ELB Learning

ELE Group, LLC

Session Focus: Explore how AI can personalize microlearning experiences to optimize engagement and knowledge retention.

<blockquote>"AI, like a GPS for learning, guides each learner from their starting point, adjusting the path as they progress." -- <a href="https://www.ele.llc/members/kevin-adams" target="_blank" rel="noopener">Kevin Adams</a> ,ELB Learning</blockquote>
This session illuminated the transformative potential of integrating artificial intelligence with microlearning for talent development. The analogy of AI as a learning GPS perfectly captures how it personalizes the educational journey, adapting to each individual's unique pace and progress. This personalized approach maximizes engagement and knowledge retention, creating a more effective and efficient learning experience.

This session provided actionable insights for HR leaders looking to leverage AI-powered microlearning:
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Personalization Power: Harness AI to tailor learning experiences to individual needs and preferences. This targeted approach significantly boosts learner engagement and knowledge absorption compared to traditional, one-size-fits-all training. Action: Identify areas within current training programs where AI-driven personalization could have the biggest impact.
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Microlearning Mastery: Implement microlearning principles by delivering concise, focused learning modules. This caters to shorter attention spans and facilitates better knowledge retention and application. Action: Audit existing training content and identify opportunities to break it down into microlearning modules.
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Collaborative Intelligence: Foster a collaborative learning culture where employees can interact, share knowledge, and learn from each other. AI can play a key role in facilitating this dynamic environment. Action: Explore AI-powered platforms that support collaborative learning, such as discussion forums or knowledge-sharing wikis.
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Real-Time Feedback: Leverage AI tools to provide learners with immediate feedback. This allows them to quickly identify and correct errors, accelerating the learning process. Action: Research and pilot AI-driven feedback tools within existing microlearning programs.
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Continuous Learning &amp; Adaptation: Stay informed about the latest advancements in AI and learning technologies. This ensures your learning strategies remain cutting-edge and aligned with evolving organizational needs. Action: Subscribe to industry publications and attend webinars focused on AI in learning and development.
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Data-Driven Optimization: Use data analytics to measure the impact of AI-enhanced learning tools and programs. Regularly analyze this data to refine strategies and maximize learning outcomes and organizational performance. Action: Establish clear metrics for evaluating the effectiveness of AI-driven microlearning initiatives.
</li>
</ol>
By embracing these AI-driven approaches, HR leaders can significantly enhance the effectiveness of their learning and development programs. This will empower their organizations to become more agile, adaptable, and future-ready in today's rapidly changing business landscape. Investing in AI-powered microlearning is not just a trend; it's a strategic imperative for organizations looking to cultivate a highly skilled and engaged workforce.

Microlearning in the AI Age: Building Adaptive, Personalized Learning Experiences

future of work

Future of Work

Digital &amp; AI

digital transformation

dirk.tussing

microlearning

jean.ryan

learning experience

azizeh.constantinescu

talent development

employee engagement

sara.larson

ana.bedard

continuous learning

reskilling

learning and development

future of learning

adaptive learning

personalized learning

brian.richardson

jennifer.rainey

HR leadership

HR Innovation

AI in Learning

Workplace Learning

AI integration

HR strategies

rachel.kaberon

kevin.adams

training and development

HR Technology

organizational learning

team communication

teaming techniques

juliana.sobanski

nicole.defalco

AI in Education

Knowledge Retention

jacqueline.gargiulo

Zurich North America

Versiti

Art Institute of Chicago

Froedtert ThedaCare Health

This session provided actionable strategies for navigating the evolving demands of HR in the AI era. As workplaces become more agile, HR leaders must balance innovative practices with foundational human needs to build sustainable and future-ready organizations.

One standout insight was the growing importance of microlearning as a cornerstone of modern L&amp;D:
<blockquote>"Microlearning meets modern learners’ needs—they want quick, just-in-time knowledge, not hour-long sessions." -- <a href="https://www.ele.llc/members/angie-zeigler" target="_blank" rel="noopener">Angie Zeigler</a></blockquote>
This shift reflects how today’s workforce expects learning to be as accessible and immediate as their favorite apps. To meet these expectations, HR leaders must prioritize:
<ul>
 	<li>Agility and Unlearning: Equip employees to unlearn outdated practices and embrace continuous growth.</li>
 	<li>Foundational Skills: Revisit and strengthen core competencies like communication, customer service, and digital literacy.</li>
 	<li>Culture Alignment: Ensure talent processes reinforce organizational values, fostering a cohesive and inclusive workplace.</li>
 	<li>Community Engagement: Leverage partnerships with schools and community organizations to build diverse pipelines while supporting local ecosystems.</li>
</ul>
By embracing these strategies, senior HR talent leaders can ensure their organizations remain relevant, resilient, and ready to thrive in the future of work.

Sustainable Talent: Leadership “Aha!” Moments for Future-Ready Organizations and Communities

Engagement &amp; Culture

Integrated Talent Management

teri.hart

angie.zeigler

tim.kirkpatrick

janice.simmons

leadership development

denise.banks

CHIE2024

organizational culture

skills development

DEIB

HR Strategy

AI in HR

Workforce Agility

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

evidence-based research

Leadership

Peer-to-Peer Learning

learning design

cohort learning

collaborative learning

learning culture

mike.kester

edward.desrosiers

jesse.james

talent management

katrina.williams

judy.albers

flow of work

leading remote workers

Learning Agility

remote

diego.frausto

employee development

hybrid workforce

Semi-synchronous Collaborative Peer-Learning

Scalable Global Cohorts

alan.todd

Leadership Skills

Designing Cohort Learning to Scale

remote work

Leadership Training

remote leadership

flexible work

workspace culture

excutive leadership

Session Focus: Ideate best practices for creating Leadership Moments

Are your internal Executive Development programs using leader-generated content? At JLL, their talent team uncovered that having an agile leadership development framework allows them to develop our leaders at all levels in a variety of ways including mobile technologies.

One of the most effective has been through “Leadership Moments” to begin creating a culture where learning is embedded in all we do – including something as simple as a meeting.

ELE’s Learning Circle will be ideating Retooling Talent Development for the New Normal.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value?</li>
 	<li>Why does it matter?</li>
</ul>

Leadership Moments | Scaling Executive Development

curation

digital

learning strategy

brian.watkins

operations

mobile learning

informal learning

accelerated leadership development

matt.donovan

lorna.malloy

Adding Value

social learning

leadership moments

tracy.adams

nathan.sheets

Session Focus: Ideate best practices for creating Leadership Moments

Are your internal Executive Development programs using leader-generated content? At JLL, their talent team uncovered that having an agile leadership development framework allows them to develop our leaders at all levels in a variety of ways including mobile technologies.

<center><iframe title="YouTube video player" src="https://www.youtube.com/embed/16YdZL4wHHU" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>One of the most effective has been through “Leadership Moments” to begin creating a culture where learning is embedded in all we do – including something as simple as a meeting.

<center><iframe title="YouTube video player" src="https://www.youtube.com/embed/NRm6rGmvkbM" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>&nbsp;

ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Ace Hardware Corporation

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Microlearning is not only compact, it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes microlearning in business contexts especially valuable. When deciding whether to use microlearning strategies, it’s important to consider both your business needs and the needs of your learner.
Departing from traditional classroom training, Carlos and Dana kick off this session learning about the audience using Kahoot! before each sharing a microlearning case study. Throughout this session will be an engaging, interactive group discussion.</td>
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How Microlearning Complimented Our Blended Learning

Strategy

dana.huot

carlos.velazquez

blended learning

ace hardware

As learning professionals, we understand that the development of workplace skills happens primarily beyond the classroom or eLearning course. It happens through on-the-job experience and reflection on that experience. A key to the success of on-the-job learning is the quality of coaching by managers and others. The problem is that most managers do not provide effective coaching and feedback when it is needed. This is because they don’t have time, skills, or knowledge to coach effectively, or they consider it too cumbersome to do. How can we leverage mobile technology to support the coaching process?
In this session, you’ll see how an organization used mobile devices to enable short, frequent, asynchronous, targeted coaching interactions – “micro-coaching.” They developed a structured on-the-job learning path that was deployed on their smartphones. Learners used their smartphones’ sensors (camera, audio and video recorder, and GPS) to capture evidence of work at each step along their learning path and submit it to their designated coaches. When their coaches got an email notification that they received a submission, they reviewed it and provided written or recorded audio feedback that was sent back to the employees. The coaches were provided with performance support on their mobile devices in the form of coaching guides, checklists, and success criteria to ensure that the coaching and feedback was very targeted, focused, and accurate. You’ll see the results of a pilot study of the effectiveness of the technology-supported micro-coaching process and

hear lessons learned that you can apply to your organization.
<ul>
 	<li>You’ll get ideas and design guidelines for building an effective micro-coaching process that provides managers the support and guidance they need to easily and effectively coach their employees.</li>
 	<li>You see how mobile technology can be used to support and optimize the on-the-job learning process.</li>
</ul>

Marty Rosenheck Micro-Coaching: Using Mobile Devices to Support On-the-Job Learning

marty.rosenheck

Leadership Moments | Scaling Executive Development

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