data-end="2564">
Iteration is the new instruction. Learning leaders should design systems that evolve—updating playbooks, prompts, and governance as the organization matures.
</li>
 	<li data-start="2565" data-end="2736">
L&amp;D’s role is shifting from teacher to orchestrator. We’re no longer just building courses; we’re building ecosystems for continuous learning and safe innovation.
</li>
</ol>

<hr data-start="2738" data-end="2741" />

<h3 data-start="2743" data-end="2773">⚙️ 6 Practical Actions</h3>
<ol data-start="2775" data-end="3619">
 	<li data-start="2775" data-end="2907">
Create an internal “AI Practice Lab.” Dedicate space for employees to test tools, share results, and surface new use cases.
</li>
 	<li data-start="2908" data-end="3040">
Host quarterly “Show &amp; Share” sessions. Celebrate practical wins from across teams to make learning visible and contagious.
</li>
 	<li data-start="3041" data-end="3178">
Develop a Responsible AI Playbook. Combine governance guardrails, example prompts, and decision frameworks to simplify adoption.
</li>
 	<li data-start="3179" data-end="3322">
Launch a manager toolkit. Equip people leaders with talking points, FAQs, and reflection prompts to lead AI conversations confidently.
</li>
 	<li data-start="3323" data-end="3460">
Build micro-learning paths. Deliver quick, contextual lessons on prompt writing, bias checks, and validation for real workflows.
</li>
 	<li data-start="3461" data-end="3619">
Measure adoption through stories. Track momentum not just by tool usage, but by examples of efficiency, creativity, and collaboration improved by AI.
</li>
</ol>

<hr data-start="3621" data-end="3624" />
Momentum doesn’t come from mandates—it comes from moments of learning shared across a community. And that’s exactly where L&amp;D leaders have the power to turn whiteboard ideas into real-world workflows.
👉 Continue the conversation: share your own AI experiments, prompts, or success stories with fellow ELE members in our <a href="https://drive.google.com/drive/folders/1-BgyQdBV4ixZKIZlUS6_KFq0Q1slyg2s?usp=drive_link" target="_blank" rel="noopener">AI collaborative workspace</a>.


<hr data-start="3621" data-end="3624" />

Skillsoft's AI Maturity Model: A Roadmap to Transformation outlines four distinct phases that organizations navigate as they move from initial learning to fully integrated, value-delivering AI operations.

Their approach emphasizes that achieving the full transformative potential of AI requires a concerted, strategic effort across four key dimensions: people, platforms, processes, and policies. By following this roadmap, organizations can chart a course to successfully embed AI into the core of their business.
<h3>Which Phase Describes Your Organization?</h3>
<ul>
 	<li>Phase 1 - Exploration: Nascent phase focused on learning and discovery; understanding AI applications with an opportunistic approach.</li>
 	<li>Phase 2 - Experimentation: Testing AI technologies through pilot projects and proofs-of-concept to validate use cases.</li>
 	<li>Phase 3 - Innovation: Moving beyond pilots to extensive implementation; AI becomes an integral part of business processes, actively driving innovation.</li>
 	<li>Phase 4 - Realization: AI is fully embedded across operations, delivering measurable value and driving strategic decisions; efforts are governed, measured, and optimized.</li>
</ul>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/10/Skillsoft-Phases-of-AI-Maturity.jpg" alt="" />

<a href="https://www.skillsoft.com/blog/understanding-your-organizations-ai-maturity-a-roadmap-to-transformation">Understanding Your Organization’s AI Maturity: A Roadmap to Transformation</a> (Source: Skillsoft)

✨ AI Practical Lab: From Whiteboard to Workflow

future of work

Future of Work

Digital &amp; AI

digital transformation

dirk.tussing

learning culture

upskilling

leadership development

talent development

colin.hahn

psychological safety

kate.haney

guillermo.gutierrez

continuous learning

future of learning

learning trends

peer-learning

AI tools

HR future

AI in HR

jesse.paplanus

GenAI

workflow optimization

ai practical lab

AI Adoption

Practical AI

owen.burns

nicole.defalco

4Q2025

Strategic L&amp;D

kathleen.yang-clayton

cindy.pinkstaffmiller

roberto.seif

deepa.kartha

annette.wehrli

holly.r.pyatt

learning innovation

cecilia.lillegard

terresa.bubbers

laura.ruff

HR tech strategy

L&amp;D workflow

tool bloat

AI maturity model

senior HR leaders

learning technologies

HR digital transformation

AI governance

AI authoring tools

AI maturity

L&amp;D transformation

responsible AI

talent development leadership

experimentation culture

change enablement

Origami Works Foundation

This interactive discussion explores nonprofit use cases—often working with limited resources—are using AI in smart, practical ways to transform learning and development. The conversation made it clear: AI is not replacing talent leaders, but amplifying their ability to deliver personalized learning, empower staff, and build future-ready cultures.
As one panelist shared:

<blockquote data-start="618" data-end="739">
“By embracing AI, a team member unlocked new skills, greater confidence, and a well-earned raise.” — <a href="https://www.ele.llc/members/dani-petrie1" target="_blank" rel="noopener">Dani Houchin</a>, Origami Works Foundation
</blockquote>
And at scale, the potential is just as powerful:

<blockquote data-start="792" data-end="908">
“AI helps us customize training to each role, making learning more relevant and engaging.” — Natalie Kindred
</blockquote>
Together, these stories highlight AI’s dual impact—driving both personal growth and organizational transformation.


<hr data-start="1028" data-end="1031" />

<h2 data-start="1033" data-end="1056">🔑 5 Key Takeaways</h2>
<ol data-start="1057" data-end="1820">
 	<li data-start="1057" data-end="1220">
AI is a Co-Creator, Not a Replacement: Leaders are using AI to draft outlines, scenarios, and training objectives, while refining for culture and context.
</li>
 	<li data-start="1221" data-end="1358">
Personalization at Scale: AI makes role-based and learner-specific customization possible, even in large and diverse workforces.
</li>
 	<li data-start="1359" data-end="1518">
AI as a Retention Tool: Employees who adopt AI gain confidence, deliver higher-value work, and are more likely to stay and grow with the organization.
</li>
 	<li data-start="1519" data-end="1663">
Faster Prototyping &amp; Content Creation: From brainstorming to role-play scenarios, AI accelerates design cycles and increases relevance.
</li>
 	<li data-start="1664" data-end="1820">
Transparency Builds Trust: Sharing how AI was used to create drafts makes it easier for teams to give constructive feedback and adopt AI practices.
</li>
</ol>

<hr data-start="1822" data-end="1825" />

<h2 data-start="1827" data-end="1873">🛠 5 Practical Actions for Talent Leaders</h2>
<ol data-start="1874" data-end="2451">
 	<li data-start="1874" data-end="1983">
Pilot AI Experiments: Start with safe, small-scale use cases like goal setting or workshop outlines.
</li>
 	<li data-start="1984" data-end="2105">
Leverage Personas: Use AI to design role-specific or personality-driven learning experiences that feel tailored.
</li>
 	<li data-start="2106" data-end="2216">
Set Guardrails Early: Train teams on safe AI use to prevent risks like uploading sensitive documents.
</li>
 	<li data-start="2217" data-end="2333">
Coach AI Fluency: Encourage employees to see AI as a growth tool that expands their skills, not a shortcut.
</li>
 	<li data-start="2334" data-end="2451">
Refine Prompts Intentionally: Ask AI, “What’s generic?” or “What’s missing?” to sharpen quality outputs.
</li>
</ol>

<hr data-start="2453" data-end="2456" />
For nonprofit organizations—and any talent development leader—AI offers a rare combination: accessibility, low cost, and high impact. The session underscored that when AI is used as a partner in learning, it empowers employees to grow, helps leaders personalize development at scale, and accelerates content creation without sacrificing quality.
💬 Continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—share how you’re experimenting with AI in L&amp;D and learn from your peers.

Nonprofit Success Stories Using AI for L&D

Engagement &amp; Culture

jane.shlaes

jacki.davidoff

deborah.lenchard

dani.petrie1

employee engagement

workforce development

digital learning

adaptive learning

personalized learning

employee retention

skill-building

future-ready workforce

AI Use cases

people analytics

AI in Learning

diana.anderson

HR Technology

emily.decker-bess

organizational learning

3Q2025

workforce engagement

L&amp;D strategy

nonprofit leadership

career coaching

AI for nonprofits

nonprofit L&amp;D

talent development innovation

learning personalization

Ziel Leadership

West Bend Insurance

Session Focus: Strategies Talent Leaders Can Use to Navigate the Challenges of the AI-Enhanced Workplace.

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This interactive roundtable provided a candid, grounded discussion on how AI is reshaping workplace learning and leadership development—with new opportunities and new risks.
As AI tools move rapidly into coaching, feedback, and employee wellbeing, senior HR leaders face a challenge: how to scale learning in ways that deepen—not flatten—human leadership capacity.

<blockquote>
“AI should build human capacity—not become a learning crutch.” — <a href="https://www.ele.llc/members/missy-gonzales" target="_blank" rel="noopener">Michelle Gonzales</a>, West Bend Insurance.
</blockquote>
This was one of the key insights from our recent ELE peer discussion on thriving in the AI era—an open conversation on where AI is helping, where it’s creating new risks, and where HR leaders must set clear guardrails.


<hr data-start="916" data-end="919" />

<h3 data-start="921" data-end="938">Key Takeaways</h3>
<ul>
 	<li data-start="940" data-end="1129">L&amp;D must lead enterprise AI readiness L&amp;D plays a pivotal role in building organizational AI fluency and ethics awareness—equipping employees to use AI critically and responsibly.</li>
 	<li data-start="1131" data-end="1392">AI can scale learning—but not replace human interaction AI enables judgment-free practice (e.g. 360 feedback, sales coaching), but can create an illusion of safety that lacks the accountability and emotional nuance required for real leadership growth.</li>
 	<li>Data ethics and transparency are non-negotiable Employees must know exactly how their AI data is used. Without transparency, trust will erode.</li>
</ul>
<blockquote>
“Trust depends on transparency. Employees must know exactly how their AI data is used—or we risk losing trust altogether.” — <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener">Deepa Kartha</a>.
</blockquote>
<ul>
 	<li data-pm-slice="1 1 ">AI should enhance—not diminish—human leadership capacity
AI can automate routine feedback and scale coaching, freeing humans to focus on complex judgment, empathy, and innovation. HR must design AI use that strengthens—not undermines—these capabilities.</li>
</ul>

<hr data-start="1956" data-end="1959" />

<h3 data-start="1961" data-end="2004">Practical Actions for Senior HR Leaders:</h3>
✅ Champion AI literacy: Lead the development of critical AI skills and ethics awareness across your organization.
✅ Set clear data standards: Collaborate with legal and data teams to ensure AI data practices are transparent and trusted.
✅ Design human-centric learning: Use AI to enhance—not replace—leadership capabilities like judgment, empathy, and connection.
✅ Foster critical engagement: Encourage employees to challenge AI outputs, avoiding blind acceptance.
✅ Watch for learning crutches: Regularly evaluate where AI is helping—and where it may be dulling human leadership skills.


<hr data-start="2628" data-end="2631" />
AI is now embedded in how employees learn, reflect, and grow—but it brings new complexity.
HR leaders cannot delegate this responsibility to IT or data teams alone. How we frame, govern, and design AI use in leadership and learning will shape the future of trust, culture, and leadership readiness.
We must ensure that AI supports—not undermines—critical human leadership capabilities: judgment, empathy, courage, and connection.


[caption id="" align="aligncenter" width="613"]<a href="https://hbr.org/2025/04/how-people-are-really-using-gen-ai-in-2025" target="_blank" rel="noopener"><img src="https://wp.ele.llc/wp-content/uploads/2024/10/HBR-2025-Gen-AI-Use-Cases-1st-Wellbeing.jpg" alt="" width="613" height="592" /></a> Source: Infographic from <a href="https://hbr.org/2025/04/how-people-are-really-using-gen-ai-in-2025" target="_blank" rel="noopener">How People Are Really Using Gen AI in 2025 (HBR April, 2025)</a>[/caption]
The question isn’t whether we use AI. The question is: will we use it well? Share with us on ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

</div>
</div>
</div>
</div>
</div>
</div>

Thriving in the AI Era: Employee Wellbeing, Mental Resilience, and Burnout Prevention

Leadership

kyle.swanson

missy.gonzales

eduardo.burgos

katrina.williams

critical thinking

marty.murrillo

reskilling

matt.sernaker

HR leadership

HR strategies

Burnout Prevention

AI ethics

erin.joslin

team communication

knowledge sharing

innovation culture

teaming techniques

AI for Wellbeing

AI Coaching

2Q2025

adam.walleser

human-centric AI

AI-enhanced leadership

AI literacy

data privacy

leadership readiness

trust in AI

AI is reshaping how we work—faster decisions, leaner processes, smarter tools. But for employees, the pace of transformation often feels more destabilizing than empowering. What’s accelerating is change. What’s not? Recovery. And while organizations rush to optimize workflows, the human systems that sustain them—well-being, trust, psychological safety—are showing signs of strain.

<blockquote>
“When people feel genuinely cared for, trust and engagement soar.” -- <a href="https://www.ele.llc/members/missy-gonzales" target="_blank" rel="noopener">Michelle Gonzales</a>, West Bend Insurance
</blockquote>
<img class="aligncenter size-full wp-image-43026" src="https://wp.ele.llc/wp-content/uploads/2025/05/Wellbeing-in-AI-Era.jpg" alt="Thriving in the AI Era: Employee Wellbeing at ManpowerGroup" width="2352" height="1568" />
This session was a wake-up call for senior talent leaders: Your AI strategy will fail if your people don’t feel safe, skilled, and seen.


<hr class="" data-start="869" data-end="872" />

<h3 class="" data-start="874" data-end="900">🔑 Key Takeaways:</h3>
<ul data-start="902" data-end="1762">
 	<li class="" data-start="902" data-end="1043">
AI creates uncertainty, not just efficiency. Employees fear irrelevance or job loss, especially without a clear roadmap for upskilling.
</li>
 	<li class="" data-start="1045" data-end="1378">
Well-being drives readiness. When employees feel cared for, they engage more deeply and adapt more confidently. That care can’t be performative—it has to be embedded in everyday decisions, leadership behaviors, and cultural norms.
</li>
 	<li class="" data-start="1380" data-end="1499">
Resistance is rarely willful—it’s about capability. Most hesitation stems from lack of skills, not unwillingness.
</li>
 	<li class="" data-start="1501" data-end="1621">
ERGs and focus groups unlock real-time solutions. During COVID and now AI, listening remains a high-leverage tool.
</li>
 	<li class="" data-start="1623" data-end="1762">
Small, peer-led learning spreads faster than top-down mandates. Culture changes through shared curiosity—not executive announcements.
</li>
</ul>

<hr class="" data-start="1764" data-end="1767" />
Leaders can’t afford to treat well-being like a box to check. When care is authentic, outcomes improve—retention, productivity, loyalty. The organizations that thrived through crisis didn’t just offer benefits; they listened, responded with empathy, and co-created support systems that met employees where they were. The same approach applies in today’s AI environment. People aren’t asking for perfection—they’re asking to be prioritized.

<blockquote data-start="720" data-end="800">
“Most resistance to AI isn’t refusal—it’s a skills gap.” -- <a href="https://www.ele.llc/members/guillermo-gutierrez" target="_blank" rel="noopener">Guillermo Gutierrez</a>
</blockquote>
This shift also demands reframing how we interpret resistance. Employees aren’t pushing back because they’re change-averse—they’re overwhelmed. And when AI tools are dropped into workflows without a learning pathway or psychological safety, shutdown is the natural response. It’s not about forcing adoption—it’s about creating capability and confidence.


<hr class="" data-start="2655" data-end="2658" />

<h3 class="" data-start="2660" data-end="2712">🔧 Practical Actions for HR Talent Leaders:</h3>
<ol data-start="2714" data-end="3265">
 	<li class="" data-start="2714" data-end="2830">
Activate ERGs to co-design support plans for employee stress, learning, and inclusion in AI transformation.
</li>
 	<li class="" data-start="2831" data-end="2944">
Launch short, gamified AI learning cohorts that encourage peer-to-peer exploration, not forced training.
</li>
 	<li class="" data-start="2945" data-end="3061">
Coach leaders to communicate using terms like “evolve” and “experiment” instead of “disrupt” and “replace.”
</li>
 	<li class="" data-start="3062" data-end="3171">
Spotlight micro-successes in AI adoption from frontline employees to foster confidence and momentum.
</li>
 	<li class="" data-start="3172" data-end="3265">
Make well-being visible and vocal again. Don’t wait for burnout—design for resilience.
</li>
</ol>
AI adoption isn’t just a digital challenge—it’s a cultural one. And the leaders who get it right won’t be the ones with the best tech stack. They’ll be the ones who remembered this: supporting people is the transformation.
Put care and capability at the center—and your organization will not only adapt but thrive.

Thriving in the AI Era: Employee Wellbeing, Mental Resilience & Burnout Prevention

Integrated Talent Management

Change Management

inna.conner

organizational culture

employee wellbeing

Skills Gap

ERGs

Human-Centered Leadership

wise2025

Problem Solutions

Upsurge Advisors

Pacific Cycle

Froedtert ThedaCare Health

What if Learning &amp; Development stopped reacting—and started reshaping what’s next?
That challenge took center stage at the Milwaukee Talent Development Conference 2025, where <a href="https://www.ele.llc/members/janice-simmons" target="_blank" rel="noopener">Janice Simmons</a>, <a href="https://www.ele.llc/members/guillermo-gutierrez" target="_blank" rel="noopener">Guillermo Gutierrez</a>, <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, <a href="https://www.ele.llc/members/kelly-wojda" target="_blank" rel="noopener">Kelly Wojda</a>, <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>, and <a href="https://www.ele.llc/members/inna-conner" target="_blank" rel="noopener">Inna Conner</a> made one thing clear: the future of L&amp;D isn’t coming—it’s already here. And it demands a different mindset.
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/06/WISE2025-Future-is-Now-CLO-panel.jpg" alt="" width="719" height="405" />
Today’s most effective L&amp;D leaders aren’t behind the curve; they’re shaping it. That means no more order-taking, no more siloed solutions, and no more waiting for “perfect.” Instead, they’re embedded in business conversations, fluent in data, and focused on co-creating value across the enterprise.
Key Strategies That Stand Out:

<ul data-start="1012" data-end="1777">
 	<li data-start="1012" data-end="1185">
⚡ Design disruption on purpose. The best L&amp;D teams don’t brace for change—they launch it. Think less “training as usual,” more “learning as innovation infrastructure.”
</li>
 	<li data-start="1186" data-end="1323">
🤝 Cross-functional partnerships are a competitive edge. Building shared ownership for change reduces resistance and scales impact.
</li>
 	<li data-start="1324" data-end="1484">
📊 Data isn’t a dashboard—it’s your language of influence. Showing clear, business-relevant outcomes transforms L&amp;D from cost center to strategic enabler.
</li>
 	<li data-start="1485" data-end="1619">
🛠️ Prototype boldly. Don’t wait for polished programs—test, learn, and iterate like a product team. Agility is the new quality.
</li>
 	<li data-start="1620" data-end="1777">
🌟 Be the learner you expect others to be. Future-ready teams start with L&amp;D owning its own development—curiosity, creativity, and AI fluency included.
</li>
</ul>
Panelists shared real examples: scaling inclusion programs through ERGs, challenging managers to rethink requests before training launches, and using data to predict—not just explain—impact. These aren’t just tactics. They’re signs of a function claiming its strategic seat.
If L&amp;D wants to lead, not lag, it’s time to shift: from support to strategy, from reaction to anticipation, from perfectionism to progress.
The takeaway? Don’t wait to be invited into the future—design it.

The Future is Now: Transforming L&D for Tomorrow's Challenges

Strategy

janice.simmons

Talent Strategy

employee experience

organizational agility

learning and development

kelly.wojda

cross-functional collaboration

HR Innovation

Workforce Transformation

data driven HR

michael.hruska

business-aligned L&amp;D

proactive learning design

Michael Hruska’s keynote wasn’t about the future of AI—it was about the now. In “Thinking AI First,” he made a clear case: it’s time to move beyond the hype and start building AI-powered enterprises that amplify human capabilities, not just automate tasks. Hruska invited us to stop thinking of AI as a tool and start seeing it as a partner—one that unlocks new performance thresholds, creative breakthroughs, and human potential.

<img class="aligncenter wp-image-43033" src="https://wp.ele.llc/wp-content/uploads/2025/05/Hruska-Keynote-1.jpg" alt="Thinking AI First: Growing your Augmented Enterprise" width="656" height="445" />
<blockquote data-start="718" data-end="862">
“AI isn’t just automation—it’s transformation. The real question isn’t what AI can do, but who we can become with it.” — <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, Problem Solutions.
</blockquote>
Here are five big takeaways for HR and talent leaders ready to lead the shift:

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 	<li data-start="944" data-end="1170">
Think Augmentation, Not Automation Frame AI as a co-creator that enhances human contribution—not a job taker. This mindset shift is critical to overcoming fear and fostering collaboration between people and machines.
</li>
 	<li data-start="1172" data-end="1356">
Build Your AIQ Blended intelligence—the fusion of human insight with AI’s speed and memory—isn’t optional. It’s what will drive scalable problem-solving and unlock new value.
</li>
 	<li data-start="1358" data-end="1584">
Close the AI Literacy Gap 70% of AI initiatives fail to scale—often because teams don’t know how to use the tools. Leaders must invest in training across all levels, including prompt engineering and change readiness.
</li>
 	<li data-start="1586" data-end="1761">
Free Humans for Higher-Order Thinking AI doesn’t just make things faster—it clears the way for creativity by reducing low-value tasks and speeding up project cycles.
</li>
 	<li data-start="1763" data-end="1953">
Lead the Cultural Shift Adopting AI is less about tools and more about mindset. Build a culture of curiosity, experimentation, and “daily spirals” of learning to stay future-ready.
</li>
</ul>
Leadership Isn’t Optional—It’s the Engine of AI-Driven Transformation Michael’s closing message was clear: AI success hinges on leadership. It’s not just about adopting tools—it’s about designing cultures where AI and people co-evolve. Leaders must model curiosity, invest in AI literacy, and align AI efforts with purpose and performance.
Without strong leadership, AI remains a stalled pilot. With it, AI becomes a catalyst for growth, creativity, and transformation.
The future belongs to those who don’t wait for AI to work—but intentionally lead the way, shaping systems where human potential and machine intelligence thrive together.

Thinking AI First: Growing your Augmented Enterprise

organizational change

human AI collaboration

AI transformation

business strategy

artificial intelligence

thinking AI first

augmented enterprise

strategic framework

enhanced decision-making

accelerated innovation

improved efficiency

human intelligence

organizational capacity

Augmented Intelligence

As the wrap-up, speed upskilling, and group networking activity to help everyone meet speakers and contributing members who will provide valuable tools at each table.
<ul>
 	<li>AI Strategy - your next steps explored!</li>
 	<li>Leverage AI for upskilling and reskilling</li>
 	<li>Are Your Leaders Future-Ready? A Critical Conversation on Leadership in the AI Era</li>
 	<li>Building ELE's AI-Powered Onboarding Assistant</li>
 	<li>DEI: ERGs for Developing NextGen Leaders</li>
 	<li>Discover how Technology Quotient (TQ) is reshaping the future of work</li>
 	<li>Emerging Leaders Ascent</li>
 	<li>Greater Social Equity: Evolutionary Approach to Systems Change for Talent Innovations</li>
 	<li>Leaders as Champions of Mental Well-Being</li>
 	<li>Learning Outside the Box with getAbstract</li>
 	<li>Powering AI-enabled Workforce Performance Strategies</li>
 	<li>Return on Learning - Measurement Strategies</li>
 	<li>Switching to Skills-Focused Talent Management</li>
 	<li>Talent Sustainability in the AI Era</li>
</ul>
Tiffany Strietelmeier and Rich Busby will co-organize this group activity.

&nbsp;

What is a "Cracker Barrel" Group Networking Activity?
<ul>
 	<li>OVERVIEW: Watch scenes from <a href="https://www.youtube.com/watch?v=GvoLnhYmn7M" target="_blank" rel="noopener noreferrer">Chicago ISPI 2012 Cracker-Barrel</a>.</li>
 	<li>A "Cracker Barrel" speed networking event is a type of networking session that borrows elements from the "Cracker Barrel" session format often used in conferences and workshops. The name "Cracker Barrel" doesn't relate to the restaurant chain but rather to an informal, interactive setting reminiscent of old-time general stores where people gathered around barrels filled with crackers for conversations.</li>
</ul>
In the context of a speed networking event, the Cracker Barrel format typically involves:
<ol>
 	<li>Multiple Discussion Stations: Several stations or tables, each focused on a specific topic or theme, serve as conversation points where attendees can gather.</li>
 	<li>Rotating Groups: Participants rotate between these stations at set intervals, similar to traditional speed networking. This allows attendees to engage with different groups and discuss various topics quickly.</li>
 	<li>Facilitated Discussions: Each station often has a facilitator or a lead who keeps the discussion on track and ensures that each participant gets a chance to contribute.</li>
 	<li>Informal Setting: The atmosphere is kept informal and conversational to encourage open communication and networking.</li>
</ol>
A Cracker Barrel speed networking event aims to maximize interactions among participants, allowing them to share knowledge, discuss common interests, and build professional connections efficiently.

ELE Talent Development Conference 2024 "Cracker Barrel" Group Networking Activity

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