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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.

Goodyear Tire & Rubber Company

Intrepid by VitalSource

<blockquote>"Cohort learning is a flexible, group-based experience that emphasizes social interaction and practical application." -- <a href="https://www.ele.llc/members/tim-chudy" target="_blank" rel="noopener">Tim Chudy</a></blockquote>
This Concurrent Breakout session provided valuable insights into using cohort learning to enhance employee retention during onboarding. Experts from Good Year and Intrepid, Julian Malnak and Tim Chudy shared practical strategies for designing and implementing effective cohort learning programs. Here are three key takeaways:
<ol>
 	<li>Cohort Learning Benefits: Fosters a collaborative and supportive environment, boosting employee connection and retention. Suitable for various organizational needs like onboarding and leadership training.</li>
 	<li>Effective Design: Uses diverse methods, including live sessions, asynchronous learning, gamification, and multilingual support. Programs should be flexible and meet learners where they are.</li>
 	<li>Continuous Improvement: Regularly collect and analyze data on user engagement to refine the cohort learning experience. Programs like Goodyear's OnRamp highlight the importance of storytelling, manager involvement, and community building.</li>
</ol>
<blockquote>"One of the most important things when you bring people in across the globe is you have to take language into account. That's been part of our journey as well." -- <a href="https://www.ele.llc/members/julian-malnak" target="_blank" rel="noopener">Julian Malnak</a></blockquote>
Julian emphasized the importance of inclusivity in global organizations. This highlights the need for multilingual support and cultural sensitivity in onboarding processes.

By adopting these strategies, organizations can create engaging and effective onboarding experiences, leading to higher employee satisfaction and retention.

Optimizing Onboarding in M&A | Strategies for Cohort Learning to Boost Employee Retention

Engagement &amp; Culture

kyle.swanson

Operations

tomas.ramirez

learning design

cohort learning

onboarding

julian.malnak

edward.desrosiers

leadership development

talent development

global

employee engagement

global design

learning and development

tim.chudy

employee retention

workplace culture

HR strategies

Designing Cohort Learning to Scale

wise2024

AbbVie

Global learning must balance local nuances and the need to harmonize.

Regarding supporting international business, the learning function is a key enabler of business impact. That is, if the function is designed to support the specific priorities of the business.

After almost 20 years of dealing with international learning challenges, I would summarize them into these buckets:
<ol>
 	<li>Scale and local differences,</li>
 	<li>Time to market,</li>
 	<li>Partnership,</li>
 	<li>Distance</li>
</ol>

The Beauty & Challenges of Global Learning: Designing Cohort Learning to Scale

daryl.fleary

marcello.rinaldi

CHIE2023

Genesee & Wyoming Inc.

Session Focus: This is the kick-off recording for a 3-week semi-synchronous learning experience with ELE peers.
In this thought-provoking session, learning leaders explore the paradigm shift from traditional instructional design approaches to designing for collaborative, cohort-based learning experiences. The discussion highlights the importance of moving away from the "push" model of information delivery and embracing strategies that "pull" engagement, reflection, and peer-to-peer learning from participants.
As Darl Fleary aptly states, "...when you start designing for collaboration what you really want to think about and even though we're trying to have some learning happen in the Learners what we want to think about is we want to think about pulling information not pushing information."
Key Takeaways:

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Shift from pushing information to pulling engagement from learners through collaborative activities that foster reflection, sharing, and peer learning.</li>
 	<li class="whitespace-normal break-words">Design for creating immersive learning experiences that leverage technology, build context, and align with learning objectives while relying on strong project management.</li>
 	<li class="whitespace-normal break-words">Unlearn traditional instructional design approaches by participating in programs like Intrepid's "Design for Collaboration" course to gain fresh perspectives and practical strategies for enabling effective collaborative online learning.</li>
</ol>
Join this 3-week semi-synchronous learning journey to explore practical insights, real-world case studies, and expert guidance on designing collaborative cohort-based learning experiences that drive active participation, knowledge sharing, and lasting behavioral change.

Designing Collaborative Cohort-based Learning

learning strategy

Digital &amp; AI

dirk.tussing

newton.moore

richard.busby

jesse.james

talent management

learning &amp; development

flow of work

online event

complimentary event

instructional design

rebecca.benson

ann.brownell

Scalable Global Cohorts

sam.herring

jr.burch

peer-learning

Session Focus: This is an optional live kick-off for a 3-week semi-synchronous learning experience with ELE peers. You will learn how to design impactful collaborative learning experiences, whether fully digital or blended online with live sessions.

Register, and we will create a 30-minute video that will be emailed to everyone to watch on-demand and kick off this 3-week, semi-synchronous cohort learning experience.
<blockquote>
<h2>Can online learning be collaborative?</h2>
<h2>Yes!</h2>
</blockquote>
Join our community of learning professionals who:
<ul>
 	<li>Expect more from learning technology</li>
 	<li>Want collaboration + available anytime, anywhere</li>
 	<li>Refuse to skimp on engagement</li>
</ul>
What is it? This 3-week semi-synchronous ELE/Intrepid cohort helps you design impactful collaborative learning experiences, whether fully digital or blended online with live sessions.

Who is it for? Instructional designers, learning architects, learning experience designers, and others who want to expand their career horizons!

You'll learn from and with the Intrepid Team and a global group of like-minded colleagues who share the same goal: improve the online learning experience.

Why is it important? Collaborative online learning is the modality chosen by BOTH learners and CLOs as the preferred approach for business-critical training topics. (See the <a href="https://blog.intrepidlearning.com/resources/high-stakes-2021" target="_blank" rel="noopener">survey results</a>.)

<img class="aligncenter size-large wp-image-37464" src="https://www.learningexecutive.com/wp-content/uploads/2022/11/Cohort-Learning-Lets-Discuss-Designnig-1024x524.png" alt="Designing Cohort Learning to Scale Discussion Points" width="512" height="262" />

&nbsp;

When asked, "What did you find most useful?" our previous participants had these sorts of things to say:
<blockquote>"It was great getting to collaborate with others and knowledge share. I also really enjoyed the platform..."

"The variety of content, the relevancy, the connection to others outside of my organization..."

"Acknowledging the issues of L&amp;D in a straightforward manner and then collaborating on solutions..."</blockquote>
When is it?  April 24 - May 12, 2023. About an hour of content and collaboration each week for three weeks. Do it at your own pace and when it's convenient for you.

And you'll earn Intrepid's Design for Collaboration badge to display on your LinkedIn profile.

&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

single-event

Your Teams

Learning Circles

tim.treger

Complimentary

Digital

Nomadic Learning

ELE Group, LLC

Discussion Group 6: Debrief | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


This debrief session explored the effectiveness of a global cohort-based learning program on the Josh Bersin Academy platform. Participants discussed optimizing scalable learning experiences, yielding valuable insights for L&amp;D professionals.
Key takeaways:
1. Balancing asynchronous and synchronous learning for flexibility and engagement.
2. Implementing diverse engagement strategies to enhance participant interaction.
3. Tailoring learning experiences for L&amp;D professionals to foster innovation.

<blockquote>A crucial insight emerged: "I think when we get to a place where we say that it's to help the organization reach its strategic goals that's when we'll see a better distribution of the budget." This underscores the importance of aligning L&amp;D initiatives with organizational objectives.</blockquote>
The session covered optimal group sizes, balancing individual and organizational development, and strategies for improving engagement and completion rates. Participants collaboratively shared experiences and suggestions, demonstrating the L&amp;D community's commitment to advancing learning practices.

JBA/ELE Leading L&D 6: Debrief

evidence-based research

Peer-to-Peer Learning

collaborative learning

learning culture

judy.albers

Learning Agility

Semi-synchronous Collaborative Peer-Learning

lisa.mendoza

robert.burnside

Discussion Group 6: Debrief | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


What a great experience the last 5 weeks have been taking The Leading L&amp;D Program as an ELE cohort.

Let’s wrap up with a final 30-minute debrief on the following two goals:
<ol>
 	<li>Experience a well-built cohort designed to scale, and</li>
 	<li>Upskill ourselves: Develop new strategies that align with employees' and organizations' needs to thrive while learning new tools.</li>
</ol>
Diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles while getting hands-on, practical guidance and time-tested wisdom from two CLOs, Pamay Bassey, Chief Learning and Diversity Officer at the Kraft Heinz Company, and Cameron Hedrick, Chief Learning Officer at Citi.
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
<img class="aligncenter size-full wp-image-37039" src="https://www.learningexecutive.com/wp-content/uploads/2022/10/8-principles-design-cohorts-to-scale-nomadic.jpg" alt="Eight Principles for Successful Cohort-Based Learning at Scale" width="915" height="502" />

&nbsp;

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D. Fundamental shifts and paradoxes we explored over the five weeks include:

<ol>
 	<li>From Periphery to Center</li>
 	<li>From Inputs to Outcomes
</li>
 	<li>From Individuals to Cohorts</li>
 	<li>From Executives to Everyone</li>
 	<li>From Training to Culture</li>
</ol>
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

Team Leaders

Equity & Access to Learning | Creating Learning Journeys in the Flow of Work Case Study: ELE/JBA Leading L&D Debrief

carlos.velazquez

kelly.stallbaum

matt.burr

CHIE2022

<div class="session_abstract">

ELE spent the summer benchmarking for seven consecutive weeks series discussing how different companies have implemented cohort-based learning solutions. We are interested in exploring if an emerging next practice is semi-synchronous collaborative peer learning. When designing cohort learning to scale, learning solutions can be instructorless and easier to scale when well thought out and done right. During each session, we explored why these eight principles are creating successful cohort-based learning at scale:
<div id="collapse-36711" class="collapse show">
<div class="abstract-content my-4">
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

</div>
</div>
</div>

Debrief: Designing Cohort Learning to Scale: Learning in the Flow of Work

Leadership

mike.kester

leading remote workers

remote

hybrid workforce

virginia.cavanagh

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Discussion Group 5: From Training to Culture | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


✅ TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort.

The final session of the Josh Bersin Academy's "Leading L&amp;D" program demonstrated the shift from traditional training to cultivating a learning culture through global cohort learning on the JBA platform.
Key Takeaways:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Semi-synchronous learning combines self-paced study with scheduled interactions, supporting the transition to an integrated learning culture.</li>
 	<li class="whitespace-normal break-words">The format fosters networking and relationship-building, crucial for developing a global learning culture.</li>
 	<li class="whitespace-normal break-words">Analytics and follow-up are essential for tracking engagement and demonstrating the impact of cultural transformation initiatives.</li>
</ol>
A notable quote highlighted the essence of semi-synchronous learning:

<blockquote>
"Semi-synchronous is different than Blended because... there's a whole lot of pure learning going on that you're learning from each other and so and there is a schedule Associated"
</blockquote>
The JBA platform showcased how semi-synchronous learning can be scaled to create consistent experiences for global audiences. The program's structure of self-paced modules, peer discussions, and optional live sessions engaged learners across diverse backgrounds.
This experience emphasized that the future of L&amp;D lies in embedding learning into daily work. Semi-synchronous learning, as exemplified by the JBA platform, offers L&amp;D leaders a powerful tool to drive cultural transformation at scale.
We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

JBA/ELE Leading L&D 5: From Training to Culture

jean.ryan

teresa.oliszewicz

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Discussion Group 4: From Executives to Everyone | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.

In this insightful session, participants explored the power of global cohort learning and its potential to scale learning and development initiatives across organizations. The discussion centered on the Josh Bersin Academy platform and its application in creating engaging, scalable learning experiences.
Key takeaways from the session include:

<ol>
 	<li style="list-style-type: none;">
<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Scalability and Flexibility: Cohort learning can be effectively scaled using a combination of large cohorts and smaller discussion groups, leveraging technology for semi-synchronous learning. This approach allows for greater flexibility and accessibility for participants, making it possible to extend learning opportunities from executives to everyone in the organization.</li>
 	<li class="whitespace-normal break-words">Diversity and Relationship Building: Diverse cohorts tend to outperform homogeneous groups, providing richer learning experiences and building valuable cross-functional relationships. The session emphasized the importance of measuring not just knowledge gain, but also the connections and knowledge sharing that occur during cohort learning.</li>
 	<li class="whitespace-normal break-words">Innovative Program Design: Successful cohort learning programs can be designed using a mix of expert content (e.g., pre-recorded videos) and facilitated discussions led by experienced professionals or high-potential talent. This approach can help scale programs while managing the time commitments of in-demand experts and developing internal talent.</li>
</ol>
</li>
</ol>
<blockquote>
A key insight from the session was captured in this quote from Dirk: "ELE platform is 100% user generated content and so most of our sessions we might have somebody share their expertise, it might be a case study, Teresa might be doing something that she's spent two years and she's going to summarize it in the PowerPoint but there's a lot of expertise in the room."
</blockquote>
This statement highlights the power of leveraging internal expertise and user-generated content to create rich, relevant learning experiences. By tapping into the collective knowledge of participants, organizations can create more engaging and impactful learning programs that scale effectively across all levels of the organization.


<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

JBA/ELE Leading L&D 4: From Executives to Everyone

marcie.stern

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Discussion Group 3: From Individuals to Cohorts | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.

In this dynamic session, participants explored the power of cohort-based learning through the Josh Bersin Academy platform. The discussion centered on the shift from individual-focused learning to cohort experiences, emphasizing how this approach can drive sustained behavior change and enhance learning outcomes.
<blockquote>A key quote that resonated throughout the session was from Ann: "Sustained Behavior change is the outcome of a harmonized set of systems."</blockquote>
This sentiment underscores the importance of creating holistic learning environments that support long-term growth and development.

Key Takeaways:
1. Semisynchronous, Cohort-Based Learning Design: The session highlighted the effectiveness of a flexible yet engaging learning approach. This design allows participants to learn at their own pace while still benefiting from group interactions and discussions. The semisynchronous nature ensures that no one falls behind, as learners can easily catch up and remain part of the cohort experience.
2. Challenges in Measuring L&amp;D Impact: Participants discussed the ongoing challenge of demonstrating the value of L&amp;D initiatives, particularly for leadership development programs. While immediate results are often elusive, the session explored strategies for illustrating impact, including the use of engagement metrics, best practice data, and long-term outcome measurements.
3. Power of Peer Learning: The session emphasized the significant value of diverse perspectives within a cohort. Participants shared how insights from peers led to "aha moments" and fresh ideas, helping them overcome challenges in their own projects and roles. This collaborative aspect of cohort learning emerged as a key driver of engagement and learning effectiveness.
By experiencing this cohort-based learning approach firsthand, participants gained valuable insights into how to implement and optimize similar programs in their own organizations. The session demonstrated how the Josh Bersin Academy platform can be leveraged to scale this type of learning experience globally, fostering a harmonized system that supports sustained behavior change and continuous professional development in the field of L&amp;D.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

JBA/ELE Leading L&D 3: From Individuals to Cohorts

nick.allen

carole.widmer

janna.scheese

john.kelly

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Discussion Group 2: From Inputs to Outcomes | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.

In this insightful session, L&amp;D professionals explored the transition from input-focused learning to outcome-driven experiences through the lens of a global cohort learning program. Participants engaged with the Josh Bersin Academy platform, designed to optimize scalable learning experiences.
The discussion revealed three key takeaways essential for modern L&amp;D practitioners:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">The Power of Peer Interaction: Cohort learning thrives on active engagement and experience sharing among peers. This interaction not only enhances the learning experience but also builds valuable professional connections that extend beyond the program.</li>
 	<li class="whitespace-normal break-words">Time Management is Crucial: Success in cohort programs hinges on participants' ability to carve out dedicated time for learning activities. Treating learning time with the same priority as other critical tasks is fundamental to maximizing the benefits of the program.</li>
 	<li class="whitespace-normal break-words">Concise Content Delivery: The effectiveness of learning content is closely tied to its brevity and focus. Short, impactful content – particularly videos ranging from 90 seconds to 3 minutes – proves most effective in maintaining engagement and knowledge retention.</li>
</ol>
<blockquote>
Highlighting the importance of concise content delivery, one participant noted, "It's harder, it takes more time, but if you show flip out a video to 10,000 people and it's 10 minutes longer than it needs to be, the number of minutes that are wasted by the organization is crazy." This statement underscores the critical balance between content creation effort and organizational efficiency in learning delivery.
</blockquote>
By focusing on these key elements, L&amp;D professionals can design and implement more effective, engaging, and impactful learning experiences that drive meaningful outcomes for both individuals and organizations.

JBA/ELE Leading L&D 2: From Inputs to Outcomes

marsha.love-morrow

ariel.mcgrew

teresa.henderson

shailesh.kamath

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Kick-off and Introduction for experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale with ELE’s strong community will be on September 7, 2022.

The Leading L&amp;D Cohort Program kick-off session introduced participants to an innovative learning experience that combines the power of global cohort learning with the flexibility of a cutting-edge digital platform. The Josh Bersin Academy, in partnership with ELE (Executive Learning Exchange), has created a program that promises to revolutionize how L&amp;D professionals learn and grow together.

<blockquote>
As Laura Clark, VP of Sales for Josh Bersin Academy, emphasized: "Our approach to the content in anyone one of our programs is the mixture of theory and real-world application that help the Learners take what they've learned and apply it immediately to their work."
</blockquote>
This philosophy underpins the entire program, ensuring that participants gain not just knowledge, but actionable insights they can implement in their organizations.

<h2 class="font-600 text-xl font-bold">Key Takeaways</h2>
<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Flexible, Manageable Learning: The program is designed to fit seamlessly into your work life. Each weekly module, called a "Field Manual," requires only about an hour of your time. You have the flexibility to complete the work at your own pace within the week, making it easy to balance with your other professional responsibilities. This approach truly embodies learning in the flow of work.</li>
 	<li class="whitespace-normal break-words">Collaborative and Interactive: The Josh Bersin Academy platform fosters a rich, collaborative learning environment. Through comments, discussions, and voting features, you'll have the opportunity to engage with and learn from other L&amp;D professionals in your cohort. This peer-to-peer learning adds a valuable dimension to the course content, allowing you to benefit from the diverse experiences and insights of your fellow participants.</li>
 	<li class="whitespace-normal break-words">Practical Application: The program strikes a perfect balance between theory and practice. By combining conceptual learning with real-world applications, you'll be able to immediately apply what you've learned to your work. This practical approach, supplemented by optional weekly discussions and a culminating in-person session, will equip you with actionable strategies to drive impact in your organization.</li>
</ol>
<h2 class="font-600 text-xl font-bold">Looking Ahead</h2>
As we embark on this learning journey together, we encourage you to fully engage with the platform, your peers, and the content. The program's high completion rate of over 85% speaks to its engaging and valuable nature. Whether you're looking to earn SHRM credits, expand your professional network, or gain cutting-edge insights in L&amp;D, this cohort program offers a unique opportunity to grow and excel in your field.
Stay tuned for our weekly modules and optional discussion sessions. Remember, the more you put into this experience, the more you'll get out of it. Let's learn, collaborate, and innovate together in this global cohort learning adventure!

Leading L&D Cohort Program | Kick-off & Introduction

laura.clark

Session Focus: CDW develops line managers globally to become better remote leaders.


This session provided valuable insights into rethinking leadership development in a remote-first world. One of the standout lessons was the need to move beyond traditional, rigid training programs.
<blockquote>As Katrina Williams shared, “We didn’t want this to be a checkbox; we designed it to be flexible and engaging, something that leaders could consume in their own time.”</blockquote>
This approach led to one of the most effective leadership programs CDW had ever run, driven by peer collaboration and a flexible structure.

For senior HR talent leaders, three key takeaways emerged:
<ol>
 	<li>Adaptability and Flexibility in Leadership Programs: Leadership development must adapt to changing environments. Flexible, self-paced learning enables leaders to balance professional demands while still building crucial skills.</li>
 	<li>Cohort-Based Learning and Peer Engagement: Encouraging peer-to-peer learning and authentic discussions fosters continuous collaboration. This cohort model proved highly effective in enhancing leadership capabilities through shared experiences.</li>
 	<li>Bite-Sized Learning to Enhance Retention: Delivering content in small, digestible segments ensures better engagement and retention. Leaders can reflect, collaborate, and apply their learnings in real time, making the program more impactful and manageable.</li>
</ol>
HR leaders looking to revitalize their leadership programs should consider integrating these principles to drive higher engagement and long-term success.

Remote Leadership Skills | Designing Cohort Learning to Scale

microlearning

katrina.williams

diego.frausto

employee development

alan.todd

HR leadership

Leadership Skills

remote work

Leadership Training

remote leadership

flexible work

workspace culture

excutive leadership

Deloitte

Session Focus: Global DEI learning journey combining on-the-job application, peer coaching, and experiential learning to improve business impact.


This session provided deep insights into designing impactful DEI programs that go beyond traditional compliance training.
<blockquote>Julian Malnak from Goodyear emphasized the importance of cohort-based learning by stating, “Our reason for cohort learning is to make it not feel like a compliance exercise. If it becomes a box-checking activity, the impact is lost.” </blockquote>
This reflects a broader shift in DEI training—one that prioritizes meaningful engagement over mere completion.

Here are three key takeaways for senior HR talent leaders looking to design more effective DEI programs:
<ol>
 	<li>Prioritize Social Learning and Interaction: DEI topics demand real, honest conversations. By implementing cohort-based learning, organizations can foster deeper engagement and personal connection with DEI issues, helping participants reflect on their own biases and behaviors.</li>
 	<li>Avoid Compliance Mindsets: Successful DEI initiatives must feel purposeful and not just another box to check. HR leaders should focus on creating programs that inspire reflection, self-awareness, and actionable steps, rather than mandating participation.</li>
 	<li>Design for Flexibility and Reflection: Asynchronous learning allows participants to digest and reflect on sensitive DEI topics at their own pace. Providing flexibility while maintaining engagement ensures that employees feel included and can fully participate in these critical discussions.</li>
</ol>
By following these strategies, HR leaders can create DEI programs that have a lasting impact, fostering a culture of inclusion and belonging within their organizations.

DEI Transformation | Designing Cohort Learning to Scale

inclusion

employee experience

erg-brg dei groups

Equitable Inclusive

organizational development

diversity

belonging

DEIB

brian.bianca

HR Strategy

workplace diversity

Session Focus: Summarize lessons learned from the case studies presented during previous live discussions.


This session provided invaluable insights into the evolving role of cohort-based learning and its potential to transform talent development strategies. A key takeaway was the importance of creating diverse, cross-functional learning groups.
<blockquote>As noted by Alan Todd, "Heterogeneous networks outperform homogeneous networks... The more you increase diversity across all components, the better the network performs."</blockquote>
Here are three strategic takeaways for senior HR talent leaders to consider:
<ol>
 	<li>Prioritize Diversity in Learning Groups: Building diverse cohorts—across age, role, experience, and background—can drive creativity and innovation. By encouraging cross-functional collaboration, you’ll help foster a culture of inclusivity and shared learning across your organization.</li>
 	<li>Leverage Technology for Deeper Insights: Advanced tools like AI and natural language processing can track engagement, uncover barriers, and provide real-time analytics. These technologies enable HR leaders to make informed decisions about their learning programs, boosting both participation and effectiveness.</li>
 	<li>Adopt Simple, Scalable Learning Models: Keep learning interventions manageable with bite-sized daily sessions, followed by live group discussions to reinforce knowledge. This structured, yet flexible approach not only increases retention but also allows for easier scaling across teams and departments.</li>
</ol>
By applying these insights, HR leaders can create impactful, scalable, and inclusive learning environments that meet the needs of today’s dynamic workforce.

Benchmarking | Designing Cohort Learning to Scale

future of work

azizeh.constantinescu

benchmarking

tamora.martin

ira.hall

Diversity and Inclusion

HR Analytics

Session Focus: Goodyear cohort-based onboarding for new hires.


This session provided valuable insights into transforming onboarding processes to create a lasting impact on new hires. One key takeaway was the shift in focus from traditional metrics to more meaningful measures.
<blockquote>As Julian Malnak emphasized: “You have to rethink what you’re measuring and how you’re going to tell your story. I would suggest focusing on engagement, not completion.”</blockquote>
For senior HR talent leaders, the session underscored three important strategies for designing effective onboarding programs:
<ol>
 	<li>Prioritize Process Over Tools: Before adopting new technology, evaluate your existing onboarding processes. Even the best tools can fall short if the underlying processes are flawed or misaligned.</li>
 	<li>Engagement Over Completion: Focus on how well new hires are engaging with the content, their teams, and the company’s culture. Measuring engagement offers deeper insights into long-term employee retention and performance than simply tracking course completion.</li>
 	<li>Create a Distinctive Experience from Day One: First impressions matter. Ensure your onboarding process reflects the company’s culture and values from the outset, setting a strong foundation for employee satisfaction and loyalty.</li>
</ol>
By shifting to a data-driven, engagement-focused approach, HR leaders can create onboarding experiences that resonate with employees and contribute to long-term organizational success.

Onboarding | Designing Cohort Learning to Scale

Integrated Talent Management

Performance Improvement

EmployeeEngagement

EmployeeExperience

HR Metrics

onboarding strategy

talent acqui

UL Solutions

Session Focus: UL Solutions combines peer learning, on-the-job application, group coaching, and experiential learning for yellow belt certification to increase on-the-job application and improve business impact.

&nbsp;

This session provided invaluable insights into the power of cohort-based learning and how a learner-centric, feedback-driven approach can drastically improve training outcomes.
<blockquote>One of the standout moments came when Azizeh Constantinescu shared: "Our learners co-created this program with us... We continuously made modifications based on their feedback."</blockquote>
This quote underscores the importance of involving employees in the learning process, ensuring that programs remain relevant and effective through continuous feedback and improvement.

Here are three key takeaways that HR leaders should focus on:
<ol>
 	<li>Learner-Centric Design is Crucial: Shifting from a top-down instructional approach to one where learners actively pull information ensures better retention and engagement. HR leaders should prioritize programs that put employees in control of their learning.</li>
 	<li>Continuous Feedback Fuels Improvement: Real-time feedback and iterative program design allow training to stay aligned with learner needs. By embracing this agile approach, HR leaders can build adaptable learning experiences that resonate with their workforce.</li>
 	<li>Balance Information with Practical Application: Increasing hands-on, practical activities rather than focusing solely on content delivery leads to more successful on-the-job application. HR leaders should emphasize learning designs that provide opportunities for employees to apply concepts in real-world scenarios.</li>
</ol>
By integrating these principles, senior HR talent leaders can create training programs that not only engage employees but also drive measurable results in performance and development.

Yellow Belt Lean Six Sigma Certification | Designing Cohort Learning to Scale

alison.cowan

performance improvement

quality training

Lean Six Sigma

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy
ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Discussion Group 3: From Individuals to Cohorts | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


? TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort. 

OPTIONAL LIVE ZOOM: Like a study group, ELE will host a weekly extension every Wednesday to explore questions on cohort learning design and for new participants to ask questions. If you sign up for a weekly JBA/ELE discussion group, we email you a 4-minute highlight summary and a link to our Zoom session(s) recordings.

 

Experience Josh Bersin Academy's Leading L&amp;D with ELE Member companies as a highly engaging semi-synchronous cohort.

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D. Fundamental shifts and paradoxes we'll explore over the five weeks include (this week's current module is highlighted below):

<ol>
 	<li>From Periphery to Center</li>
 	<li>From Inputs to Outcomes
</li>
 	<li>*** From Individuals to Cohorts ***
</li>
 	<li>From Executives to Everyone</li>
 	<li>From Training to Culture</li>
</ol>
<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Idea-Hedrick.jpg" alt="Idea | Cameron Hedrick in Leading L&amp;D | Josh Bersin Academy" width="688" height="754" />
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.
<img class="alignnone" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Practice-Bassey.jpg" alt="Practice | Pamay Bassey in Leading L&amp;D | Josh Bersin Academy" width="620" height="748" />
? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. Learning solutions become instructorless and easier to scale when well thought out and done right.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

TARGET AUDIENCE: Heads of learning &amp; talent, CHROs, CLOs, Senior Learning Leaders, and critical learning stakeholders

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

bala.swaminathan

josh.bersin

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy
ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Discussion Group 4: From Executives to Everyone | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


? TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort. 

OPTIONAL LIVE ZOOM: Like a study group, ELE will host a weekly extension every Wednesday to explore questions on cohort learning design and for new participants to ask questions. If you sign up for a weekly JBA/ELE discussion group, we email you a 4-minute highlight summary and a link to our Zoom session(s) recordings.

 

Experience Josh Bersin Academy's Leading L&amp;D with ELE Member companies as a highly engaging semi-synchronous cohort.

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D. Fundamental shifts and paradoxes we'll explore over the five weeks include (this week's current module is highlighted below):

<ol>
 	<li>From Periphery to Center</li>
 	<li>From Inputs to Outcomes
</li>
 	<li>From Individuals to Cohorts</li>
 	<li>*** From Executives to Everyone ***
</li>
 	<li>From Training to Culture</li>
</ol>
<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Idea-Hedrick.jpg" alt="Idea | Cameron Hedrick in Leading L&amp;D | Josh Bersin Academy" width="688" height="754" />
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.
<img class="alignnone" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Practice-Bassey.jpg" alt="Practice | Pamay Bassey in Leading L&amp;D | Josh Bersin Academy" width="620" height="748" />
? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. Learning solutions become instructorless and easier to scale when well thought out and done right.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

TARGET AUDIENCE: Heads of learning &amp; talent, CHROs, CLOs, Senior Learning Leaders, and critical learning stakeholders

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

pamay.bassey

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy
ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Discussion Group 5: From Training to Culture | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


&nbsp;

Discussion Group 2: From Inputs to Outcomes | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


? TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort. 

OPTIONAL LIVE ZOOM: Like a study group, ELE will host a weekly extension every Wednesday to explore questions on cohort learning design and for new participants to ask questions. If you sign up for a weekly JBA/ELE discussion group, we email you a 4-minute highlight summary and a link to our Zoom session(s) recordings.

&nbsp;

Experience Josh Bersin Academy's Leading L&amp;D with ELE Member companies as a highly engaging semi-synchronous cohort.

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D. Fundamental shifts and paradoxes we'll explore over the five weeks include (this week's current module is highlighted below):

<ol>
 	<li>From Periphery to Center</li>
 	<li>From Inputs to Outcomes
</li>
 	<li>From Individuals to Cohorts</li>
 	<li>From Executives to Everyone</li>
 	<li>*** From Training to Culture ***
</li>
</ol>
<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Idea-Hedrick.jpg" alt="Idea | Cameron Hedrick in Leading L&amp;D | Josh Bersin Academy" width="688" height="754" />
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.
<img class="alignnone" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Practice-Bassey.jpg" alt="Practice | Pamay Bassey in Leading L&amp;D | Josh Bersin Academy" width="620" height="748" />
? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. Learning solutions become instructorless and easier to scale when well thought out and done right.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

TARGET AUDIENCE: Heads of learning &amp; talent, CHROs, CLOs, Senior Learning Leaders, and critical learning stakeholders

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

cameron.hedrick

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy
ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Discussion Group 2: From Inputs to Outcomes | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


? TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort. 

OPTIONAL LIVE ZOOM: Like a study group, ELE will host a weekly extension every Wednesday to explore questions on cohort learning design and for new participants to ask questions. If you sign up for a weekly JBA/ELE discussion group, we email you a 4-minute highlight summary and a link to our Zoom session(s) recordings.

 

Experience Josh Bersin Academy's Leading L&amp;D with ELE Member companies as a highly engaging semi-synchronous cohort.

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D. Fundamental shifts and paradoxes we'll explore over the five weeks include (this week's current module is highlighted below):

<ol>
 	<li>From Periphery to Center</li>
 	<li>*** From Inputs to Outcomes ***</li>
 	<li>From Individuals to Cohorts</li>
 	<li>From Executives to Everyone</li>
 	<li>From Training to Culture</li>
</ol>
<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Idea-Hedrick.jpg" alt="Idea | Cameron Hedrick in Leading L&amp;D | Josh Bersin Academy" width="688" height="754" />
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.
<img class="alignnone" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Practice-Bassey.jpg" alt="Practice | Pamay Bassey in Leading L&amp;D | Josh Bersin Academy" width="620" height="748" />
? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. Learning solutions become instructorless and easier to scale when well thought out and done right.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

TARGET AUDIENCE: Heads of learning &amp; talent, CHROs, CLOs, Senior Learning Leaders, and critical learning stakeholders

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy
ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Kick-off and Introduction for experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale with ELE's strong community will be on September 7, 2022.


Join ELE's cohort to get hands-on, practical guidance and time-tested wisdom from two of the profession’s most accomplished and well-respected CLOs, including Pamay Bassey, chief learning and diversity officer at the Kraft Heinz Company, and Cameron Hedrick, CLO at Citi

? TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort. 

OPTIONAL LIVE ZOOM: Like a study group, ELE will host a weekly extension every Wednesday to explore questions on cohort learning design and for new participants to ask questions. If you sign up for a weekly JBA/ELE discussion group, we email you a 4-minute highlight summary and a link to our Zoom kick-off recordings.

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D right now. Fundamental shifts and paradoxes we'll explore over the five weeks include:

<ol>
 	<li>From Periphery to Center</li>
 	<li>From Inputs to Outcomes</li>
 	<li>From Individuals to Cohorts</li>
 	<li>From Executives to Everyone</li>
 	<li>From Training to Culture</li>
</ol>
<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Idea-Hedrick.jpg" alt="Idea | Cameron Hedrick in Leading L&amp;D | Josh Bersin Academy" width="688" height="754" />
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.
<img class="alignnone" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/JBA-Practice-Bassey.jpg" alt="Practice | Pamay Bassey in Leading L&amp;D | Josh Bersin Academy" width="620" height="748" />
? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. Learning solutions become instructorless and easier to scale when well thought out and done right.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

TARGET AUDIENCE: Heads of learning &amp; talent, CHROs, CLOs, Senior Learning Leaders, and critical learning stakeholders

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

Advocate Aurora Healthcare

Session Focus: How Advocate Aurora Health provides essential skills for non-leadership roles to develop, gain resources, grow professionally, and extend their networks to strengthen them for their next promotion.

&nbsp;

This session provided valuable insights into leveraging cohort-based programs to strengthen resilience, inclusivity, and sustained development among high-potential employees.
<blockquote>"The strength of a network can go up over time, even as skills might depreciate. Building that network in cohort formation is incredibly valuable." This quote from <a href="https://www.ele.llc/members/alan-todd" target="_blank" rel="noopener">Alan Todd</a> underscores the sustainable impact of network-building in talent development.</blockquote>
By connecting employees in meaningful, collaborative ways, cohort-based learning enables participants to grow within a network that reinforces retention and long-term engagement, helping your organization build a resilient workforce.

Key Takeaways for HR Talent Leaders:

1. Long-term Network Building and Sustainable Development
A well-structured cohort program offers lasting benefits by creating a supportive professional network. This network becomes a resource participants rely on for ongoing resilience, even as specific skills evolve or shift with industry needs.

2. Inclusion and Structure in Leadership Development
Designing cohort criteria with clear DEI goals, such as a diversity target, ensures a broad range of talent benefits from career growth opportunities. This intentional approach can transform your pipeline by embedding inclusivity into development and enabling underrepresented talent to access leadership pathways.

3. Empowering Mentors and Facilitators as Part of Their Development
Encouraging mentorship and facilitation as developmental opportunities can boost engagement among potential mentors. When framed as a professional growth tool, mentoring becomes a valuable skill for those who support the cohort, enriching their careers and strengthening their connection to the organization.

By focusing on these strategies, senior HR leaders can make cohort programs a cornerstone of a resilient, inclusive, and engaged workforce that’s well-prepared for future challenges.

HiPo Development | Designing Cohort Learning to Scale

career development

early career

mentoring

mary.mcnevin

hipo

high potential

thomas.fons

Session Focus: Lead Belay combines self-reflection, peer learning, group coaching, and experiential learning to give emerging (millennial) managers needed support.


This session provided valuable insights into the power of cohort-based learning for leadership development, especially in today’s challenging work environment.

As many organizations seek more effective ways to prepare managers, cohort learning offers a uniquely engaging and human-centered approach.
<blockquote>"Engagement is the key to effective learning, and cohort learning resonates because it meets our fundamental human need to connect.” - <a href="https://www.ele.llc/members/mike-kester" target="_blank" rel="noopener">Michael Kester</a></blockquote>
Here are three key takeaways to consider for integrating cohort learning into your leadership development strategy:

1. Peer-Based Learning Drives Lasting Impact
People learn more effectively and are more likely to change behaviors when learning with peers who face similar challenges. Cohort-based approaches harness this by creating a support network that goes beyond traditional, expert-led training.

2. Safety and Trust Enable Authentic Growth
Small, well-matched groups foster trust and openness, creating a safe environment for participants to share real challenges. This openness is crucial for meaningful leadership development and helps build a culture where managers can connect, learn, and thrive.

3. Focus on Purpose and Connection
Cohort learning resonates because it aligns with a fundamental desire to work on meaningful challenges alongside people we trust. By centering learning around real, relevant work, cohort-based programs enhance engagement and promote the application of new skills.

For HR leaders, these insights make a compelling case for cohort-based learning as an impactful investment in today’s managers and tomorrow’s leaders.

Emerging Manager Development | Designing Cohort Learning to Scale

upskilling

Millennials

accelerated leadership development

Coaching

emerging leaders

Session Focus: Goodyear cohort-based onboarding for new hires.


&nbsp;

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D right now

During the Covid-19 pandemic, collaborative learning and coaching are rising for many organizations.

Many ELE member companies are sharing best and next practices and validated with the Global L&amp;D Trends Research presented at our May 2022 Exchange. Technology and semi-synchronous learning design help scale with cohorts ranging from 6-8 to more than 1,000.

&nbsp;

By benchmarking with your peers, this seven-week series explains the basic concepts and principles for cohort-based learning at scale. 
<iframe title="YouTube video player" src="https://www.youtube.com/embed/U-35pyor-zw" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
For many of us, the journey starts with providing in-person classroom training (synchronous), e-learning (asynchronous), or blended learning.

? An emerging next practice for designing cohort learning to scale is semi-synchronous collaborative peer learning. When well thought out and done right, learning solutions become instructorless and easier to scale.
<blockquote>Wes Kao is a long-time believer in “cohort-based” learning programs. Cohort-based learning involves a group of students—a cohort—all moving through a syllabus together at the same time. Cohort-based learning is the opposite of asynchronous, mass online open courses, (MOOCs) where students move at their own pace through course content.

Kao said that cohort-based courses are far more engaging for learners than MOOCs, which have been criticized for low enrollment and completion rates. Over the past decade, cohort-based classes have risen in popularity, addressing common complaints about MOOCs.

Cohort-based classes offer live feedback from a teacher and courses with set start and end dates. In real-time, groups of students are able to hold each other accountable, push each other to experiment with class material, and challenge each other’s ideas.

Source: <a href="https://www.dailydot.com/unclick/maven-wes-kao-interview" target="_blank" rel="noopener">Wes Kao, co-founder of Maven, Interview</a></blockquote>
1️⃣ First, we will explore
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>How to cultivate a sense of safety and belonging</li>
 	<li>Why you should put learners, not instructors, at the center of your learning experience</li>
 	<li>How to accelerate knowledge sharing and peer facilitation</li>
</ul>
</li>
</ul>
2️⃣ Next, Julian Malnak will share Goodyear Tire &amp; Rubber Company cohort-based onboarding for new hires.

3️⃣ A strategic transformation for many organizations is creating Learning 4.0 Mindset Shifts to help reinforce skills, facilitate feedback, increase collaboration, and share expertise across teams. Through a collaborative ecosystem of tech-savvy peer-to-peer and expert assessments, employees actively engage in the mastery of skill development.

<img class="aligncenter" src="https://www.learningexecutive.com/wp-content/uploads/2022/05/Navistar-Learning-4.0-Midset-Shifts.png" alt="Learning 4.0 Mindset Shifts " width="1250" height="612" />

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

Session Focus: Share our collective experience in leading, designing and delivering global learning solutions.

This session provided valuable perspectives on optimizing global learning and development (L&amp;D) strategies to drive organizational impact.
<blockquote>One standout insight came from <a href="https://www.ele.llc/members/tomas-ramirez">Tomas Ramirez</a>:
"Talent management and talent development need to work arm-in-arm to ensure that learning actually matters for career progression and business outcomes."</blockquote>
This quote encapsulates a pivotal message for HR leaders—learning must be more than an activity; it must be a strategic lever for talent growth and business success.

Here are three actionable takeaways for senior HR talent leaders to consider:
<ol>
 	<li>Balance Global and Local Needs
Achieve synergy between centralized strategies and regional flexibility. Empower local teams to adapt content while maintaining core program objectives to ensure relevance across diverse cultural and business contexts.</li>
 	<li>Integrate Learning with Talent Strategy
Align L&amp;D initiatives with talent management processes, ensuring programs support career progression and address critical skill gaps. This alignment enhances engagement and strengthens the pipeline for future leaders.</li>
 	<li>Operational Efficiency with Strategic Communication
Centralize operations like budgeting and content creation for scalability and cost-effectiveness. Pair this with robust internal marketing to communicate the value of learning programs effectively and drive engagement.</li>
</ol>
To truly retool learning, HR leaders must not only design impactful programs but also embed them within the fabric of organizational talent strategies. Let’s build systems where learning isn’t just encouraged—it’s indispensable for both individual and business success.

What steps has your organization taken to align talent management and learning?

Global Learning Strategies

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