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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ELE Group, LLC

Most L&amp;D teams are trapped in a cycle of being expected to deliver <b>champagne results on beer budgets</b>—a cycle that is unsustainable in the age of rapid organizational change. This hands-on <b>AI Practical Lab</b> provided a clear escape route, demonstrating how senior leaders and L&amp;D practitioners can immediately adopt an <b>Agile Producer Mindset</b> to radically reduce content development time and cost using AI tools.

The session focused relentlessly on <b>velocity and impact</b>, proving that high-quality training materials can be produced in a fraction of the time typically required.
<h3>Key Takeaways for Senior L&amp;D Leaders:</h3>
<ul>
 	<li><b>The Agility Mindset Shift:</b> The primary learning was moving from a traditional, linear development model to an <b>Agile Producer Mindset</b>. This means prioritizing speed and iteration, viewing raw data (like a 60-minute Zoom call) as a <b>raw material</b> that AI can instantly synthesize into a polished deliverable.</li>
 	<li><b>The 15-Minute Playbook:</b> Attendees witnessed a real-world, impressive demonstration of how the speakers turned <b>raw insights into a polished, high-impact playbook in less than 15 minutes</b> using simple AI tools. This showcase challenged leaders to redefine their team's content production benchmarks.</li>
 	<li><b>The Practical AI Toolkit:</b> This was an implementation session, not a theory class. Participants were given a <b>plug-and-play template</b> and introduced to specific tools and prompt engineering techniques that can be used to:
<ul>
 	<li><b>Turn raw data into stories</b> that build trust and connection.</li>
 	<li><b>Overcome resource constraints</b> and demonstrate undeniable value through tangible, rapidly generated deliverables.</li>
</ul>
</li>
</ul>
This session armed L&amp;D leaders with the practical steps needed to break the resource cycle, making their teams a source of high-speed, high-quality content that truly supports the business strategy.

AI Practical Lab: The AI-Powered L&D Playbook | High-impact training materials on a shoestring budget

Future of Work

Digital &amp; AI

learning technology

rapid prototyping

talent development

CHIE2025

AI tools

generative AI

operational efficiency

ashanti.morgan

angelica.janina.stilling

practical insights

roberto.seif

AI practical application

L&amp;D playbook

high impact training

agile producer

learning content creation

L&amp;D budget

L&amp;D operations

<p data-start="676" data-end="916">This live discussion provided a clear look at a common challenge: L&amp;D and HR teams often operate in silos, tracking activity but struggling to prove real business impact. The answer isn’t more tools—it’s building a data-driven learning ecosystem that connects LMS, HRIS, LXP, and enterprise systems through a shared strategy. <strong>With aligned data, culture, and governance, talent leaders can shift from compliance metrics to outcomes like sales, retention, and leadership pipelines.</strong> Read on to discover how to move from siloed activity to enterprise-wide impact.</p>
<p data-start="676" data-end="916">As <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a> emphasized, quoting <a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt Donovan</a>:</p>

<blockquote>"If L&amp;D doesn’t align its data strategy with the enterprise data strategy , it risks being left behind."</blockquote>
<p data-start="676" data-end="916">That urgency framed the discussion on why siloed systems and vanity metrics no longer cut it.</p>
<p data-start="918" data-end="1183"><a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> reminded us of the shift required:</p>

<blockquote>"Business leaders don’t care about activity—they care about outcomes"</blockquote>
<p data-start="918" data-end="1183">The challenge for L&amp;D is to move beyond course completions and show how learning drives sales, retention, quality, and leadership pipelines.</p>


<hr data-start="1185" data-end="1188" />

<h2 data-start="1190" data-end="1211">🔑 5 Key Takeaways</h2>
<ol data-start="1212" data-end="1759">
 	<li data-start="1212" data-end="1320">
<p data-start="1215" data-end="1320"><strong data-start="1215" data-end="1252">Integration is the differentiator</strong> – Connecting LMS, HRIS, LXP, and business systems unlocks impact.</p>
</li>
 	<li data-start="1321" data-end="1426">
<p data-start="1324" data-end="1426"><strong data-start="1324" data-end="1347">Metrics must evolve</strong> – Completions and attendance don’t prove value; performance and outcomes do.</p>
</li>
 	<li data-start="1427" data-end="1528">
<p data-start="1430" data-end="1528"><strong data-start="1430" data-end="1458">Culture enables data use</strong> – Governance and openness are as critical as the technology itself.</p>
</li>
 	<li data-start="1529" data-end="1644">
<p data-start="1532" data-end="1644"><strong data-start="1532" data-end="1565">Taxonomies are infrastructure</strong> – Shared skills and competency language is essential across HR and business.</p>
</li>
 	<li data-start="1645" data-end="1759">
<p data-start="1648" data-end="1759"><strong data-start="1648" data-end="1676">Start small, scale smart</strong> – Pilots tied to one or two business outcomes create early wins and credibility.</p>
</li>
</ol>

<hr data-start="1761" data-end="1764" />

<h2 data-start="1766" data-end="1792">🛠️ 5 Practical Actions</h2>
<ol data-start="1793" data-end="2357">
 	<li data-start="1793" data-end="1896">
<p data-start="1796" data-end="1896"><strong data-start="1796" data-end="1816">Audit your silos</strong> – Map where learning, HR, and business data live; identify overlaps and gaps.</p>
</li>
 	<li data-start="1897" data-end="2027">
<p data-start="1900" data-end="2027"><strong data-start="1900" data-end="1931">Anchor in business outcomes</strong> – Pick one high-stakes metric (e.g., sales performance, leadership pipeline) to prove impact.</p>
</li>
 	<li data-start="2028" data-end="2142">
<p data-start="2031" data-end="2142"><strong data-start="2031" data-end="2051">Align taxonomies</strong> – Ensure skills and competencies use the same “data language” across HR and L&amp;D systems.</p>
</li>
 	<li data-start="2143" data-end="2256">
<p data-start="2146" data-end="2256"><strong data-start="2146" data-end="2172">Shift manager behavior</strong> – Train leaders to use data for coaching and recognition, not as a “gotcha” tool.</p>
</li>
 	<li data-start="2257" data-end="2357">
<p data-start="2260" data-end="2357"><strong data-start="2260" data-end="2285">Pilot → prove → scale</strong> – Integrate one system, show measurable ROI, then expand iteratively.</p>
</li>
</ol>

<hr data-start="2359" data-end="2362" />

<h3 data-start="2364" data-end="2384">Why it matters</h3>
<p data-start="2385" data-end="2610">Talent development leaders who adopt this mindset will stop reporting activity and start telling outcome-driven stories that matter to the business. Integration isn’t a future vision—it’s the credibility test for L&amp;D today.</p>

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

Integrated Talent Management

Analytics

dirk.tussing

newton.moore

richard.busby

azizeh.constantinescu

edward.desrosiers

keri.kersten

marty.murrillo

guillermo.gutierrez

reskilling

learning and development

patricia.ouzounian

yolanda.mangram

audrey..hackley

Strategic HR

diana.anderson

HR Technology

HR Analytics

emily.decker-bess

data driven HR

Coaching Culture

organizational impact

3Q2025

data strategy

cindy.pinkstaffmiller

HR data

learning tech stack

L&amp;D systems

enterprise data

talent ecosystem

integrated HR

HR systems

workforce analytics

learning metrics

talent analytics

deepa.kartha

manendra.bhugra

business outcomes

jenny.massoni

data-driven ecosystem

learning integration

HRIS

taxonomy alignment

enterprise learning

<strong>Session Focus: Copilot 365 gives you more than one assistant—it’s your whole AI team, ready to support how you think, lead, and deliver across your apps.</strong>
<blockquote>
<p data-pm-slice="1 1 ">“Start treating AI like a teammate, not just a tool—and you’ll unlock real value faster.” — Dirk Tussing.</p>
</blockquote>
<p data-start="600" data-end="641">That quote reframed the entire discussion. Because this session wasn’t about learning new software but leading a new kind of team. You wouldn’t discard a new hire after day one. You coach them. Set expectations. Help them contribute. The same applies to AI. It’s not a passive system—it’s a teammate you shape over time.</p>
<p data-start="852" data-end="1297">Instead of thinking about Copilot as a single feature, think of it as a growing <strong data-start="932" data-end="943">AI team</strong> embedded across your workflow. One teammate helps you coach others. Another drafts emails, preps meeting summaries, or flags action items. One analyzes Excel data. Another—like <strong data-start="1121" data-end="1169">Colin Hahn demonstrated using Power Automate</strong>—quietly handles repeatable ops tasks like reminding you to follow up with clients or logging meeting outcomes into your system.</p>
<p data-start="1299" data-end="1521">Supporting this AI team are tools like <strong data-start="1338" data-end="1357">Microsoft To Do</strong> and <strong data-start="1362" data-end="1379">Viva Insights</strong>, which act like your <strong data-start="1401" data-end="1422">AI chief of staff</strong>—monitoring your calendar, inbox, and workflow to surface what matters most, when needed.</p>
<p data-start="895" data-end="934">So what makes that relationship thrive?</p>

<blockquote>
<p data-pm-slice="1 1 ">“ChatGPT Projects let you create specialized AI agents—everything lives in one bucket, and the context builds over time. Copilot offers similar context anchors, but tied to your documents, chats, and apps.” — Roberto Seif</p>
</blockquote>
<p data-start="1024" data-end="1270">You don’t need to code—you need to design. L&amp;D leaders are uniquely positioned to bring structure to ambiguity. When you apply imagination to AI, you eliminate the noise that slows your best people down and make space for deeper, more human work.</p>

<h3 data-start="2056" data-end="2106">👥 How to Lead Your AI Team Inside Copilot 365</h3>
<div class="_tableContainer_16hzy_1">
<div class="_tableWrapper_16hzy_14 group flex w-fit flex-col-reverse" tabindex="-1">
<table class="w-fit min-w-(--thread-content-width)" data-start="2108" data-end="3239">
<thead data-start="2108" data-end="2232">
<tr data-start="2108" data-end="2232">
<th data-start="2108" data-end="2128" data-col-size="sm"><strong data-start="2110" data-end="2121">AI Role</strong></th>
<th data-start="2128" data-end="2167" data-col-size="sm"><strong data-start="2130" data-end="2149">Where They Work</strong></th>
<th data-start="2167" data-end="2232" data-col-size="md"><strong data-start="2169" data-end="2194">What They Help You Do</strong></th>
</tr>
</thead>
<tbody data-start="2359" data-end="3239">
<tr data-start="2359" data-end="2483">
<td data-start="2359" data-end="2379" data-col-size="sm"><strong data-start="2361" data-end="2377">AI Assistant</strong></td>
<td data-col-size="sm" data-start="2379" data-end="2418">Outlook, Teams</td>
<td data-col-size="md" data-start="2418" data-end="2483">Draft replies, summarize threads, flag follow-ups</td>
</tr>
<tr data-start="2484" data-end="2609">
<td data-start="2484" data-end="2504" data-col-size="sm"><strong data-start="2486" data-end="2498">AI Coach</strong></td>
<td data-col-size="sm" data-start="2504" data-end="2543">Word, OneNote, Teams</td>
<td data-col-size="md" data-start="2543" data-end="2609">Refine tone, structure feedback, support performance convos</td>
</tr>
<tr data-start="2610" data-end="2735">
<td data-start="2610" data-end="2630" data-col-size="sm"><strong data-start="2612" data-end="2629">AI Specialist</strong></td>
<td data-col-size="sm" data-start="2630" data-end="2669">Excel, Power BI</td>
<td data-col-size="md" data-start="2669" data-end="2735">Analyze data, build visualizations, spot insights</td>
</tr>
<tr data-start="2736" data-end="2861">
<td data-start="2736" data-end="2756" data-col-size="sm"><strong data-start="2738" data-end="2753">AI Teammate</strong></td>
<td data-col-size="sm" data-start="2756" data-end="2795">Word, PowerPoint</td>
<td data-col-size="md" data-start="2795" data-end="2861">Co-author learning plans, proposals, or strategy decks</td>
</tr>
<tr data-start="2862" data-end="2987">
<td data-start="2862" data-end="2882" data-col-size="sm"><strong data-start="2864" data-end="2878">AI Trainer</strong></td>
<td data-col-size="sm" data-start="2882" data-end="2921">Word, Loop, SharePoint</td>
<td data-col-size="md" data-start="2921" data-end="2987">Rewrite SOPs, simplify policies, structure onboarding flows</td>
</tr>
<tr data-start="2988" data-end="3113">
<td data-start="2988" data-end="3008" data-col-size="sm"><strong data-start="2990" data-end="3008">AI Ops Partner</strong></td>
<td data-col-size="sm" data-start="3008" data-end="3047">Power Automate, Outlook</td>
<td data-col-size="md" data-start="3047" data-end="3113">Log actions, trigger reminders, integrate workflows</td>
</tr>
<tr data-start="3114" data-end="3239">
<td data-start="3114" data-end="3138" data-col-size="sm"><strong data-start="3116" data-end="3137">AI Chief of Staff</strong></td>
<td data-col-size="sm" data-start="3138" data-end="3173">Viva Insights, To Do</td>
<td data-col-size="md" data-start="3173" data-end="3239">Monitor priorities, surface nudges, protect focus time</td>
</tr>
</tbody>
</table>
</div>
</div>
<h3 data-start="1923" data-end="1955">🔑 The Shift:</h3>
<p data-start="3264" data-end="3334">You’re building a team—and leading it.</p>
<p data-start="3336" data-end="3509">Give each AI teammate a role. Coach them through clear prompts. Evaluate their output. And most importantly—<em data-start="3444" data-end="3509">design the conditions where both AI and your people can thrive.</em></p>


<hr />
<p data-sourcepos="3:1-3:102">Are you a senior HR leader passionate about talent and innovation? Ready to embrace the power of AI?</p>
<p data-sourcepos="5:1-5:251">Join us for "Let's Talk Talent Strategies," an exclusive, complimentary event where you'll connect with fellow HR leaders, explore cutting-edge talent development capabilities, and learn how to leverage AI to add unexpected value to your organization.</p>
<img class="aligncenter wp-image-43222" src="https://wp.ele.llc/wp-content/uploads/2024/10/MS-Copilot365-Treat-as-a-team-member.jpg" alt="Treat GenAI as a team member" width="550" height="359" />
<p style="text-align: center;"><strong><em>AI isn’t just a tool—it’s your newest team member. And Copilot helps you hire the right ones for the work you do every day.</em></strong></p>

✨ AI from Tool to Teammate: How to Build—and Lead—Your AI Team

future of work

Leadership

upskilling

colin.hahn

Adding Value

learning trends

ChatGPT

HR future

AI in HR

steve.caponigri

GenAI

talent-talk

ai practical lab

Build a book

AI in talent development

owen.burns

nicole.defalco

2Q2025

L&amp;D leadership

AI literacy

annette.wehrli

ChatGPT for ld

custom gpts

performance coaching

learning innovation

talent development strategy

workplace AI tools

talent intelligence

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: </strong>Integrating L&amp;D systems with broader HR and enterprise data tools for a unified view of talent and impact.</p>

<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
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<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">
<div class="markdown prose w-full break-words dark:prose-invert light">This video discussion explores the strategic integration of L&amp;D systems with broader HR and enterprise data tools. Discover how to build a unified learning technology ecosystem that provides a comprehensive view of talent and impact across your organization.</div>
<div class="markdown prose w-full break-words dark:prose-invert light">We will examine practical approaches for leveraging data from interconnected systems to inform talent development initiatives, measure their effectiveness, and ultimately drive business outcomes. Learn to create a robust and data-driven learning environment that supports continuous growth and strategic decision-making.</div>
</div>
</div>
</div>
</div>
</div>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
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<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">

<hr />

</div>
</div>
</div>
</div>
</div>
<p class="whitespace-pre-wrap">This interactive video discussion will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

Digital

Shure Incorporated

Spencer Stuart

Climate Pros

ELB Learning

This session offered a deep dive into the transformative potential of AI in Learning and Development, emphasizing that it's not merely a technological upgrade, but a fundamental shift in how we approach talent development and skills acquisition. It highlighted the importance of moving beyond simply automating tasks or increasing efficiency, and instead focusing on how AI can enable the creation of more personalized, impactful, and business-aligned learning experiences.

The session also underscored the crucial role of human oversight and ethical considerations in leveraging AI for talent development, ensuring that while we embrace innovation, we also prioritize responsibility and inclusivity.

Here are some key takeaways that would be most valuable for senior HR talent leaders:
<ul>
 	<li><strong>Drive Value, Not Just Efficiency:</strong> Move beyond simply automating tasks or speeding up content creation with AI. Focus on how AI can help L&amp;D demonstrate a greater impact on business results. This might involve creating personalized learning paths, developing more effective simulations for training, or using AI to analyze the effectiveness of learning programs and tie them directly to business outcomes.</li>
 	<li><strong>Upskill Your L&amp;D Team:</strong> Equip your L&amp;D team with the skills and knowledge to thrive in an AI-augmented workplace. This could involve training on new AI tools and technologies, data analysis techniques, or design thinking methodologies to leverage AI creatively in learning solutions. Encourage experimentation and knowledge sharing within the team to accelerate the adoption and integration of AI in L&amp;D processes.</li>
 	<li><strong>Champion Ethical AI Practices:</strong> Establish clear guidelines and frameworks for responsible AI use in L&amp;D. This includes addressing potential biases in AI-generated content, ensuring data privacy and security, and maintaining human oversight in talent development processes. Promote transparency and explainability in AI-driven decisions to foster trust and accountability.</li>
 	<li><strong>Foster Cross-Functional Collaboration:</strong> Encourage collaboration between L&amp;D, IT, business leaders, and other stakeholders to ensure alignment between AI strategy and business objectives. Leverage AI to facilitate knowledge sharing and communication across departments, breaking down silos and fostering a more integrated approach to talent development.</li>
</ul>
The future of L&amp;D is being shaped by AI. By embracing these insights and taking proactive steps, HR talent leaders can position their organizations at the forefront of this exciting transformation.

Your Learning Needs a Comprehensive Strategy in the AI-Era

Strategy

digital transformation

alysa.parks

Change Management

gabriela.munoz

leadership development

marty.rosenheck

karen.waterlander

personalized learning

CHIE2024

HR Strategy

AI in Learning

L&amp;D innovation

josh.penzell

Ethical AI

Human Oversight

GE HealthCare

Learning experience platforms (LXPs) enable personalized, social, online learning experiences for users by consolidating disparate learning resources into a single portal. AI has the potential to dramatically accelerate organizational learning by taking high quantities of high-quality data and making predictive decisions that connect learners to the right content in the right moments. Today, learning leaders are navigating countless and difficult choices to engage learners and provide learning in the flow of work. Through this session, we'll start by exploring through the eyes of the learner. Equipped with their perspective, you might be able to identify existing technologies and a shorter path to dramatically improve your learners' experience.

<strong>What we will explore together</strong>

Through this roundtable discussion, we will explore how:
<ul>
 	<li>Customer journey mapping and other techniques help us understand the learner's perspective and challenges</li>
 	<li>To identify opportunities to automate through existing resources – explore automating EVERYTHING by considering ANYTHING</li>
 	<li>Organizations are using LXPs to consolidate content while enabling personalized and social learning experiences</li>
 	<li>Learning leaders can leverage data from a variety of resources to drive informed decisions</li>
</ul>
<strong>ELE’s Idea Exchange:</strong> Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

<hr />

&nbsp;
<blockquote>Consider joining ELE’s Virtual cohort for Learning &amp; HR Executives. A <strong>TEAM LEADERS Membership</strong> grants a year-long learning process through face-to-face collaboration and networking with other local heads of Learning &amp; Talent Development, access to a robust archive of Virtual cohorts and exchanges via <strong>ELE Insights</strong>, and robust question &amp; answer forum named the <strong>ELE Idea Exchange</strong>. Each senior leader is encouraged to bring a peer from their organization that contributes to, engages, or supports the Learning &amp; Talent spectrum for their workplace.

Our quarterly cohort exchanges are built around the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>
For more information, visit <a href="https://learningexecutive.com/our-membership-plans/" target="_blank" rel="noopener noreferrer">https://learningexecutive.com/our-membership-plans/</a>.</blockquote>

Learning Experience Platforms Roundtable Discussion

kyle.swanson

learning experience

bonnie.hemingway

data driven leader

learning experience platform

insights-wise-2020

UL Solutions

We have heard that AI and robots are coming to take jobs away. Over several decades, automation has indeed impacted routine roles in the workplace. We can expect more changes, and we can affect how the future unfolds. At UL, we find value in human augmentation that propels a person's performance, not replaces them.

By using Digital Coaches, Q&amp;A Bots, back-office automation, Dynamic Work Redesign, and Lean Six Sigma principles, we feel people will have more time to do what people do best: create, problem-solve, and apply their rich domain knowledge.

<strong>What we will explore together</strong>

This presentation is for learning professionals who want to explore how they might leverage technologies to improve their workflows or help colleagues. We will provide several current user cases at UL, exploring what worked and what other challenges exist. Come learn with us.

&nbsp;

<strong>ELE’s Idea Exchange:</strong> Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

<hr />

&nbsp;
<blockquote>Consider joining ELE’s Virtual cohort for Learning &amp; HR Executives. A <strong>TEAM LEADERS Membership</strong> grants a year-long learning process through face-to-face collaboration and networking with other local heads of Learning &amp; Talent Development, access to a robust archive of Virtual cohorts and exchanges via <strong>ELE Insights</strong>, and robust question &amp; answer forum named the <strong>ELE Idea Exchange</strong>. Each senior leader is encouraged to bring a peer from their organization that contributes to, engages, or supports the Learning &amp; Talent spectrum for their workplace.

Our quarterly cohort exchanges are built around the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>
For more information, visit <a href="https://learningexecutive.com/our-membership-plans/" target="_blank" rel="noopener noreferrer">https://learningexecutive.com/our-membership-plans/</a>.</blockquote>

Creating More Human Capability in an Automated World

analytics

digital

kacie.walters

russell.hayes

crystal.scott

automation

Automating HR

AI Bot Technology

Bot Technology

Chatbot

The Second City Works

Organizations are striving to develop a culture of continuous learning by building inclusive teams and fostering a collaborative working environment.  Whether you’re aligning on the year’s goals, generating new strategy or simply trying to generate momentum, maximizing the effectiveness of your meetings with engaging content that inspires and impresses is one of the biggest challenges companies face. Please join Second City and Instructure for an interactive session on transforming group meetings into memorable experiences that drives connection across teams through active listening, building conversations and developing concise effective messaging.

Second City Works uses the tools of improvisation to help improve communication and collaboration in the workplace. The Professional Development programs combine interactive exercises, facilitated debriefs and practical application to create a learning experience that is both fun and memorable.  That firsthand experience helps participants internalize better ways to communicate, collaborate and innovate- all while building comfort with risk and change.

Practice, Instructure's video-based microlearning solution, provides continuous learning for the digital age. Through collaborative peer-to-peer and expert assessments, employees actively engage in the mastery of skill development. Practice helps organizations reinforce skills, facilitate feedback, increase collaboration and share expertise across teams.

By implementing a specific rubric design, Practice enables management to measure and crowdsource learning. A video-centric framework allows organizations to scale via self-reflection, peer assessment, and model response.  Leaders can track skill development, identify top performers for mentorship opportunities and create targeted learning paths for employees.

Active Experimentation: Get Feedback. Get Better. Repeat.

collaborative learning

inclusion

scott.zoll

team-building

team-development

Megan.Farber

piero.procaccini

Takeda

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<p class="thought_leader">We have technology, but do we collaborate and do learn from each other? People learn from people. If you are curious on how conversational opportunities can spark learning and broaden the reach of your lessons, please join us for an intriguing look at how to use conversation to enrich learning.</p>

<ul>
 	<li>How do you use discussion to promote learning after learners leave the classroom?</li>
 	<li>What do you do to engage learners to have conversations?</li>
 	<li>Does being intellectually engaged through conversation actual translate into learning benefits?</li>
 	<li>Are there best practices in extending learning via conversations?</li>
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Scalable Learning Conversations Ideation: L&D Building Organizational Knowledge & Capability

integrated talent management

learning strategy

marge.feely

learning culture

learning &amp; development

strategy

<p class="thought_leader">At GE we’re always looking for ways to enhance the sales experience. We’ve identified an opportunity to provide Commercial Reps with the resources to deliver messaging that is distinct, consistent, high quality, and readily available to all representatives. We also want to highlight the many facets of GE’s new APEX CT machine and PowerPoint just doesn’t cut it.</p>
We partnered with CGS to implement an augmented reality experience that can be showcased during sales presentations. We started with 360 pictures of the machine to develop a highly impactful AR model. This method is much easier than the traditional method of building 3D models using CAD files. From there, we enhanced the model with hotspots that incorporated videos, infographics, and interactive content. This capability will quickly and seamlessly enable us to implement AR.

The ability to implement today’s latest technology can be simple and highly effective. It also can leverage hardware used regularly by your audience. It’s also important to have the right partner to ensure this type of implementation is done in the most effective and strategic manner.

GE Healthcare VR/AR Sales Enablement: Case Study

christopher.lind

Augmented Reality

Reynolds Consumer Products

Many smaller companies do not have the ability to invest in a large scale LMS or integrated Talent Management software. At the same time, some larger companies are not seeing the ROI from vast libraries of self-paced courses. This session addresses the question, How can we leverage cloud-based solutions in a way that appears seamless to our employees while enabling the organization to be more nimble and avoid being locked into expensive, long term programs.
<ul>
 	<li>How have you overcome challenges like single sign-on to make access to a cloud based system user friendly?</li>
 	<li>How do you maintain updated employee records/profiles (data) with different cloud based applications?</li>
 	<li>How do you stay up-to-date on what’s available in the marketplace?</li>
 	<li>What’s your greatest current need in this space?</li>
 	<li>What is the greatest downside or risk to this type of cloud-based approach?</li>
</ul>
Come prepared to actively contribute and participate in the discussion. Low-cost cloud-based apps that were mentioned during the session included:
<ul>
 	<li>Jam <em>(part of success Factors)</em></li>
 	<li>Degreed</li>
 	<li>Adobe Captivate Prime</li>
 	<li>Articulate 360 <em>(Includes multiple development tools, large library of stock photography/video/templates, and digital content review platform)</em></li>
 	<li>Adobe Connect</li>
 	<li>Camtasia</li>
 	<li>Audacity</li>
 	<li>Adobe Audition</li>
 	<li>Video Scribe</li>
 	<li>Vyond</li>
 	<li>Powtoon</li>
 	<li>Office 365 <em>(Yammer, Office Forms, 0365 Video, Stream, etc…)</em></li>
 	<li>Sli.do</li>
 	<li>Mail Chimp</li>
 	<li>PiktoChart</li>
 	<li>Canva</li>
 	<li>Live Slides</li>
 	<li>Quizzes.com</li>
 	<li>Kahoot</li>
 	<li>Poll Anywhere</li>
</ul>

Co-design a “cloud of low-cost integrated apps”

curation

post-format-audio

doing more for less

tim.treger

matthew.eade

Discover

<p>We are on the cusp of what is probably the biggest disruption to talent since the industrial revolution. Growing complexity in our work and technologies, like AI, will likely disrupt conventional thinking about things as mundane as a job description. At the same time, our capacity for learning as humans is reaching new heights. As learning professionals, how do we adapt to the shifting paradigm – and how do we harness the advancing technologies to support adaptation and maintain our relevancy?</p>



<p>In this session, we will prime our thinking by discussing some trends. Then, we will ideate on how we can leverage technology and benefit from what we are learning about how people learn.</p>



<p>We will walk away with ideas for shifting and/or improving our learning strategies as well as some inspiration to shift our thinking toward the future.</p>

<p>&nbsp;</p>

Enabling Continuous Learning (ideation)

post-format-video

teri.hart

continuous learning

Degreed

<p><span style="font-size: 16px;">Earlier this year, I talked to Josh Bersin, renowned learning industry analyst and Founder/Principal of Bersin by Deloitte, about a few of his predictions for learning in 2017. </span></p>



<p>In this session, we’ll explore my thoughts around these predictions and include advice from Josh about what learning leaders should be thinking about for your role in the next three years:</p>



<p><strong>💥 Prediction #1 - Culture and Engagement Will Remain Top Priorities </strong><br /><em>Culture and engagement haven’t always been associated with the learning field, but more and more, learning leaders are being asked to take on culture and engagement at their companies in addition to learning.</em></p>
<p><strong>💥 Prediction #2 - Digital Learning Will Re-invent L&amp;D</strong></p>
<p><strong>💥 Prediction #3 - The L&amp;D Function Will Continue to Struggle</strong><br /><em>The corporate L&amp;D market is undergoing one of its most disruptive times in the last 15 years, and L&amp;D will continue to struggle to keep up. I believe that one of the reasons for this is that the old models just don’t work anymore and the entire learning function needs an overhaul.</em></p>

<p>&nbsp;</p>

2020 CLO: The Future of Workplace Learning

engagement &amp; culture

degreed

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