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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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<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>

Alter Domus

Executive Learning Exchange (ELE)

<div style="font-family: 'Calibri', 'Candara', 'Segoe UI', 'Optima', Arial, sans-serif; color: #333; line-height: 1.6; max-width: 800px; margin: auto; font-size: 1.1rem;">
<blockquote style="border-left: 4px solid #990000; margin: 20px 0; padding: 10px 20px; background-color: #f8f9fa; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"We've been in this flurry of data collection, to what end?" — <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>, Upsurge Advisors</blockquote>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;"><strong>The real work on the table:</strong> People leaders are spending heavily on learning but can't prove what it's moving. Anton Maletich (Alter Domus) brought a problem he's seen at three companies: the LMS captures activity but doesn't surface insight, managers can't see where their teams stand, and there's no centralized reporting across programs. It matters now because boards are already pricing L&amp;D against AI-driven alternatives — and L&amp;D without proof points is the easy cut.</p>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;"><strong>Who was in the room:</strong> Anton Maletich (Alter Domus) as Internal Client, Kyle Swanson (Ziel) as AI Strategist, David Scherer (ELE) as Skeptic, Matt Sernaker (Lake Forest Center for Leadership) as Executive Producer — plus senior L&amp;D, talent, and people leaders from Upsurge Advisors, UL Solutions, LAK Group, Positive Delta, Robertshaw, National Louis University, and others.</p>

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 30px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">Clean the data before you point AI at it</h3>
<blockquote style="border-left: 4px solid #990000; margin: 15px 0; padding: 5px 20px; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"You don't have clean data. Everything you build on top of it is worthless." — <a href="https://www.ele.llc/members/anton-maletich" target="_blank" rel="noopener">Anton Maletich</a>, Alter Domus</blockquote>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;">Duplicate profiles, blank fields, employees on leave — they quietly distort every completion number you report up. Anton's first AI use case wasn't a dashboard. It was an audit of the data itself.</p>

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 25px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">Lead with the business question, not the LMS report</h3>
<blockquote style="border-left: 4px solid #990000; margin: 15px 0; padding: 5px 20px; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"What are the questions you're really asking of the data?" — <a href="https://www.ele.llc/members/kyle-swanson" target="_blank" rel="noopener">Kyle Swanson</a>, Ziel</blockquote>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;">If the business doesn't already measure the outcome, learning shouldn't invent a metric for it. The AI question comes third — after the business question and the data question.</p>

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 25px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">Completion is not performance</h3>
<blockquote style="border-left: 4px solid #990000; margin: 15px 0; padding: 5px 20px; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"Does it matter if the training was completed, if the performance has moved." — <a href="https://www.ele.llc/members/adrienne-guerrero" target="_blank" rel="noopener">Adrienne Guerrero</a>, Positive Delta</blockquote>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;">Adrienne's group surfaced the sharper question: maybe the training didn't move the needle at all. Manager influence, peer coaching, and informal learning often do more. Measure the performance change first. Then back into what actually caused it.</p>

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 25px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">The boardroom signal</h3>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;"><a href="https://www.ele.llc/members/vilson-simon" target="_blank" rel="noopener">Vilson Simon</a> (LAK Group) shared a story that landed hard. A $200K L&amp;D vendor was replaced by a $50K AI-powered platform — surfaced by two IT folks who saw the savings before L&amp;D had built its case. <em>"There's a lot of noise today in boardrooms,"</em> he said, <em>"where we can cut costs across the organization if it's using AI."</em> If L&amp;D can't quantify its value, someone else will quantify the alternative.</p>
That is the organizational intelligence shift: business data may show what changed, but people intelligence helps leaders understand what the work is becoming.

<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2026/02/ORGANIZATIONAL-INTELLIGENCE.jpg" alt="" width="640" height="640" />

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<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-bottom: 15px;">What to try next</h3>
<ol style="padding-left: 25px; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">
 	<li style="margin-bottom: 15px;"><strong>Run an AI-driven data audit before any reporting build.</strong> Duplicates, blanks, leave status. <em>Early evidence:</em> completion rates shift meaningfully within one cleanup cycle.</li>
 	<li style="margin-bottom: 15px;"><strong>Pick one business outcome your company already tracks and design learning measurement against it.</strong> <em>Early evidence:</em> you can explain in one sentence how a program moves a metric your CFO already cares about.</li>
 	<li style="margin-bottom: 15px;"><strong>Use AI as your BI expert, not your L&amp;D replacement.</strong> Tools like Databricks let you build dashboards iteratively by talking to AI — checking against your manual numbers until you trust the output. <em>Early evidence:</em> one self-built dashboard replaces one Crystal Reports request.</li>
</ol>
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<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;"><strong>Bring your work into the room</strong></p>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;">If this connects to real work you are trying to move forward, bring it into the ELE community. Share the challenge, compare signals with trusted peers, and leave with practical next moves you can use.</p>
<p style="font-family: 'Calibri', sans-serif; font-size: 1.1rem;"><strong>Submit My Challenge Now:</strong> <a style="color: #0056b3; font-weight: bold; text-decoration: underline;" href="https://www.ele.llc/faqs/share-top-of-mind-talent-challenges">https://www.ele.llc/faqs/share-top-of-mind-talent-challenges</a></p>

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