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

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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.

Executive Learning Exchange (ELE)

Rothy's

This live discussion provided a necessary strategic pause—reframing 2025, a year when AI acceleration outpaced governance and skills into a clear, action-oriented agenda for 2026, shaped by some of the brightest minds in talent leadership.
The session, which focused on turning 2025's lessons into 2026's impact, moved beyond a simple recap to identify the structural gaps holding organizations back: unclear roles, inconsistent manager readiness, and a lack of skills and governance to match the speed of AI experimentation.

<h6 data-path-to-node="2">The Core Narrative: Addressing Structural Crisis and Strategic Mandate</h6>
The key insight is that AI has exposed profound flaws in organizational design, making the chief priority for 2026 a fundamental overhaul of how we define and manage work itself.

<blockquote data-path-to-node="3,0,1">
"Work is evolving faster than roles, causing heartburn around antiquated job structures." -- <a href="https://www.ele.llc/members/megan-bickle" target="_blank" rel="noopener">Megan Bickle</a>, Rothy's
</blockquote>
This structural crisis demands that the talent function lead the charge in strategic redesign—not as a support function, but as the architect of how work, skills, and AI come together.

<h6 data-path-to-node="6">Key Takeaways for Senior Talent &amp; Learning Leaders:</h6>
<ul data-path-to-node="7">
 	<li>
The Structural Work/Role Disconnect is the New Crisis: Work is evolving faster than job architecture, creating real tension around compensation, accountability, and career paths.
</li>
 	<li>
Operational AI Exposes Manager Readiness as the #1 Governance Gap: As AI moves into daily work, inconsistent manager capability—not technology—has become the primary bottleneck.
</li>
 	<li>
L&amp;D's Identity Must Pivot to 'Designer of the Blended Workflow: The talent function must intentionally design how human judgment and AI systems integrate—moving people up the value chain by design, not accident.
</li>
 	<li>
The Future of Work is a Mental Health Design Challenge: The focus is shifting from reactive wellness programs to proactively redesigning work in ways that protect psychological well-being.
</li>
</ul>

<hr data-path-to-node="8" />

<h6 data-path-to-node="9">The Strategic Mandate: Linking AI to Business Value</h6>
The ultimate goal for 2026 is harnessing AI to maximize competitive advantage. That requires moving past technological enthusiasm to disciplined, strategic deployment. As Chris Dunford emphasized, this is the constraint talent leaders must enforce:

<blockquote data-path-to-node="3,0,1">
"Don't just follow the tech for the tech's sake; it must be linked to a business need." -- <a href="https://www.ele.llc/members/chris-dunford" target="_blank" rel="noopener">Chris Dunford</a>, Aon
</blockquote>
This quote serves as the central mandate for any new AI-driven capability investment.
When that constraint is applied, the value proposition becomes clear. 
As <a style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt </a><a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Donovan </a>reinforced, this is the outcome talent leaders should design for:

<blockquote data-path-to-node="3,0,1">
"AI takes on tasks to enable humans to move up the value chain."
</blockquote>
This is not a philosophy—it’s the benchmark against which every AI-enabled role redesign, learning investment, and manager capability should be measured.


<hr data-path-to-node="15" />
Practical Actions for 2026 Strategic Planning (Where to Start)
To generate the necessary Talent Development Intelligence and address these strategic and human gaps, talent and learning leaders can start with the following actions:

<ol start="1" data-path-to-node="18">
 	<li>
Launch a Cross-Functional "Deconstruction of Work" Sprint: Start by deconstructing 3–5 mission-critical roles. Map which tasks are best handled by AI versus high-value human judgment to inform Q1 job architecture and skill redesign.
</li>
 	<li>
Measure Manager Readiness for AI Governance (Not Just Usage):  Assess managers on their ability to govern, embed, and coach responsible AI use—not just whether tools are adopted.
</li>
 	<li>
Reallocate L&amp;D Resources to the "Three C's": Use AI to clarify role expectations, co-curate third-party content, and customize individual learning journeys—embedding learning directly into the workflow.
</li>
</ol>
These actions shift talent teams from reacting to AI disruption to intentionally redesigning how work actually gets done.
ELE Outlook for 2026: Why Incremental Change Isn’t Enough for How Work Gets Done
As ELE heads into 2026, one signal is already clear: incremental improvements won’t keep pace with the human, structural, and leadership challenges created by AI at scale.  The mandate for talent and learning leaders is to shape how work evolves—clarifying job architecture, building practical manager capability for AI governance, and ensuring every technology investment is explicitly tied to business value. By focusing on these priorities, talent and learning leaders can turn the disruption of 2025 into a scalable impact in the year ahead.

2025 in Review, 2026 in Focus: Defining Talent Priorities for the AI Workforce

future of work

Strategy

Future of Work

Digital &amp; AI

dirk.tussing

tracey.wik

upskilling

azizeh.constantinescu

talent development

talent management

learning &amp; development

matt.donovan

Talent Strategy

marsha.love-morrow

employee experience

reskilling

workforce planning

matt.sernaker

megan.bickle

HR transformation

HR leadership

Business Alignment

sara.fitzgerald

AI &amp; Workforce

angelica.janina.stilling

4Q2025

cindy.pinkstaffmiller

L&amp;D strategy

organizational design

terresa.bubbers

ali.glaser

sam.amelio

AI governance

2026 planning

chris.dunford

dustin.brewer

manager readiness

job architecture

executive learning

2026 priorities

C3E in Local Government

Dr. Kathleen Yang-Clayton &amp; ELE  invite you to join us at...
ELE's Chicagoland Meetup
Open from 4:00 - 5:45 p.m. Central Time at the Willis Tower – 44th Floor Coworking Space
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/Willis-Tower-–-44th-Floor-Coworking-Space.jpg" alt="" width="613" height="345" />
Connect with fellow colleagues in an engaging conversation where Talent Development Innovation Meets Practice.
Join an intimate gathering of talent development professionals where real conversations happen. ELE-sponsored Meetups provide a trusted, vendor-free space to share practical insights and explore emerging talent development approaches while building connections with others. Whether you're tackling AI integration or seeking peer perspectives on how others are handling L&amp;D challenges, you'll find valuable takeaways among fellow practitioners.
<img class="aligncenter wp-image-43108" src="https://wp.ele.llc/wp-content/uploads/2025/05/2025-05MAY-ELE-Wheeling-Meetup.jpg" alt="ELE Chicago Meetup | Wheeling (May 27, 2025)" width="622" height="363" />
What to Expect:


<ul>
 	<li data-pm-slice="1 1 ">Sharing real-world applications and best practices</li>
 	<li data-pm-slice="1 1 ">Open discussion on emerging trends</li>
 	<li data-pm-slice="1 1 ">Quality networking in a vendor-free environment</li>
</ul>
Format: Informal, interactive discussion focused on your current challenges and opportunities in developing next-gen talent, including practical applications of AI and experimental approaches.

Space is limited to ensure meaningful interaction!

ELE Chicago Meetup | Downtown

single-event

Team Leaders

Your Teams

Meet-ups

chicago

meetup

deborah.lenchard

in-person event

dani.petrie1

networking

tanya.hinton

kathleen.yang-clayton

ELE invites you to join us at...
ELE's Chicagoland Meetup
Open from 4:15 - 5:45 p.m. Central Time (can continue later as attendees wish) in the wine tasting area, <a href="https://chwinery.com/locations/wheeling" target="_blank" rel="noopener">Cooper's Hawk Winery &amp; Restaurant- Wheeling, IL</a>.
<img class="aligncenter size-full wp-image-43108" src="https://wp.ele.llc/wp-content/uploads/2025/05/2025-05MAY-ELE-Wheeling-Meetup.jpg" alt="ELE Chicago Meetup | Wheeling (May 27, 2025)" width="636" height="371" />
Connect with fellow colleagues in an engaging conversation where Talent Development Innovation Meets Practice.
Join an intimate gathering of talent development professionals where real conversations happen. ELE-sponsored Meetups provide a trusted, vendor-free space to share practical insights and explore emerging talent development approaches while building connections with others. Whether you're tackling AI integration or seeking peer perspectives on how others are handling L&amp;D challenges, you'll find valuable takeaways among fellow practitioners.
What to Expect:


<ul>
 	<li data-pm-slice="1 1 ">Sharing real-world applications and best practices</li>
 	<li data-pm-slice="1 1 ">Open discussion on emerging trends</li>
 	<li data-pm-slice="1 1 ">Quality networking in a vendor-free environment</li>
</ul>
Format: Informal, interactive discussion focused on your current challenges and opportunities in developing next-gen talent, including practical applications of AI and experimental approaches.

Space is limited to ensure meaningful interaction!

ELE Chicago Meetup | Wheeling

betty.hart

Engagement &amp; Culture

yolanda.mangram

craig.friedman

GEICO

This session provided a comprehensive exploration of how learning and development (L&amp;D) can evolve into agile, data-integrated entities to effectively meet the demands of a rapidly changing business landscape. With a focus on "Transforming L&amp;D for Tomorrow's Challenges," we explored strategies that not only address current skills gaps but also aim to future-proof our workforce against upcoming challenges.


<blockquote>"We're not just about filling gaps, we're about future-proofing our workforce." -- <a href="https://www.ele.llc/members/julian-malnak" target="_blank" rel="noopener">Julian Malnak</a>, GEICO</blockquote>
As Julian insightfully noted, this perspective is crucial as it shifts the L&amp;D paradigm from reactive to strategic, emphasizing the importance of preparing our organizations for the future rather than merely responding to the present.
Key Takeaways for Senior HR Talent Leaders:

<ol data-start="785" data-end="1437">
 	<li class="" data-start="785" data-end="981">
Embrace Agile L&amp;D Frameworks: Ensure that learning and development strategies are flexible and adaptable, capable of responding quickly to new challenges and opportunities as they arise.
</li>
 	<li class="" data-start="983" data-end="1210">
Harness Data and Technology for Enhanced Learning: Leverage the power of data analytics and artificial intelligence to create personalized, impactful learning experiences that are directly aligned with business goals.
</li>
 	<li class="" data-start="1212" data-end="1437">
Cultivate a Culture of Continuous Learning: Foster an environment where learning is continuous, collaborative, and deeply integrated into the fabric of the organization, promoting a culture of growth and innovation.
</li>
</ol>
Practical Actions:

<ol data-start="1463" data-end="2191">
 	<li class="" data-start="1463" data-end="1685">
Implement Agile Methodologies: Regularly review and adjust training programs to reflect current trends and feedback. Adopt agile methodologies that enable quick pivots and adaptations without extensive overhauls.
</li>
 	<li class="" data-start="1687" data-end="1932">
Develop a Data Analytics Framework: Invest in technology that supports the collection and analysis of data from L&amp;D activities. Use this data to tailor learning programs to individual needs and measure their effectiveness in real time.
</li>
 	<li class="" data-start="1934" data-end="2191">
Promote Continuous Professional Development: Champion policies and initiatives that encourage continuous learning. Provide platforms for knowledge sharing and collaboration, and recognize and reward learning and innovation within the organization.
</li>
</ol>
By embracing these strategies, senior HR talent leaders can transform their L&amp;D functions into dynamic, future-oriented pillars of their organizations. This shift is not just about adapting to change—it's about leading it, ensuring that our teams are not only prepared for the future but are also instrumental in shaping it.

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

newton.moore

jill.mack

julian.malnak

employee engagement

continuous learning

digital learning

employee development

ann.brownell

agile learning

kelly.wojda

skills development

HR Strategy

AI in Learning

HR strategies

Professional Development

organizational learning

knowledge sharing

innovation culture

data driven HR

Workforce Training

ben.warner

Innovation in HR

Tech-Enabled Learning

Data-Driven L&amp;D

nicole.defalco

Get Control

Session Focus: Uncover ways to navigate the return to office while maintaining hybrid flexibility and future-ready teams.
Explore the shifting paradigms of the workplace with a focus on hybrid models and AI-driven strategies in our upcoming roundtable. A focal point of our discussion will be a company's recent policy mandating employees to be in-office two days a week, highlighting various managerial approaches to scheduling these days.

<blockquote>✅ Adapting to Hybrid Work
✅ Importance of IQ+EQ+TQ
✅ Leveraging Technology and GenAI</blockquote>
This session provided valuable insights into mastering hybrid work strategies and highlighted the urgent need for HR leaders to step up as enablers of success in this evolving environment. Hybrid work is no longer a temporary adjustment—it’s the new normal. Yet, the skills needed to thrive in this model are often overlooked.

<blockquote>"Only 21% of workers and 28% of managers have been trained to succeed in hybrid work—a massive gap HR must address." -- <a href="https://www.ele.llc/members/lauren-marder" target="_blank" rel="noopener">Lauren Marder</a></blockquote>
Here are three key takeaways from the discussion:

1️⃣ Upskilling for Hybrid Competence
HR must close the training gap by equipping employees and leaders with skills tailored to hybrid environments, including virtual engagement, digital collaboration, and inclusive practices.

2️⃣ Intentional Leadership
Leading in a hybrid model requires a focus on psychological safety, inclusivity, and managing diverse preferences. Training leaders to embrace intentional practices can significantly boost team performance and morale.

3️⃣ Leveraging Digital Tools
Encouraging employees to explore and master digital tools within their "technosphere" can unlock new efficiencies. HR can empower teams by promoting self-sufficiency and continuous learning in digital spaces.

Hybrid work presents both challenges and opportunities. By addressing these gaps, HR leaders can transform hybrid environments into thriving ecosystems that boost engagement, productivity, and retention. What steps are you taking to support your teams in this space?

Mastering Hybrid Strategies for People Success

Leadership

richard.busby

edward.desrosiers

shelley.smith

rahul.sharma

inclusive leadership

emotional intelligence

workplace culture

brian.gold

workplace innovation

generative AI

lauren.marder

mike.song

hybrid work

operational efficiency

AI-driven strategies

technology integration

managerial approaches

workplace adaptation

employee preferences

return to work

tanya.tatera

Session Focus: Examine &amp; reflect key insights for fostering agility and resilience uncovered at ELE's talent development conference.
This session promises to unpack the rich tapestry of experiences and epiphanies from the conference, focusing on Sustainable Change Readiness. HR Talent leaders from the ELE Talent Development Conference 2024 shared their groundbreaking "aha! moments," highlighting how these revelations can be effectively applied to cultivate a culture of agility and resilience in talent development initiatives.
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/11/ELE-Talent-Development-Conference-2024-photo-collage.jpg" alt="" width="714" height="545" />

This session provided senior HR talent leaders with transformative insights on navigating the evolving landscape of technology, leadership, and workforce development. Here are the essential takeaways:
<ul>
 	<li>AI as a Strategic Partner: A pivotal shift in mindset emerged—AI should be seen not just as a tool, but as a new hire that needs investment, training, and integration. This view encourages leaders to manage AI as an active team member, supporting its growth through structured guidance and feedback.</li>
 	<li>Leadership Agility as Foundational: Agility stood out as a non-negotiable skill for leaders. Emotional, social, and adversity quotients were emphasized as critical for successfully leading in uncertain times. Agility can be learned and enhanced throughout one’s career, enabling leaders to adapt swiftly and guide their teams effectively.</li>
 	<li>Empowering Teams Through Clarity: The session highlighted the importance of equipping employees with clear guidelines for AI use. This empowers teams to leverage AI confidently, ensuring both innovation and trust in the workplace.</li>
 	<li>Incremental Wins with AI: Practical examples showcased how integrating AI into everyday tasks can lead to significant productivity gains. From developing onboarding guides to streamlining instructional design, the power of small-scale AI applications was evident.</li>
 	<li>Balancing Automation and Human Intelligence: Addressing concerns about job security, the session reinforced that only a fraction of roles can be fully automated. The “human in the loop” approach remains crucial, blending human judgment with AI’s capabilities to create resilient teams.</li>
 	<li>The New Baseline: Technology Quotient (TQ): The session highlighted that TQ is now an essential entry skill. As AI becomes embedded in work processes, understanding technology is no longer optional but a must-have competency for all professionals.</li>
</ul>
<blockquote>"Change requires courage. Optimism paired with decisive action is essential for overcoming obstacles and driving meaningful progress." -- <a href="https://www.ele.llc/members/richard-busby">Richard Busby</a>, IMSA</blockquote>
This powerful reminder reflects the importance of embracing innovation and leading with purpose.

Key takeaway for HR leaders: Cultivate a culture where AI is an integrated partner, develop leadership agility, set clear AI policies, and prioritize TQ development to position your teams for future success.

✨ Aha! Moments ✨ ELE's Practical Perspectives from the Talent Development Conference

Change Management

tim.kirkpatrick

performance improvement

christine.moczynski

jason.davis

organizational development

workforce readiness

mary.zolna

jennifer.rainey

organizational success

Change Readiness

andy.hillig

Session Focus: Ideate on transformative strategies to evolve your Learning &amp; Development (L&amp;D) into agile entities with integrated enterprise data strategies. As the pace of business accelerates, the limitations of traditional L&amp;D models become increasingly apparent.

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<div class="markdown prose w-full break-words dark:prose-invert light">

This interactive roundtable will focus on two critical areas:

The Future is Here: What Are We Doing About It? — Engage in a dynamic discussion on immediate actions and innovative strategies required to adapt and excel in the rapidly changing business landscape.

From Past to Future Forward: — We will explore and clearly distinguish between outdated and forward-thinking approaches essential for success in today’s evolving work environment.

</div>
</div>
</div>
</div>
</div>
</div>
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<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">
Let's discuss redefining the capabilities of L&amp;D, positioning your organization to meet and master tomorrow's challenges today.


<hr />

</div>
</div>
</div>
</div>
</div>
This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.
ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

Learning Circles

Complimentary

online event

complimentary event

Digital

Session Focus: Review recent research on workplace performance in the Era of AI and explore the power of "humans in the loop" as Talent Development and Workday's new AI Agents transform traditional HR roles.

<blockquote>"AI enhances decision-making, but combining it with human creativity, judgment, and expertise leads to the best outcomes." -- <a href="https://www.ele.llc/members/brian-richardson">Brian Richardson</a></blockquote>
This session provided valuable insights into how AI can transform decision-making and talent development in HR. As technology reshapes our roles, it’s clear that the true power lies in combining AI with human expertise. Here are three key takeaways for senior HR leaders to consider:
<ol>
 	<li>AI as a Partner in Talent Development: AI won't replace jobs, but it will change almost every role. Prioritize reskilling your workforce to collaborate with AI, enabling employees to focus on higher-value, strategic tasks.</li>
 	<li>Bias Mitigation and Ethical AI Use: Ensuring transparency and fairness in AI systems is critical. Maintain human oversight to correct biases in AI data and ensure ethical decision-making in talent management.</li>
 	<li>Personalized Learning and Employee Experience: Leverage AI to deliver personalized learning paths, helping employees develop skills that align with their career goals while enhancing overall engagement.</li>
</ol>
In summary, the evolving role of AI in Talent Development is well-captured in your event description, focusing on hybrid skill development, continuous learning, and the integration of AI as both a tool and a partner in the workforce. By thoughtfully integrating AI, HR leaders can foster a culture of innovation and ensure their workforce remains future-ready.

HUMAN + AI: Driving Unmatched Workplace Performance—Research Review

nick.allen

ed.prentice

leadership development

karen.waterlander

brian.richardson

Reskilling and Upskilling

AI integration

human AI collaboration

scott.provence

Workforce Reskilling

Continuous Learning Culture

AI and Workforce Development

AI-Driven Talent Development

Hybrid Skills Development

AI in HR Transformation

AI Learning Tools

Ethical AI Use

AI Agents in HR

Humans in the Loop

Workday AI Agents

Human-AI Synergy

Lake Forest Center for Leadership

Session Focus: Leadership Principles to Advocate for Mental Health and Foster a Culture of Workplace Well-Being

Last month, the Executive Learning Exchange’s (ELE) Wisconsin Cohort hosted <a href="https://www.ele.llc/insights/leadership-perspectives-wellness-isolation-people-first-talent-practices-froedterts">Leadership Perspectives: Wellness &amp; Isolation | People-First Talent Practices @ Froedtert</a>. This engaging session highlighted the importance of addressing workplace wellness and isolation as part of holistic talent management practices.
<blockquote>"Given the profound consequences of loneliness and isolation, we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis." - Dr. Vivek H. Murthy, US Surgeon General</blockquote>
This session provided critical insights into how addressing mental well-being can drive business success. In today’s workplace, mental health challenges, particularly social isolation, are directly affecting productivity, engagement, and retention. As HR leaders, it’s vital to take a proactive approach to mental health and link well-being to business outcomes.
<blockquote>"Social isolation lowers productivity and increases turnover. Addressing it isn’t just about mental health—it’s a business imperative." -- <a href="https://www.ele.llc/members/jacki-davidoff" target="_blank" rel="noopener">Jacki Davidoff</a></blockquote>
Here are three key takeaways from the discussion:
<ol>
 	<li>Proactive Culture Creation: HR leaders must intentionally cultivate work environments that prioritize mental health. This involves fostering a sense of belonging and recognition, ensuring employees feel seen, heard, and valued.</li>
 	<li>Empowering Frontline Leaders: Equip managers with emotional intelligence (EQ) tools to better support their teams. Providing managers with the right resources enables them to actively contribute to retention and engagement efforts, especially by using existing tools in new ways.</li>
 	<li>Linking Mental Well-being to Business Outcomes: Mental health issues are not just about employee well-being—they are a business imperative. Senior leaders need to view mental health initiatives as essential to driving long-term business success.</li>
</ol>
By addressing mental health strategically, HR leaders can not only improve employee well-being but also drive positive business outcomes. Let’s continue to lead the charge in building resilient, productive workplaces where employees can thrive.

<img class="size-full wp-image-41161 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

Read more: <a href="https://www.hhs.gov/sites/default/files/surgeon-general-social-connection-advisory.pdf">Surgeon General Social Connection Advisory.pdf (hhs.gov)</a>

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