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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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Find the peer conversation that moves your work forward.The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.

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Want ELE to come to you? Propose a local gathering — the community decides what gets scheduled.

The Regis Company

The traditional L&amp;D operating model is obsolete. Simply rolling out more content won't solve the capability gaps driven by rapid technological change. In this crucial keynote, Mike Vaughan delivers critical, data-backed research on the irreversible shift from a content-first to a skills-first learning architecture, driven by AI and comprehensive talent data.

Senior leaders will move beyond generalized trends to understand the specific L&amp;D 3.0 framework necessary for enterprise transformation. You will gain actionable insights on:
<ul>
 	<li>The Skills-First Imperative: Why merely having a skills taxonomy isn't enough. Learn how to leverage AI-driven skills data for proactive talent planning, enabling true talent mobility and a responsive learning ecosystem.</li>
 	<li>From Reactive Training to Proactive Capability: Discover how high-performing L&amp;D functions are using data to anticipate skill needs before they become business-critical gaps, moving L&amp;D from a service center to a strategic capability builder.</li>
 	<li>The Power of AI-Enabled Personalization: Review compelling research that validates the exponential increase in learner engagement and performance when AI is used to deliver personalized and relevant career journeys, not just generic training paths.</li>
 	<li>Measuring Business Impact: Focus on the metrics that matter. Understand how to connect skills development directly to key business outcomes (like customer experience and innovation) to finally prove the strategic ROI of your talent investment.</li>
</ul>
This keynote provides the research and the roadmap to future-proof your L&amp;D strategy, positioning it as the indispensable engine of organizational agility and growth.

How AI is Changing L&D: Research | Skills Data

Integrated Talent Management

Digital &amp; AI

talent mobility

Analytics

michael.vaughan

organizational agility

CHIE2025

workforce planning

skills taxonomy

HR Strategy

Data-Driven L&amp;D

capability building

Strategic L&amp;D

enterprise transformation

skills gap analysis

AI in L&amp;D

AI personalization

skills first architecture

L&amp;D 3.0

talent data

proactive talent planning

learning ecosystem

measuring business impact

ROI of talent

future proofing L&amp;D

Executive Learning Exchange (ELE)

This live discussion with experienced talent executives, mostly ex-Accenture, made one thing clear: skills are more than a talent metric—they’re the language of business capability. When viewed as data, skills connect individual growth to enterprise agility, shifting the conversation from headcount to capability management.
<a href="https://www.ele.llc/members/craig-friedman" target="_blank" rel="noopener">Craig Friedman</a> reminded us that:

<blockquote data-start="1100" data-end="1220">
“Skills are both people data and business data. That shift takes us from counting heads to managing capabilities.”
</blockquote>
That single shift reframes how talent leaders partner with the business. Instead of defending headcount, we’re managing capabilities that drive agility, growth, and performance.
But, as Heber cautioned:

<blockquote data-start="1441" data-end="1560">
“Skills data only matters if it’s accurate. Decisions are only as strong as the confidence you have in the data.” -- <a href="https://www.ele.llc/members/heber-sambucetti" target="_blank" rel="noopener">Heber Sambucetti</a>, Skillsoft
</blockquote>
Confidence in your data determines whether leaders trust skills intelligence to shape pay, succession, and workforce planning.
And as Craig warned, complexity is the enemy:

<blockquote data-start="1740" data-end="1840">
“If your taxonomy is exploding, step back. Keep the skill the skill—and separate the context.”
</blockquote>
The conversation didn’t just redefine skills—it revealed what leaders must prioritize to make skills strategy work in practice

<h3 data-start="1972" data-end="1991">Key Takeaways:</h3>
🔹 Skills are strategic currency, bridging individual growth with enterprise capabilities. 🔹 Data quality is non-negotiable—without it, business decisions crumble. 🔹 Start where the business hurts; pilots anchored in real challenges prove value fast. 🔹 Simplicity wins—overbuilt taxonomies collapse under their own weight. 🔹 AI is an accelerant, not a replacement; governance keeps it usable.


<hr data-start="2400" data-end="2403" />

<h3 data-start="2405" data-end="2447">Practical Actions for Talent Leaders:</h3>
✅ Frame conversations with executives around capability, not headcount. ✅ Audit skills data before using it to drive staffing, comp, or workforce plans. ✅ Launch a pilot tied to a pressing business problem to win support and credibility. ✅ Establish governance guardrails early: clear definitions, owners, and refresh cycles. ✅ Use AI smartly—let it speed tagging and content, but apply governance filters.

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Skills strategy isn’t about boiling the ocean. It’s about building trust, proving value, and scaling what works—step by step.
Which of these actions feels most urgent in your organization right now? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Skills Are Data: Designing a Strategy for Agility and Growth

future of work

Strategy

Future of Work

dirk.tussing

jean.ryan

janice.simmons

talent development

reskilling

learning and development

maryann.kennedy

talent agility

matt.sernaker

future skills

skills strategy

skills data

audrey..hackley

HR Innovation

Organizational Growth

Strategic HR

Workforce Strategy

craig.friedman

AI in talent development

Workforce Agility

3Q2025

skills-based organization

HR data

skill mapping

talent analytics

organizational design

talent development strategy

talent intelligence

heber.sambucetti

capability management

skills governance

data quality in HR

business capability

This robust discussion underscored a powerful truth: talent development leaders can no longer afford to wait for lagging indicators to reveal problems. To stay ahead, we must anticipate needs, align talent metrics with strategy, and act before gaps derail performance.
As Matt Sernaker shared:

<blockquote data-start="483" data-end="650">
"Shifting from surveys after the fact to shaping daily experiences turned our lowest-rated hotel into the top performer—and gave everyone a role in improvement."
</blockquote>
And Angelica Stilling reinforced with her systemic view:

<blockquote data-start="715" data-end="864">
"A focused talent scorecard reveals workforce patterns early—speeding time-to-fill, boosting retention, and giving leaders actionable visibility."
</blockquote>
Together, these perspectives highlight a shift in mindset and practice. It’s not just about reporting outcomes—it’s about shaping them. Predictive talent strategies bring business and HR closer together, using early signals to drive accountability, innovation, and measurable results.
When leaders integrate predictive metrics into strategy, they move from reactive firefighting to proactive value creation. And when those metrics are transparent, they don’t just inform decisions—they shape culture, empowering people at every level to own outcomes.


<hr data-start="1423" data-end="1426" />

<h3 data-start="1428" data-end="1450">🔑 5 Key Takeaways</h3>
<ol data-start="1451" data-end="1813">
 	<li data-start="1451" data-end="1519">
Lagging tells you what happened; leading tells you what’s next.
</li>
 	<li data-start="1520" data-end="1595">
Predictive metrics must align with business strategy to gain traction.
</li>
 	<li data-start="1596" data-end="1667">
Sales and DEI examples show how early signals prevent costly gaps.
</li>
 	<li data-start="1668" data-end="1732">
Transparency in data creates ownership and cultural buy-in.
</li>
 	<li data-start="1733" data-end="1813">
Don’t wait for perfect dashboards—directionally correct data drives action.
</li>
</ol>

<hr data-start="1815" data-end="1818" />

<h3 data-start="1820" data-end="1845">✅ 5 Practical Actions</h3>
<ol data-start="1846" data-end="2223">
 	<li data-start="1846" data-end="1921">
Embed predictive metrics into business reviews and strategic planning.
</li>
 	<li data-start="1922" data-end="2000">
Review leading indicators more frequently to allow for course correction.
</li>
 	<li data-start="2001" data-end="2066">
Define measures with executives upfront to secure alignment.
</li>
 	<li data-start="2067" data-end="2132">
Pilot predictive talent metrics in one function, then scale.
</li>
 	<li data-start="2133" data-end="2223">
Share results beyond leadership—use ERGs and employee forums to drive culture change.
</li>
</ol>

<hr data-start="2225" data-end="2228" />
🔮 Predictive talent isn’t just a measurement shift—it’s a mindset shift. By blending culture, data, and foresight, talent development leaders can deliver results that matter most to the business.
📣 How is your organization shifting from lagging to leading indicators? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Predictive Talent: Anticipating Needs Before They Hit the Business

talent risk

suzanne.sherry

performance improvement

talent management

colin.hahn

Talent Strategy

Culture Change

marty.murrillo

Performance Improvement

workforce readiness

employee retention

kelly.wojda

yolanda.mangram

HR Analytics

Predictive Analytics

emily.decker-bess

Business Alignment

HR Insights

data driven HR

angelica.janina.stilling

DEI Strategy

talent forecasting

capability gaps

future learning

talent trends

holly.r.pyatt

predictive talent

leading indicators

lagging indicators

talent metrics

HR scorecard

sales enablement

proactive talent development

This session provided a hands-on look at how AI tools like Canva are reshaping the influence and agility of talent development teams—not just speeding up design, but elevating L&amp;D’s role as a strategic business partner.

<blockquote data-start="562" data-end="716">
“Something that used to take me 3–4 hours or a day, I can now do in Canva in half an hour.” -- <a href="https://www.ele.llc/members/deepa-kartha" target="_blank" rel="noopener">Deepa Kartha</a>
</blockquote>
That’s not just time saved—it’s a shift in power. With the right AI tools, L&amp;D no longer waits in line behind Comms or Marketing. It steps up with its own voice, brand, and business-ready story.
Key takeaways for leaders:

<ul data-start="728" data-end="1593">
 	<li data-start="728" data-end="902">
Combine tools like ChatGPT + Canva for smarter, faster workflows.
</li>
 	<li data-start="903" data-end="1063">
Build data-backed narratives to answer: “Why now?” and “What’s the ROI?”
</li>
 	<li data-start="1064" data-end="1235">
Elevate L&amp;D’s brand inside your org through credible, consistent outputs.
</li>
 	<li data-start="1236" data-end="1409">
Experiment with purpose—teams testing AI today are shaping tomorrow’s strategy.
</li>
</ul>
For leaders, the opportunity is clear: combine AI tools smartly, craft data-backed narratives that win over stakeholders, and build an L&amp;D brand that signals innovation. Most critically, don’t wait. The teams experimenting now will be the ones shaping how AI raises—not replaces—their strategic relevance.
Practical actions you can take now: ✅ Audit where AI can remove internal bottlenecks. ✅ Develop L&amp;D “pitch decks” tackling executive objections. ✅ Create brand-aligned Canva templates for your team. ✅ Run an internal AI lab session to build fluency. ✅ Maintain a shared “AI lessons learned” playbook for your function.
For talent development leaders, this isn’t just about adopting tools—it’s about reshaping how L&amp;D shows up: faster, sharper, and positioned to drive the business, not just support it.


<hr />

Ready to experiment with us?
👉 Share your Canva AI creations in our Collaborative Folder → <a href="https://drive.google.com/drive/folders/1RGZt-1hSN4oaQdbn0Adph8NpSLSo19x_?usp=drive_link" target="_blank" rel="noopener">AI Practical Lab: Canva Creations</a>

✨ AI in Action: How Smart Talent Teams Use Canva to Boost Speed, Influence, and Strategic Learning

learning strategy

digital transformation

edward.desrosiers

jason.davis

future of learning

ChatGPT

AI in Learning

rachel.kaberon

canva

talent-talk

ashley.davis

owen.burns

nicole.defalco

adam.walleser

michael.kern

L&amp;D leadership

AI Experimentation

kathleen.yang-clayton

roberto.seif

deepa.kartha

learning innovation

cathleen.cooke

business impact of L&amp;D

internal branding

agile L&amp;D

leadership influence

Problem Solutions

Upsurge Advisors

Pacific Cycle

Froedtert ThedaCare Health

What if Learning &amp; Development stopped reacting—and started reshaping what’s next?
That challenge took center stage at the Milwaukee Talent Development Conference 2025, where <a href="https://www.ele.llc/members/janice-simmons" target="_blank" rel="noopener">Janice Simmons</a>, <a href="https://www.ele.llc/members/guillermo-gutierrez" target="_blank" rel="noopener">Guillermo Gutierrez</a>, <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, <a href="https://www.ele.llc/members/kelly-wojda" target="_blank" rel="noopener">Kelly Wojda</a>, <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>, and <a href="https://www.ele.llc/members/inna-conner" target="_blank" rel="noopener">Inna Conner</a> made one thing clear: the future of L&amp;D isn’t coming—it’s already here. And it demands a different mindset.
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/06/WISE2025-Future-is-Now-CLO-panel.jpg" alt="" width="719" height="405" />
Today’s most effective L&amp;D leaders aren’t behind the curve; they’re shaping it. That means no more order-taking, no more siloed solutions, and no more waiting for “perfect.” Instead, they’re embedded in business conversations, fluent in data, and focused on co-creating value across the enterprise.
Key Strategies That Stand Out:

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⚡ Design disruption on purpose. The best L&amp;D teams don’t brace for change—they launch it. Think less “training as usual,” more “learning as innovation infrastructure.”
</li>
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🤝 Cross-functional partnerships are a competitive edge. Building shared ownership for change reduces resistance and scales impact.
</li>
 	<li data-start="1324" data-end="1484">
📊 Data isn’t a dashboard—it’s your language of influence. Showing clear, business-relevant outcomes transforms L&amp;D from cost center to strategic enabler.
</li>
 	<li data-start="1485" data-end="1619">
🛠️ Prototype boldly. Don’t wait for polished programs—test, learn, and iterate like a product team. Agility is the new quality.
</li>
 	<li data-start="1620" data-end="1777">
🌟 Be the learner you expect others to be. Future-ready teams start with L&amp;D owning its own development—curiosity, creativity, and AI fluency included.
</li>
</ul>
Panelists shared real examples: scaling inclusion programs through ERGs, challenging managers to rethink requests before training launches, and using data to predict—not just explain—impact. These aren’t just tactics. They’re signs of a function claiming its strategic seat.
If L&amp;D wants to lead, not lag, it’s time to shift: from support to strategy, from reaction to anticipation, from perfectionism to progress.
The takeaway? Don’t wait to be invited into the future—design it.

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

learning culture

inna.conner

leadership development

employee experience

guillermo.gutierrez

continuous learning

cross-functional collaboration

Workforce Transformation

michael.hruska

wise2025

business-aligned L&amp;D

proactive learning design

baryons.aimentor

Session Focus:Shifting the Metrics That Matter: Moving from Lagging to Leading to Deliver Tangible Performance Gains

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Discover how leading talent teams use data-driven insights not just to react—but to get ahead.
</blockquote>
This robust discussion explores how to leverage advanced analytics to proactively forecast critical talent needs—before they disrupt business continuity. We’ll dive into methods for identifying capability gaps, anticipating talent risks, and predicting learning requirements that align with strategic growth.
But forecasting alone isn’t enough.
Imagine trying to hire top talent while reducing recruitment costs—how do you know if you’re actually making progress?
That’s where HR KPIs come in.

<img class="aligncenter size-full wp-image-43789" src="https://wp.ele.llc/wp-content/uploads/2025/03/AIHR-Leading-vs-Lagging-KPIs.jpg" alt="AIHR Leading vs Lagging KPIs" width="548" height="404" />
Source: AIHR
With the right metrics—like time-to-hire, offer acceptance rate, and recruitment cost per hire—you gain visibility into what’s working, where to pivot, and how to align your talent strategy with business outcomes.
You’ll walk away with frameworks for:

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Building a predictive talent model,
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Integrating HR scorecards into strategic planning,
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Using metrics to influence executive buy-in.
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This discussion will help you evolve from descriptive reporting to predictive talent intelligence that drives workforce agility and strategic advantage.

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This 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.
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.

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Session Focus: Explore and develop key skills like adaptability, critical thinking, and communication, empowering individuals to succeed in today's rapidly changing professional landscape.


<blockquote>"To identify the critical skills for focus, the most important input useful is the business strategy... You want to start with the business strategy and follow with L&amp;D data." -- <a href="https://www.ele.llc/members/jennifer-diamond-acosta" target="_blank" rel="noopener">Jennifer Acosta</a></blockquote>
This session provided critical insights on how HR and talent leaders can future-proof their workforce by fostering adaptability, critical thinking, and communication—the key attributes needed to navigate an unpredictable professional landscape.
In today’s business world, skills gaps are widening, technology is evolving faster than ever, and static learning models are no longer effective. To develop a truly dynamic workforce, HR leaders must shift from traditional learning approaches to agile, business-aligned, and measurable talent strategies.

<h3 data-start="729" data-end="768">Key Takeaways for HR Leaders:</h3>
🚀 Start with Business Strategy, Not Just Skills Gaps – The future of workforce development isn’t about chasing trends; it’s about ensuring learning directly fuels business growth. Align L&amp;D with strategic goals first, then refine with data.

🔍 Rethink Learning Models – AI, Cohorts &amp; Real-Time Application – Traditional courses are outdated. AI-driven, adaptive learning and cohort-based models drive engagement, retention, and immediate business impact.

📊 Skills as a Measurable Competitive Advantage – Skills development must be a business KPI. Leverage real-time workforce analytics to track skill progression and directly link learning investments to performance outcomes.
<blockquote>"With the ever-changing landscape, we must remain agile in how we develop skills—what’s relevant today may be obsolete tomorrow." -- <a href="https://www.ele.llc/members/geovanny-andino" target="_blank" rel="noopener">Geovanny Andino</a>, Zurich North America</blockquote>
<h3 data-start="1552" data-end="1604">Practical Actions HR Leaders Can Take Now:</h3>
🎯 Embed Learning in Workflows, Not Just Programs – Integrate skill-building into daily work through AI-driven coaching, microlearning nudges, and real-time feedback loops.

🤝 Turn Learning into a Collaborative Business Imperative – Move beyond HR-led training. Partner with business leaders to make continuous upskilling a core part of team culture and leadership accountability.

📈 Predict &amp; Prepare for Future Roles Now – Use AI and talent intelligence to forecast emerging roles, proactively reskill employees, and ensure the workforce stays ahead of disruption.
Developing a dynamic workforce isn’t just about teaching new skills—it’s about building a culture of continuous learning, adaptability, and strategic alignment. The most successful organizations will be those that treat learning as a core business function rather than an HR initiative. As HR leaders, we have an opportunity to shape the future of work by ensuring employees are not just keeping up, but staying ahead.
For further insights on developing a future-ready workforce, consider St. Charles Consulting Group's "<a href="https://www.ele.llc/members/bookshelf/talent-fueled-enterprise" target="_blank" rel="noopener">The Fueled Talent Enterprise</a>" by <a href="https://www.ele.llc/members/michael-ohata" target="_blank" rel="noopener">Mike Ohata</a>, now available with a 40% discount on Amazon using code ELE40OFF at checkout."
💬 What’s your biggest challenge in preparing your workforce for the future? Please share your thoughts with us on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

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