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Alter Domus

HumanSide

This AI practical lab provided a crucial blueprint for Talent and L&amp;D leaders looking to move past simple AI experimentation and toward disciplined, enterprise-grade workflows. The core theme was this: Generative AI is not a strategy replacement, but a force multiplier that radically redefines team capacity. The lab demonstrated a focused, three-step AI workflow model presented by<a href="https://www.ele.llc/members/julia-meyer"> Julia Meyer</a> and <a href="https://www.ele.llc/members/rebecca-benson">Becca Benson</a> at our October 2025 conference—Clarify, Create, Customize—which ensures human expertise remains in the critical stages of problem definition and cultural refinement. The implication is profound: AI promises to unlock unprecedented productivity, allowing HR to finally operate at the speed of the business, provided leaders enforce a "human-in-the-loop" quality standard.

<img class="aligncenter size-full wp-image-44448" src="https://wp.ele.llc/wp-content/uploads/2025/03/Three-Step-Model-for-AI-Workflows-ELE.jpg" alt="Three-Steap Model for AI Workflows (ELE)" width="690" height="356" />

👂ELE’s POV: Ed gets into the core tension: Is the accelerated adoption of GenAI in L&amp;D a necessary breakthrough for speed—or a reckless path that risks bypassing trust?

<audio controls="controls" data-mce-fragment="1"></audio>
<h3 data-path-to-node="2">Key Takeaways for Senior HR Leaders</h3>
<ul data-path-to-node="3">
 	<li>
The 10x Capacity Shift is Real: The most striking finding was the demonstrable power of an AI-augmented team. As <a href="https://www.ele.llc/members/edward-desrosiers" target="_blank" rel="noopener">Ed DesRosiers</a> revealed during the lab’s case study:

<blockquote data-path-to-node="3,0,1">
"With AI, our team of two created 10 times the deliverables of an 8-person team working the traditional way." This forces a re-evaluation of current capacity plans and resource allocation.
</blockquote>
</li>
 	<li>
AI Demands Higher-Level Thinking: AI elevates your team from producers to strategic partners. As <a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> stated:

<blockquote data-path-to-node="3,1,1">
"AI amplifies you, it doesn't replace you. You are the thought leader; AI is simply your thought partner." The focus shifts entirely to defining strategy and ensuring quality.
</blockquote>
</li>
 	<li>
Strategy Must Precede Speed: The "Clarify" step of the 3C model is non-negotiable. You must define the audience, challenge, and success metrics before generating content to avoid creating high-volume noise.
</li>
</ul>
<h3 data-path-to-node="4">Practical Actions to Take Immediately</h3>
<ul data-path-to-node="5">
 	<li>
Mandate the "Customize" Quality Gate: Stop content from going to the client or employee without a human refining the tone, ensuring cultural fit, and applying nuance.
</li>
 	<li>
Challenge "Solutioneering": Before a team asks an AI tool to "Create" a solution, demand proof that they completed the strategic diagnosis. If they can’t articulate the business need, halt production.

<blockquote data-path-to-node="5,1,1">
"AI gives us amazing options, but I need to see the big picture. How is this actually moving the needle for the business?" -- <a href="https://www.ele.llc/members/keri-kersten" target="_blank" rel="noopener">Keri Kersten</a>
</blockquote>
</li>
 	<li>
Invest in an AI Stack, Not Just a Single Tool: Audit your tool ecosystem (e.g., NotebookLM for research, Copilot for drafting, Canva for design) to ensure it supports the entire Clarify-Create-Customize workflow seamlessly.
</li>
</ul>
The era of the AI-powered workflow demands a new kind of leadership—one that is disciplined, strategic, and focused on impact. By implementing the "Clarify, Create, Customize" structure, you can harness the staggering productivity gains of generative AI while ensuring your Talent and L&amp;D functions remain grounded in human-centered design and strategic business alignment. This isn't about working harder; it’s about leading smarter.
The urgency of this evolution is echoed by other experts; as <a href="https://www.ele.llc/members/michael-vaughan" target="_blank" rel="noopener">Mike Vaughan</a> recently argued on LinkedIn, <a href="https://www.linkedin.com/posts/michaelsvaughan_ai-wont-help-ld-unless-we-let-go-of-what-share-7404581161945214976-b3-P?utm_source=share&amp;utm_medium=member_android&amp;rcm=ACoAAAAyK2cBgiwsMpK9fDqZM0mahKsHVCHm_Y8" target="_blank" rel="noopener">AI Won't Help L&amp;D Unless We Let Go of What Got Us Here.</a>
Let's continue this conversation on the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a> and share the non-negotiable quality controls you're putting in place for AI-generated content!

✨ AI Practical Lab: AI-Powered Workflows

future of work

leadership

Digital &amp; AI

digital transformation

upskilling

performance improvement

edward.desrosiers

talent development

anton.maletich

colin.hahn

keri.kersten

Adding Value

marty.murrillo

wendi.barlow

employee experience

Performance Improvement

guillermo.gutierrez

organizational development

learning trends

ChatGPT

AI tools

HR future

AI in HR

GenAI

Workforce Strategy

generative AI

talent-talk

agile HR

Human Resources

ai practical lab

HR Tech

susan.c.guest

owen.burns

nicole.defalco

4Q2025

CHRO

L&amp;D strategy

roberto.seif

AI in L&amp;D

mike.hoyt

dustin.brewer

AI workflows

capacity building

human in the loop

Human Synergistics

This live discussion provided a compelling, data-driven look at how talent leaders can use assessments and behavioral analytics can drive agile
mindsets and support enterprise transformation.

<blockquote data-start="429" data-end="539">
“We weren’t just changing behaviors—we were holding people accountable to them. If you weren’t going to model the new culture, you might not stay.” -- <a href="https://www.ele.llc/members/angie-zeigler" target="_blank" rel="noopener">Angie Zeigler</a>
</blockquote>
That one quote captured the clarity—and courage—required to shift culture from aspiration to reality. But it was also reinforced by the bigger picture:

<blockquote data-start="429" data-end="539">
“Engagement is just one of the many outcomes of culture—alongside productivity, quality, and intention to stay.” -- <a href="https://www.ele.llc/members/cathleen-cooke" target="_blank" rel="noopener">Cathleen Cooke</a>, Human Synergistics
</blockquote>
Her point is a critical reminder: engagement surveys alone don’t give you the full picture. To build a truly high-performing culture, talent leaders must look deeper—at the underlying norms, expectations, and systems shaping behavior. That’s where tools like the Organizational Cultural Inventory® (Human Synergistics’ OCI) come in, helping leaders measure and diagnose where to focus their efforts to make the biggest positive impact on your culture.


<hr data-start="1218" data-end="1221" />
🔑 Key Takeaways for Talent Development Leaders

<ol data-start="1277" data-end="1943">
 	<li data-start="1277" data-end="1384">
Culture is measurable. Tools like Human Synergistics’ Organizational Cultural Inventory (OCI)
make the invisible visible, enabling targeted interventions.
</li>
 	<li data-start="1385" data-end="1505">
Start at the top. Culture won’t shift unless your senior leaders model and are held accountable for the change.
</li>
 	<li data-start="1506" data-end="1650">
Values ≠ behaviors (unless you operationalize them). Define behaviors clearly and embed them into hiring, development, and performance.
</li>
 	<li data-start="1651" data-end="1784">
Don't stop at engagement. Culture influences everything from turnover to profitability—so build your case with broader data.
</li>
 	<li data-start="1785" data-end="1943">
Sustained change needs many levers. One program won't fix culture. Think systemically: programs, processes, and accountability structures all matter.
</li>
</ol>

<hr data-start="1945" data-end="1948" />
🎯 Practical Actions You Can Take

<ul data-start="1990" data-end="2407">
 	<li data-start="1990" data-end="2077">
Conduct an OCI or similar assessment to compare your ideal vs. current culture.
</li>
 	<li data-start="2078" data-end="2167">
Launch leadership development programs tied directly to the cultural gaps identified.
</li>
 	<li data-start="2168" data-end="2253">
Review your performance management process—does it reward the behaviors you want?
</li>
 	<li data-start="2254" data-end="2330">
Audit hiring and onboarding practices to align with your target culture.
</li>
 	<li data-start="2331" data-end="2407">
Track progress and share stories of change to build momentum and belief.
</li>
</ul>
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📈 Companies with thriving cultures grew 682% in revenue over 11 years. Not because of a one-time initiative—but because they measured, aligned, and sustained their culture work. For talent leaders, this is the opportunity—and the challenge: to become the architects of environments where people thrive and performance follows. Culture change isn’t a project. It’s a leadership discipline.

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Culture Change by Design: Using Data to Build Change-Ready Teams

Engagement &amp; Culture

Leadership

dirk.tussing

angie.zeigler

Change Management

azizeh.constantinescu

leadership development

performance management

Culture Change

employee engagement

agile mindset

data driven talent

reskilling

organizational change

tamora.martin

peter.hogaboam

talent assessment

workforce planning

matt.sernaker

HR leadership

HR Strategy

rachel.kaberon

HR Analytics

3Q2025

laura.sandera

cindy.pinkstaffmiller

behavioral analytics

deepa.kartha

talent development strategy

cathleen.cooke

sheri.weaver

people-first leadership

organizational culture inventory

accountability in leadership

culture diagnostics

change-ready teams

constructive culture

business impact of culture

Lake Forest Center for Leadership

It’s time to stop treating succession like a box to check—and start seeing it as your best tool for unlocking hidden talent.
At the Milwaukee Talent Development Conference 2025, <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a> and <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a> delivered a powerful call to action: evolve your leadership playbook from control and cloning to trust, improvisation, and inclusive growth. Their session reframed succession planning as a daily practice—not a once-a-year HR task.
<img class="aligncenter wp-image-43060" src="https://wp.ele.llc/wp-content/uploads/2025/05/Jennifer-Kern-WISE2025-Keynote-Speaker.jpg" alt="" width="691" height="518" />
Instead of grooming carbon copies of today’s leaders, they challenged us to foster environments where individuals can experiment, stretch, and bring their full selves forward. That means modeling courage, showing vulnerability, and creating space for people to take risks without fear of retribution.
🔑 What Forward-Thinking Talent Leaders Can Do Now:

<ul data-start="1162" data-end="1503">
 	<li data-start="1162" data-end="1257">
Coach, don’t just delegate: Empowerment means being present—co-creating, not handing off.
</li>
 	<li data-start="1258" data-end="1379">
Liberate talent to lead differently: Stop rewarding mimicry. Invite diverse thinking, even when it’s uncomfortable.
</li>
 	<li data-start="1380" data-end="1503">
Set the rhythm, then step back: Think jazz, not marching band. Define outcomes—but let your people shape the journey.
</li>
</ul>
<blockquote data-start="1505" data-end="1592">
“Potential won’t show up unless leaders make it safe to act.” — <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a>, Lake Forest Center for Leadership
</blockquote>
This session emphasized that empowerment isn’t passive. Liberation isn’t about letting go—it’s about leaning in with intention and trust. Real succession planning happens in the moments when leaders choose to make space, model learning, and prioritize long-term development over short-term perfection.
If you want a stronger bench and a more resilient culture, stop replicating what worked in the past—and start unlocking what’s possible now.

Liberating Potential in Individuals

Integrated Talent Management

growth mindset

succession planning

talent management

psychological safety

inclusive leadership

jennifer.kern

future-ready workforce

Coaching Culture

Trust-Based Leadership

wise2025

leadership agility

liberating potential

talent empowerment

Intrepid by VitalSource

St. Charles Consulting Group

In an era where workforce agility is no longer optional, this session made it clear: the future of talent strategy hinges on skills—not just roles or headcount. The conversation, led by Craig Friedman (St. Charles Consulting Group) and supported by insights from Angelica Stilling and others, revealed that becoming a skills-based organization isn’t about overhauling everything at once. It’s about transforming how we think—shifting from tracking people in static jobs to understanding, validating, and mobilizing dynamic capabilities across the enterprise. This isn’t an abstract theory. It’s a data-driven, business-aligned transformation that brings HR, learning, and business strategy together around a shared language: skills.
<blockquote>"Skills-based talent management changes talent from an exercise in headcount management to one in capability management." -- <a href="https://www.ele.llc/members/craig-friedman" target="_blank" rel="noopener">Craig Friedman</a>, St. Charles Consulting Group</blockquote>
<h3 data-start="1174" data-end="1195"><img class="aligncenter size-full wp-image-43028" src="https://wp.ele.llc/wp-content/uploads/2025/05/Skills-Based-Talent-as-Data.jpg" alt="Talent Processes as Interlocking Skills in a Value Chain with Craig Friedman" width="1920" height="1229" /></h3>
<h3 data-start="1174" data-end="1195"></h3>
<h3 class="" data-start="1174" data-end="1195">🔑 Key Takeaways:</h3>
<ul data-start="1196" data-end="1900">
 	<li class="" data-start="1196" data-end="1343">
Skills-first is a data transformation, not just an HR system upgrade. It enables real-time staffing, upskilling, and business responsiveness.
</li>
 	<li class="" data-start="1344" data-end="1491">
Start where it hurts most. The most successful skills initiatives address urgent talent shortages or disruptions—not enterprise-wide reboots.
</li>
 	<li class="" data-start="1492" data-end="1618">
Validation is the new currency. Without confidence in your skills data, your decisions are only as good as your guesses.
</li>
 	<li class="" data-start="1619" data-end="1753">
Competencies and skills are complementary. Use competencies to frame long-term development and skills to drive near-term action.
</li>
 	<li class="" data-start="1754" data-end="1900">
Internal mobility is evolving fast. New platforms link skills to roles, learning, and gigs—empowering employees to move anywhere in the org.
</li>
</ul>
<h3 data-start="1902" data-end="1928"><img class="aligncenter size-full wp-image-42798" src="https://wp.ele.llc/wp-content/uploads/2025/04/STCCG-Skills-Gears-vDetailed-2024APR.png" alt="Skills-based Talent Value Chain" width="1002" height="365" /></h3>
<h3 class="" data-start="1902" data-end="1928">✅ What You Can Do Now:</h3>
<ul data-start="1929" data-end="2590">
 	<li class="" data-start="1929" data-end="2053">
Launch a pilot tied to a business-critical gap. Look for roles that are hard to fill or functions hit by rapid change.
</li>
 	<li class="" data-start="2054" data-end="2197">
Establish a skills confidence framework. Layer validation types (e.g., tests, endorsements, certifications) to guide workforce decisions.
</li>
 	<li class="" data-start="2198" data-end="2328">
Update job profiles with tagged skills. This enables dynamic learning pathways and more precise talent marketplace matching.
</li>
 	<li class="" data-start="2329" data-end="2459">
Collaborate across HR disciplines. Align your talent acquisition, compensation, and L&amp;D teams using shared skill taxonomies.
</li>
 	<li class="" data-start="2460" data-end="2590">
Create governance now. A cross-functional skills council ensures consistency and avoids siloed efforts as your system grows.
</li>
</ul>

<hr class="" data-start="2592" data-end="2595" />
As senior talent leaders, we’re being asked to lead with more speed, data, and alignment than ever before. What this session underscored is that skills are the connective tissue—linking hiring, learning, development, and workforce planning. But adopting a skills-based strategy doesn’t require flipping the entire enterprise overnight. Start small. Solve something real. Let the results speak for themselves. Because when you shift from managing people to managing capability, you stop reacting—and start leading.
💬 Curious how others are implementing these ideas? Our Skills Mini-Series just launched. Let’s co-create, not just consume: <a href="https://www.linkedin.com/events/7316808743541714944/comments/" target="_blank" rel="noopener">🎯 Cohort Signup Portal: Unlock Integrating Enterprise Skills | Mini-Series</a>

Talent Processes as Interlocking Skills in a Value Chain | Best Practice Sharing

Future of Work

Talent Strategy

strategic alignment

learning and development

tim.chudy

skills taxonomy

diana.barnett

cohort-based learning

people analytics

craig.friedman

Workforce Transformation

Skills Gap

Internal Mobility

angelica.janina.stilling

Strategic Workforce Planning

capability building

skills-based organization

talent processes

skills value chain

best practice sharing

employee lifecycle

enterprise skills

HR consulting

workforce skills

Skills-Based Hiring

Is Your Leadership Pipeline Ready for What’s Next?

<a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a> and <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a> didn’t just deliver a session on succession planning—they challenged us to rethink it entirely. With 1 in 5 Americans hitting retirement age by 2030, the real risk isn’t just leadership turnover. It’s losing momentum, institutional knowledge, and the cultural continuity that drives innovation.
Their core message: Succession planning shouldn’t live in HR binders. It must live in the daily decisions of people leaders across the organization.
<img class="aligncenter wp-image-43059" src="https://wp.ele.llc/wp-content/uploads/2025/05/Matt-Sernaker-WISE2025-Keynote-Speaker.jpeg" alt="" width="718" height="539" />
Becoming future-ready doesn’t require a massive overhaul. It starts with a mindset shift.
🔍 Key Insights for Future-Ready Succession Planning

<ul>
 	<li data-start="1785" data-end="1914">Make it daily, not annual: Leadership development must be baked into everyday behaviors—not backloaded into annual reviews.</li>
 	<li data-start="1785" data-end="1914">Trust is your signal: The most promotable leaders earn trust by growing others.</li>
 	<li data-start="1785" data-end="1914">Use the 3-part lens: Spot potential using Trust &amp; Talent, Strategic Mindset, and Organizational Influence.</li>
 	<li data-start="1785" data-end="1914">Time isn’t the issue—priority is: Micro-observations, intentional questions, and lightweight routines build momentum.</li>
 	<li data-start="1785" data-end="1914">Frontline activation is essential: Culture shifts when frontline leaders know they’re part of the succession story.</li>
 	<li style="list-style-type: none;"></li>
</ul>
One powerful quote captured the spirit of the session:

<blockquote data-start="1729" data-end="1807">
“The question isn’t just who’s next, but how are we helping them get there?” -- <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a>, Lake Forest Center for Leadership
</blockquote>
Succession planning only works when it’s embedded in the culture—and when it’s contagious. When frontline leaders, managers, and HR share ownership, leadership development becomes part of the everyday rhythm of work.
So, how future-ready is your organization? Are your leaders just managing today—or building what comes next?
💬 Share how you're sparking succession momentum on the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Succession Planning: How Future-Ready are Your Leaders?

talent pipeline

Strategic HR

Leadership Mindset

HR Best Practices

leadership growth

organizational catalyst

leadership reflection

strategic talent management

leadership assessment

executive readiness

high-potential talent

ELE Group, LLC

<blockquote data-start="758" data-end="903">
“Only 2% of CHROs believe their current system actually works.” — Deloitte’s 2025 Human Capital Trends
</blockquote>
At Milwaukee Talent Development Conference 2025, senior talent leaders came together to tackle one of the most stubborn problems in HR: performance management systems that drain time, strain relationships, and rarely drive real outcomes. As panelist Angie Zeigler put it:

<blockquote data-start="758" data-end="903">
“Performance management is like a dandelion—we keep pulling it, but it keeps coming back. The effort we put in just doesn’t match the results.” — <a href="https://www.ele.llc/members/angie-zeigler" target="_blank" rel="noopener">Angie Zeigler</a>
</blockquote>
<img class="aligncenter size-full wp-image-43043" src="https://wp.ele.llc/wp-content/uploads/2025/05/Innovated-Perf-Mgmt-with-AngieZ.jpg" alt="Innovative Performance Management: Elevating Outcomes" width="2352" height="1568" />
The panel—including Angie, <a href="https://www.ele.llc/members/ann-klitzke">Ann Klitzke</a>, <a href="https://www.ele.llc/members/suzanne-sherry" target="_blank" rel="noopener">Suzanne Sherry</a>, and <a href="https://www.ele.llc/members/yolanda-mangram">Yolanda Mangram</a>—shared how traditional PM approaches have become compliance rituals that fail to inspire growth, fairness, or strategic alignment. And yet, when reimagined with intention and simplicity, performance management can become one of the most powerful levers for development, engagement, and culture transformation.

<h3 class="" data-start="1292" data-end="1345">What leading organizations are doing differently:</h3>
<ul data-start="1346" data-end="1886">
 	<li class="" data-start="1346" data-end="1446">
Replacing static reviews with frequent, meaningful conversations that build trust and clarity.
</li>
 	<li class="" data-start="1447" data-end="1543">
Anchoring performance systems in growth and development, not just ratings or compensation.
</li>
 	<li class="" data-start="1544" data-end="1655">
Training managers as coaches—with tools, questions, and feedback frameworks that make conversations real.
</li>
 	<li class="" data-start="1656" data-end="1778">
Using AI responsibly to support bias detection, goal alignment, and calibration—without losing the human connection.
</li>
 	<li class="" data-start="1779" data-end="1886">
Elevating purpose, recognition, and emotional connection as core drivers of motivation and retention.
</li>
</ul>
<h3 class="" data-start="1888" data-end="1916">🎯 What you can do next:</h3>
<ul data-start="1917" data-end="2415">
 	<li class="" data-start="1917" data-end="2010">
Reevaluate the true purpose of your system—is it driving performance or checking boxes?
</li>
 	<li class="" data-start="2011" data-end="2110">
Introduce lightweight employee-driven feedback loops to track check-in frequency and quality.
</li>
 	<li class="" data-start="2111" data-end="2210">
Equip managers with scripts, coaching scenarios, and role-play exercises to build capability.
</li>
 	<li class="" data-start="2211" data-end="2324">
Pilot AI tools for goal-writing, fairness audits, and manager enablement—always with intentional oversight.
</li>
 	<li class="" data-start="2325" data-end="2415">
Rebalance your reward strategy to emphasize development and belonging alongside pay.
</li>
</ul>
Performance management isn't broken—it’s misaligned. Leaders who treat it as a growth engine instead of a rating mechanism are seeing measurable gains in engagement, productivity, and retention. As shown in examples from Rolls-Royce and other high-performing orgs, success lies in shifting the mindset from accountability to partnership, from documentation to dialogue. If your current process feels like pulling weeds, it may be time to plant something better—something rooted in clarity, fairness, and human connection.

Innovative Performance Management: Elevating Outcomes

suzanne.sherry

ann.klitzke

yolanda.mangram

HR Innovation

manager coaching

continuous feedback

Session Focus: Explore how we're co-creating the launch of ELE’s 4-week Integrating Enterprise Skills mini-series with Intrepid—designed to scale skills initiatives through collaborative, real-world learning.
11-Minute Audio Recap: Preparing for the ELE/Intrepid Skills Mini-Series Launch
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Please sign up for the next cohort (May 12 – June 13):
Since this semi-synchronous mini-series is open to non-ELE members, we’re using LinkedIn as our Cohort Signup Portal. Signing up there will give you learner access to the Intrepid Learning Experience Platform.
<ul>
 	<li><a href="https://www.linkedin.com/events/signupportalpage-jointheele-int7316808743541714944/about/">Cohort Signup Portal: Unlock Enterprise Skill Strategy | 4-Week Mini-series | LinkedIn</a></li>
</ul>
<img class="aligncenter wp-image-42516 " src="https://wp.ele.llc/wp-content/uploads/2025/03/ELE-Intrepid-Skills-Mini-Series-1.jpg" alt="ELE-Intrepid Skills Mini-Series" width="1216" height="503" />
From our session's focus on collaborative cohort learning, scalable and flexible designs, a skills-centric approach, and business alignment, we distilled the following key takeaways and practical steps.
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<h3 class="" data-start="237" data-end="260">Key Takeaways</h3>
<ul>
 	<li>Skills as a Strategic Lever: Organizations are shifting from roles to skills as the building blocks of workforce agility—this mini-series is designed to help leaders activate that shift through practical experimentation.</li>
 	<li>Collaborative Launch Design: Co-creating the learning experience with peers surfaced real-world challenges and solutions, setting the stage for a more grounded and relevant skills journey.</li>
 	<li>Learning at Scale Requires Intentional Design: A semi-synchronous, cohort-based model like Intrepid’s allows for broad participation while maintaining engagement through reflection, discussion, and real-time feedback.</li>
</ul>
<h3 class="" data-start="911" data-end="938">Practical Actions</h3>
<ul>
 	<li>Join the Next Cohort: Sign up via the LinkedIn portal to gain access to the 4-week Intrepid learning experience launching May 12.</li>
 	<li>Engage Your Team: Invite peers or stakeholders to join you in the cohort to spark cross-functional alignment around skills transformation.</li>
 	<li>Bring Your Business Context: Arrive ready to test ideas, pilot frameworks, and gather insights you can immediately apply to your enterprise skills strategy.</li>
</ul>
Together, we'll ensure our 2025 programs are aligned with your needs, helping you and your teams stay ahead of the curve and drive lasting success in the year ahead.

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🚀 Preparing for Launching ELE/Intrepid Skills Mini-Series

Operations

talent acquisition

katrina.williams

lorna.malloy

continuous learning

jennifer.rainey

skills data

skills-based talent management

HR strategies

HR Technology

organizational learning

team communication

knowledge sharing

innovation culture

teaming techniques

2Q2025

nicholas.iverson

Talent Innovation

Session Focus: Leveraging assessments and behavioral analytics to drive agile mindsets and support enterprise transformation.

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<div class="markdown prose w-full break-words dark:prose-invert light">This video discussion will explore how to leverage cutting-edge assessments and behavioral analytics to cultivate agile mindsets within your teams. Discover practical strategies for using data-driven insights to design and implement culture change initiatives that stick. </div>
<div class="markdown prose w-full break-words dark:prose-invert light">Learn how to build a workforce that not only adapts to change but actively drives it, positioning your organization for sustained success in an evolving business landscape.</div>
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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.
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.

single-event

Your Teams

Learning Circles

team-building

Complimentary

Analytics

enterprise transformation

Session Focus: Explore practical strategies for successfully integrating AI technologies into your organization's talent development initiatives, focusing on onboarding AI as a new hire.

<blockquote>"We're going to have AI as part of your org chart." -- <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Mike Hruska</a></blockquote>
This session provided a forward-looking perspective on the integration of artificial intelligence within organizational structures, underscoring the transformation that AI is bringing to the HR landscape. As AI becomes a standard part of the org chart, it necessitates a strategic approach to its adoption and management, akin to onboarding a new hire with unique capabilities and potential.
Key Takeaways:

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 	<li data-start="516" data-end="747">Strategic AI Integration: AI's inclusion in the org chart symbolizes its role as a permanent, integral component of the workforce. This positions AI not just as a tool but as a key player in shaping organizational strategies.</li>
 	<li data-start="748" data-end="951">Cultural and Operational Alignment: The integration of AI into corporate structures offers a unique opportunity to reinforce and perhaps redefine the company’s culture and operational efficiencies.</li>
 	<li data-start="952" data-end="1154">Enhanced Onboarding Processes: AI can significantly improve the onboarding process, making it more personalized and effective, thus enhancing new hire engagement and reducing time to productivity.</li>
</ul>
Practical Actions:

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 	<li data-start="1179" data-end="1450">Develop AI Integration Plans: HR leaders should devise comprehensive strategies that outline how AI will be integrated into existing teams and workflows. This includes training programs that equip HR professionals with the skills to manage AI resources effectively.</li>
 	<li data-start="1451" data-end="1704">Leverage AI for Personalized Onboarding: Implement AI-driven tools to create a more tailored onboarding experience. This could involve using AI to analyze new hires' skills and adapting the onboarding process to better meet their individual needs.</li>
 	<li data-start="1705" data-end="1905">Foster a Culture of Innovation and Adaptability: Encourage a company culture that embraces continuous learning and adaptability, where AI's role is understood and valued across the organization.</li>
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The inclusion of AI on the org chart is not just a symbolic move—it's a strategic one. It calls for a proactive approach in managing AI resources, ensuring they align with and advance the organization's goals. For HR leaders, this means not only overseeing the integration of AI into personnel structures but also spearheading the transformation efforts that will define the future of work in their organizations. By doing so, HR can lead by example, demonstrating how to harness the potential of AI to enhance organizational capabilities and drive future growth.

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