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<p>ELE is a peer-powered community where people leaders don't just reframe challenges — they leave with decisions, next moves, and 30/60/90-day commitments to move real work forward.</p><p>&nbsp;</p><p>For 22 years, leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.</p>

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<p class="ql-align-center"><strong>This is where people leaders get sharper — and their teams get smarter.</strong></p><p class="ql-align-center">ELE is a peer-powered network of people leaders who accelerate business results through shared intelligence and real-work collaboration. Learn more below about why ELE has been the trusted choice for leaders building high-performing teams for over 20 years.</p>

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<p>Bring a real talent challenge. Name what's at stake, what you've tried, and why it matters now.</p>

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

<p>Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.</p>

Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

<p>Where people leaders share what's working, ask what's hard, and learn from peers navigating the same talent challenges right now.</p><p> Search before you post. When referencing a resource, paste the key insight directly into your response with a link to the source.</p>

<p>Real conversations from people leaders tackling today's toughest talent challenges -- captured live, ready to apply with your teams when it fits your schedule, and connected to what's happening right now.</p>

Insights on Talent Challenges | Captured Peer Conversations | ELE

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<p>Pick your path — each plan reflects a different commitment to accelerating business value.</p>

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

Executive Learning Exchange (ELE)

This is an informal, 30-minute virtual working exchange requested by ELE community member, <strong>Newt Moore</strong>, to get early peer input on ELE's direction and upcoming position paper.

We plan to stay on longer if there is interest! Feel free to share this event post with a trusted colleague who should be part of this conversation.

<hr />

<h3>📖 Pre-Read Materials</h3>
<em>Please review these documents before we meet. Both docs are live—feel free to comment directly in V2!</em>
<ul>
 	<li><strong>V1 Concept Paper: The Intellectual Foundation</strong>
This document covers People Intelligence, Organizational Intelligence, and the neuroscience case for why real work beats case studies.
👉 <a href="https://docs.google.com/document/d/15M48CwV6nr9sEvJT65X3QDIJgNghUMT7esWU7aLnThY/edit?usp=sharing" target="_blank" rel="noopener">Review V1 Concept Paper</a></li>
 	<li><strong>V2 Concept Paper: The Socialization Version</strong>
This document covers ELE's OI framework, the ELE Collective in action, and the October 1st Summit invitation—built specifically for CNA and new stakeholders.
👉 <a href="https://docs.google.com/document/d/1SG1GHVyLFdj2rgiXE50ZZP6I0X4IUDnGzNZj1JnKXSQ/edit?usp=sharing" target="_blank" rel="noopener">Review &amp; Comment on V2 Concept Paper</a></li>
</ul>
<div style="background-color: #f9f9f9; border-left: 4px solid #990000; padding: 20px; margin-top: 30px; border-radius: 4px;">
<p style="margin-top: 0;">💡 <strong>Want ELE to consider a local meetup?</strong></p>
Start with a real reason to gather. Talk with a few local ELE members or trusted peers. Identify a topic, possible time, and venue. Then, <strong><a style="color: #0056b3; text-decoration: underline;" href="https://www.ele.llc/calendar/schedule">submit the idea</a></strong> so ELE can help shape it, amplify the right voices, and promote it to the broader community.
<p style="margin-bottom: 0; font-style: italic; color: #555;"><strong>This is how communities are built: by the community.</strong></p>

</div>

Meetup | Newt Moore — ELE Direction & Position Paper

Engagement &amp; Culture

dirk.tussing

newton.moore

onboarding

online event

adrienne.guerrero

matt.sernaker

Community Building

networking

organizational learning

knowledge sharing

idea exchange

fresh ideas

re-engagement

Q&amp;A

2Q2026

vilson.simon

people intelligence

organizational intelligence

ele framework

position paper

virtual working exchange

peer input

local meetups

single-event

teri.hart

CNA Insurance

<p data-pm-slice="1 1 []">What We're Working Through ...</p>

<h3 data-pm-slice="1 1 []"><strong>In Search of Organizational Excellence</strong></h3>
<p data-pm-slice="1 1 []"><em>Redesigning Work Around AI Expertise, Human Judgment &amp; People Development
</em><strong>Redesign</strong> the work. <strong>Reskill</strong> the people. <strong>Redeploy</strong> the talent.</p>


[caption id="attachment_45887" align="aligncenter" width="380"]<img class=" wp-image-45887" src="https://wp.ele.llc/wp-content/uploads/2026/07/IN-SEARCH-OF-ORGANIZATIONAL-EXCELLENCE-v2-ELEs-Next-Community-Powered-Book.jpg.jpg" alt="Book cover: In Search of Organizational Excellence — Redesigning Work Around AI Expertise, Human Judgment &amp; People Development. Fourth in the Executive Learning Exchange Series, prepared by Dirk Tussing." width="380" height="508" /> <em>A community-powered homage to Tom Peters'</em><br /><em>In Search of Excellence (1982) — same question, new era.</em>[/caption]
<blockquote><em>"Companies want and need expertise — human or AI. Judgment stays uniquely human. The C-suite goal is minimizing coordination tasks. Only 29% of workflows are using AI while 71% of employees are — that gap is the opportunity."</em>
<strong>— Karen Kocher</strong></blockquote>
&nbsp;

You already know what good looks like: immersive experiences, peer connection, clear next steps. That's table stakes now.

Leadership development built for the last era can't keep pace. October 1 is where we work the new one out — real talent challenges, trusted peers, and a 30/60/90-day plan you can bring back Monday.
<h5><strong>Lead the AI Era—From Insight to Action</strong></h5>
<p class="font-claude-response-body break-words whitespace-normal">HR and L&amp;D have always started with the individual — the persona, the role, the competency model. That's the muscle memory of a century of talent work. And it's exactly why AI-era transformation stalls.</p>
<p class="font-claude-response-body break-words whitespace-normal">The cleanest path starts with the <strong>workflow</strong> — what work actually gets done, and which parts humans should own, share, or hand off to agents. Once the work is clear, the person's development gets clear too. Skills follow. Reskilling follows. Redeployment follows.</p>

<blockquote>
<p class="font-claude-response-body break-words whitespace-normal">This isn't anti-individual. It's pro-individual with the work they do.</p>
</blockquote>
&nbsp;

<span style="font-size: 16px;">October 1 is where people leaders reimagine a real workflow, work it with peers, and leave with a 30/60/90-day plan that redesigns the work — then reskills and redeploys the people ready to do it.</span>
<h5><strong>The blindspot: AI isn't a productivity tool. It's a new form of capital</strong></h5>
<p class="font-claude-response-body break-words whitespace-normal" dir="auto">Most transformation plans still treat AI as software to roll out — and the people work as change management to run alongside. That's the old playbook. It's already breaking.</p>
<p class="font-claude-response-body break-words whitespace-normal" dir="auto">Satya Nadella called it plainly this year: every company is now building two kinds of capital — <strong>human capital</strong> (knowledge, judgment, relationships, creativity, pattern recognition) and <strong>token capital</strong> (the AI capability the company builds and owns). The winners get them to compound together. His line: <em>"without human direction, you have compute running in circles."</em></p>
<p class="font-claude-response-body break-words whitespace-normal" dir="auto">Human capital doesn't shrink as AI grows. It gets more valuable — but only when the two dance and work as one.</p>
&nbsp;

<img class="aligncenter wp-image-45866" src="https://wp.ele.llc/wp-content/uploads/2026/07/ELE-OI-HUMAN-INTELLIGENCE-Drives-Value.jpg" alt="Organizational Intelligence model showing how Human Intelligence and AI &amp; Business Intelligence connect to drive better decisions, business value, and sustainable growth at scale." width="671" height="671" />

&nbsp;

That's Organizational Intelligence. AI &amp; Business Intelligence amplifies what's happening now. Human Intelligence delivers what AI can't replicate — context from real work, judgment under uncertainty, adaptability when the plan breaks. <strong>AI adoption at scale needs both.</strong>

&nbsp;
<h5><strong>The workflow-first argument isn't new. ELE was making it in 2022.</strong></h5>
Three years ago, Ravin Jesuthasan sat in this exchange and made the case that jobs are the wrong unit of work — that the future runs on fixed, flex, and flow. His Work Without Jobs framework predicted what AI now makes inescapable: reimagine the work first, then the people who do it.
<h5><video preload="metadata" controls="controls" width="100%" height="auto">
<source src="https://media.ele.llc/2022/20221201_FutureOfWork_LearningCircle_mm06.mp4" type="video/mp4" /><span data-mce-type="bookmark" style="display: inline-block; width: 0px; overflow: hidden; line-height: 0;" class="mce_SELRES_start">﻿</span>
</video></h5>
<h5></h5>
<blockquote><strong>Jobs are the wrong unit of work.</strong> — Ravin Jesuthasan</blockquote>
&nbsp;

Here's what's actually happening: two years ago, your org chart was all humans. Today, it's hybrid — AI agents already sitting inside workflows your people own. Two years from now, agents will outnumber the humans on it. <strong>The managers who figure this out first win the next two years. The ones who treat it as a blindspot lose them.</strong>

Your people are leading these new hires in real time — no résumés, no managers, no one to show them the ropes — quality-checking output that used to be theirs and writing the rules as they go.

<img class="aligncenter size-full wp-image-45890" src="https://wp.ele.llc/wp-content/uploads/2026/02/AI-as-a-New-Hire-2024-today-2028-Org-Chart-vChatGPT.jpg" alt="Three-panel org chart timeline showing the shift from a 2024 human-only hierarchy, to a 2026 hybrid pyramid with AI copilots, to a 2028 flat structure of workflow clusters where each human manages multiple AI teammates." width="1693" height="929" />
<blockquote>&nbsp;

<img class="aligncenter size-full wp-image-45771" style="font-size: 16px; font-style: inherit; font-weight: inherit;" src="https://wp.ele.llc/wp-content/uploads/2026/06/ELE-Leadership-Development-for-Accelerating-Business-Value-Gemini.jpg" alt="Leadership development framework showing five layers — Listen, Name what's broken, Solve it together, Build the 30/60/90 plan, Employees feel it — built on learning in the flow of work." width="1920" height="1072" /></blockquote>
<h5><strong>How the Exchange Works</strong></h5>
<ul>
 	<li data-section-id="c51569" data-start="208" data-end="348"><strong>Real talent challenges</strong> — leaders bring what's actually stalling performance</li>
 	<li data-section-id="c51569" data-start="208" data-end="348"><strong>Roundtable discussions</strong> — peers share use cases and what's actually working</li>
 	<li data-section-id="c51569" data-start="208" data-end="348"><strong>Design Charrettes</strong> — small peer groups shape strategies</li>
 	<li data-section-id="c51569" data-start="208" data-end="348"><strong>AI Practical Labs</strong> — AI becomes a tool for execution, not noise.</li>
</ul>
Most leadership development ends when the session does. ELE adds every talent challenge, strategy, and outcome to a 20+ year body of knowledge — so the next community member starts further ahead.

<hr data-path-to-node="13" />

<h5 data-start="143" data-end="161"><strong data-start="143" data-end="161">What to Expect</strong></h5>
<ul>
 	<li data-start="143" data-end="161"><strong style="font-size: 16px;" data-start="165" data-end="193">Real executive dialogue:</strong><span style="font-size: 16px;"> Practical, unscripted exchange with senior leaders working through AI-era leadership challenges and workforce challenges.</span></li>
 	<li data-start="143" data-end="161"><strong data-start="1953" data-end="1988">Business-outcome-first framing:</strong> Start with the result the business is trying to achieve, then work backward to the skills, roles, tasks, behaviors, and leadership support needed to move it.</li>
 	<li data-section-id="1424amn" data-start="292" data-end="411"><strong data-start="294" data-end="320">Design Charrette work:</strong>  Small-group collaboration around real problems, root causes, sharper choices, and practical next steps.</li>
 	<li data-section-id="10c4ynl" data-start="413" data-end="580"><strong data-start="415" data-end="444">AI Working Lab mindset:  </strong>Explore where AI can improve work, automate repeatable tasks, and support better decisions — while helping leaders frame the “why” and connect action to business value.</li>
 	<li data-section-id="67hqfu" data-start="582" data-end="705"><strong data-start="584" data-end="610">Peer-powered momentum:</strong>  Leave with clearer thinking, useful connections, and practical 30/60/90-day next moves you can bring back to the business.</li>
</ul>

<hr />

<h5 data-start="829" data-end="949"><strong data-start="783" data-end="827">Real Challenges We’ll Work Through</strong></h5>
<p data-start="829" data-end="949"><span style="font-weight: 400;">The community shapes the day. In the two weeks before October 1, registrants get the running list of talent challenges the community is voting up — the ones we'll actually work through in the room.</span></p>
<iframe style="display: block; margin: 0 auto 1rem; border: none;" title="YouTube video player" src="https://www.youtube.com/embed/ddUs89rL7Ow?si=_hLCMp0sHJO9QRj-" width="560" height="315" allowfullscreen="allowfullscreen" data-mce-fragment="1"></iframe>
<p style="text-align: center; font-style: italic; margin-bottom: 3rem;">AI adoption is about data, tech &amp; people. Leadership development matters
more when change accelerates — not less.</p>


<hr />

<h5 class="PDq2pG_selectionAnchorContainer" data-start="2738" data-end="2785"><strong>Designed for Different Stages of AI Adoption</strong></h5>
Three concurrent breakouts, color-coded so you pick the room built for where you actually are — not where you're supposed to be.
<p style="padding-left: 40px;">🔵 Exploring — still building the internal case for workflow-first. Leave with language and a framework for leadership.
🟢 Piloting — a few AI Practical Labs running, results mixed. Leave with peer-tested strategies for what's working.
🟠 Scaling — AI's inside the workflows, but redeployment and reskilling haven't caught up. Leave with a 30/60/90-day plan built for your stage.</p>
<p data-start="2960" data-end="3193">Pick the agenda topic right for you. Not someone else's playbook.</p>


<hr data-path-to-node="21" />

<h5 data-start="1285" data-end="1314"><strong data-start="1285" data-end="1314">Who This Is For</strong></h5>
The AI-era shift lands on every leader responsible for people — inside HR, L&amp;D, and the business teams running the new playbook. October 1 is built for all of them, together in the same room.
<ul>
 	<li><strong>CHROs and senior HR executives</strong> — setting talent strategy for a hybrid workforce</li>
 	<li><strong>Chief Learning Officers and heads of talent</strong> — rebuilding capability for AI-era work</li>
 	<li><strong>Heads of leadership development, org effectiveness, and employee experience</strong> — closing the gap between AI adoption and human performance</li>
 	<li><strong>Business leaders and people managers</strong> — leading hybrid teams of humans and agents</li>
</ul>
<strong>One thing you'll leave knowing:</strong> in the next two years, every employee becomes a manager. Individual contributors will supervise AI new hires — quality-checking their output, correcting their errors, and deciding what work to trust them with. That's a promotion nobody applied for.

We already see the human version. Cathleen Cooke reports that EQ and team-building for new hires now ranks in the top five requests coming out of the Human Synergistics community. And it isn't just newbies. EQ is running thin across every generation in the workforce — inside complex, cross-matrix organizations where nobody was hired to be a manager and everybody has to lead across lines. Scale that gap by adding AI new hires who bring no EQ at all, and you have a leadership challenge that lands squarely on people managers.

October 1 is where we work out how to prepare them.

If you're accountable for people, work, or both — this is your room.

<hr data-path-to-node="25" />

<h5 data-start="1285" data-end="1314"><strong data-start="1285" data-end="1314">Hosted at CNA Insurance</strong></h5>
<p data-start="1285" data-end="1314">CNA opens its Chicago headquarters for the day. CNA people leaders are part of the conversation.</p>


<hr data-path-to-node="28" />

<h5 data-start="654" data-end="670"><strong data-start="654" data-end="670">Register Now</strong></h5>
<span style="font-weight: 400;">The next two years belong to people leaders who prepare now — not the ones who wait and hope their org catches up.</span>

<span style="font-weight: 400;">October 1 is where preparation happens: peers navigating the same shift, one real workflow you'll redesign in the room, and a 30/60/90-day plan you can act on Monday.</span>

<span style="font-weight: 400;">Bring what's top of mind. Leave alongside the brightest minds in next-gen leadership. Register to join us in downtown Chicago.</span>

Leadership Development in the AI Flow of Work | Fall Conference

engagement &amp; culture

future of work

Full-day Exchange

Talent Executives

Team Leaders

Your Teams

Chicago Cohort

shweta.srivastava

nick.allen

ele chicago cohort

chicago

katie.mcallister

in-person event

kim.ludwig

Future of Work

Leadership

Digital

Strategy

workforce readiness

brady.bair

peter.hogaboam

CHIE2026

annual-conference

ai practical lab

nicole.defalco

leadership agility

Design Charrette

real-time insights

ELESUMMIT2026

LAK Group

BARYONS

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<div class="font-large !font-user-message py-0.5 grid grid-cols-1 gap-2 relative [&amp;_ul]:!space-y-0 [&amp;_ol]:!space-y-0 [&amp;_ul]:pl-8 [&amp;_ol]:pl-8" data-testid="user-message"><strong>When the people doing the work are struggling to move forward, your business slows with them.</strong></div>
</div>
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<p class="font-claude-response-body break-words whitespace-normal">Burnout isn't a wellness problem. It's a change-readiness execution problem.</p>
<p class="font-claude-response-body break-words whitespace-normal">When your people are running on empty, decisions slow, handoffs break, and momentum stalls. As the demand for AI adoption and change grows, so does burnout. Cognitive overload is the hidden constraint on 2026 execution — and it's in every leadership conversation right now.</p>
Mike Grubich, CEO of LAK Group and ELE Strategic Partner, put it plainly:
<blockquote>"Burnout, chronic stress and cognitive overload hit exactly what the business depends on -- safety, focus, productivity, and retention."</blockquote>
LAK Group is hearing this from people leaders across their client companies. ELE is hearing it across the network. On June 19, we stop diagnosing it and start moving.

<strong>Bring your version of this important work issue. We'll ideate together:</strong>
<ul class="[li_&amp;]:mb-0 [li_&amp;]:mt-1 [li_&amp;]:gap-1 [&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc flex flex-col gap-1 pl-8 mb-3">
 	<li class="font-claude-response-body whitespace-normal break-words pl-2">Where is overload creating execution drag on your team right now?</li>
 	<li class="font-claude-response-body whitespace-normal break-words pl-2">What's the one capacity constraint slowing decisions and momentum?</li>
 	<li class="font-claude-response-body whitespace-normal break-words pl-2">What's the practical move that restores focus -- without adding more process?</li>
</ul>
<p class="font-claude-response-body break-words whitespace-normal">You'll hear how other leaders are navigating this right now. We dig into root cause, not HR programs. You leave with something worth trying.</p>
We'll use ELE's Action Planning Worksheet to pressure-test what you bring.
<blockquote>Your challenge could be next on the calendar.
👉 <a class="underline underline underline-offset-2 decoration-1 decoration-current/40 hover:decoration-current focus:decoration-current" href="https://www.ele.llc/calendar/vote">Vote to Shape the Calendar</a></blockquote>
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This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
<strong>Collaborate pre-chat with your peers online: </strong><a href="https://community.ele.llc/t/burnout-chronic-stress-and-cognitive-overload-hit-exactly-what-the-business-depends-on-safety-focus-productivity-and-retention/6057">Burnout, chronic stress and cognitive overload hit exactly what the business depends on — safety, focus, productivity, and retention - Shape the Calendar - Idea Exchange - ELE Group</a>

Leadership Development in the AI Flow of Work | Fall Conference

Design Charrette | Burnout Is a Change-Readiness Execution Problem

Meetup | Newt Moore — ELE Direction & Position Paper