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<p data-start="394" data-end="574"><strong data-start="394" data-end="428">This innovation sprint kickoff</strong> provided a powerful launch to ELE’s new <strong data-start="469" data-end="506">Executive Innovation Sprint model</strong> — a peer-powered framework for co-creating solutions that matter.</p>

<blockquote data-start="576" data-end="660">
<p data-start="578" data-end="660">“When senior leaders co-create across industries, they don’t just solve problems — they build the muscles of agile leadership together.” — <a href="https://www.ele.llc/members/dirk-tussing" target="_blank" rel="noopener"><em data-start="644" data-end="658">Dirk Tussing</em></a></p>
</blockquote>
<p data-pm-slice="1 1 []">The sprint kicked off with an important exercise: defining the precise area of opportunity in high-performance coaching where AI could deliver the most value.</p>
During this kick-off on Zoom, two problems were identified as a potential opportunity to experiment:
<ol>
 	<li>Post-Training Coaching</li>
 	<li>Job Performance Coaching</li>
</ol>
For this kick-off sprint, the group voted and ELE would like to dive deeper into using AI to improve <strong>Post-Training Coaching</strong>.

To deeply understand the chosen challenge, two separate breakout groups then developed detailed problem definitions, which solidified the scope of the sprint.

<strong><a href="https://www.ele.llc/members/cindy-pinkstaffmiller" target="_blank" rel="noopener">Cindy Miller</a>’s Breakout Room’s Problem Definition</strong> <strong>Post-Training Coaching
</strong>In our current environment, post-training coaching is not happening. As evidenced by XYZ, we face the impact of behavior change not occurring and a low ROI on training. The lack of post-training coaching is due to several potential root causes: managers do not know their employees are attending training, managers do not know what is being taught in the training, there is no set expectation around post-training coaching, managers do not know what to coach, managers do not know what good coaching looks like, or managers do not know how to do the behaviors themselves—so they feel unable to provide feedback or coaching. Therefore, we have the opportunity to provide context to managers about what is being taught in training and to provide examples of what to coach on post training, among other support.

<strong><a href="https://www.ele.llc/members/matthew-eade" target="_blank" rel="noopener">Matthew Eade</a>’s Breakout Room’s Problem Definition</strong> <strong>Post-Training Coaching
</strong>In our current environment, post-learning coaching is inconsistent and heavily dependent on manager availability, as evidenced by engagement surveys, customer feedback KPIs, and high turnover rates. The impact is that employees—especially new hires in large, distributed teams and healthcare environments—struggle to apply newly acquired skills, leading to lower performance and missed opportunities for growth. The root cause is limited manager bandwidth and conflicting priorities, which prevent on-the-job feedback and support. Therefore, there is an opportunity to explore scalable, context-driven solutions—such as AI-powered coaching tools—that can provide real-time, personalized feedback and bridge the coaching gap when managers are unavailable..

<hr data-start="1738" data-end="1741" />
<p data-start="662" data-end="889">At the October 20th Talent Development Conference, this idea took root. The spirit of agility came alive at the October 31st virtual event, which provided a powerful launch to ELE’s new Executive Innovation Sprint model — a peer-powered experience designed to help leaders practice innovation, not just talk about it.</p>
In true ELE fashion, this first sprint brought together senior leaders from across industries to tackle a shared challenge. After thoughtful discussion and a live vote, the group narrowed the focus from Performance Coaching to Post-Learning Coaching—exploring how AI can make feedback continuous, scalable, and deeply human.
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<h3>Defining the Challenge: Post-Learning Coaching</h3>
The first sprint tackled the performance gap that happens after learning: why employees so rarely apply what they’ve learned once the workshop ends.
<blockquote data-start="1055" data-end="1135">
<p data-start="1057" data-end="1135">“Define the problem well, or the solution won’t be usable.” — <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener"><em data-start="1119" data-end="1133">Deepa Kartha</em></a></p>
</blockquote>
Using a defendable-problem framework, participants surfaced a shared reality:
<ul>
 	<li>Post-learning coaching is <b>inconsistent</b> and depends too much on manager availability.</li>
 	<li>Limited time and unclear expectations <b>erode follow-through</b>.</li>
 	<li>The opportunity? Use AI to <b>extend coaching capacity</b> and deliver personalized, real-time feedback when managers can’t.</li>
</ul>
<blockquote data-start="1493" data-end="1582">
<p data-start="1495" data-end="1582">“Learning ROI is lost when post-learning coaching doesn’t happen.” — <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener"><em data-start="1564" data-end="1580">Nicole DeFalco</em></a></p>
</blockquote>
<p data-start="1584" data-end="1736">The conversation reframed AI as a <b>performance enabler</b>, not a threat — a way to make feedback timely, scalable, and rooted in real behavior change.</p>


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<h3 data-start="1743" data-end="1798">🔍 <strong data-start="1750" data-end="1798">Key Takeaways for Talent Development Leaders</strong></h3>
<ul>
 	<li><b>Innovation is a leadership skill.</b> Sprints enable leaders to practice agility by solving real problems together across various industries.</li>
 	<li><b>AI amplifies and scales coaching.</b> Viewed as a performance enabler, AI helps make feedback timely and human.</li>
 	<li><b>Post-learning coaching drives results.</b> Training builds knowledge; coaching ensures it sticks and delivers impact.</li>
 	<li><b>Short sprints, faster progress.</b> In 2–3 weeks, executives design, test, and refine solutions that scale.</li>
 	<li><b>Insights become playbooks.</b> Each sprint’s results feed the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—where members share, adapt, and apply what works.</li>
 	<li style="list-style-type: none;"></li>
</ul>

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<h3 data-start="2435" data-end="2476">⚙️ <strong data-start="2442" data-end="2476">Practical Actions to Apply Now</strong></h3>
<ol data-start="2478" data-end="3066">
 	<li data-start="2478" data-end="2611">
<p data-start="2481" data-end="2611"><strong data-start="2481" data-end="2511">Run a 2–3 week mini-sprint</strong> inside your organization to tackle a specific challenge like improving post-learning application.</p>
</li>
 	<li data-start="2612" data-end="2718">
<p data-start="2615" data-end="2718"><strong data-start="2615" data-end="2644">Audit your feedback flow.</strong> Identify where and why coaching stops between training and performance.</p>
</li>
 	<li data-start="2719" data-end="2834">
<p data-start="2722" data-end="2834"><strong data-start="2722" data-end="2750">Pilot AI coaching tools.</strong> Test digital nudges or conversational AI to provide scalable, real-time feedback.</p>
</li>
 	<li data-start="2835" data-end="2943">
<p data-start="2838" data-end="2943"><strong data-start="2838" data-end="2863">Measure what matters.</strong> Track engagement and behavior change before and after coaching interventions.</p>
</li>
 	<li data-start="2944" data-end="3066">
<p data-start="2947" data-end="3066"><strong data-start="2947" data-end="2979">Capture and share learnings.</strong> Document insights to strengthen your organization’s innovation and coaching culture.</p>
</li>
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🔁 <a href="https://docs.google.com/presentation/d/1qFs__kIJsCLH6ynAeNopOsz6PHEpub9ntpAmvuJt588/edit?mc_cid=e7686c688f&amp;mc_eid=621cbc8540&amp;slide=id.p1#slide=id.p1" target="_blank" rel="noopener noreferrer">ELE Solution Exchange Overview</a>

<img class="aligncenter wp-image-43751" src="https://wp.ele.llc/wp-content/uploads/2025/08/S1-High-Performance-Coaching-with-AI.jpg" alt="🔄 ELE Solution Exchange: High-Performance Coaching with AI" width="834" height="433" />

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<p data-start="3096" data-end="3232">The High-Performance Coaching with AI innovation sprint reminded us that technology doesn’t replace leaders — it amplifies them.<strong data-start="3171" data-end="3230">
</strong></p>
When we define problems clearly, collaborate across boundaries, and use AI to make coaching continuous, learning becomes performance. The next phase will be a 2–3 week experiment centered on <b>AI-supported Post-Learning Coaching</b>, testing how scalable, data-driven feedback can accelerate learning transfer and performance.

As these sprints unfold, insights, toolkits, and outcomes will be shared on the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener"><strong>ELE</strong> <b>Idea Exchange</b></a>—so every member can learn, adapt, and apply what works inside their own organization. Because at ELE, innovation isn’t theory — it’s a shared practice that turns insight into action.

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Kick-off: ELE Innovation Sprints | High-Performance Coaching with AI

future of work

Digital &amp; AI

design thinking

dirk.tussing

newton.moore

matthew.eade

performance improvement

leadership development

colin.hahn

Coaching

matt.donovan

audrey..hackley

L&amp;D innovation

scott.tang

lauren.marder

Coaching Culture

nicole.defalco

AI Coaching

4Q2025

Behavior Change

learning impact

cindy.pinkstaffmiller

deepa.kartha

ali.glaser

mike.hoyt

executive innovation sprint

post-learning coaching

learning transfer

peer co-creation

talent development leaders

human and AI collaboration

learning roi

continuous experimentation

scalable feedback

digital transformation in learning

data-driven coaching

<p class="whitespace-pre-wrap"><strong>Session Focus: Utilizing Data to Transform Talent Development and Improve Employee Engagement</strong></p>

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<p data-start="114" data-end="685">In today’s shifting workplace, it’s not enough to track learning activity—we need to turn insights into outcomes. In Learning and Development, data is no longer just a resource—it’s a roadmap for enhancing the employee experience and aligning talent strategy with business priorities. At our recent ELE peer discussion, we explored how leading organizations are embracing a data-driven strategy to personalize development, elevate the employee experience, and align learning with what the business truly needs.</p>

<blockquote>"Our data-driven adaptive learning strategy helped us pinpoint what learners didn’t know—and deliver only what they needed." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
<p data-start="687" data-end="1049">Whether you're using adaptive tech or building insights through 1:1 conversations, the message is clear: we’re no longer just tracking progress—we’re transforming how we develop and engage our people. Now is the time to interconnect data-driven strategies with talent development to drive business impact where it matters most.</p>
<p class="" data-start="1120" data-end="1237">These insights emerged as top priorities for HR and talent leaders looking to create impact through smarter data use:</p>

<ol data-start="1239" data-end="1678">
 	<li class="" data-start="1239" data-end="1377">
<p class="" data-start="1242" data-end="1377"><strong>Data is a strategic tool.</strong><br data-start="1283" data-end="1286" />Learning data should guide decisions—not just reflect them.</p>
</li>
 	<li class="" data-start="1379" data-end="1527">
<p class="" data-start="1382" data-end="1527"><strong>Personalized learning drives engagement.</strong><br data-start="1421" data-end="1424" />Targeted development increases relevance, confidence, and speed to proficiency.</p>
</li>
 	<li class="" data-start="1529" data-end="1678">
<p class="" data-start="1532" data-end="1678"><strong>Qualitative insights count.</strong><br data-start="1575" data-end="1578" />Listening systems like focus groups and 1:1s can surface what surveys miss—and drive culture.</p>

<blockquote>"The dashboard made it easy to see where learners were struggling with unconscious incompetence—and where to focus coaching or redesign." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/ADAPTing-to-a-new-way-of-learning.jpg" alt="" width="769" height="432" /></li>
</ol>
<p class="" data-start="1731" data-end="1816"><strong>🛠️ Three Actions to Bring This to Life</strong></p>

<ol data-start="1818" data-end="2225">
 	<li class="" data-start="1818" data-end="1960">
<p class="" data-start="1821" data-end="1960"><strong>Use data to shape learning priorities.</strong><br data-start="1863" data-end="1866" />Connect learning to KPIs like mobility, retention, and performance.</p>
</li>
 	<li class="" data-start="1962" data-end="2090">
<p class="" data-start="1965" data-end="2090"><strong>Build listening into your strategy.</strong><br data-start="2004" data-end="2007" />Code feedback from real conversations to spot trends and blind spots early.</p>
</li>
 	<li class="" data-start="2092" data-end="2225">
<p class="" data-start="2095" data-end="2225"><strong data-start="2095" data-end="2131">Connect learning efforts to business outcomes.
</strong>Make talent development part of strategic planning—not an isolated function.</p>

<blockquote>"Listening became the data strategy." -- <a href="https://www.ele.llc/members/ben-warner" target="_blank" rel="noopener">Ben Warner</a></blockquote>
</li>
</ol>
<p class="" data-start="2232" data-end="2421"><strong data-start="2232" data-end="2249">The takeaway?</strong><br data-start="2249" data-end="2252" />A data-driven strategy only delivers value when it's connected to business goals. Now is the time to interconnect talent development with business impact—and position HR as a true driver of enterprise success.</p>
<p class="" data-start="2423" data-end="2584"><strong data-start="2423" data-end="2482">How are you using data to elevate your talent strategy? -- </strong>Share your thoughts in the <strong data-start="2512" data-end="2533">ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a></strong> and continue the conversation with fellow leaders.</p>

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Data-Driven Talent Development: Leading Indicator for Elevating Employee Experience

Kick-off: ELE Innovation Sprints | High-Performance Coaching with AI

Data-Driven Talent Development: Leading Indicator for Elevating Employee Experience

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